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SIU IS. The Main Causes of Employee Turnover Intention in Mandalay Perspective / Zuditha / Bangkok: Shinawatra University - 2017
Collection Title: SIU IS Title : The Main Causes of Employee Turnover Intention in Mandalay Perspective Material Type: printed text Authors: Zuditha, Author ; Walsh, John, Associated Name ; Chanchai Bunchapattanasakda, Associated Name Publisher: Bangkok: Shinawatra University Publication Date: 2017 Pagination: v, 38 p. Layout: ill, Tables Size: 30 cm. Price: 500.00 General note: SIU IS: SOM-MBA-2017-M07
IS [MS. [MBA]] -- Shinawatra University, 2017Languages : English (eng) Descriptors: [LCSH]Employees
[LCSH]OrganizationKeywords: Employees, Pillar, Turnover Intention, Organization, Mandalay Perspective Abstract: Purpose – The purpose of this study is to know the main causes of employees’ turnover intention in Mandalay based local industries and develop better HRM strategies. Nowadays, as our country is developing quickly, more businesses both local businesses and foreign businesses are being opened and the competition get higher and higher. So, to compete among strong businesses, we not only need very good business strategies but also need very good Human Resources Management (HRM) strategies. When we concern or learn about good strategies, whether business strategies or HRM strategies, we cannot keep or practice the same strategies everywhere and anytime because their effectiveness can be different depending on different geographies, cultures, and social influences and so on. So, we need different strategies depending on many different factors. On the other hand, to develop a strategy, we need clear data to analyze and to help us develop the needed strategies. That’s the reasons; this study wants to know the main causes of employees’ turnover intention in Mandalay perspective and want to know how to reduce them.
Design/methodology/approach – This paper investigated the main causes of employees turnover intention in the Mandalay based industries and impact of organizational commitment and perceived organizational support on the turnover intention of employees of industries in Mandalay. Interview data are collected from the simple size of 35 people. Most of the interviews are employees who are lower levels in organizations. The interviews are more about what the main reasons that cause turnover intention are and why the employees have left their jobs and why do they choose their new jobs and what kind of job they prefer and what how they wish their organizations to change.
Findings – The study showed that the main causes of employees’ turnover intention in Mandalay based industries are Relationship and conflicts, long working hours, low salary, the differences of employees’ interests and their jobs, mismatch skills, weak leadership.
Research limitations – The main limitation is the sample size used and the second is most of the interviewees are low levels of the employees and who have got about 1-3 years work experience and non-managerial levels.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27613 SIU IS. The Main Causes of Employee Turnover Intention in Mandalay Perspective [printed text] / Zuditha, Author ; Walsh, John, Associated Name ; Chanchai Bunchapattanasakda, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2017 . - v, 38 p. : ill, Tables ; 30 cm.
500.00
SIU IS: SOM-MBA-2017-M07
IS [MS. [MBA]] -- Shinawatra University, 2017
Languages : English (eng)
Descriptors: [LCSH]Employees
[LCSH]OrganizationKeywords: Employees, Pillar, Turnover Intention, Organization, Mandalay Perspective Abstract: Purpose – The purpose of this study is to know the main causes of employees’ turnover intention in Mandalay based local industries and develop better HRM strategies. Nowadays, as our country is developing quickly, more businesses both local businesses and foreign businesses are being opened and the competition get higher and higher. So, to compete among strong businesses, we not only need very good business strategies but also need very good Human Resources Management (HRM) strategies. When we concern or learn about good strategies, whether business strategies or HRM strategies, we cannot keep or practice the same strategies everywhere and anytime because their effectiveness can be different depending on different geographies, cultures, and social influences and so on. So, we need different strategies depending on many different factors. On the other hand, to develop a strategy, we need clear data to analyze and to help us develop the needed strategies. That’s the reasons; this study wants to know the main causes of employees’ turnover intention in Mandalay perspective and want to know how to reduce them.
Design/methodology/approach – This paper investigated the main causes of employees turnover intention in the Mandalay based industries and impact of organizational commitment and perceived organizational support on the turnover intention of employees of industries in Mandalay. Interview data are collected from the simple size of 35 people. Most of the interviews are employees who are lower levels in organizations. The interviews are more about what the main reasons that cause turnover intention are and why the employees have left their jobs and why do they choose their new jobs and what kind of job they prefer and what how they wish their organizations to change.
Findings – The study showed that the main causes of employees’ turnover intention in Mandalay based industries are Relationship and conflicts, long working hours, low salary, the differences of employees’ interests and their jobs, mismatch skills, weak leadership.
