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NSYSU
1.
Chao, Chih-ying.
The Study of the Relationship between Learning-oriented Human Resource Practices and Organizational Performances.
Degree: Master, Human Resource Management, 2010, NSYSU
URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621110-223659 
► ããWhile an organization facing a dynamic environment, the only way to survive is to learn as soon as possible. Therefore, organizational learning becomes more and…
(more)
▼ ããWhile an organization facing a dynamic environment, the only way to survive is to learn as soon as possible. Therefore,
organizational learning becomes more and more important. Age of knowledge economy is coming,
human resource becomes the key of the competitive advantages. Does learning-oriented
human resource have positive influences in
organizational performances? In this thesis, the study will discuss this topic from the aspect of learning-oriented
human resource and try to find the relationship between learning-oriented
human resource and
organizational performances and as well as the relationship between the system of learning-oriented
human resource and
organizational performances. Moreover, the indirect impact of
human resource practices intertwined with
human resource and competitive strategy as a moderator is also under scrutiny.
ããThis thesis is conduct through opinion survey, relied by the directors of
human resource and core department in each company, the findings of the thesis can be summarized as follows:
1. â Control â and â performance appraisal â of the learning-oriented
human resource practices impact the
organizational performances positively.
2. There is no evidence to show that the system of learning-oriented
human resource impacts
organizational performances either positively or negatively.
3. The relationship between âcooperationâ âcooperation within departmentsâ and âtrainingâ of learning-oriented
human resource practices and
organizational performance will be contingent on an organizationâs competitive strategy.
Advisors/Committee Members: Shyh-Jer Chen (chair), Liang-Chih Huang (chair), Uen-Jin Feng (committee member).
Subjects/Keywords: organizational performances; competitive strategy; organizational learning; human resource practices
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APA (6th Edition):
Chao, C. (2010). The Study of the Relationship between Learning-oriented Human Resource Practices and Organizational Performances. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621110-223659
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Chao, Chih-ying. “The Study of the Relationship between Learning-oriented Human Resource Practices and Organizational Performances.” 2010. Thesis, NSYSU. Accessed December 13, 2019.
http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621110-223659.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Chao, Chih-ying. “The Study of the Relationship between Learning-oriented Human Resource Practices and Organizational Performances.” 2010. Web. 13 Dec 2019.
Vancouver:
Chao C. The Study of the Relationship between Learning-oriented Human Resource Practices and Organizational Performances. [Internet] [Thesis]. NSYSU; 2010. [cited 2019 Dec 13].
Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621110-223659.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Chao C. The Study of the Relationship between Learning-oriented Human Resource Practices and Organizational Performances. [Thesis]. NSYSU; 2010. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621110-223659
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
2.
Kainat Rizvi.
Influence of occupational stress and human resource
practices on organizational commitment and psychological
wellbeing; -.
Degree: Psychology, 2013, Aligarh Muslim University
URL: http://shodhganga.inflibnet.ac.in/handle/10603/12975
► The aim of this present piece of research is to study the influence of occupational stress and human resource practices on organizational commitment and psychological…
(more)
▼ The aim of this present piece of research is to
study the influence of occupational stress and human resource
practices on organizational commitment and psychological well-being
among bank employees . In the present study, occupational stress
and human resource practices have been taken as independent
variables whereas organizational commitment and psychological
well-being as dependent variables. Liberalization of the Indian
organizational environment through modification in the industrial,
trade and financial policies by the government has brought in
change and competition of a magnitude that was previously unknown
to Indian business. In the present scenario, where multinationals
and other global players are competing in the domestic market with
the monopoly players, the management of organizations is expected
to be more productive and efficient for survival in India. More
than a decade ago, the western countries faced similar conditions.
A flow of changing organizational structures and changing
expectations has forced various departments of the organization to
alter their perspectives on their role and function overnight.
Companies are strained to make changes in their organization to
give emphasis primarily on productivity in order to survive in
India. In this context, it would be important to identify the
factors in the organizational environment that have the most
positive as well as negative impact on the performance of employees
in the organization in order to facilitate the positive and impede
negative factors at job setting. Hence, the present research was
undertaken to find out, how occupational stress and human resource
practices can contribute to predict the organizational commitment
and psychological well-being among bank employees. The entire work
is presented in five chapters. Chapter-I deals with the historical
background, meanings and concepts pertaining to occupational stress
and human resource practices (IVs); organizational commitment and
psychological well-being (DVs) in relation
Bibliography p.164-188
Advisors/Committee Members: Shah Alam.
Subjects/Keywords: Psychology; occupational stress; human resource practices; organizational commitment
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APA (6th Edition):
Rizvi, K. (2013). Influence of occupational stress and human resource
practices on organizational commitment and psychological
wellbeing; -. (Thesis). Aligarh Muslim University. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/12975
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Rizvi, Kainat. “Influence of occupational stress and human resource
practices on organizational commitment and psychological
wellbeing; -.” 2013. Thesis, Aligarh Muslim University. Accessed December 13, 2019.
http://shodhganga.inflibnet.ac.in/handle/10603/12975.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Rizvi, Kainat. “Influence of occupational stress and human resource
practices on organizational commitment and psychological
wellbeing; -.” 2013. Web. 13 Dec 2019.
Vancouver:
Rizvi K. Influence of occupational stress and human resource
practices on organizational commitment and psychological
wellbeing; -. [Internet] [Thesis]. Aligarh Muslim University; 2013. [cited 2019 Dec 13].
Available from: http://shodhganga.inflibnet.ac.in/handle/10603/12975.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Rizvi K. Influence of occupational stress and human resource
practices on organizational commitment and psychological
wellbeing; -. [Thesis]. Aligarh Muslim University; 2013. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/12975
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Manchester
3.
Ahmad, Mansoor.
The diffusion of high performance workplace practices in Pakistan and their performance associations.
Degree: PhD, 2013, University of Manchester
URL: https://www.research.manchester.ac.uk/portal/en/theses/the-diffusion-of-high-performance-workplace-practices-in-pakistan-and-their-performance-associations(411a7328-5b9b-4b83-a96c-ed2b08017c7c).html
;
http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.566596
► The topic of high performance workplace practices and their impact on organizational performance has been extensively researched in US and UK. Increasingly evidence with regard…
(more)
▼ The topic of high performance workplace practices and their impact on organizational performance has been extensively researched in US and UK. Increasingly evidence with regard to diffusion of high performance workplace practices is emerging from fast developing Asian economies. However, very little is known about the state of diffusion of high performance workplace practices in Pakistan, a South Asian economy on route to industrialization. This study attempts to explore the diffusion of high performance workplace practices among the multinational and local firms in the important industrial sectors of banking, information technology and pharmaceutical in Pakistan that are characterized by high level of inward foreign direct investment. Recently the Pakistani Government has passed laws to encourage greater use of HPWS practices amongst domestic firms. This study compares the prevalence of HPWS practices in domestic firms to that in multinationals. MNCs are chosen as a competitor because they have been seen as being at forefront of HPWS use. First of all, the study explored an overall diffusion of high performance workplace practices in Pakistan and determined the state of differences with regard to diffusion of the practices between the establishments of multinational and local firms. Secondly, the study further explored the differences by taking into account the role of control variables such as age, size, percentage of non-managerial employees and nature of business at the establishment. The most important argument underpinning the high performance paradigm is that practices have substantial impact on human resource and performance outcomes of a firm. Thus the third objective of the study was to test and report the association of individual practices with various performance outcomes for a sample of local firms in Pakistan. The study observed whether such claims are valid for the local Pakistani establishments that implement such practices in hope of achieving better performance outcomes. The study found that a number of practices had a consistent and significant association with various performance outcomes across the industrial sectors in Pakistan. The results of the study suggest that latest innovations in human resource management in advanced industrial economies have fast spread among establishments in Pakistan. Moreover the results also suggest that arguments of high performance theory, in particular the universalistic/ best practice model hold ground when it comes to the diffusion of such practices in developing economies such as Pakistan with some caveats.
Subjects/Keywords: 658.3; High Performance Workplace Practices; Human Resource Management; Multinationals; Local Firms; Pakistan; Organizational and Human Resource Outcomes
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Manager
APA (6th Edition):
Ahmad, M. (2013). The diffusion of high performance workplace practices in Pakistan and their performance associations. (Doctoral Dissertation). University of Manchester. Retrieved from https://www.research.manchester.ac.uk/portal/en/theses/the-diffusion-of-high-performance-workplace-practices-in-pakistan-and-their-performance-associations(411a7328-5b9b-4b83-a96c-ed2b08017c7c).html ; http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.566596
Chicago Manual of Style (16th Edition):
Ahmad, Mansoor. “The diffusion of high performance workplace practices in Pakistan and their performance associations.” 2013. Doctoral Dissertation, University of Manchester. Accessed December 13, 2019.
https://www.research.manchester.ac.uk/portal/en/theses/the-diffusion-of-high-performance-workplace-practices-in-pakistan-and-their-performance-associations(411a7328-5b9b-4b83-a96c-ed2b08017c7c).html ; http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.566596.
MLA Handbook (7th Edition):
Ahmad, Mansoor. “The diffusion of high performance workplace practices in Pakistan and their performance associations.” 2013. Web. 13 Dec 2019.
Vancouver:
Ahmad M. The diffusion of high performance workplace practices in Pakistan and their performance associations. [Internet] [Doctoral dissertation]. University of Manchester; 2013. [cited 2019 Dec 13].
Available from: https://www.research.manchester.ac.uk/portal/en/theses/the-diffusion-of-high-performance-workplace-practices-in-pakistan-and-their-performance-associations(411a7328-5b9b-4b83-a96c-ed2b08017c7c).html ; http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.566596.
Council of Science Editors:
Ahmad M. The diffusion of high performance workplace practices in Pakistan and their performance associations. [Doctoral Dissertation]. University of Manchester; 2013. Available from: https://www.research.manchester.ac.uk/portal/en/theses/the-diffusion-of-high-performance-workplace-practices-in-pakistan-and-their-performance-associations(411a7328-5b9b-4b83-a96c-ed2b08017c7c).html ; http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.566596
Cornell University
4.
Hermans, Michel.
THREE ESSAYS ON THE IMPLEMENTATION OF HIGH PERFORMANCE WORK PRACTICES
.
Degree: 2018, Cornell University
URL: http://hdl.handle.net/1813/64990
► While a considerable body of research on the effects of high performance work practices (HPWPs) on organizational performance exists, we know only little about the…
(more)
▼ While a considerable body of research on the effects of high performance work
practices (HPWPs) on
organizational performance exists, we know only little about the factors that condition their implementation. Among the few studies that have been conducted on this topic, two perspectives can be identified. The first suggests that HPWPs implementation depends on decision making in organizations and the role of managers in executing those decisions. A second perspective attributes variation to contextual factors, such as the comparative institutional context or the industry the organization operates in. This dissertation adds to our knowledge about the implementation of HPWPs as it considers both contextual and intra-
organizational factors. The first study draws on a political perspective to address how the influence of the HR function on the organization’s strategic decision making relates to HPWPs implementation. The second study examines the effects of HPWPs implementation in the context of
organizational change and finds a moderating effect on the association between perceived
organizational change intensity and voluntary employee turnover. Finally, in the third study I use multi-level analysis of ratings of HPWPs implementation, and simultaneously test the effects of comparative institutional context, industry, organization and rater characteristics on individual-level ratings of HPWPs implementation.
Advisors/Committee Members: Diciccio, Thomas J. (committeeMember), Tolbert, Pamela S. (committeeMember).
Subjects/Keywords: Management;
Human Resource Management;
Labor relations;
Organizational behavior;
High Performance Work Practices;
International Human Resource Management
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Manager
APA (6th Edition):
Hermans, M. (2018). THREE ESSAYS ON THE IMPLEMENTATION OF HIGH PERFORMANCE WORK PRACTICES
. (Thesis). Cornell University. Retrieved from http://hdl.handle.net/1813/64990
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Hermans, Michel. “THREE ESSAYS ON THE IMPLEMENTATION OF HIGH PERFORMANCE WORK PRACTICES
.” 2018. Thesis, Cornell University. Accessed December 13, 2019.
http://hdl.handle.net/1813/64990.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Hermans, Michel. “THREE ESSAYS ON THE IMPLEMENTATION OF HIGH PERFORMANCE WORK PRACTICES
.” 2018. Web. 13 Dec 2019.
Vancouver:
Hermans M. THREE ESSAYS ON THE IMPLEMENTATION OF HIGH PERFORMANCE WORK PRACTICES
. [Internet] [Thesis]. Cornell University; 2018. [cited 2019 Dec 13].
Available from: http://hdl.handle.net/1813/64990.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Hermans M. THREE ESSAYS ON THE IMPLEMENTATION OF HIGH PERFORMANCE WORK PRACTICES
. [Thesis]. Cornell University; 2018. Available from: http://hdl.handle.net/1813/64990
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
5.
