نتایج جستجو برای: Employees’ criterion
تعداد نتایج: 120905 فیلتر نتایج به سال:
introduction: human resource plays a very important role in the success or failure of a company. the weakness in conclusion of criteria of model efqm (employee's criteria and results) using fahp method (fuzzy analytical hierarchy process) will be discussed here as iranian organizations are usually weak in their results field. method: the present study is an applied research. procedure of doing ...
on- the-job training on of the most effective tools for managers to cope with the changing organizational environment. it grantess suitable services to customers, particularly in public service enterprises. if such training os goal oriented, planned systematically, and tailored to the employees, job content, then not only it could increase employees and organizational performance, but also it c...
We developed and validated a scale to measure employees' perceived opportunity to craft (POC) in two separate studies conducted in the Netherlands (total N = 2329). POC is defined as employees' perception of their opportunity to craft their job. In Study 1, the perceived opportunity to craft scale (POCS) was developed and tested for its factor structure and reliability in an explorative way. St...
Job embeddedness is a construct that describes the manner in which employees can be enmeshed in their jobs, reducing their turnover intentions. Recent questions regarding the properties of quantitative job embeddedness measures, and their predictive utility, have been raised. Our study compared two competing reflective measures of job embeddedness, examining their convergent, criterion, and inc...
The purpose of the study is to develop and validate an instrument to measure perception on TQM practices among research and development (R&D) center employees. Empirical data were collected from 102 employees in a public R&D center in Saudi Arabia. The content validity, construct validity, criterion-related validity, and reliability were examined. Results showed that the instrument is a reliabl...
The aim of designing present study was to analyze the role of reward that plays in motivating employees of commercial banks of Kohat, Pakistan. Specifically present study aims to analyzed the variance explained by predictor variables (payment, promotion, benefits and recognition) in criterion variable (Employee motivation). A hypothesis was developed for the present study and was tested by appl...
BACKGROUND Burnout syndrome has been clinically characterised by a series of three subtypes: frenetic, underchallenged, and worn-out, with reference to coping strategies for stress and frustration at work with different degrees of dedication. The aims of the study are to present an operating definition of these subtypes in order to assess their reliability and convergent validity with respect t...
Job Market Signaling and Employer Learning This paper extends the job market signaling model of Spence (1973) by allowing firms to learn the ability of their employees over time. Contrary to the model without employer learning, we find that the Intuitive Criterion does not always select a unique separating equilibrium. When the Intuitive Criterion bites and information is purely asymmetric, the...
Background & Objectives: To be able to measure the extent of job stress, it is essential to use a standardized tool based on a standard theoretical model. The study aims to test the psychometric properties and criterion validity of the Farsi version of the Effort Reward Imbalance (F-ERI) questionnaire. Methods: The Farsi version of the ERI Questionnaire was distributed to 227 male employees in...
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