Research limitations – The main limitation is the sample size used and the second is most of the interviewees are low levels of the employees and who have got about 1-3 years work experience and non-managerial levels.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27613 Hold
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Barcode Call number Media type Location Section Status 32002000596971 SIU IS: SOM-MBA-2017-M07 SIU Independent Study Graduate Library Thesis Corner Available SIU IS. Perception of Employers towards Career Development Program for Employees in Organizations / Ambrose Aung Khin Oo / Bangkok: Shinawatra University - 2017
Collection Title: SIU IS Title : Perception of Employers towards Career Development Program for Employees in Organizations Material Type: printed text Authors: Ambrose Aung Khin Oo, Author ; Walsh, John, Associated Name ; Ousanee Sawagvudcharee, Associated Name Publisher: Bangkok: Shinawatra University Publication Date: 2017 Pagination: vi, 51 p. Layout: ill, Tables Size: 30 cm. Price: 500.00 General note: SIU IS: SOM-MBA-2017-M06
IS [MS. [MBA]] -- Shinawatra University, 2017Languages : English (eng) Descriptors: [LCSH]Career development
[LCSH]Employees
[LCSH]Job satisfactionKeywords: Career development, Retention, Training, Job satisfaction, Qualified Abstract: It is obvious that the employers today are more concerned about getting skillful and qualified employees in the world of job. There is a high demand for retention, career advancement and employee development in order to meet the need of the objectives of the organizations. Otherwise, organizations that fail to allow employees to meet their individual needs will probably be losing their valued employees.
This research paper will examine the perception of Employers towards Career Development program in developing and retaining their employees. A career development program will definitely attract some employees to acquire knowledge, skills and abilities to enhance his/her current job and prepare them for their future job opportunities as well as increasing the quality of work in organizations.
Training provides employees to develop career goals and create a better plan within the context of the organizational objectives. As the country economy is opening up, it is essential that organizations put a great effort and value on career development program. This will allow employees to fulfill their career needs, and organizations will benefit by retaining a greater number of their competent and qualified employees.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27612 SIU IS. Perception of Employers towards Career Development Program for Employees in Organizations [printed text] / Ambrose Aung Khin Oo, Author ; Walsh, John, Associated Name ; Ousanee Sawagvudcharee, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2017 . - vi, 51 p. : ill, Tables ; 30 cm.
500.00
SIU IS: SOM-MBA-2017-M06
IS [MS. [MBA]] -- Shinawatra University, 2017
Languages : English (eng)
Descriptors: [LCSH]Career development
[LCSH]Employees
[LCSH]Job satisfactionKeywords: Career development, Retention, Training, Job satisfaction, Qualified Abstract: It is obvious that the employers today are more concerned about getting skillful and qualified employees in the world of job. There is a high demand for retention, career advancement and employee development in order to meet the need of the objectives of the organizations. Otherwise, organizations that fail to allow employees to meet their individual needs will probably be losing their valued employees.
This research paper will examine the perception of Employers towards Career Development program in developing and retaining their employees. A career development program will definitely attract some employees to acquire knowledge, skills and abilities to enhance his/her current job and prepare them for their future job opportunities as well as increasing the quality of work in organizations.
Training provides employees to develop career goals and create a better plan within the context of the organizational objectives. As the country economy is opening up, it is essential that organizations put a great effort and value on career development program. This will allow employees to fulfill their career needs, and organizations will benefit by retaining a greater number of their competent and qualified employees.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27612 Hold
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Barcode Call number Media type Location Section Status 32002000596989 SIU IS: SOM-MBA-2017-M06 SIU Independent Study Graduate Library Thesis Corner Available SIU IS. Psychological Contract and Employee Engagement in International Non Profit Organizations of Nepal / Archana K.C / Bangkok: Shinawatra University - 2017
Collection Title: SIU IS Title : Psychological Contract and Employee Engagement in International Non Profit Organizations of Nepal Material Type: printed text Authors: Archana K.C, Author ; Chanchai Bunchapattanasakda, Associated Name ; Pushkar Sharma, M. Phil, Associated Name Publisher: Bangkok: Shinawatra University Publication Date: 2017 Pagination: ix, 68 p. Layout: ill, Tables Size: 30 cm. Price: 500.00 General note: SIU IS: SOM-MBA-2017-N01
IS [MS. [MBA]] -- Shinawatra University, 2017Languages : English (eng) Descriptors: [LCSH]Employees
[LCSH]International Non Governmental OrganizationsKeywords: Employee Engagement,
Psychological Contract,
Cognitive Responses,
Employee RelationshipAbstract: This thesis is entitled “Psychological contract and employee engagement in International Non Governmental Organizations of Nepal”. The research is about to know the employee engagement of employees working in the INGOs and understanding the cognitive factors that could lead to impact them in greater extent. To build engagement from employee’s part, manager’s plays and important role, this study also tries to study and examine the role of leadership to affect the employee engagement. This thesis will contribute with examinations on effects of various independent factors on the evaluation towards employee engagement. These independent factors include respect, compassion, fairness and leader’s influence. This research intention was to provide additional theoretical contributions on studies concerning employee engagement.
In an ever more rising competitive environment, organizations are looking to set up best practices and efforts to motivate their employees to work best for the respective organization. In most of the literature the factors affecting the employee engagement involves both the structural and psychological factors to engage their employees. However this study focuses more on the relational and psychological factors to know how the engagement process works and the level of employee engagement is in the INGOs. In Nepal, many corporate still lacks the best HR system to pool more employees towards achieving the goal. Most of the profit making organizations is only concerned with making money and focusing on just pay system to motivate the employees. Therefore this study reveals the relational factors between employers and employees that could build the relationship even stronger and helps to engage the employees more. There are many research and articles that focus on the psychological contract and explains how it can enhance the relationship between the employer and employees. This study focus on building the concept of psychological contract and considering the qualities of psychological contract as a cognitive response to influence the employee engagement.