Ramkumar, N.
Study of HRD practices and its impact on organizational
commitment and performance in auto industry of Tamilnadu; -.
Degree: Management Studies, 2014, Anna University
URL: http://shodhganga.inflibnet.ac.in/handle/10603/26924
► This dissertation explores the nature of human resource development practices and its impact on the organizational commitment of the individuals and the organizational performance in…
(more)
▼ This dissertation explores the nature of human
resource development practices and its impact on the organizational
commitment of the individuals and the organizational performance in
the Auto Industry of Tamilnadu during July 2006 to June 2007 For
this purpose the registered members of the two major auto industry
associations namely SIAM and ACMA in Tamilnadu were considered as
the sampling frame About six companies engaged in the manufacture
of automobiles and autocomponents were randomly selected and were
included for the present Research The research data were collected
using well developed and structured survey instruments HRDEQ was
self developed for the research purpose and proved for its validity
and reliability OCS and OPS were adopted and validated to the
present context These instruments were administered to 255 middle
level managers of the organizations out of which 178 returned the
questionnaires which were used for further
analysis
References p.194-213
Advisors/Committee Members: Krishnaveni, R.
Subjects/Keywords: Management Studies; Auto industry; Effectiveness questionnaire; Human resource development practices; Management; Organizational commitment; Organizational commitment scale; Organizational performance scale; Tamilnadu
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Manager
APA (6th Edition):
Ramkumar, N. (2014). Study of HRD practices and its impact on organizational
commitment and performance in auto industry of Tamilnadu; -. (Thesis). Anna University. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/26924
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Ramkumar, N. “Study of HRD practices and its impact on organizational
commitment and performance in auto industry of Tamilnadu; -.” 2014. Thesis, Anna University. Accessed December 13, 2019.
http://shodhganga.inflibnet.ac.in/handle/10603/26924.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Ramkumar, N. “Study of HRD practices and its impact on organizational
commitment and performance in auto industry of Tamilnadu; -.” 2014. Web. 13 Dec 2019.
Vancouver:
Ramkumar N. Study of HRD practices and its impact on organizational
commitment and performance in auto industry of Tamilnadu; -. [Internet] [Thesis]. Anna University; 2014. [cited 2019 Dec 13].
Available from: http://shodhganga.inflibnet.ac.in/handle/10603/26924.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Ramkumar N. Study of HRD practices and its impact on organizational
commitment and performance in auto industry of Tamilnadu; -. [Thesis]. Anna University; 2014. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/26924
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Minnesota
6.
Tseng, Chien-Chi.
The effects of learning organization practices on organizational commitment and effectiveness for small and medium-sized enterprises in Taiwan.
Degree: PhD, Work and Human Resource Education, 2010, University of Minnesota
URL: http://purl.umn.edu/94043
► This study explored the effects of learning organization practices on organizational commitment and effectiveness in Taiwanese small and medium-sized enterprises (SMEs). The research question is,…
(more)
▼ This study explored the effects of learning organization practices on organizational commitment and effectiveness in Taiwanese small and medium-sized enterprises (SMEs). The research question is, "What are the effects of learning organization practices on organizational commitment and organizational effectiveness for SMEs in Taiwan?" A framework for three hypotheses were explored: 1) Learning organization practices have a positive effect on perceived organizational commitment; 2) Learning organization practices have a positive effect on perceived organizational effectiveness; and 3) Organizational commitment has a positive relationship with organizational effectiveness.
The study used a quantitative research design. Three measurements were used to form an integrated 58 item instrument. It includes: 1) The Dimensions of Learning Organization Questionnaire (Marsick & Watkins, 1999, 2003), 21 items; 2) Organizational Commitment Questionnaire (Mowday, Steers, & Porter, 1979), 9 items; and 3) Survey of Organizations (Taylor & Bower, 1972), 20 items. In addition, demographic information, 8 items, comprised a fourth section in the questionnaire. The instrument was back-translated from English to Chinese. The validity of the three components of the instrument was examined by factor analysis, and the relationships were tested by correlation and structural equation modeling (SEM). In addition, descriptive analysis was used for the demographic information, items, dimensions, and instrument's characteristics. The research used a self-administered computer-based Internet survey to collect the research data. The data were collected from a sample of 300 SMEs including 152 outstanding awarded SMEs (AOSMEs) and 148 incubating start-up SMEs (ISSMEs) in Taiwan. IRB approval was sought. Permission from the publishers to use the instrument was obtained.
The results suggested that learning organization practices can be viewed as an important antecedent factor for organizational commitment, as well as an antecedent factor for organizational effectiveness. It has a moderately positive association with organizational effectiveness and a strongly positive relation with organizational commitment. Furthermore, the relationship between organizational commitment and organizational effectiveness is reciprocal but not equal. Organizational commitment has a moderately positive impact on organizational effectiveness; however, organizational effectiveness has a weak positive influence on organizational commitment. The findings not only provided a new direction for organizational research on key variables, but also generated an important implication for organizational practice: Strengthening learning organization practices is a wise way to create organizational effectiveness; strong learning organization practices are good to develop the organizational commitment; and the well developed organizational commitment is an advantage to foster organizational effectiveness.
Subjects/Keywords: Learning Organization Practices; Organizational Commitment; Organizational Effectiveness; Organizational Learning; Small and Medium-Sized Enterprises; Taiwan; Work and Human Resource Education
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APA ·
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Manager
APA (6th Edition):
Tseng, C. (2010). The effects of learning organization practices on organizational commitment and effectiveness for small and medium-sized enterprises in Taiwan. (Doctoral Dissertation). University of Minnesota. Retrieved from http://purl.umn.edu/94043
Chicago Manual of Style (16th Edition):
Tseng, Chien-Chi. “The effects of learning organization practices on organizational commitment and effectiveness for small and medium-sized enterprises in Taiwan.” 2010. Doctoral Dissertation, University of Minnesota. Accessed December 13, 2019.
http://purl.umn.edu/94043.
MLA Handbook (7th Edition):
Tseng, Chien-Chi. “The effects of learning organization practices on organizational commitment and effectiveness for small and medium-sized enterprises in Taiwan.” 2010. Web. 13 Dec 2019.
Vancouver:
Tseng C. The effects of learning organization practices on organizational commitment and effectiveness for small and medium-sized enterprises in Taiwan. [Internet] [Doctoral dissertation]. University of Minnesota; 2010. [cited 2019 Dec 13].
Available from: http://purl.umn.edu/94043.
Council of Science Editors:
Tseng C. The effects of learning organization practices on organizational commitment and effectiveness for small and medium-sized enterprises in Taiwan. [Doctoral Dissertation]. University of Minnesota; 2010. Available from: http://purl.umn.edu/94043
NSYSU
7.
Chuang, Tzu-Lin.
The Study of the Relationships between Human Resource Management Practices, Innovation Capabilities and Organizational Performance.
Degree: Master, Human Resource Management, 2012, NSYSU
URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0710112-005341
► In this highly competitive environment, innovation seems to be the inevitable challenge to every company. The employees within the companies have become the key point…
(more)
▼ In this highly competitive environment, innovation seems to be the inevitable challenge to every company. The employees within the companies have become the key point for the companies to be innovative. So how do these companies use
human resource management
practices to promote innovation capabilities? In this thesis, the study will explore the relationship between
human resource management
practices and innovation capabilities and as well as the relationship between innovation capabilities and
organizational performance. In addition, the business strategy as the moderator is also discussed.
This thesis is conducted through opinion survey. This study gathered 86 valid questionnaires replied by the directors of research and development department in each company and the findings of this thesis can be summarized as follows:
1.Training and teamwork impact the exploratory innovation positively.
2.Recruitment, career system and employee participation impact the exploratory innovation positively.
3.Performance reward impacts the exploitative innovation positively. Performance appraisal does not have evident impact on exploitative innovation.
4.Recruitment, career system and employee participation impact the exploitative innovation positively.
5.Exploratory and exploitative innovations impact the
organizational performance positively.
6.Business strategy does not have evident moderating effect.
Advisors/Committee Members: Liang-Chih Huang (chair), Jin-Feng Uen (committee member), Shyh-Jer Chen (chair).
Subjects/Keywords: Business Strategy; Organizational Performance; Exploitative Innovation; Human Resource Management Practices; Exploratory Innovation
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APA ·
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Manager
APA (6th Edition):
Chuang, T. (2012). The Study of the Relationships between Human Resource Management Practices, Innovation Capabilities and Organizational Performance. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0710112-005341
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Chuang, Tzu-Lin. “The Study of the Relationships between Human Resource Management Practices, Innovation Capabilities and Organizational Performance.” 2012. Thesis, NSYSU. Accessed December 13, 2019.
http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0710112-005341.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Chuang, Tzu-Lin. “The Study of the Relationships between Human Resource Management Practices, Innovation Capabilities and Organizational Performance.” 2012. Web. 13 Dec 2019.
Vancouver:
Chuang T. The Study of the Relationships between Human Resource Management Practices, Innovation Capabilities and Organizational Performance. [Internet] [Thesis]. NSYSU; 2012. [cited 2019 Dec 13].
Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0710112-005341.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Chuang T. The Study of the Relationships between Human Resource Management Practices, Innovation Capabilities and Organizational Performance. [Thesis]. NSYSU; 2012. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0710112-005341
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of KwaZulu-Natal
8.
Atiku, Sulaiman Olusegun.
The relationship between organisational culture and performance : a case of the banking sector in Nigeria.
Degree: Human resource management, 2014, University of KwaZulu-Natal
URL: http://hdl.handle.net/10413/14673
► The interplay between organisational culture and performance is an on-going area of research. Previous studies have not being able to provide constructive explanations of the…
(more)
▼ The interplay between organisational culture and performance is an on-going area of research. Previous studies have not being able to provide constructive explanations of the link between organisational culture and performance. The current study proposes a research model as an extension to the direct link between organisational culture and performance, utilising
human resource development policy and
human resource outcomes as mediating variables. This study also explores the role of
human resource outcomes in the relationship between
human resource development policy and commercial banks’ performance in Nigeria.
The study adopted a non-experimental research design of ex post facto type, utilising a correlational approach with advanced explanatory design. This suggested the utilisation of concurrent transformative mixed methods for data collection and suitable corresponding data analysis procedures. The instruments used for data collection were the: Organisation Culture Scale (OCS), Dimensions of Learning Organisation Questionnaire (DLOQ),
Human Resource Outcomes Scale (HROS), Employee Attitude Survey (EAS), Organisational Citizenship Behaviours (OCBs) and Organisational Performance Scale (OPS). The Cronbach’s alpha coefficients were; 0.886, 0.914, 0.898, 0.900, 0.878 and 0.821, respectively.
A combination of simple random sampling and convenience sampling techniques was adopted. While three hundred and eighty (380) questionnaires were distributed to the respondents; three hundred and six (306) were returned. Only one questionnaire was not properly filled and was discarded. The remaining 305 questionnaires represent an 80.3% response rate. Based on the overall objective of the study, five hypotheses were formulated and tested using Pearson Product-Moment Correlation (PPMC) and multiple regression analysis, and Structural Equation Modelling (SEM) via IBM SPSS statistics version 21 and IBM SPSS AMOS version 21, respectively.
The study found a statistically significant alternative route from organisational culture to performance, by communicating core values through
human resource development policy and shaping employee skills, attitudes and behaviours; as
human resource outcome factors, which better explained the variations in commercial banks’ performance in Nigeria. This study extends the frontiers of knowledge in the field of
human resource management and organisational behaviour by offering a four-stage explanation/discussion on the culture-performance link.
Advisors/Committee Members: Fields, Ziska. (advisor).
Subjects/Keywords: Human resource management.; Organizational culture.
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APA (6th Edition):
Atiku, S. O. (2014). The relationship between organisational culture and performance : a case of the banking sector in Nigeria. (Thesis). University of KwaZulu-Natal. Retrieved from http://hdl.handle.net/10413/14673
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Atiku, Sulaiman Olusegun. “The relationship between organisational culture and performance : a case of the banking sector in Nigeria.” 2014. Thesis, University of KwaZulu-Natal. Accessed December 13, 2019.
http://hdl.handle.net/10413/14673.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Atiku, Sulaiman Olusegun. “The relationship between organisational culture and performance : a case of the banking sector in Nigeria.” 2014. Web. 13 Dec 2019.
Vancouver:
Atiku SO. The relationship between organisational culture and performance : a case of the banking sector in Nigeria. [Internet] [Thesis]. University of KwaZulu-Natal; 2014. [cited 2019 Dec 13].
Available from: http://hdl.handle.net/10413/14673.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Atiku SO. The relationship between organisational culture and performance : a case of the banking sector in Nigeria. [Thesis]. University of KwaZulu-Natal; 2014. Available from: http://hdl.handle.net/10413/14673
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Minnesota
9.
