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Job-shop layouts: A comparative of performances and proposal for designing a routing lists for employees  [PDF]
Chin Shih,Hilano Carvalho,Eduardo Filho,Arthur Porto
Sistemas & Gest?o , 2008,
Abstract: The main goal of this research is to present a comparison of performances among job-shop layouts, by considering in the analysis resources selection criteria involved in parts production (production scheduling). Results are obtained from the simulation model ColoredPetri Nets and compared among them. This paper presents also a procedure to elaborate routing lists for employees to be used in real company aiming to attend what have been previously established in research related to resources selection criteria.
Application of the Switching Barrier Theory in The Core Employees’ Reservation
Yancai Zhang,Yuqi Han
International Journal of Business and Management , 2009,
Abstract: It has been one of the most important tasks for the human resource management department in firms to reserve their core employees. In this paper, the scale of core employees is firstly bounded. Then all sorts of solutions which a major of enterprises may take to remain their invaluable workers are summarized. In the end, from an entirely new angle, we make analysis on how the switching barrier theory which is used in customer reservation in common will be applied in the core employees’ reservation.
Research on Tendency and Behavior of the New Generation Employees Turnover  [PDF]
Ruifeng Yang
Journal of Human Resource and Sustainability Studies (JHRSS) , 2016, DOI: 10.4236/jhrss.2016.44031
Abstract: In recent years, a large number of new generation employees entered the enterprise and gradually became the mainstay of enterprises, but the turnover rate is high and it brought heavy pressure and burdens to employers. Therefore, considerable importance has been attached to the research on the behavior of the new generation employees by the academic researchers and business managers. Unfortunately, so far, there is little theoretical research on the behavior of the new generation employees from the perspective of talent environment. This paper makes a theoretical review of the environmental factors that affect the turnover behavior of new generation employees and then designs an effective intervention mechanism to reduce the turnover rate of new generation employees and provides the reference for the enterprise managers to make policies of keeping employees.
The prevalence and severity of oral impacts on daily performances in Thai primary school children
Sudaduang Gherunpong, Georgios Tsakos, Aubrey Sheiham
Health and Quality of Life Outcomes , 2004, DOI: 10.1186/1477-7525-2-57
Abstract: Cross-sectional study of all 1126 children aged 11–12 years in a municipal area of Suphanburi province, Thailand. An OHRQoL measure, Child-Oral Impacts on Daily Performances index (Child-OIDP) was used to assess oral impacts. Children were also clinically examined and completed a self-administered questionnaire about demographic information and oral behaviours.89.8% of children had one or more oral impacts. The median impact score was 7.6 and mean score was 8.8. Nearly half (47.0%) of the children with impacts had impacts at very little or little levels of intensity. Most (84.8%) of those with impacts had 1–4 daily performances affected (out of 8 performances). Eating was the most common performance affected (72.9%). The severity of impacts was high for eating and smiling and low for study and social contact performances. The main clinical causes of impacts were sensitive tooth (27.9%), oral ulcers (25.8%), toothache (25.1%) and an exfoliating primary tooth (23.4%).The study reveals that oral health impacts on quality of life in Thai primary school children. Oral impacts were prevalent, but not severe. The impacts mainly related to difficulty eating and smiling. Toothache, oral ulcers and natural processes contributed largely to the incidence of oral impacts.Contemporary concepts of health suggest that dental health should be defined in physical, psychological and social well-being terms in relation to dental status [1,2]. That is why Cohen and Jago considered that the greatest contribution of dentistry is to the improvement of quality of life because most oral diseases and their consequences interfere with, or have impacts on, daily life performances [3]. Therefore, disruptions in normal physical, psychological and social functioning are important considerations in assessing oral health. Despite these suggestions, traditional methods of measuring oral health use mainly clinical dental indices and focus on the absence or presence of oral diseases. They do not inform
THE IMPACTS OF EMOTIONAL CONTAGION AND EMOTIONAL LABOR PERCEPTION ON EMPLOYEES’ SERVICE PERFORMANCE
Perng-Fei Huang,Chia-Wen Dai
International Journal of Electronic Business Management , 2010,
Abstract: This study took the service provider’s perspective to investigate the connections among customers’ positive and negative mood states and employees’ mood, emotional labor perception, and service performance. It also examined the impact of self-monitoring and social support on these connections. We used questionnaires to survey 314 customer contact employees. We found that customer mood did affect employees’ mood and their emotional labor perceptions, and that employees’ self-monitoring moderated the relationship between customer mood and employees’ emotional labor perception. Additionally, when customers were in a good mood, employees’ emotional labor perception was negatively related to employees’ service performance, while employees’ self-monitoring moderated the relationship between customer mood and employee mood. When employees were in a bad mood, the degree of social support they obtained moderated the relationship between their mood and service performance. Managerial implications and suggestions for future research were also provided.
Methods of Employees Payments – Empirical Research Results
Henryk Król,Iwona Rafal?t
Contemporary Economics , 2007,
Abstract: In this announcement, the empirical research results of methods of employees payments are presented. The research was made in 232 Polish organizations, mainly in the limited companies. Empirical test included the middle industry companies, which realized their economic activities on the international markets. The research applied on amount of payments, their flexibility, basic and others factors of payment.