This research includes 86 respondents where responses were collected from online method. Among the 86 respondents participated in this study, 48 were female and 38 were male. The data are analyzed using the statistical tools and various hypotheses are tested in order to determine their significance. The analyses of data are performed with the help of descriptive analysis. The analysis resulted that all the null hypotheses are accepted expect the null hypothesis concerned with compassion. Accordingly, the significant relationship of responses like respect, fairness and leader’s influence make an impact on the employee engagement, where the employers of nonprofit organizations seem to lack with compassion towards employees and more system driven.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27363 SIU IS. Psychological Contract and Employee Engagement in International Non Profit Organizations of Nepal [printed text] / Archana K.C, Author ; Chanchai Bunchapattanasakda, Associated Name ; Pushkar Sharma, M. Phil, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2017 . - ix, 68 p. : ill, Tables ; 30 cm.
500.00
SIU IS: SOM-MBA-2017-N01
IS [MS. [MBA]] -- Shinawatra University, 2017
Languages : English (eng)
Descriptors: [LCSH]Employees
[LCSH]International Non Governmental OrganizationsKeywords: Employee Engagement,
Psychological Contract,
Cognitive Responses,
Employee RelationshipAbstract: This thesis is entitled “Psychological contract and employee engagement in International Non Governmental Organizations of Nepal”. The research is about to know the employee engagement of employees working in the INGOs and understanding the cognitive factors that could lead to impact them in greater extent. To build engagement from employee’s part, manager’s plays and important role, this study also tries to study and examine the role of leadership to affect the employee engagement. This thesis will contribute with examinations on effects of various independent factors on the evaluation towards employee engagement. These independent factors include respect, compassion, fairness and leader’s influence. This research intention was to provide additional theoretical contributions on studies concerning employee engagement.
In an ever more rising competitive environment, organizations are looking to set up best practices and efforts to motivate their employees to work best for the respective organization. In most of the literature the factors affecting the employee engagement involves both the structural and psychological factors to engage their employees. However this study focuses more on the relational and psychological factors to know how the engagement process works and the level of employee engagement is in the INGOs. In Nepal, many corporate still lacks the best HR system to pool more employees towards achieving the goal. Most of the profit making organizations is only concerned with making money and focusing on just pay system to motivate the employees. Therefore this study reveals the relational factors between employers and employees that could build the relationship even stronger and helps to engage the employees more. There are many research and articles that focus on the psychological contract and explains how it can enhance the relationship between the employer and employees. This study focus on building the concept of psychological contract and considering the qualities of psychological contract as a cognitive response to influence the employee engagement.
This research includes 86 respondents where responses were collected from online method. Among the 86 respondents participated in this study, 48 were female and 38 were male. The data are analyzed using the statistical tools and various hypotheses are tested in order to determine their significance. The analyses of data are performed with the help of descriptive analysis. The analysis resulted that all the null hypotheses are accepted expect the null hypothesis concerned with compassion. Accordingly, the significant relationship of responses like respect, fairness and leader’s influence make an impact on the employee engagement, where the employers of nonprofit organizations seem to lack with compassion towards employees and more system driven.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27363 Hold
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Barcode Call number Media type Location Section Status 32002000595395 SIU IS: SOM-MBA-2017-N01 SIU Independent Study Graduate Library Thesis Corner Available SIU IS. Work-Life Balance of the Employees on ICT Sector of Nepal / Gajendra Prasad Shah / Bangkok: Shinawatra University - 2017
Collection Title: SIU IS Title : Work-Life Balance of the Employees on ICT Sector of Nepal Material Type: printed text Authors: Gajendra Prasad Shah, Author ; Petcharat Lovichakorntikul, Associated Name ; Neeran Dhaubhadel, Associated Name Publisher: Bangkok: Shinawatra University Publication Date: 2017 Pagination: vii, 69 p. Layout: ill, Tables Size: 30 cm. Price: 500.00 General note: SIU IS: SOM-MBA-2017-N20
IS [MS. [MBA]] -- Shinawatra University, 2017Languages : English (eng) Descriptors: [LCSH]Employees
[LCSH]WorkKeywords: Work-Life Balance, Work-Family Conflict, Work-Family Enrichment, Work-Life Initiatives, Time-based conflict, Strain-based conflict, Behavior-based conflict Abstract: This study aims to explore and identify the ICT-based employees’ issues and perceptions of work-life balance in the context of Nepal. The respondents were from well-established software development companies assigned to various department/position in Nepal. Self-administered questionnaires were used to collect the data. Factor Analysis discovered five factors: (1) time-based conflict; (2) strain-based conflict; (3) behavior-based conflict; (4) causes and consequences of work-family conflicts (WFCs); and (5) work-family enrichment (WEF). The ICT-based employees had experienced time-based, strain-based and behavior-based WFCs in their workplaces with consequent negative impacts on their work, family, physical and psychological health outcomes. The employees generally perceived that their work and life are not balanced in their workplace.