Johnson, Karen Roberto.
The relationships among organizational service orientation, customer service training, and employee engagement.
Degree: PhD, Work and Human Resource Education, 2011, University of Minnesota
URL: http://purl.umn.edu/119839
► In service-related jobs, employee attitudes play a critical role in influencing customers' perceptions of service quality. This study investigated HRD-related organizational strategic practices that could…
(more)
▼ In service-related jobs, employee attitudes play a critical role in influencing customers' perceptions of service quality. This study investigated HRD-related organizational strategic practices that could potentially be linked to employee engagement as a means to improve customer satisfaction, service quality, and organizational effectiveness. The organizational strategic practices examined were organizational service orientation and customer service related training (personal motivation for training, benefits of training, and colleague support for training). Within the vast service sector, the tourism and hospitality industry, specifically the hotel sector, provided a unique context for examining the relationships among organizational service orientation, customer service training, and employee engagement.
A survey research design was utilized to investigate the relationships. The study relied on previously developed scales related to the variables of interest. Data were collected from 320 frontline employees in 13 large all-inclusive hotels through the use of a self-report paper-based questionnaire. The overall response rate was 67%. A series of hierarchical multiple regression analyses was conducted as the primary method of data analysis to determine the unique contribution of each variable in predicting employee engagement.
Overall, the results of the study indicated statistically significant relationships among organizational service orientation, customer service training, and employee engagement. Combined, all variables accounted for 38% of the variance in employee engagement. Service leadership, a subscale of organizational service orientation, was the highest predictor (23%) of employee engagement. Together, the customer service training variables explained 9% of the variation in employee engagement. Human resource management practices and service encounter practices each accounted for 3% of the variance in employee engagement. Service systems practices were found to be non-significantly related to employee engagement. The output generated from the hierarchical multiple regression analysis also revealed that service encounter practices mediate the relationship between human resource management practices and employee engagement. Based on the findings, implications for both research and practice are discussed and recommendations for future research are also detailed.
Subjects/Keywords: Customer Service Training; Employee Engagement; Organizational Practices; Tourism and Hospitality; Workforce Development; Work and Human Resource Education
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APA ·
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Manager
APA (6th Edition):
Johnson, K. R. (2011). The relationships among organizational service orientation, customer service training, and employee engagement. (Doctoral Dissertation). University of Minnesota. Retrieved from http://purl.umn.edu/119839
Chicago Manual of Style (16th Edition):
Johnson, Karen Roberto. “The relationships among organizational service orientation, customer service training, and employee engagement.” 2011. Doctoral Dissertation, University of Minnesota. Accessed December 13, 2019.
http://purl.umn.edu/119839.
MLA Handbook (7th Edition):
Johnson, Karen Roberto. “The relationships among organizational service orientation, customer service training, and employee engagement.” 2011. Web. 13 Dec 2019.
Vancouver:
Johnson KR. The relationships among organizational service orientation, customer service training, and employee engagement. [Internet] [Doctoral dissertation]. University of Minnesota; 2011. [cited 2019 Dec 13].
Available from: http://purl.umn.edu/119839.
Council of Science Editors:
Johnson KR. The relationships among organizational service orientation, customer service training, and employee engagement. [Doctoral Dissertation]. University of Minnesota; 2011. Available from: http://purl.umn.edu/119839
10.
Serra, Lúcia Filipa Rodrigues.
Gestão de recursos humanos: as práticas de gestão de recursos humanos numa empresa do setor automóvel.
Degree: 2018, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais
URL: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/20871
► Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão Estratégica de Recursos Humanos
O presente estudo tem como objetivo…
(more)
▼ Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão Estratégica de Recursos Humanos
O presente estudo tem como objetivo geral estudar as práticas de gestão de recursos humanos numa empresa do setor automóvel. Como objetivos específicos pretende-se caracterizar o setor automóvel, caracterizar a empresa em estudo, caracterizar o Departamento de Recursos Humanos, identificar as funções do responsável de Recursos Humanos e enunciar e caracterizar as práticas de gestão de recursos humanos existentes na empresa.
Do ponto de vista metodológico foi utilizada a metodologia do estudo de caso. O estudo de caso foi aplicado numa empresa do setor automóvel em Setúbal. No presente estudo, a entrevista foi dirigida à responsável de RH com o intuito de recolher informações sobre a empresa, a função de RH e as práticas aplicadas. A análise documental teve como propósito obter informações que permitiram conhecer e caracterizar a empresa, assim como recolher outras informações pertinentes para a investigação. Para a elaboração deste estudo, recorreu-se ao Relatório Anual de Contas e ao site da empresa.
A complementaridade de métodos utilizados e a análise dos resultados permitiu dar resposta ao objetivo geral e aos objetivos específicos definidos.
The objective of this study is to study human resource management practices in an automotive company. Specific objectives are to characterize the automotive sector, to characterize the company under study, to characterize the Human Resources Department, to identify the functions of the person responsible for Human Resources, and to state and characterize the existing human resources management practices in the company.
From the methodological point of view, the methodology of the case study was used. The case study was applied to a company in the automobile sector in Setúbal. In the present study, the interview was directed to the HR manager in order to gather information about the company, the HR function and the applied practices. The purpose of the documentary analysis was to obtain information that allowed the company to be known and characterized, as well as to gather other pertinent information for the investigation. For the preparation of this study, we used the Annual Accounts Report and the company website.
The complementarity of methods used and the analysis of the results allowed to respond to the general objective and specific objectives defined.
Advisors/Committee Members: Almeida, António José.
Subjects/Keywords: Gestão de Recursos Humanos; Práticas de Gestão de Recursos Humanos; Desempenho Organizacional; Setor Automóvel; Human Resource Management; Human Resource Management Practices; Organizational Performance; Automotive Sector
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APA ·
Chicago ·
MLA ·
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CSE |
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Manager
APA (6th Edition):
Serra, L. F. R. (2018). Gestão de recursos humanos: as práticas de gestão de recursos humanos numa empresa do setor automóvel. (Thesis). Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/20871
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Serra, Lúcia Filipa Rodrigues. “Gestão de recursos humanos: as práticas de gestão de recursos humanos numa empresa do setor automóvel.” 2018. Thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais. Accessed December 13, 2019.
https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/20871.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Serra, Lúcia Filipa Rodrigues. “Gestão de recursos humanos: as práticas de gestão de recursos humanos numa empresa do setor automóvel.” 2018. Web. 13 Dec 2019.
Vancouver:
Serra LFR. Gestão de recursos humanos: as práticas de gestão de recursos humanos numa empresa do setor automóvel. [Internet] [Thesis]. Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais; 2018. [cited 2019 Dec 13].
Available from: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/20871.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Serra LFR. Gestão de recursos humanos: as práticas de gestão de recursos humanos numa empresa do setor automóvel. [Thesis]. Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais; 2018. Available from: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/20871
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
11.
Smonig Domevščik, Polona.
Preoblikovanje banke v podjetje za upravljanje premoženja.
Degree: 2016, Univerza v Mariboru
URL: https://dk.um.si/IzpisGradiva.php?id=59456
;
https://dk.um.si/Dokument.php?id=91817&dn=
;
https://plus.si.cobiss.net/opac7/bib/7643667?lang=sl
► Namen raziskave je ugotoviti, kako učinkovito ravnati z ljudmi pri delu, ko v organizaciji potekajo korenite spremembe. Cilj magistrske naloge pa je analizirati proces preoblikovanja…
(more)
▼ Namen raziskave je ugotoviti, kako učinkovito ravnati z ljudmi pri delu, ko v organizaciji potekajo korenite spremembe. Cilj magistrske naloge pa je analizirati proces preoblikovanja organizacije z vidika kadrovskega managementa ter na osnovi ugotovitev in spoznanj predlagati izboljšave in rešitve, ki bodo v pomoč kadrovskim in drugim managerjem kot usmeritve pri oblikovanju ukrepov, projektov in programov v času, ko v organizaciji potekajo procesi sprememb.
V bančnem sektorju je prišlo v zadnjih letih zaradi spremembe poslovnega okolja, strožje zakonodaje ter ekonomske krize do potrebe po korenitem preoblikovanju bolj izrazito kot v drugih sektorjih gospodarstva. Predmet raziskave je nekdanja banka, ki se je zaradi novega poslovnega modela preoblikovala v podjetje za upravljanje premoženja oz. v tako imenovano slabo banko.
V teoretičnem delu magistrske naloge smo raziskali literaturo in vire, ki obravnavajo preoblikovanje podjetij, reševanje bank v času ekonomske krize ter upravljanje sprememb v povezavi s kadrovskim managementom. V empiričnem delu pa smo se z raziskavo osredotočili na obdobje, ko je v raziskovani slabi banki potekalo v okviru programa sprememb več projektov, od tega dva pod okriljem kadrovske službe. Pred tem v podjetju spremembe niso potekale tako strukturirano in celovito. Primerjavo s preteklim obdobjem smo opravili s pomočjo anonimne ankete, s katero smo tudi preverili uspešnost pristopa slabe banke pri uvajanju organizacijskih sprememb ter učinkovitost uvedenih kadrovskih praks in rešitev.
Rezultati pregleda literature so pokazali, da mora kadrovski management v podjetju prevzeti vodilno vlogo pri vodenju sprememb. To vlogo pa si bo moral šele pridobiti z več dela na strateški ravni ter z boljšim poznavanjem poslovanja.
Na osnovi empirične raziskave smo spoznali, da peoblikovanje poslovnega modela korenito poseže v vse funkcije podjetja. S proaktivnim pristopom se je kadrovska funkcija slabe banke uspešno soočila z novimi potrebami ter prevzela vlogo agenta sprememb. Uvedla je številne nove ukrepe in rešitve, ki so bili s strani anketirancev zaznani kot izboljšave. V sklopu magistrske naloge smo identificirali priložnosti za izboljšave zlasti na področju vrednotenja učinkovitosti posameznih ukrepov, na področju motivacije in ohranjanja kadrov ter izobraževanja in razvoja kadrov.
The purpose of the research is to determine how to deal with people at work effectively when the organization is undergoing radical changes. The objective of the master's thesis is to analyze the process of organizational transformation from the perspective of human resource management, to suggest improvements and solutions that will serve HR and other managers as guidelines in designing measures, projects and programs at times of organizational change.
The need for a radical transformation was due to changes in the business environment, more stringent legislation and economic crisis in recent years more strongly expressed in the banking sector than in other sectors of the economy. The subject of the research…
Advisors/Committee Members: Ferjan, Marko.
Subjects/Keywords: kadrovski management; vodenje sprememb; kadrovske prakse; preoblikovanje organizacije; slaba banka; human resource management; change management; human resource practices; organizational transformation; bad bank
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APA ·
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Export
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Manager
APA (6th Edition):
Smonig Domevščik, P. (2016). Preoblikovanje banke v podjetje za upravljanje premoženja. (Masters Thesis). Univerza v Mariboru. Retrieved from https://dk.um.si/IzpisGradiva.php?id=59456 ; https://dk.um.si/Dokument.php?id=91817&dn= ; https://plus.si.cobiss.net/opac7/bib/7643667?lang=sl
Chicago Manual of Style (16th Edition):
Smonig Domevščik, Polona. “Preoblikovanje banke v podjetje za upravljanje premoženja.” 2016. Masters Thesis, Univerza v Mariboru. Accessed December 13, 2019.
https://dk.um.si/IzpisGradiva.php?id=59456 ; https://dk.um.si/Dokument.php?id=91817&dn= ; https://plus.si.cobiss.net/opac7/bib/7643667?lang=sl.
MLA Handbook (7th Edition):
Smonig Domevščik, Polona. “Preoblikovanje banke v podjetje za upravljanje premoženja.” 2016. Web. 13 Dec 2019.
Vancouver:
Smonig Domevščik P. Preoblikovanje banke v podjetje za upravljanje premoženja. [Internet] [Masters thesis]. Univerza v Mariboru; 2016. [cited 2019 Dec 13].
Available from: https://dk.um.si/IzpisGradiva.php?id=59456 ; https://dk.um.si/Dokument.php?id=91817&dn= ; https://plus.si.cobiss.net/opac7/bib/7643667?lang=sl.
Council of Science Editors:
Smonig Domevščik P. Preoblikovanje banke v podjetje za upravljanje premoženja. [Masters Thesis]. Univerza v Mariboru; 2016. Available from: https://dk.um.si/IzpisGradiva.php?id=59456 ; https://dk.um.si/Dokument.php?id=91817&dn= ; https://plus.si.cobiss.net/opac7/bib/7643667?lang=sl
12.
Fernandes, Marina Isabel Martins.
Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria.