Effects of Psychological Capital on Employees'''' Job Performance,Organizational Commitment, and Organizational Citizenship Behavior
心理资本对员工的工作绩效、组织承诺及组织公民行为的影响

Zhong Lifeng,
仲理峰

心理学报 , 2007,
Abstract: In the light of the emerging literature on positive psychology and positive organizational behavior (POB), psychological capital can be defined as an individual's positive psychological state of development, which consists of four dimensions: self-efficacy/confidence, hope, optimism, and resiliency. Psychological capital may have positive effects on both performance and work attitudes. To date, a few empirical studies have found positive relationships between psychological capital and performance, job satisfaction, and organizational commitment, but these studies were conducted mainly in the USA, except the study of Luthans et al (2005), and no research so far has ever dealt with the relationship between psychological capital and OCB. To fill in the gap in the literature, this study explored the impact of psychological capital on Chinese workers' performance, organizational commitment, and OCB. The main research hypothesis of this study was hope, optimism, and resiliency, respectively, and when combined them into a core construct of psychological capital, would positively related to Chinese workers' job performance, organizational commitment, and OCB. The sampling procedures of the study involved three steps. First, we chose 67 supervisors from the supervisor name lists provided by the human resource managers of the four coal companies we visited. For each supervisor, we randomly sampled two to three subordinates. After that, the HR manager, along with one of the researchers of the current study, gathered the supervisors in several groups, to explain the purpose and requirements of the study. Each supervisor was given two questionnaires, one for himself/herself to complete (for each subordinate) and the other one for each of the selected subordinates to complete (for themselves). All the questionnaires used in the current study have been tested to be reliable and valid in the Chinese context. We put a matched code numbers on both the subordinate and the supervisor questionnaires. Lastly, the supervisors distributed the subordinate questionnaires to the corresponding subordinates. The researcher returned to the company after two days to collect the survey. In total, 198 sets of supervisor-subordinate dyads constituted the sample for the current study. The results of the study showed that after controlling for the demographic variables (gender and age), employees' hope, optimism, and resiliency separately had positive impacts on their job performance, organizational commitment and organizational citizenship behavior. Employees' psychological capital (a combined construct of hope, optimism, and resiliency) had positive impacts on their job performance, organizational commitment and organizational citizenship behavior. To sum up, this study empirically tested the positive relationship between psychological capital and employees' outcomes. The research results indicated that psychological capital had positive impacts on employee's performance, organiz
GENERAL CONSIDERATIONS REGARDING THE EVALUATION OF PERFORMANCES OF EMPLOYEES IN A SME
SAVLOVSCHI Ludovica Ioana,Robu Nicoleta Racula
Annals of the University of Oradea : Economic Science , 2011,
Abstract: The evaluation of performances, in a broader meaning, is deemed an action or a certain type of cognitive activity whereby an evaluator assesses or estimates the performance of a person in relation to the performance standards settled, as well as his/her mental representation, with his/her own system of values or his/her own conception regarding the performance obtained. The performance evaluation systems are an intrinsic and utterly important part of the management of human resources system, because the evaluation, when it is not done as a mechanical activity, turns out to have a significant influence on the economic/social activity and on the organisational climate within an organization, with direct repercussions on the efficiency increase in general and the productivity in particular.
Job Satisfaction Levels of Employees in Hotel Establisments: A Research on Employees in Resort and City Hotel Establishments  [PDF]
Elbeyi Pelit,Yüksel ?ztürk
??letme Ara?t?rmalar? Dergisi , 2010,
Abstract: No matter in which sector they function, the job satisfaction of the employees at desired level has the utmost importance for the employees’ performance and organizational efficiency. In this respect, applications and studies related to defining job satisfaction and the factors affecting job satisfaction also have importance for establishments to provide data sources to perfrom their functions in the long term. For this reason, establishments should revise their employees’ job satisfaction levels at times. Especially the issue is much more significant for labour-intensive hotel establishments. In this context, to determine the job satisfaction levels of the city and resort employees in hotel establishments ,this research is carried on 1854 employees employed at 114 five-star hotels in city and resort areas of Turkey using “Minnesota Job Satisfaction Scale” to collect data. It is concluded that the employees whose job satisfaction is measured by questionnaires are not satisfied with such issues as the wage, making their own decisions, company policies and promotion opportunities. In the further analyses performed (independent-samples t test and ANOVA), it is found out that the job satisfaction level of the employees working in resort hotel establishments is higher than the employees working in the ciy hotel establishments. In addition this, it is found out that there are some differences between the job satisfaction level and education level of the employees.
A study on the influence of organizational climate on motivation of employees
Sibel G?k
International Journal of Human Sciences , 2009,
Abstract: The relation between organizational climate and organizational efficiency is frequently pointed out in recent management and labour psychology studies. Organizational climate has positive or negative impacts on performance, job satisfaction, and motivation of employees.In this study, which consists of two parts, the relation between organizational climate and work motivation is examined. The first part of the study contains theoretical framework with regard to the organizational climate and work motivation.In the second part, a field research is presented. 252 employees were interviewed in this study. The data that obtained from interviews were analyzed and subsequently evaluated in terms of statistical outcomes. The statistical results demonstrated that organizational climate has a positive influence on motivation of employees.
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