The findings suggest that time-based conflict, strain-based conflict and causes and consequences of WFCs are negatively correlated with the overall perception of work-life balance among employees while work-life enrichment is positively correlated with work-life balance. Thus, WFCs have not spared the Nepal ICT-based industries and the employees need work-family enrichment (WFE). Work-life initiatives are recommended to increase work-life balance, improve the position of ICT-based organizations as an employer choice, and retain and attract better quality workers.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27404 SIU IS. Work-Life Balance of the Employees on ICT Sector of Nepal [printed text] / Gajendra Prasad Shah, Author ; Petcharat Lovichakorntikul, Associated Name ; Neeran Dhaubhadel, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2017 . - vii, 69 p. : ill, Tables ; 30 cm.
500.00
SIU IS: SOM-MBA-2017-N20
IS [MS. [MBA]] -- Shinawatra University, 2017
Languages : English (eng)
Descriptors: [LCSH]Employees
[LCSH]WorkKeywords: Work-Life Balance, Work-Family Conflict, Work-Family Enrichment, Work-Life Initiatives, Time-based conflict, Strain-based conflict, Behavior-based conflict Abstract: This study aims to explore and identify the ICT-based employees’ issues and perceptions of work-life balance in the context of Nepal. The respondents were from well-established software development companies assigned to various department/position in Nepal. Self-administered questionnaires were used to collect the data. Factor Analysis discovered five factors: (1) time-based conflict; (2) strain-based conflict; (3) behavior-based conflict; (4) causes and consequences of work-family conflicts (WFCs); and (5) work-family enrichment (WEF). The ICT-based employees had experienced time-based, strain-based and behavior-based WFCs in their workplaces with consequent negative impacts on their work, family, physical and psychological health outcomes. The employees generally perceived that their work and life are not balanced in their workplace.
The findings suggest that time-based conflict, strain-based conflict and causes and consequences of WFCs are negatively correlated with the overall perception of work-life balance among employees while work-life enrichment is positively correlated with work-life balance. Thus, WFCs have not spared the Nepal ICT-based industries and the employees need work-family enrichment (WFE). Work-life initiatives are recommended to increase work-life balance, improve the position of ICT-based organizations as an employer choice, and retain and attract better quality workers.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27404 Hold
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Barcode Call number Media type Location Section Status 32002000595593 SIU IS: SOM-MBA-2017-N20 SIU Independent Study Graduate Library Thesis Corner Available SIU Thesis. Determinant factors that attract people to work / Matchakarn Ya-anan / Bangkok: Shinawatra University - 2013
Collection Title: SIU Thesis Title : Determinant factors that attract people to work : for non governmental organizations in Thailand Material Type: printed text Authors: Matchakarn Ya-anan, Author ; Chanchai Bunchapattanasakda, Associated Name ; Supachok Wiriyacosol, Associated Name Publisher: Bangkok: Shinawatra University Publication Date: 2013 Pagination: vii, 119 p. Size: 27 cm. General note: Thesis. [Ph.D.[Management Science]]. - Shinawatra University, 2014. Languages : English (eng) Descriptors: [LCSH]Attracting
[LCSH]Employees
[LCSH]Non-government Organization (NOGs)
[LCSH]Retention and MotivationClass number: SIU THE: SOM-PhD-MS-2014-01 Abstract: The purpose of this study is to determine and explain the major factors
impacting on employee retention and motivation to work for non-government
organizations (NGOs) in Thailand. This study aims to identify and discuss the factors
that attract and motivate people to work for non-government organizations (NGOs); to examine the contributions these people and their organizations make to civil society in Thailand; and to examine the significance that working for an NGO has on the
overall labor force of Thailand.
An in-depth interview was used to collect data from informants that are the people to work for NGOs in Thailand. A review of Thai run NGOs showed that they covered a wide spectrum of activities, and ranged in size from small to quite large
organizations, many with a lengthy history of operation. Eighty informants were selected from a cross-section of organizations that reflected the group as a whole.Informants were selected from both the managerial level as well as the operational
level. The sample size was logically and statistically determined with reference to the objectives and scope of the study.The in-depth interviews revealed that NGOs were providing many nonfinancial
benefits to society, including: leadership experience, self-actualization,
social inclusion, self-esteem, and a feeling of contributing to the larger society.Informants stated that their motivation for working with an NGO included: financial benefits, skills development, and a strong belief in the philosophy of the NGO they were working with. Employee retention depends on NGO managers working with their employees to manage these expectations for their mutual benefit. The employee workings in a non-government organization (NGOs) has value addedinto the rational alternative to encourage the increase in manpower for nongovernment organization (NGOs) sector in Thailand. In order to solve problem in the policy level therefore, most of the NGOs in Thailand are working in parallel on both the community level
and on the policy level analysis of the studies collect information that has come from the impact of the policy, as well as the proposal of the solution in the solution together
with the community level or community organization on become publishing, people in social recognition, and who is responsible and policy makers.Curricular : MSM/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=24920 SIU Thesis. Determinant factors that attract people to work : for non governmental organizations in Thailand [printed text] / Matchakarn Ya-anan, Author ; Chanchai Bunchapattanasakda, Associated Name ; Supachok Wiriyacosol, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2013 . - vii, 119 p. ; 27 cm.