Degree: 2017, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais
URL: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19733
► Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de: Mestre em Gestão Estratégica de Recursos Humanos
A presente investigação tem como objetivo…
(more)
▼ Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de:
Mestre em Gestão Estratégica de Recursos Humanos
A presente investigação tem como objetivo geral a análise da relação entre as práticas de trabalho de elevado desempenho (PTED) de uma organização de consultadoria de inovação e tecnologia e o comprometimento organizacional dos seus trabalhadores. Por sua vez, os objetivos específicos são: identificar e caracterizar as práticas de gestão de recursos humanos (PGRH) existentes na organização; aferir a perceção dos trabalhadores sobre as PGRH da organização; determinar a existência de PTED na organização; identificar o nível de comprometimento organizacional dos trabalhadores e identificar, contextualizar e relacionar o funcionamento das PGRH com os resultados da investigação.
Esta investigação contém um enquadramento teórico e empírico. No enquadramento teórico sintetiza-se a literatura em torno da evolução da gestão de recursos humanos (GRH) até à gestão estratégica de recursos humanos (GERH) e introduzem-se as PTED. Apresentam-se depois contributos da literatura em torno do comprometimento organizacional, dos seus modelos unidimensionais e multidimensionais, dos seus antecedentes e consequências. Finaliza-se este capítulo com a revisão de literatura que relaciona as PGRH com o comprometimento organizacional. A nível metodológico aplicou-se um inquérito previamente testado e adaptado à realidade Portuguesa por Nascimento, Lopes e Salgueiro (2008) que se baseia no “modelo de três componentes do comprometimento organizacional” de Meyer & Allen (1997) para aferir o grau de comprometimento dos trabalhadores. Para aferir a perceção dos trabalhadores das PGRH da organização foi utilizado um questionário testado e aplicado por Esteves (2008).
Os resultados desta investigação apresentam alguma consistência com estudos empíricos previamente realizados. A análise às PGRH da organização revelou indícios da existência de PTED na organização, à exceção da prática de remuneração. Em relação ao comprometimento organizacional, verificou-se que o comprometimento afetivo tem uma correlação média positiva com o comprometimento calculativo, e uma correlação substancial positiva com o comprometimento normativo, por sua vez o comprometimento calculativo apresenta uma correlação substancial positiva com o comprometimento normativo. Estes resultados são consistentes com os encontrados por Meyer e Allen (1997), Meyer, J. P., Stanley, D. J., Herscovitch, L., e Topolnytsky, L. (2002), Meyer e Herscovitch (2001) e Nascimento (2010). Os resultados desta investigação demonstraram existir um grau de comprometimento afetivo nos trabalhadores da organização em estudo. Destaca-se a correlação encontrada entre o comprometimento organizacional com a variável idade, o que foi também determinado Meyer et al. (2002), Meyer e Allen, (1997), Steers (1977) e Mathieu e Zajac (1990). Verificou-se também existirem correlações significativas entre as PGRH e o comprometimento organizacional, o que é consistente com o…
Advisors/Committee Members: Cordeiro, João Pedro Pina.
Subjects/Keywords: Práticas de Gestão de Recursos Humanos; Práticas de Trabalho de Elevado Desempenho; Comprometimento Organizacional; Human Resource Management Practices; High Performance Work Practices; Organizational Commitment
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❌
APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Fernandes, M. I. M. (2017). Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria. (Thesis). Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19733
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Fernandes, Marina Isabel Martins. “Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria.” 2017. Thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais. Accessed December 13, 2019.
https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19733.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Fernandes, Marina Isabel Martins. “Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria.” 2017. Web. 13 Dec 2019.
Vancouver:
Fernandes MIM. Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria. [Internet] [Thesis]. Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais; 2017. [cited 2019 Dec 13].
Available from: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19733.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Fernandes MIM. Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria. [Thesis]. Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais; 2017. Available from: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19733
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
13.
Fernandes, Marina Isabel Martins.
Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria.
Degree: 2017, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais
URL: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19771
► Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de: Mestre em Gestão Estratégica de Recursos Humanos
A presente investigação tem como objetivo…
(more)
▼ Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de: Mestre em Gestão Estratégica de Recursos Humanos
A presente investigação tem como objetivo geral a análise da relação entre as práticas de trabalho de elevado desempenho (PTED) de uma organização de consultadoria de inovação e tecnologia e o comprometimento organizacional dos seus trabalhadores. Por sua vez, os objetivos específicos são: identificar e caracterizar as práticas de gestão de recursos humanos (PGRH) existentes na organização; aferir a perceção dos trabalhadores sobre as PGRH da organização; determinar a existência de PTED na organização; identificar o nível de comprometimento organizacional dos trabalhadores; identificar relações entre o comprometimento organizacional e as variáveis sociodemográficas e identificar, contextualizar e relacionar o funcionamento das PGRH com os resultados da investigação.
Esta investigação contém um enquadramento teórico e empírico. No enquadramento teórico sintetiza-se a literatura em torno da evolução da gestão de recursos humanos (GRH) até à gestão estratégica de recursos humanos (GERH) e introduzem-se as PTED. Apresentam-se depois contributos da literatura em torno do comprometimento organizacional, dos seus modelos unidimensionais e multidimensionais, dos seus antecedentes e consequências. Finaliza-se este capítulo com a revisão de literatura que relaciona as PGRH com o comprometimento organizacional. A nível metodológico aplicou-se um inquérito previamente testado e adaptado à realidade Portuguesa por Nascimento, Lopes e Salgueiro (2008) que se baseia no “modelo de três componentes do comprometimento organizacional” de Meyer & Allen (1997) para aferir o nível de comprometimento dos trabalhadores. Para aferir a perceção dos trabalhadores das PGRH da organização foi utilizado um questionário testado e aplicado por Esteves (2008).
Os resultados desta investigação apresentam alguma consistência com estudos empíricos previamente realizados. A análise às PGRH da organização revelou indícios da existência de PTED na organização, à exceção da prática de remuneração. Em relação ao comprometimento organizacional, verificou-se que o comprometimento afetivo tem uma correlação média positiva com o comprometimento calculativo, e uma correlação positiva forte com o comprometimento normativo, por sua vez o comprometimento calculativo apresenta uma correlação positiva forte com o comprometimento normativo. Estes resultados são consistentes com os encontrados por Meyer e Allen (1997), Meyer, Stanley, Herscovitch e Topolnytsky (2002), Meyer e Herscovitch (2001) e Nascimento (2010). Os resultados desta investigação demonstraram existir um nível de comprometimento afetivo nos trabalhadores da organização em estudo. Destaca-se a correlação encontrada entre o comprometimento organizacional com a variável idade, o que foi também determinado Meyer et al. (2002), Meyer e Allen, (1997), Steers (1977) e Mathieu e Zajac (1990). Verificou-se também existirem correlações significativas entre as PGRH e o…
Advisors/Committee Members: Cordeiro, João Pedro Pina.
Subjects/Keywords: Práticas de Gestão de Recursos Humanos; Práticas de Trabalho de Elevado Desempenho; Comprometimento Organizacional; Human Resource Management Practices; High Performance Work Practices; Organizational Commitment
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APA (6th Edition):
Fernandes, M. I. M. (2017). Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria. (Thesis). Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19771
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Fernandes, Marina Isabel Martins. “Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria.” 2017. Thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais. Accessed December 13, 2019.
https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19771.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Fernandes, Marina Isabel Martins. “Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria.” 2017. Web. 13 Dec 2019.
Vancouver:
Fernandes MIM. Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria. [Internet] [Thesis]. Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais; 2017. [cited 2019 Dec 13].
Available from: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19771.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Fernandes MIM. Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria. [Thesis]. Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais; 2017. Available from: https://www.rcaap.pt/detail.jsp?id=oai:comum.rcaap.pt:10400.26/19771
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
14.
Mateus, Maria Manuela Belo.
Gestão de pessoas: identidade e desempenho.
Degree: 2010, RCAAP
URL: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/2070
► Mestrado em Gestão de Serviços de Saúde
As unidades de saúde são organizações com um contexto orgânico específico, pelo que toda a sua organização está…
(more)
▼ Mestrado em Gestão de Serviços de Saúde
As unidades de saúde são organizações com um contexto orgânico específico, pelo que toda a sua organização está estruturada em função da orgânica, e todo o seu funcionamento está em estrita ligação com os modelos de gestão existentes, com o tipo de liderança implementado, com o envolvimento que cada funcionário tem com a sua organização e com o desempenho profissional. A integração organizacional é obtida especialmente através do alinhamento e da integração das metas dos indivíduos com os objectivos das organizações. Quanto maior a congruência entre metas individuais e objectivos organizacionais, maior a integração.
Com base numa amostra de 308 funcionários das diferentes categorias profissionais do Centro Hospitalar de Lisboa Ocidental – Hospital de Egas Moniz, o presente estudo testa um modelo que procura analisar a influência das práticas de gestão de recursos humanos e da liderança nas identificações com a organização, com a profissão e com o serviço, e como estas se podem constituir como antecedentes do desempenho profissional.
Os dados obtidos revelam que as práticas de gestão de recursos humanos e a liderança explicam de forma significativa, 20,1% da variância da identificação com o serviço, 5,7% da identificação com a profissão e 20,9% da identificação com a organização e que as identificações (com a organização, com a profissão e com o serviço) justificam 18,2% da inovação, 23,9% da equipa, 8,7% da função e 21,6% da carreira (desempenho profissional).
The health care units are organizations with an organic context specific because that its entire organization is structured according to the organic, and his operation is in strict connection with the models of existing management, with the kind of leadership and implemented with the involvement that each employee has with his organization and performance. The organizational integration is achieved particularly through alignment and integration of the goals of individuals with the objectives of organizations. Higher the congruence between individual goals and organizational objectives, greater is the integration.
Based on a sample of 308 employees of different professional categories of Centro Hospitalar de Lisboa Ocidental – Hospital de Egas Moniz, this study tests a model which tries to analyze the influence of management practices of human resources and leadership in the identification with the organization, the profession and the service and how they can be as background to the professional performance.
The results show that the practices of human resource management and leadership explains a significant 20,1% of the variance in identification with the service, 5,7% of variance in identity with the profession and 20,9% of variance in identity with the organization and both identifications (organization, profession and service) justify 18,2% of variance in innovation, 23,9% of variance in the team, 8,7% of variance in the function and 21,6% of variance in career (professional development).
Advisors/Committee Members: Nunes, Francisco.
Subjects/Keywords: Identificação Organizacional; Identidade Organizacional; Recursos Humanos; Liderança Carismática/Transaccional e Desempenho Profissional; Organizational Identification; Organizational Identity; Human Resource Practices; Charismatic/Transformational Leadership and Job Performance
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Manager
APA (6th Edition):
Mateus, M. M. B. (2010). Gestão de pessoas: identidade e desempenho. (Thesis). RCAAP. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/2070
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Mateus, Maria Manuela Belo. “Gestão de pessoas: identidade e desempenho.” 2010. Thesis, RCAAP. Accessed December 13, 2019.
https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/2070.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Mateus, Maria Manuela Belo. “Gestão de pessoas: identidade e desempenho.” 2010. Web. 13 Dec 2019.
Vancouver:
Mateus MMB. Gestão de pessoas: identidade e desempenho. [Internet] [Thesis]. RCAAP; 2010. [cited 2019 Dec 13].
Available from: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/2070.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Mateus MMB. Gestão de pessoas: identidade e desempenho. [Thesis]. RCAAP; 2010. Available from: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/2070
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Nairobi
15.
Kilika, James M.
Human resource development and inter-organizational networks a theoretical framework
.
Degree: 2009, University of Nairobi
URL: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/23603
► This paper took a Human Resource Development perspective to propose a framework for building inter-organizational networks. Recent work in Human Resource Development has proposed this…
(more)
▼ This paper took a Human Resource Development perspective to propose a framework for building
inter-organizational networks. Recent work in Human Resource Development has proposed this
perspective for adoption by organizations to enhance workforce development. The pa per has
based its argument on the learning paradigm of HRD to develop a multidisciplinary based and
integrated framework for theory building and empirical work.
The paper explored several dimensions of learning to highlight the relevant performance areas
through which the networks can be established as facilitated by issues connected with knowledge
management. The multidisciplinary model proposed has underscored the role of the defining
characteristics of HRD that require the input of concepts from the Resource Based Theory, The
Institutional Theory, The Resource Dependence Theory, Organization Theory and Strategic
Management Literatures. Seven propositions are made from this framework based on the
multidisciplinary literature.
Subjects/Keywords: Human resource development;
Inter-organizational networks
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Manager
APA (6th Edition):
Kilika, J. M. (2009). Human resource development and inter-organizational networks a theoretical framework
. (Thesis). University of Nairobi. Retrieved from http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/23603
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Kilika, James M. “Human resource development and inter-organizational networks a theoretical framework
.” 2009. Thesis, University of Nairobi. Accessed December 13, 2019.
http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/23603.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Kilika, James M. “Human resource development and inter-organizational networks a theoretical framework
.” 2009. Web. 13 Dec 2019.