Thesis. [Ph.D.[Management Science]]. - Shinawatra University, 2014.
Languages : English (eng)
Descriptors: [LCSH]Attracting
[LCSH]Employees
[LCSH]Non-government Organization (NOGs)
[LCSH]Retention and MotivationClass number: SIU THE: SOM-PhD-MS-2014-01 Abstract: The purpose of this study is to determine and explain the major factors
impacting on employee retention and motivation to work for non-government
organizations (NGOs) in Thailand. This study aims to identify and discuss the factors
that attract and motivate people to work for non-government organizations (NGOs); to examine the contributions these people and their organizations make to civil society in Thailand; and to examine the significance that working for an NGO has on the
overall labor force of Thailand.
An in-depth interview was used to collect data from informants that are the people to work for NGOs in Thailand. A review of Thai run NGOs showed that they covered a wide spectrum of activities, and ranged in size from small to quite large
organizations, many with a lengthy history of operation. Eighty informants were selected from a cross-section of organizations that reflected the group as a whole.Informants were selected from both the managerial level as well as the operational
level. The sample size was logically and statistically determined with reference to the objectives and scope of the study.The in-depth interviews revealed that NGOs were providing many nonfinancial
benefits to society, including: leadership experience, self-actualization,
social inclusion, self-esteem, and a feeling of contributing to the larger society.Informants stated that their motivation for working with an NGO included: financial benefits, skills development, and a strong belief in the philosophy of the NGO they were working with. Employee retention depends on NGO managers working with their employees to manage these expectations for their mutual benefit. The employee workings in a non-government organization (NGOs) has value addedinto the rational alternative to encourage the increase in manpower for nongovernment organization (NGOs) sector in Thailand. In order to solve problem in the policy level therefore, most of the NGOs in Thailand are working in parallel on both the community level
and on the policy level analysis of the studies collect information that has come from the impact of the policy, as well as the proposal of the solution in the solution together
with the community level or community organization on become publishing, people in social recognition, and who is responsible and policy makers.Curricular : MSM/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=24920 Hold
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Barcode Call number Media type Location Section Status 32002000508695 SIU THE: SOM-PhD-MS-2014-01 Thesis Graduate Library Thesis Corner Available 32002000591147 SIU THE: SOM-PhD-MS-2014-01 c.2 SIU Thesis and Dissertation Graduate Library Thesis Corner Available SIU Thesis. Effective motivation factors during difficult time for industrial sectors of Thailand / Rip, Brang / Bangkok : Shinawatra University - 2010
Collection Title: SIU Thesis Title : Effective motivation factors during difficult time for industrial sectors of Thailand : a case of Amata Nakorn industrial estate Material Type: printed text Authors: Rip, Brang, Author ; Chanchai Bunchapattanasakda, Associated Name ; Chuvej Chansa-ngavej, Associated Name Publisher: Bangkok : Shinawatra University Publication Date: 2010 Pagination: vi, 92 p. charts, tables Size: 30 cm. Price: 500 Baht General note: photocopies.,Asst. Prof. Dr.Chanchai Bunchapattanasakda (Advisor), Assoc.Prof Dr.Supachok Wiriyacosol (Committee), Asst. Prof. Dr.Pacapol Anurit (Committee), Assoc. Prof. Dr.Chuvej Chansa-ngavej (Committee). Languages : English (eng) Descriptors: [LCSH]Employees
[LCSH]MotivationClass number: SIU RS SOM-MSM 2010-02 Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=17844 SIU Thesis. Effective motivation factors during difficult time for industrial sectors of Thailand : a case of Amata Nakorn industrial estate [printed text] / Rip, Brang, Author ; Chanchai Bunchapattanasakda, Associated Name ; Chuvej Chansa-ngavej, Associated Name . - Bangkok : Shinawatra University, 2010 . - vi, 92 p. charts, tables ; 30 cm.
500 Baht
photocopies.,Asst. Prof. Dr.Chanchai Bunchapattanasakda (Advisor), Assoc.Prof Dr.Supachok Wiriyacosol (Committee), Asst. Prof. Dr.Pacapol Anurit (Committee), Assoc. Prof. Dr.Chuvej Chansa-ngavej (Committee).
Languages : English (eng)
Descriptors: [LCSH]Employees
[LCSH]MotivationClass number: SIU RS SOM-MSM 2010-02 Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=17844 Hold
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Barcode Call number Media type Location Section Status 32002000509230 SIU RS SOM-MSM 2010-02 c.2 SIU Research Study Graduate Library General Shelf Available 32002000296804 SIU RS SOM-MSM 2010-02 SIU Research Study Main Library Thesis Corner Available SIU Thesis. The impact of Innovation Network on Huawei Enterprise Performance in Shanxi Province, China: from the Perspective of Employees / Xiaohua Liu / Pathumthani: Shinawatra University - 2022
Collection Title: SIU Thesis Title : The impact of Innovation Network on Huawei Enterprise Performance in Shanxi Province, China: from the Perspective of Employees Material Type: printed text Authors: Xiaohua Liu, Author ; Manoch Prompanyo, Associated Name ; Sarana Photchanachan, Associated Name Publisher: Pathumthani: Shinawatra University Publication Date: 2022 Pagination: xi, 182 p. Layout: Tables, ill. Size: 30 cm. Price: 500.00 Baht General note: SIU THE: SOM-PhD-M-2022-58
Thesis. [PhD.[Philosophy in Management]].-- Shinawatra University, 2022Languages : Thai (tha) Descriptors: [LCSH]Employees
[LCSH]Innovation
[LCSH]Innovation Network -- China -- Shanxi -- Huawei EnterpriseKeywords: Open innovation,
Innovation Network,
Enterprise performance,
Employees and customers,
Strategic Technology Innovation AllianceAbstract: The purpose was to research impact of innovation network on Huawei enterprise performance. The population is 9478 employees in HAES in Shanxi Province, China. In order to the comprehensiveness, completeness and accuracy of the research, this paper takes human capital, employee training and strategic technology alliance as independent variables, customers as moderating variable. The dependent variable is enterprise performance. The research employed qualitative and quantitative methods with in-depth interviews and questionnaires by a random sampling in selecting the sample. Therefore, Results indicated that human capital, employee training and strategic technology innovation alliance have a positive impact on Huawei enterprise performance. Customers play a positive role in moderating enterprise performance. Curricular : BBA/GE/MBA/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=28428 SIU Thesis. The impact of Innovation Network on Huawei Enterprise Performance in Shanxi Province, China: from the Perspective of Employees [printed text] / Xiaohua Liu, Author ; Manoch Prompanyo, Associated Name ; Sarana Photchanachan, Associated Name . - [S.l.] : Pathumthani: Shinawatra University, 2022 . - xi, 182 p. : Tables, ill. ; 30 cm.
500.00 Baht
SIU THE: SOM-PhD-M-2022-58
Thesis. [PhD.[Philosophy in Management]].-- Shinawatra University, 2022
Languages : Thai (tha)
Descriptors: [LCSH]Employees
[LCSH]Innovation
[LCSH]Innovation Network -- China -- Shanxi -- Huawei EnterpriseKeywords: Open innovation,
Innovation Network,
Enterprise performance,
Employees and customers,
Strategic Technology Innovation AllianceAbstract: The purpose was to research impact of innovation network on Huawei enterprise performance. The population is 9478 employees in HAES in Shanxi Province, China. In order to the comprehensiveness, completeness and accuracy of the research, this paper takes human capital, employee training and strategic technology alliance as independent variables, customers as moderating variable. The dependent variable is enterprise performance. The research employed qualitative and quantitative methods with in-depth interviews and questionnaires by a random sampling in selecting the sample. Therefore, Results indicated that human capital, employee training and strategic technology innovation alliance have a positive impact on Huawei enterprise performance. Customers play a positive role in moderating enterprise performance. Curricular : BBA/GE/MBA/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=28428 Hold
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Barcode Call number Media type Location Section Status 32002000607794 SIU THE: SOM-PhD-M-2022-58 c.1 SIU Thesis and Dissertation Graduate Library Thesis Corner Available 32002000607804 SIU THE: SOM-PhD-M-2022-58 c.2 SIU Thesis and Dissertation Graduate Library Thesis Corner Available SIU Thesis. Influence of Person-Environment Fit on Creativity of Knowledge Employees: Taking Work Passion As the Mediating Variable / Ruiqing Liu / Pathumthani: Shinawatra University - 2022
Collection Title: SIU Thesis Title : Influence of Person-Environment Fit on Creativity of Knowledge Employees: Taking Work Passion As the Mediating Variable Material Type: printed text Authors: Ruiqing Liu, Author ; Sarana Photchanachan, Associated Name ; Manoch Prompanyo, Associated Name Publisher: Pathumthani: Shinawatra University Publication Date: 2022 Pagination: xiv, 212 p. Layout: Tables, ill. Size: 30 cm. Price: 500.00 Baht General note: SIU THE: SOM-PhD-M-2022-77
Thesis. [PhD.[Philosophy in Management]].-- Shinawatra University, 2022Languages : English (eng) Descriptors: [LCSH]Economic development -- China
[LCSH]Employees
[LCSH]InnovationKeywords: Person-Organization Fit; Person-Job Fit; Person-Leadership Fit; Harmonious Work Passion; Obsessive Work Passion; Knowledgeable Employee; Creativity Abstract: The 21st century is the era of knowledge economy, the era of continuous innovation of knowledge, and knowledge has become the guiding force for enterprises to create huge profits. In this context, innovation and entrepreneurship have become an important way to help China's economic restructuring and provide new impetus for China's economic development. Promoting "dual innovation" has become an inevitable choice for China, with its huge economic volume, to promote factor flow and enhance economic efficiency. According to the Global Entrepreneurship Monitor (GEM) report, China's entrepreneurial activity is increasing year by year and has become one of the most active countries in terms of entrepreneurship. The increasing challenges faced by companies and the uncertainties in the market environment are driving companies to explore their potential in order to keep pace with the knowledge economy. If companies want to stay in this challenging environment and maintain a competitive edge, they must constantly stimulate the creativity of their employees, which is fundamental to their innovative performance. Therefore, to stimulate employees' creativity is to find strategies and methods to enhance the innovative behavior of highly knowledgeable employees.