Vancouver:
Kilika JM. Human resource development and inter-organizational networks a theoretical framework
. [Internet] [Thesis]. University of Nairobi; 2009. [cited 2019 Dec 13].
Available from: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/23603.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Kilika JM. Human resource development and inter-organizational networks a theoretical framework
. [Thesis]. University of Nairobi; 2009. Available from: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/23603
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Nairobi
16.
Okumu, Pamela A.
The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya
.
Degree: 2014, University of Nairobi
URL: http://hdl.handle.net/11295/75360
► According to walgenbach (2009), Human resource development involves a process of observation, planning, action and review to manage the cognitive capacities, capabilities and behaviors needed…
(more)
▼ According to walgenbach (2009), Human resource development involves a process of
observation, planning, action and review to manage the cognitive capacities, capabilities
and behaviors needed to enable and improve individual, team and organizational
performance in work organizations. It has multiple dimensions, covering educational
attainment, workforce skills, population health and the set of employment policies that
provide businesses with workers with appropriate skills and the ability to adapt quickly
to new challenges. The quality and adaptability of the labor force is a key driver in
creating a favorable environment for both domestic and foreign enterprises to grow
through new investment and to adapt quickly to changing circumstances. The objective
of the research paper was to establish the effects of human resource development on
employee organizational commitment in commercial bank in Kenya. This study adopted
a cross section survey which involved observation of an entire population or a
representative sample at one specific point in time. Since the study was a survey, the
study used all commercial banks in the County. The study population comprised of 36
commercial banks within Mombasa County as per Central Bank of Kenya report of
2014.The study used primary data collected through the use of structured questionnaires.
Completeness, reliability and consistency of the collected data was then checked through the analysis of reliability and internal consistency, corded and analyzed using descriptive
statistics. The results from the study indicated that that the Human Resource
Development practices conducted by the firms are more for intrinsic use within the
banks rather than holistic development of the employee as a productive member of the
society. This narrow approach as advanced for by the human capital theory is however
over taken by time and new approaches need to be advanced or the present practices
expanded to ensure that the human capital in the banks is developed not just as human
capital within the business realms but as human beings who need to have other duties in
the society. The study recommends that undertaken in a blend of industries to compare
the findings between the studies in different industries such as to determine whether the
findings are universal to all industries or specific to certain industries. An explorative
study also needs to be conducted to determine all the factors that enhance employee
organizational commitment since the study has found that Human Resource
Development practices do not have a perfect correlation with employee organizational
commitment to indicate that apart from Human Resource Development practices, there
are still other factors that enhance employee organizational commitment.
Subjects/Keywords: Human resource development;
Employee Organizational Commitment
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APA ·
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Manager
APA (6th Edition):
Okumu, P. A. (2014). The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya
. (Thesis). University of Nairobi. Retrieved from http://hdl.handle.net/11295/75360
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Okumu, Pamela A. “The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya
.” 2014. Thesis, University of Nairobi. Accessed December 13, 2019.
http://hdl.handle.net/11295/75360.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Okumu, Pamela A. “The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya
.” 2014. Web. 13 Dec 2019.
Vancouver:
Okumu PA. The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya
. [Internet] [Thesis]. University of Nairobi; 2014. [cited 2019 Dec 13].
Available from: http://hdl.handle.net/11295/75360.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Okumu PA. The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya
. [Thesis]. University of Nairobi; 2014. Available from: http://hdl.handle.net/11295/75360
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Tampere University
17.
Anttila, Elina.
Components of organizational commitment – A case study consisting managers from Finnish industrial company
.
Degree: 2015, Tampere University
URL: https://trepo.tuni.fi/handle/10024/96724
► The aim of this study was to find factors affecting employees' organizational commitment within the case organization as well as point out some strengths and…
(more)
▼ The aim of this study was to find factors affecting employees' organizational commitment within the case organization as well as point out some strengths and weaknesses the company has in this area. The company studied is Finnish multinational industrial company. The sample of this qualitative study consisted of nine Finnish first-level managers from different segments of this company.
The data was collected using theme interviews and qualitative attitude approach. Therefore, the analysis was also conducted in two separate ways. The data from theme interviews was analyzed using thematic content analysis while the analysis of the data from qualitative attitude approach followed the principles of that method concentrating on explanations of stance taking.
As a result of this study, the factors affecting the organizational commitment in this organization can be divided into three categories. The first one consist matters directly linked to the company itself. The second category has factors linked to the work community. Finally, the third is formed by factors related to the work characteristics. Company's strengths lie in its' interesting field of business and variety opportunities it can offer for employees globally. To improve organizational commitment it should pay attention to its' human resource practices.
From the findings it can be stated that employees' organizational commitment is a complex matter. Even though the company has important role in it, the factors regarding the organization are not only ones affecting this. It was strongly indicated that the work community and the characteristics of one's work has major impact on one's organizational commitment. However, organization and the culture create the premises for these to be good.
Subjects/Keywords: organizational commitment;
qualitative attitude approach;
human resource
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APA ·
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Manager
APA (6th Edition):
Anttila, E. (2015). Components of organizational commitment – A case study consisting managers from Finnish industrial company
. (Masters Thesis). Tampere University. Retrieved from https://trepo.tuni.fi/handle/10024/96724
Chicago Manual of Style (16th Edition):
Anttila, Elina. “Components of organizational commitment – A case study consisting managers from Finnish industrial company
.” 2015. Masters Thesis, Tampere University. Accessed December 13, 2019.
https://trepo.tuni.fi/handle/10024/96724.
MLA Handbook (7th Edition):
Anttila, Elina. “Components of organizational commitment – A case study consisting managers from Finnish industrial company
.” 2015. Web. 13 Dec 2019.
Vancouver:
Anttila E. Components of organizational commitment – A case study consisting managers from Finnish industrial company
. [Internet] [Masters thesis]. Tampere University; 2015. [cited 2019 Dec 13].
Available from: https://trepo.tuni.fi/handle/10024/96724.
Council of Science Editors:
Anttila E. Components of organizational commitment – A case study consisting managers from Finnish industrial company
. [Masters Thesis]. Tampere University; 2015. Available from: https://trepo.tuni.fi/handle/10024/96724
18.
Ahmad, Mansoor.
The Diffusion of High Performance Workplace Practices in
Pakistan and their Performance Associations.
Degree: 2013, University of Manchester
URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:184586
► The University of ManchesterMansoor AhmadDoctor of Philosophy (PhD)August 2012The Diffusion of High-Performance Workplace Practices in Pakistan and their Performance AssociationsThe topic of high performance workplace…
(more)
▼ The University of ManchesterMansoor AhmadDoctor of
Philosophy (PhD)August 2012The Diffusion of High-Performance
Workplace Practices in Pakistan and their Performance
AssociationsThe topic of high performance workplace practices and
their impact on organizational performance has been extensively
researched in US and UK. Increasingly evidence with regard to
diffusion of high performance workplace practices is emerging from
fast developing Asian economies. However, very little is known
about the state of diffusion of high performance workplace
practices in Pakistan, a South Asian economy on route to
industrialization. This study attempts to explore the diffusion of
high performance workplace practices among the multinational and
local firms in the important industrial sectors of banking,
information technology and pharmaceutical in Pakistan that are
characterized by high level of inward foreign direct investment.
Recently the Pakistani Government has passed laws to encourage
greater use of HPWS practices amongst domestic firms. This study
compares the prevalence of HPWS practices in domestic firms to that
in multinationals. MNCs are chosen as a competitor because they
have been seen as being at forefront of HPWS use. First of all, the
study explored an overall diffusion of high performance workplace
practices in Pakistan and determined the state of differences with
regard to diffusion of the practices between the establishments of
multinational and local firms. Secondly, the study further explored
the differences by taking into account the role of control
variables such as age, size, percentage of non-managerial employees
and nature of business at the establishment. The most important
argument underpinning the high performance paradigm is that
practices have substantial impact on human resource and performance
outcomes of a firm. Thus the third objective of the study was to
test and report the association of individual practices with
various performance outcomes for a sample of local firms in
Pakistan. The study observed whether such claims are valid for the
local Pakistani establishments that implement such practices in
hope of achieving better performance outcomes. The study found that
a number of practices had a consistent and significant association
with various performance outcomes across the industrial sectors in
Pakistan. The results of the study suggest that latest innovations
in human resource management in advanced industrial economies have
fast spread among establishments in Pakistan. Moreover the results
also suggest that arguments of high performance theory, in
particular the universalistic/ best practice model hold ground when
it comes to the diffusion of such practices in developing economies
such as Pakistan with some caveats.
Within the human resource management literature,
there has been increased interest among the management scholars to
explore the effects of HRM practices often termed as high
performance workplace practices on organizational performance
outcomes. The topic has been hotly…
Advisors/Committee Members: MCCANN, LEO L, Mccann, Leo, Allen, Matthew.
Subjects/Keywords: High Performance Workplace Practices; Human Resource Management; Multinationals; Local Firms; Pakistan; Organizational and Human Resource Outcomes
…studies for human resource and organizational
performance effects of HPWS practices. The section… …adoption of latest human resource practices that
have in general been linked to improvement in an… …new and innovative human resource management practices also termed as
high performance… …in Pakistan that implement HPWS practices will benefit from human
resource and… …the latest human resource management practices in a detailed and
comprehensive manner in…
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APA ·
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MLA ·
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Export
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Manager
APA (6th Edition):
Ahmad, M. (2013). The Diffusion of High Performance Workplace Practices in
Pakistan and their Performance Associations. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:184586
Chicago Manual of Style (16th Edition):
Ahmad, Mansoor. “The Diffusion of High Performance Workplace Practices in
Pakistan and their Performance Associations.” 2013. Doctoral Dissertation, University of Manchester. Accessed December 13, 2019.
http://www.manchester.ac.uk/escholar/uk-ac-man-scw:184586.
MLA Handbook (7th Edition):
Ahmad, Mansoor. “The Diffusion of High Performance Workplace Practices in
Pakistan and their Performance Associations.” 2013. Web. 13 Dec 2019.
Vancouver:
Ahmad M. The Diffusion of High Performance Workplace Practices in
Pakistan and their Performance Associations. [Internet] [Doctoral dissertation]. University of Manchester; 2013. [cited 2019 Dec 13].
Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:184586.
Council of Science Editors:
Ahmad M. The Diffusion of High Performance Workplace Practices in
Pakistan and their Performance Associations. [Doctoral Dissertation]. University of Manchester; 2013. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:184586
Technical University of Lisbon
19.
Morais, Ana Raquel de Oliveira.
Força da gestão dos recursos humanos, compromisso organizacional e comportamentos de cidadania organizacional.
Degree: 2013, Technical University of Lisbon
URL: https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/11213
► Mestrado em Gestão de Recursos Humanos
Atualmente, um dos aspetos que preocupa a GRH é a ligação entre as práticas e o desempenho organizacional. Neste…
(more)
▼ Mestrado em Gestão de Recursos Humanos
Atualmente, um dos aspetos que preocupa a GRH é a ligação entre as práticas e o desempenho organizacional. Neste âmbito, emergiu o conceito de ?Força da GRH? (FGRH), que se foca nas práticas que transmitem mensagens distintivas, consistentes e consensuais aos colaboradores (Bowen & Ostroff 2004). Um outro conceito relacionado com o desempenho e a demonstração de comportamentos de cidadania organizacional é o de compromisso afetivo, definido como o vínculo dos colaboradores à organização, podendo estar associado a efeitos positivos, quer para os colaboradores, como para a própria organização. Tal como as práticas, também a FGRH e a perceção do clima organizacional, tem sido estabelecida como impulso para a demonstração de compromisso afetivo. Neste sentido, o objetivo deste estudo é o de contribuir para o entendimento da relação entre os conceitos supramencionados, demonstrando que determinadas práticas induzem ao compromisso afetivo, proporcionando comportamentos de trabalho benéficos para as organizações. Importa ainda salientar, que para a existência de uma ligação positiva entre estes constructos e se atinjam bons desempenhos organizacionais, é de extrema importância, um alinhamento a nível horizontal (entre as práticas GRH) e vertical (entre práticas e estratégia). Em suma, admitimos que perante uma FGRH forte e práticas GRH consistentes é possível garantir estes dois tipos de alinhamento, tal como o compromisso.
Nowadays, one of the major concerns in the human resources area, is the link between Human Resource Management (HRM) practices and organizational performance. In this context, the concept of "Human Resources Strength" (HRS) emerged, which focuses on practices that communicate distinctive, consistent and consensual messages to employees (Bowen & Ostroff, 2004). Another concept related to the performance of affective commitment and organizational citizenship behaviors is defined as a link of employees to the organization and may be associated to positive effects, both for employees and to the organization itself. As well as the practices, HRS and the organizational environment perception have also been established as an impulse for the demonstration of commitment by the employees. So, the purpose of this study is to contribute to the understanding of the relationship between HRS, climate and HRM practices on affective commitment. This research also aims at demonstrating that certain practices contribute to the affective commitment and it contributes to enhance organizations work behaviors. It is also important to mention that in order to achieve a positive bond between these constructs and good organizational performances both horizontal (between HRM practices) and vertical (between the practices and strategy) alignments are of utmost importance. We assume that having strong and consistent HRS and HRM practices we can assure these two types of alignment, such as the commitment.