The main objective of this paper is to conduct a theoretical and empirical study on the relationship between person-environment fit (person-organization fit, person-job fit, and person-leadership fit) and employee creativity, and on this basis to explore the mediating role of work passion (harmonious work passion and obsessive work passion) on the above relationship, and finally to make suggestions and recommendations for HRM practice based on the empirical findings.
The article further translates the above research questions into the following: First, the relationship between person-environment fit and employee creativity is investigated. Based on Lewin's "field theory" and Schneider's "attraction-selection-friction" theory, this study illustrates that employee behavior is the result of the interaction between person and environmental characteristics, and explains that in the process of mutual selection between employees and organization environment, people become increasingly homogeneous. Such homogenization will bring increasingly clear organization environment characteristics and certain organization atmosphere, which in turn can affect the attitude and behavior of employees. On this basis, the study explores whether person-environment fit can enhance the creativity of knowledgeable employees, and further explores the impact of "dynamic fit" on employee creativity. Second, the relationship between work passion and employees' creativity is investigated. Based on self-determination theory, the study explores whether harmonious work passion and obsessive work passion have an impact on the creativity of Knowledge employees. Third, it explores the mediating role of harmonious work passion and obsessive work passion in the relationship between person-environment fit and knowledge employees' creativity. The elaboration of this relationship is based on Deci and Ryan's self-determination theory and empirical studies by Greguras (2009), Liu and Chen (2011) . According to Greguras (2009), person-organization fit can According to Greguras (2009), organization fit can bring about the satisfaction of three basic person psychological needs: a sense of autonomy, a sense of competence, and a sense of belonging, and the satisfaction of these three basic psychological needs can lead to the satisfaction of different levels of person motivation, and the satisfaction of motivation can lead to changes in person cognition, emotion, and behavior. Based on this logic, this paper explores the role of work passion in mediating the relationship between each variable of person-environment fit and employee creativity.
The empirical study of the above proposition takes university graduates of different levels in Shanxi Province as the sample because, in the era of knowledge-based economy, which is dominated by technological innovation, knowledge has become the guiding force for enterprises to create huge profits. At the same time, knowledge-based employees, as the carriers of knowledge, are the core of enterprises' competition, and the results they create are crucial to the survival and development of enterprises. Therefore, how to improve the creativity of knowledge-based employees has become the focus of scholars' research. At present, Chinese enterprises are facing various pressures brought by knowledge transformation and economic globalization, and they can only survive in the complex and fierce environment if they continuously innovate their products and services. In the study of innovation, the perspective chosen for this study is "employee creativity". This is because we are in an era of "mass entrepreneurship and innovation", and the key to building an innovative country is to enhance the ability of technological innovation. Innovation is an inevitable requirement for enterprises to maintain their survival and competitive advantage, and almost all organizations regard innovation as the core competitiveness for sustainable development. And employee creativity is the source of organization innovation, regardless of which innovation, all the foundations come from individual creativity. The result of innovation extends from the individual to the team and finally to the organization.
The study used literature analysis method, in-depth interview method and questionnaire survey. Twenty university graduates were interviewed in depth, and 400 valid questionnaires were collected from graduates of each position. This paper uses SPSS and AMOS software to analyze the obtained data empirically through factor analysis, descriptive statistical analysis, Pearson correlation analysis, regression analysis, bootstrap and other methods. The results showed that 15 of the 17 hypotheses proposed in this study were supported, and the main findings included: (1) Person-organization fit (β=0.150, p<0.001), person-job fit (β=0.243, p<0.001), and person-leadership fit (β=0.159, p<0.001) have a direct and significant positive influence on employee creativity; (2) Person-organization fit (β=0.149, p<0.001), person-job fit (β=0.275, p<0.001) and person-leadership fit (β=0.293, p<0.001) had a significant positive influence on harmonious work passion; person-organization fit (β=0.158, p<0.001), person-job fit (β=0.242, p< 0.001) and person-leadership fit (β=0.261, p<0.001) had a significant positive influence on obsessive work passion; (3) The results of the study showed that harmonious work passion (β=0.544, p<0.001), obsessive work passion (β=0.691, p<0.001 ) had a significant positive influence on employee creativity; (4) Harmonious work passion fully mediates between person-job fit, person-leadership fit and employee creativity, and partially mediates between person-organization fit and employee creativity; obsessive work passion is fully mediated between person-job fit, person-leadership fit and employee creativity and partially mediated between person-organization fit and employee creativity.