Advisors/Committee Members: Gomes, Jorge.
Subjects/Keywords: Força da Gestão dos Recursos Humanos; Práticas de Gestão dos Recursos Humanos; Clima; Compromisso Afetivo; Comportamentos de Cidadania Organizacional; Human Resource Strength; Human Resource Practices; Climate; Affective Commitment; Organizational Citizenship Behaviors
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Manager
APA (6th Edition):
Morais, A. R. d. O. (2013). Força da gestão dos recursos humanos, compromisso organizacional e comportamentos de cidadania organizacional. (Thesis). Technical University of Lisbon. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/11213
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Morais, Ana Raquel de Oliveira. “Força da gestão dos recursos humanos, compromisso organizacional e comportamentos de cidadania organizacional.” 2013. Thesis, Technical University of Lisbon. Accessed December 13, 2019.
https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/11213.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Morais, Ana Raquel de Oliveira. “Força da gestão dos recursos humanos, compromisso organizacional e comportamentos de cidadania organizacional.” 2013. Web. 13 Dec 2019.
Vancouver:
Morais ARdO. Força da gestão dos recursos humanos, compromisso organizacional e comportamentos de cidadania organizacional. [Internet] [Thesis]. Technical University of Lisbon; 2013. [cited 2019 Dec 13].
Available from: https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/11213.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Morais ARdO. Força da gestão dos recursos humanos, compromisso organizacional e comportamentos de cidadania organizacional. [Thesis]. Technical University of Lisbon; 2013. Available from: https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/11213
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
NSYSU
20.
Hong, Mei-Hui.
The Effects of Human Resource Manager Roles on Organizational Performance and Turnover : The Mediating Effect of HighâPerformance Human Resource Practices.
Degree: Master, Human Resource Management, 2015, NSYSU
URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0125115-105926
► To align with constantly changing external environment, human resource managers not only effectively exercise human resource practices, but also increase efficiency of human resource services.…
(more)
▼ To align with constantly changing external environment,
human resource managers not only effectively exercise
human resource practices, but also increase efficiency of
human resource services. They also play bridging roles and design appropriate
human resource practices to assist enterprises to achieve strategic goals. Thus, whether the roles of
human resource manager influence
organizational performance is very critical issue for companies to consolidate competitive advantages. Therefore, this research investigates influences of multiple roles of
human resource manager on
organizational performance and turnover rate. High performance
human resource practice (HPHRP) is included as the mediator to investigate whether
human resource managersâ roles influence
organizational performance and turnover rate by implementing HPHRP.
The survey in this research collected survey data from
human resource managers from 100 companies to test our hypotheses by conducting hierarchical regression analysis. The result of this research has found: firstly,
human resource managersâ change agent and employee champion roles have positive effects on
organizational performance. In addition, when
human resource managers acts as employee champion, they would implement high performance
human resource practice (HPHRP)to improve
organizational performance. Third, strategic partner role lowers
organizational turnover rate whereas administrative expert role increases the turnover rate. Finally, when
human resource manager acts as strategic partner, they also intend to implement high performance
human resource practice (HPHRP)to reduce turnover rate. According to the research result, this study also discussed managerial implications.
Advisors/Committee Members: Chiung-Wen Tsao (chair), Shyh-jer Chen (chair), Nai-wen Chi (committee member).
Subjects/Keywords: Turnover rate; High performance human resource practice; Organizational performance; Human resource manager role
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Manager
APA (6th Edition):
Hong, M. (2015). The Effects of Human Resource Manager Roles on Organizational Performance and Turnover : The Mediating Effect of HighâPerformance Human Resource Practices. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0125115-105926
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Hong, Mei-Hui. “The Effects of Human Resource Manager Roles on Organizational Performance and Turnover : The Mediating Effect of HighâPerformance Human Resource Practices.” 2015. Thesis, NSYSU. Accessed December 13, 2019.
http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0125115-105926.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Hong, Mei-Hui. “The Effects of Human Resource Manager Roles on Organizational Performance and Turnover : The Mediating Effect of HighâPerformance Human Resource Practices.” 2015. Web. 13 Dec 2019.
Vancouver:
Hong M. The Effects of Human Resource Manager Roles on Organizational Performance and Turnover : The Mediating Effect of HighâPerformance Human Resource Practices. [Internet] [Thesis]. NSYSU; 2015. [cited 2019 Dec 13].
Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0125115-105926.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Hong M. The Effects of Human Resource Manager Roles on Organizational Performance and Turnover : The Mediating Effect of HighâPerformance Human Resource Practices. [Thesis]. NSYSU; 2015. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0125115-105926
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
NSYSU
21.
Tai, Hui-Chun.
The Practical Study on the Strategic Human Resource Management.
Degree: Master, Human Resource Management, 2017, NSYSU
URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0914117-232215
► Abstract Human resource management has become a main department in an organization recently. Human resource department has no longer defined as payroll and attendance of…
(more)
▼ Abstract
Human resource management has become a main department in an organization recently.
Human resource department has no longer defined as payroll and attendance of workers. It is more associated with keep potential employees for senior managers during strategic decision making to accomplish goals in an organization.
This study attempts to interview managers in three small scale companies and two large scale companies that won National
Human Resource Development InnoPrize for outstanding
human resource development to examine how those companies use innovative management and educational training leading to growths in
organizational performance.
The finding concluded that the titled companies adopt innovative training to enhance the professional skills and increase the willingness of self-study for employees and furthermore select a potential employee to increase the companies âcompetence. Most importantly, establishing a
human resource development is an essential for organizations under a condition of financial stability.
Advisors/Committee Members: Jin Feng Uen (chair), Jin Feng Uen (committee member).
Subjects/Keywords: Human Resource Development; Educational Training; Organizational Performance; National Human Resource Development InnoPrize.
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Manager
APA (6th Edition):
Tai, H. (2017). The Practical Study on the Strategic Human Resource Management. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0914117-232215
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Tai, Hui-Chun. “The Practical Study on the Strategic Human Resource Management.” 2017. Thesis, NSYSU. Accessed December 13, 2019.
http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0914117-232215.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Tai, Hui-Chun. “The Practical Study on the Strategic Human Resource Management.” 2017. Web. 13 Dec 2019.
Vancouver:
Tai H. The Practical Study on the Strategic Human Resource Management. [Internet] [Thesis]. NSYSU; 2017. [cited 2019 Dec 13].
Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0914117-232215.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Tai H. The Practical Study on the Strategic Human Resource Management. [Thesis]. NSYSU; 2017. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0914117-232215
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Technical University of Lisbon
22.
Berlenga, Ana Inês da Silva.
Employer Branding: What Makes a Firm a Desirable Place to Work.
Degree: 2010, Technical University of Lisbon
URL: http://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/2218
► Mestrado em Gestão/MBA
A new concerning is coming to human resource management: the way organizational branding can influence human resources to applied and be committed…
(more)
▼ Mestrado em Gestão/MBA
A new concerning is coming to human resource management: the way organizational branding can influence human resources to applied and be committed to enterprises. This application of branding to human resource management has been designate as "employer branding." In the present exploratory study the major objective is to understand the role of organizational reputation, organizational personality and tangible organizational attributes and manager's perception of enterprise attractiveness and commitment. Using an online survey on a 214 sample of Portuguese managers, they describe organizational reputation by emotional appeal and product and services characteristics. Work environment is also important. Organizational personality was characterized by being technical, hard working and secure. The most desirable tangible attributes on enterprise is money and work characteristics. Managers think that their enterprise believe that employees are important but the company don't spend a significant amount of money to keep their employees happy. Manager's main factor of commitment is loyalty and proud that they are part of the company. However they don't consider their company as being the best place to work.
Advisors/Committee Members: Mota, João Mesquita.
Subjects/Keywords: employer branding; corporate branding; organizational personality; organizational reputation; organizational commitment; career development; human resource management
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Manager
APA (6th Edition):
Berlenga, A. I. d. S. (2010). Employer Branding: What Makes a Firm a Desirable Place to Work. (Thesis). Technical University of Lisbon. Retrieved from http://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/2218
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Berlenga, Ana Inês da Silva. “Employer Branding: What Makes a Firm a Desirable Place to Work.” 2010. Thesis, Technical University of Lisbon. Accessed December 13, 2019.
http://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/2218.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Berlenga, Ana Inês da Silva. “Employer Branding: What Makes a Firm a Desirable Place to Work.” 2010. Web. 13 Dec 2019.
Vancouver:
Berlenga AIdS. Employer Branding: What Makes a Firm a Desirable Place to Work. [Internet] [Thesis]. Technical University of Lisbon; 2010. [cited 2019 Dec 13].
Available from: http://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/2218.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Berlenga AIdS. Employer Branding: What Makes a Firm a Desirable Place to Work. [Thesis]. Technical University of Lisbon; 2010. Available from: http://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/2218
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
23.
Barreto, Leilianne Michelle Trindade da Silva.
Estratégias de gestão de pessoas e desempenho organizacional na hotelaria: o papel das capacidades organizacionais.
Degree: PhD, Administração, 2011, University of São Paulo
URL: http://www.teses.usp.br/teses/disponiveis/12/12139/tde-30112011-165119/
;
► No campo da gestão estratégica de pessoas, uma preocupação que está em evidência é a investigação de variáveis mediadoras da relação entre gestão estratégica de…
(more)
▼ No campo da gestão estratégica de pessoas, uma preocupação que está em evidência é a investigação de variáveis mediadoras da relação entre gestão estratégica de pessoas e desempenho organizacional. Para desvendar as etapas intermediárias do processo de geração de resultados da gestão estratégica de pessoas, pesquisas anteriores sugerem a análise de fatores no nível organizacional, a exemplo das capacidades organizacionais. Nesse contexto, o objetivo geral desta pesquisa foi estabelecer relações entre as configurações de estratégias de gestão de pessoas, as capacidades organizacionais e o desempenho organizacional dos meios de hospedagem do Nordeste brasileiro, oferecendo subsídios para a gestão eficaz dos empreendimentos e para a maximização de resultados no setor. Foi desenvolvido um estudo descritivo e relacional, de abordagem quantitativa. Foram aplicados questionários a 151 gestores de meios de hospedagem localizados nos dois principais destinos turísticos de quatro estados do Nordeste do Brasil, a saber: Salvador/BA, Porto Seguro/BA, Fortaleza/CE, Canoa Quebrada/CE, Recife/PE, Porto de Galinhas/PE, Natal/RN e Pipa/RN. As estratégias de gestão de pessoas foram avaliadas segundo o Modelo de Valores Competitivos de Cameron e Quinn (2006). As capacidades organizacionais foram investigadas a partir do modelo de múltiplos papéis de Ulrich (1998; 2000). O desempenho organizacional foi avaliado com o uso de indicadores adotados por pesquisas anteriores: taxa de ocupação hoteleira, valor da diária média, desempenho financeiro, produtividade do trabalho e qualidade dos serviços. Os dados foram analisados por meio da aplicação de diversas técnicas estatísticas adequadas às características dos dados e aos objetivos do estudo. Os resultados revelam que existe um razoável equilíbrio na implementação das diversas configurações do Modelo de Valores Competitivos. Entretanto, percebe-se uma tendência de que os hotéis conseguem implementar melhor as estratégias de gestão de pessoas que apresentam enfoque organizacional orientado para o ambiente interno e implementar menos as estratégias voltadas para o ambiente externo. Também se verificou uma tendência entre os meios de hospedagem de conseguirem desenvolver melhor as capacidades organizacionais orientadas para o cotidiano e para o nível operacional e de enfrentarem maiores dificuldades para desenvolver as capacidades organizacionais orientadas para o futuro e para o nível estratégico. As relações encontradas confirmam a sobreposição proposta por Cameron e Quinn (2006) entre as estratégias de gestão de pessoas do Modelo de Valores Competitivos e as capacidades organizacionais do modelo de múltiplos papéis de Ulrich (1998) e revelam outras associações concomitantes e complementares. Essas múltiplas relações identificadas corroboram a perspectiva configuracional ao sugerirem a existência de modelos híbridos, em que sejam contemplados elementos dos quatro modelos de gestão de pessoas analisados nesta pesquisa, buscando uma combinação sinérgica entre eles para maximizar e usufruir dos…
Advisors/Committee Members: Albuquerque, Lindolfo Galvao de, Medeiros, Carlos Alberto Freire.
Subjects/Keywords: Administração de recursos humanos; Desempenho organizacional; Hospitality; Hotelaria; Human resource strategies; Organizational capabilities; Organizational performance; Strategic human resource management
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Manager
APA (6th Edition):
Barreto, L. M. T. d. S. (2011). Estratégias de gestão de pessoas e desempenho organizacional na hotelaria: o papel das capacidades organizacionais. (Doctoral Dissertation). University of São Paulo. Retrieved from http://www.teses.usp.br/teses/disponiveis/12/12139/tde-30112011-165119/ ;
Chicago Manual of Style (16th Edition):
Barreto, Leilianne Michelle Trindade da Silva. “Estratégias de gestão de pessoas e desempenho organizacional na hotelaria: o papel das capacidades organizacionais.” 2011. Doctoral Dissertation, University of São Paulo. Accessed December 13, 2019.
http://www.teses.usp.br/teses/disponiveis/12/12139/tde-30112011-165119/ ;.
MLA Handbook (7th Edition):
Barreto, Leilianne Michelle Trindade da Silva. “Estratégias de gestão de pessoas e desempenho organizacional na hotelaria: o papel das capacidades organizacionais.” 2011. Web. 13 Dec 2019.
Vancouver:
Barreto LMTdS. Estratégias de gestão de pessoas e desempenho organizacional na hotelaria: o papel das capacidades organizacionais. [Internet] [Doctoral dissertation]. University of São Paulo; 2011. [cited 2019 Dec 13].
Available from: http://www.teses.usp.br/teses/disponiveis/12/12139/tde-30112011-165119/ ;.
Council of Science Editors:
Barreto LMTdS. Estratégias de gestão de pessoas e desempenho organizacional na hotelaria: o papel das capacidades organizacionais. [Doctoral Dissertation]. University of São Paulo; 2011. Available from: http://www.teses.usp.br/teses/disponiveis/12/12139/tde-30112011-165119/ ;
University of Minnesota
24.
Jo, Sung Jun.
The organizational outcomes of structural characteristics of a developmental network: emotional attachment and pro-organizational behaviors.
Degree: PhD, Work and Human Resource Education, 2009, University of Minnesota
URL: http://purl.umn.edu/53651
► The purpose of this study was to investigate the impacts of the structural characteristics of a developmental network on emotional attachment and on pro-organizational behaviors.…
(more)
▼ The purpose of this study was to investigate the impacts of the structural characteristics of a developmental network on emotional attachment and on pro-organizational behaviors. Mediation of emotional attachment and moderation of relationship strength were additional topics of focus.
A survey was administered to employees with at least two years of experience in 31 profit organizations in South Korea. A survey instrument was developed by adopting measuring instruments used in previous studies. A paper and pencil based survey was composed of (1) an ego-centric network survey, and (2) an organizational outcome survey. A total of 488 responses among 1,020 employees were received and 452 responses were analyzed. Statistical techniques including descriptive statistics, SEM, and hierarchical multiple regression were used to test the hypothesized structural model and relationships.
The results suggested that (1) structural characteristics of a developmental network affected the psychological orientation of individuals, (2) emotional attachment and identification with an organization mediated the structural characteristics and behavioral outcomes, (3) relationship strength moderated the effect of network composition on emotional attachment, (4) the integration of OI and OC into EAO offered a strong theoretical and empirical basis, and (5) gender differences were significance in the structural characteristics of a developmental network. Implications from theoretical and practical standpoints were discussed and several recommendations for future research were presented.
Subjects/Keywords: Developmental Network; Emotional Attachment; Organizational Citizenship Behavior; Organizational Commitment; Organizational Identification; Pro-organizational Behavior; Work and Human Resource Education
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Manager
APA (6th Edition):
Jo, S. J. (2009). The organizational outcomes of structural characteristics of a developmental network: emotional attachment and pro-organizational behaviors. (Doctoral Dissertation). University of Minnesota. Retrieved from http://purl.umn.edu/53651
Chicago Manual of Style (16th Edition):
Jo, Sung Jun. “The organizational outcomes of structural characteristics of a developmental network: emotional attachment and pro-organizational behaviors.” 2009. Doctoral Dissertation, University of Minnesota. Accessed December 13, 2019.
http://purl.umn.edu/53651.
MLA Handbook (7th Edition):
Jo, Sung Jun. “The organizational outcomes of structural characteristics of a developmental network: emotional attachment and pro-organizational behaviors.” 2009. Web. 13 Dec 2019.
Vancouver:
Jo SJ. The organizational outcomes of structural characteristics of a developmental network: emotional attachment and pro-organizational behaviors. [Internet] [Doctoral dissertation]. University of Minnesota; 2009. [cited 2019 Dec 13].
Available from: http://purl.umn.edu/53651.
Council of Science Editors:
Jo SJ. The organizational outcomes of structural characteristics of a developmental network: emotional attachment and pro-organizational behaviors. [Doctoral Dissertation]. University of Minnesota; 2009. Available from: http://purl.umn.edu/53651
NSYSU
25.
Hsu, Shao-Yu.
A Case Study of Samsungâs Organizational Culture and Performance.
Degree: Master, EMBA, 2014, NSYSU
URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0610114-095534
► Culture is a timeless subject, and it will come into being as long as people exist. Whether national or enterprise, any organization is composed of…
(more)
▼ Culture is a timeless
subject, and it will come into being as long as people exist. Whether national or enterprise, any organization is composed of people.
Therefore, the study of interaction between
organizational culture and people is really interesting. Since the term of
Organizational Culture was proposed in 1980, many researchers had invested to study the relationship between business cultural factors and business operational performance. Business success or failure, cultural factors can be used to do the most objective and reasonable interpretation. Therefore, the managersâ main roles are to be culture transmitters in organization and to achieve ultimate goal.
The methodology of this research is a case study of a multinational conglomerate, Samsung Group, and conducted by a qualitative method of one-by-one interview to discover the relationship between
organizational culture and performance. The research purpose is to analyze how
organizational culture affects performance and what factors in the
organizational culture could enhance performance.
From the research results, the main factors which affect performance are culture and core value of cultureãleadershipãpersonalãeducational training and incentives. During research process also found, the managers fulfill cultural innovation in order to face the change of external environment and alter business strategies to achieve sustainable development. Personal Training is main factor to keep organization growing sustainably. Through educational training is to ensure members in the organization understand culture and core value clearly. This is to say, utilizing the power of
organizational culture to integrate talented personals, so as to enhance corporate effectiveness.
Advisors/Committee Members: Jason H. Huang (committee member), Jin-Feng Uen (chair), Pin-Yang Liu (chair), Hueimei Liang (committee member).
Subjects/Keywords: leadership; core value; Dimensions of organizational culture; organizational culture; performance; human resource
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Manager
APA (6th Edition):
Hsu, S. (2014). A Case Study of Samsungâs Organizational Culture and Performance. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0610114-095534
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Hsu, Shao-Yu. “A Case Study of Samsungâs Organizational Culture and Performance.” 2014. Thesis, NSYSU. Accessed December 13, 2019.
http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0610114-095534.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Hsu, Shao-Yu. “A Case Study of Samsungâs Organizational Culture and Performance.” 2014. Web. 13 Dec 2019.
Vancouver:
Hsu S. A Case Study of Samsungâs Organizational Culture and Performance. [Internet] [Thesis]. NSYSU; 2014. [cited 2019 Dec 13].
Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0610114-095534.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Hsu S. A Case Study of Samsungâs Organizational Culture and Performance. [Thesis]. NSYSU; 2014. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0610114-095534
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Illinois – Urbana-Champaign
26.
Lee, Andrew Sanghyun.
The relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea.
Degree: PhD, Human Resource Education, 2019, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/104742
► Globalization increases the number of newcomers. It requires organizations to invest more time and resources to encourage newcomers’ proper work functionality within the organization. Newcomer…
(more)
▼ Globalization increases the number of newcomers. It requires organizations to invest more time and resources to encourage newcomers’ proper work functionality within the organization. Newcomer
organizational socialization (NOS) is the key process for integrating new employees into the social context of a workplace. It encourages new employees to be fully functional in the organization. Previous research suggests that the nature of interactions with supervisors, in particular, may determine the newcomer’s relative level of success or failure to become socialized in the organization. Relatively few studies, however, identify which supervisory behaviors in particular influence socialization integration success among newcomers. Previous research identified the existence of supervisory influence on NOS. A significant shortcoming among the research remains with regard to how supervisors express such influence. Relatedly, the purpose of this study aims to explore relationships among the socialization behaviors used by supervisors, socialization outcomes,
organizational commitment, and work outcomes among newcomer employees in three large companies in Korea.
The research was conducted primarily via a survey of newcomers, who entered three large enterprises within a year. Companies included Hyundai, Samsung, and LG in Korea. Collected data was analyzed using structural equation modeling, correlation analysis, and descriptive analysis. Data responded to five research questions. Results confirmed most of relationships proposed from the conceptual framework. An exception is the moderation effect of
organizational commitment. Moreover, study results revealed a relationship between socialization behaviors used by supervisors and socialization outcomes, perceived by newcomer employees. Relations emerged between socialization outcomes and work outcomes, perceived by newcomer employees. Specifically, socialization outcomes fully mediated between socialization behaviors used by supervisors and work outcomes, perceived by newcomer employees. Notably,
organizational commitment did not moderate the relationship between socialization outcomes and work outcomes, perceived by newcomer employees. Additionally, newcomer’s perceptions of the importance of supervisor’s socialization behaviors did not moderate the relationship between socialization behaviors used by supervisors and socialization outcomes, perceived by newcomer employees.
Further, study results indicated that all types of supervisor’s socialization behaviors can positively impact newcomer’s work outcomes. Providing appropriate feedback was the most effective type of socialization behavior to enhance newcomer’s work outcomes. Supporting newcomer’s development was the next with few differences and improving social relationship was the third. In contrast, building consensus and monitoring newcomer’s work behaviors revealed fewer effective typology of socialization behaviors, compared to others.
Results support conclusions that supervisor’s socialization behaviors can positively…
Advisors/Committee Members: Jacobs, Ronald (advisor), Jacobs, Ronald (Committee Chair), Chhajed, Dilip (committee member), Pak, Yoon (committee member), Oh, Eunjung (committee member).
Subjects/Keywords: Human Resource Development; Organizational Socialization; Supervisor Behavior; Socialization Outcomes; Organizational Commitment; Work Outcomes
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APA (6th Edition):
Lee, A. S. (2019). The relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/104742
Chicago Manual of Style (16th Edition):
Lee, Andrew Sanghyun. “The relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea.” 2019. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed December 13, 2019.
http://hdl.handle.net/2142/104742.
MLA Handbook (7th Edition):
Lee, Andrew Sanghyun. “The relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea.” 2019. Web. 13 Dec 2019.
Vancouver:
Lee AS. The relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2019. [cited 2019 Dec 13].
Available from: http://hdl.handle.net/2142/104742.
Council of Science Editors:
Lee AS. The relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2019. Available from: http://hdl.handle.net/2142/104742
Texas A&M University
27.
Molina Oyarce, Carlos E.
ENVIRONMENTAL HOSTILITY, INDIVIDUAL LEARNING, AND INTRAPRENEURSHIP AS PREDICTORS OF ORGANIZATIONAL LEARNING: A STUDY APPLIED TO TWO SELECTED MINING COMPANIES IN CHILE.
Degree: 2010, Texas A&M University
URL: http://hdl.handle.net/1969.1/ETD-TAMU-2009-05-350
► Organizations are faced with competitive and changeable environments which demand more prepared employees to successfully cope with these current and future challenges (Oswick, Grant, Michelson,…
(more)
▼ Organizations are faced with competitive and changeable environments which
demand more prepared employees to successfully cope with these current and future
challenges (Oswick, Grant, Michelson, and Wailes, 2005). Organizations, as a way to cope
with more hostile environments, may foster individual learning, intrapreneurship, and
organizational learning within their employees in order to potentially increase the
organizational level of competitiveness. In other words, individual learning,
intrapreneurship, and
organizational learning may help organizations increase their levels
of productivity and be better prepared to face uncertain scenarios.
The purpose of this study was to examine the path of relationships among
Environmental Hostility, Individual Learning, Intrapreneurship, and
Organizational
Learning for two selected mining companies in Chile. A survey instrument was applied to
383 participants who worked in the mining companies. Structural Equation Modeling was
the statistical technique utilized to examine if the collected data supported the
researcher?s proposed model. None of the models - the researcher?s proposed model, a proposed model based
on Exploratory Factor Analysis, and a proposed model based on AMOS; were considered
as confirmed models. For this reason, four possible arguments were elaborated to explain
why the data did not fit any of the models.
First, there is a lack of empirical support of the potential relationships among the
construct/variables of the proposed model. Second, this study is a pioneering work in
examining Environmental Hostility, Individual Learning, Intrapreneurship, and
Organizational Learning altogether. Third, previous studies related to the
construct/variables of this study were mainly conducted in the United States and
Australia. Fourth, and finally, the social and economic scenarios that Chile faced during
the last century were very different than the social and economic situations confronted by
the United States in the same period.
Advisors/Committee Members: Callahan, Jamie (advisor), Tolson, Homer (committee member), Nafukho, Fred (committee member), Elbert, Chanda (committee member).
Subjects/Keywords: Individual Learning; Organizational Learning; Intrapreneurship; Human Resource Development
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APA ·
Chicago ·
MLA ·
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CSE |
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APA (6th Edition):
Molina Oyarce, C. E. (2010). ENVIRONMENTAL HOSTILITY, INDIVIDUAL LEARNING, AND INTRAPRENEURSHIP AS PREDICTORS OF ORGANIZATIONAL LEARNING: A STUDY APPLIED TO TWO SELECTED MINING COMPANIES IN CHILE. (Thesis). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/ETD-TAMU-2009-05-350
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Molina Oyarce, Carlos E. “ENVIRONMENTAL HOSTILITY, INDIVIDUAL LEARNING, AND INTRAPRENEURSHIP AS PREDICTORS OF ORGANIZATIONAL LEARNING: A STUDY APPLIED TO TWO SELECTED MINING COMPANIES IN CHILE.” 2010. Thesis, Texas A&M University. Accessed December 13, 2019.
http://hdl.handle.net/1969.1/ETD-TAMU-2009-05-350.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Molina Oyarce, Carlos E. “ENVIRONMENTAL HOSTILITY, INDIVIDUAL LEARNING, AND INTRAPRENEURSHIP AS PREDICTORS OF ORGANIZATIONAL LEARNING: A STUDY APPLIED TO TWO SELECTED MINING COMPANIES IN CHILE.” 2010. Web. 13 Dec 2019.
Vancouver:
Molina Oyarce CE. ENVIRONMENTAL HOSTILITY, INDIVIDUAL LEARNING, AND INTRAPRENEURSHIP AS PREDICTORS OF ORGANIZATIONAL LEARNING: A STUDY APPLIED TO TWO SELECTED MINING COMPANIES IN CHILE. [Internet] [Thesis]. Texas A&M University; 2010. [cited 2019 Dec 13].
Available from: http://hdl.handle.net/1969.1/ETD-TAMU-2009-05-350.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Molina Oyarce CE. ENVIRONMENTAL HOSTILITY, INDIVIDUAL LEARNING, AND INTRAPRENEURSHIP AS PREDICTORS OF ORGANIZATIONAL LEARNING: A STUDY APPLIED TO TWO SELECTED MINING COMPANIES IN CHILE. [Thesis]. Texas A&M University; 2010. Available from: http://hdl.handle.net/1969.1/ETD-TAMU-2009-05-350
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Texas A&M University
28.
Knaben, Ase.
Identity Formation of Women in Leadership Positions in Corporate America: Three Journeys to Top Leadership Positions.
Degree: 2010, Texas A&M University
URL: http://hdl.handle.net/1969.1/ETD-TAMU-2010-05-7681
► The purpose of this study was to understand and interpret the identity formation of women on their journeys to leadership positions in corporate America. The…
(more)
▼ The purpose of this study was to understand and interpret the identity formation of women on their journeys to leadership positions in corporate America. The narratives of these women in leadership positions described their experiences of how they became who they are, their experiences of critical points, their achievements and their sacrifices in their lives on their journey to these positions.
The dissertation design was an empirical, qualitative, interpretive study which simultaneously drew upon and developed the theoretical work of Erik H. Erikson regarding the concept of ego-identity. Women in this study were purposively selected based on criteria for this research. They were successful females in engineering management positions, which is a male-dominated field. Data were obtained through in-depth interviews.
Three main themes about their self-knowledge emerged from the findings in the study as components in the women's identity formation. These components shaped and developed the women to become who they are today, starting as a process from early child hood and until today. The three main themes are as follows: relations between mothers and daughters, a delayed moratorium and inner strength. The women in this study are unanimous in regard to singling out the significance of their mothers. Their mothers have been instrumental to their futures in regard to education in a male-oriented area and in giving them a "sense of being all right." Furthermore, these women seemed to undergo a delayed moratorium state as adults. This finding was a departure from and an addition to Erik H. Erikson's concept of "moratorium", in that I found that these successful women were able to make-up for their inability to obtain a moratorium in young adulthood by fashioning it in mid-life.
They described these experiences of getting closer to themselves and what life was really about. Finally, this study revealed that these women had an inner strength to go on when they faced obstacles and hurdles in their careers and their personal lives. This inner strength consisted of resilience and authenticity, an ability to stay true to themselves.
Advisors/Committee Members: Dooley, Larry (advisor), Mestrovic, Stjepan (advisor), Lynham, Susan (committee member), Skrla, Linda (committee member).
Subjects/Keywords: Human Resource Development; Identity Formation; Women and Leadership; Organizational Culture
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APA ·
Chicago ·
MLA ·
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CSE |
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to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Knaben, A. (2010). Identity Formation of Women in Leadership Positions in Corporate America: Three Journeys to Top Leadership Positions. (Thesis). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/ETD-TAMU-2010-05-7681
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Knaben, Ase. “Identity Formation of Women in Leadership Positions in Corporate America: Three Journeys to Top Leadership Positions.” 2010. Thesis, Texas A&M University. Accessed December 13, 2019.
http://hdl.handle.net/1969.1/ETD-TAMU-2010-05-7681.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Knaben, Ase. “Identity Formation of Women in Leadership Positions in Corporate America: Three Journeys to Top Leadership Positions.” 2010. Web. 13 Dec 2019.
Vancouver:
Knaben A. Identity Formation of Women in Leadership Positions in Corporate America: Three Journeys to Top Leadership Positions. [Internet] [Thesis]. Texas A&M University; 2010. [cited 2019 Dec 13].
Available from: http://hdl.handle.net/1969.1/ETD-TAMU-2010-05-7681.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Knaben A. Identity Formation of Women in Leadership Positions in Corporate America: Three Journeys to Top Leadership Positions. [Thesis]. Texas A&M University; 2010. Available from: http://hdl.handle.net/1969.1/ETD-TAMU-2010-05-7681
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Texas A&M University
29.
Bartek, Cara Beth.
Fostering Innovative Capacity via Organizational Reward Systems: The Case of Faculty Collaboration.
Degree: 2010, Texas A&M University
URL: http://hdl.handle.net/1969.1/ETD-TAMU-2009-08-7111
► The purpose of this study is to reveal, through the use of case study methodology, how faculty collaboration may foster the development of intellectual capital…
(more)
▼ The purpose of this study is to reveal, through the use of case study methodology, how
faculty collaboration may foster the development of intellectual capital and how
organizational
reward systems mediate this process. Collaboration has been chosen as the unit of analysis due to
the collaborative nature of innovation. Innovation often produces a sustainable competitive
advantage for organizations. The key in leveraging organizations' innovative capacity is through
the development of intellectual capital.
Human resource development is a viable method of
fostering
organizational resources such as intellectual capital. Due to economic, political, and
organizational constraints upon traditional
human resource development activities, intellectual
capital may be best fostered via non-traditional methods.
Organizational reward systems, as in
the case of performance-based tenure and promotion, have been shown to both promote and
hinder collaborative activities. A qualitative case study approach has been chosen due to
contextual factors influencing collaboration. Semi-structured interviews, document and archival
analysis served as the primary means of data collection. Faculty collaboration occurring at a
large Texas university was examined via three main data sources: the college-level strategic plan,
network analysis of interdepartmental collaboration, and targeted, semi-structured interviews.
Data analysis revealed collaboration at the university often occurs via relationships, networks,
and is fostered via
resource allocation. Tenure and promotion as well as available resources seem to have a mediating effect on the decisions faculty made relating to research collaborations. Data
supported the theoretical variables derived from the Theory of the Learning Organization.
Recommendations for fostering collaboration center upon administering rewards in close
proximity of collaboration behaviors. Further research must be performed to better understand
the outcomes of successful collaboration as well as the different context in which fostering
collaboration may be beneficial to
organizational outcomes.
Advisors/Committee Members: Dooley, Larry M. (advisor), Madsen, Jean (committee member), Wang, Jia (committee member), Welch, Ben (committee member).
Subjects/Keywords: intellectual capital; organizational reward systems; tenure and promotion; human resource development
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APA ·
Chicago ·
MLA ·
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CSE |
Export
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Manager
APA (6th Edition):
Bartek, C. B. (2010). Fostering Innovative Capacity via Organizational Reward Systems: The Case of Faculty Collaboration. (Thesis). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/ETD-TAMU-2009-08-7111
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Bartek, Cara Beth. “Fostering Innovative Capacity via Organizational Reward Systems: The Case of Faculty Collaboration.” 2010. Thesis, Texas A&M University. Accessed December 13, 2019.
http://hdl.handle.net/1969.1/ETD-TAMU-2009-08-7111.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Bartek, Cara Beth. “Fostering Innovative Capacity via Organizational Reward Systems: The Case of Faculty Collaboration.” 2010. Web. 13 Dec 2019.
Vancouver:
Bartek CB. Fostering Innovative Capacity via Organizational Reward Systems: The Case of Faculty Collaboration. [Internet] [Thesis]. Texas A&M University; 2010. [cited 2019 Dec 13].
Available from: http://hdl.handle.net/1969.1/ETD-TAMU-2009-08-7111.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Bartek CB. Fostering Innovative Capacity via Organizational Reward Systems: The Case of Faculty Collaboration. [Thesis]. Texas A&M University; 2010. Available from: http://hdl.handle.net/1969.1/ETD-TAMU-2009-08-7111
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
NSYSU
30.
Huang, Jen-hao.
Research of relationships among perceptions of human resource management practice, organizational climate, role adjustment and working attitude - take THSRC employees as study object.
Degree: Master, Human Resource Management, 2008, NSYSU
URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-163613
► As the tendency of globalizes and regionalization of enterprise management develops, enterprises in the world have to face an extremely important subject of multiple human…
(more)
▼ As the tendency of globalizes and regionalization of enterprise management develops, enterprises in the world have to face an extremely important
subject of multiple
human resource management. Whether the enterprise is classified as globalize, cross-nation or regionalization, it should face and plan the strategy of its
human resource management more appropriately, which is the core part and the foundation of an enterprise.
The range and object of this research is based on Taiwan High Speed Rail Corporation and its employees. The company, THSRC, is one of the largest BOT projects in the world. Employees of THSRC with their profession in construction management, operation management at railway area, were recruited from many different countries. The research of investigating the manage method and organization climate of THSRC, can surely provide a great reference to some regional enterprises during the process of transit to globalized enterprises.
The purpose of this research is trying to examine the relationships among the perceptions of
human resource management practice,
organizational climate, role adjustment, and working attitude. Also, this research intends to investigate the affection of differenct personalities to
human resource management practice,
organizational climate, role adjustment, and working attitude.
The questionnaire survey of this research was implemented on April 2008. 300 questionnaires were sent out, and 272 were replied, in which 256 are valid. Through a statistical analysis, we conclude the research result as follows:
1.The
human resource management practice has a positive affection on working attitude.
2.The
human resource management practice has a negative affection on role adjustment.
3.The
organizational climate has a negative affection on role adjustment.
4.The role adjustment has a negative affection on working attitude.
Advisors/Committee Members: Jin-feng Uen (chair), Ming-chu Yu (committee member), Shueh-Chin Ting (chair).
Subjects/Keywords: Working Attitude; Organizational Climate; Human Resource Management Practice; Role Adjustment
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APA ·
Chicago ·
MLA ·
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CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Huang, J. (2008). Research of relationships among perceptions of human resource management practice, organizational climate, role adjustment and working attitude - take THSRC employees as study object. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-163613
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Huang, Jen-hao. “Research of relationships among perceptions of human resource management practice, organizational climate, role adjustment and working attitude - take THSRC employees as study object.” 2008. Thesis, NSYSU. Accessed December 13, 2019.
http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-163613.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Huang, Jen-hao. “Research of relationships among perceptions of human resource management practice, organizational climate, role adjustment and working attitude - take THSRC employees as study object.” 2008. Web. 13 Dec 2019.
Vancouver:
Huang J. Research of relationships among perceptions of human resource management practice, organizational climate, role adjustment and working attitude - take THSRC employees as study object. [Internet] [Thesis]. NSYSU; 2008. [cited 2019 Dec 13].
Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-163613.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Huang J. Research of relationships among perceptions of human resource management practice, organizational climate, role adjustment and working attitude - take THSRC employees as study object. [Thesis]. NSYSU; 2008. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-163613
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
◁ [1] [2] [3] [4] [5] [6] [7] [8] [9] ▶
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Open Access Theses and Dissertations