Exploring the impact of person-environment interactions on employee creativity enables organizations to understand how to create the right work environment and help employees to maximize their creativity, which will not only benefit the development of the organization, but also help employees to better demonstrate their value, thus achieving a win-win situation.Curricular : BBA/GE/MBA/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=28452 SIU Thesis. Influence of Person-Environment Fit on Creativity of Knowledge Employees: Taking Work Passion As the Mediating Variable [printed text] / Ruiqing Liu, Author ; Sarana Photchanachan, Associated Name ; Manoch Prompanyo, Associated Name . - [S.l.] : Pathumthani: Shinawatra University, 2022 . - xiv, 212 p. : Tables, ill. ; 30 cm.
500.00 Baht
SIU THE: SOM-PhD-M-2022-77
Thesis. [PhD.[Philosophy in Management]].-- Shinawatra University, 2022
Languages : English (eng)
Descriptors: [LCSH]Economic development -- China
[LCSH]Employees
[LCSH]InnovationKeywords: Person-Organization Fit; Person-Job Fit; Person-Leadership Fit; Harmonious Work Passion; Obsessive Work Passion; Knowledgeable Employee; Creativity Abstract: The 21st century is the era of knowledge economy, the era of continuous innovation of knowledge, and knowledge has become the guiding force for enterprises to create huge profits. In this context, innovation and entrepreneurship have become an important way to help China's economic restructuring and provide new impetus for China's economic development. Promoting "dual innovation" has become an inevitable choice for China, with its huge economic volume, to promote factor flow and enhance economic efficiency. According to the Global Entrepreneurship Monitor (GEM) report, China's entrepreneurial activity is increasing year by year and has become one of the most active countries in terms of entrepreneurship. The increasing challenges faced by companies and the uncertainties in the market environment are driving companies to explore their potential in order to keep pace with the knowledge economy. If companies want to stay in this challenging environment and maintain a competitive edge, they must constantly stimulate the creativity of their employees, which is fundamental to their innovative performance. Therefore, to stimulate employees' creativity is to find strategies and methods to enhance the innovative behavior of highly knowledgeable employees.
The main objective of this paper is to conduct a theoretical and empirical study on the relationship between person-environment fit (person-organization fit, person-job fit, and person-leadership fit) and employee creativity, and on this basis to explore the mediating role of work passion (harmonious work passion and obsessive work passion) on the above relationship, and finally to make suggestions and recommendations for HRM practice based on the empirical findings.
The article further translates the above research questions into the following: First, the relationship between person-environment fit and employee creativity is investigated. Based on Lewin's "field theory" and Schneider's "attraction-selection-friction" theory, this study illustrates that employee behavior is the result of the interaction between person and environmental characteristics, and explains that in the process of mutual selection between employees and organization environment, people become increasingly homogeneous. Such homogenization will bring increasingly clear organization environment characteristics and certain organization atmosphere, which in turn can affect the attitude and behavior of employees. On this basis, the study explores whether person-environment fit can enhance the creativity of knowledgeable employees, and further explores the impact of "dynamic fit" on employee creativity. Second, the relationship between work passion and employees' creativity is investigated. Based on self-determination theory, the study explores whether harmonious work passion and obsessive work passion have an impact on the creativity of Knowledge employees. Third, it explores the mediating role of harmonious work passion and obsessive work passion in the relationship between person-environment fit and knowledge employees' creativity. The elaboration of this relationship is based on Deci and Ryan's self-determination theory and empirical studies by Greguras (2009), Liu and Chen (2011) . According to Greguras (2009), person-organization fit can According to Greguras (2009), organization fit can bring about the satisfaction of three basic person psychological needs: a sense of autonomy, a sense of competence, and a sense of belonging, and the satisfaction of these three basic psychological needs can lead to the satisfaction of different levels of person motivation, and the satisfaction of motivation can lead to changes in person cognition, emotion, and behavior. Based on this logic, this paper explores the role of work passion in mediating the relationship between each variable of person-environment fit and employee creativity.
The empirical study of the above proposition takes university graduates of different levels in Shanxi Province as the sample because, in the era of knowledge-based economy, which is dominated by technological innovation, knowledge has become the guiding force for enterprises to create huge profits. At the same time, knowledge-based employees, as the carriers of knowledge, are the core of enterprises' competition, and the results they create are crucial to the survival and development of enterprises. Therefore, how to improve the creativity of knowledge-based employees has become the focus of scholars' research. At present, Chinese enterprises are facing various pressures brought by knowledge transformation and economic globalization, and they can only survive in the complex and fierce environment if they continuously innovate their products and services. In the study of innovation, the perspective chosen for this study is "employee creativity". This is because we are in an era of "mass entrepreneurship and innovation", and the key to building an innovative country is to enhance the ability of technological innovation. Innovation is an inevitable requirement for enterprises to maintain their survival and competitive advantage, and almost all organizations regard innovation as the core competitiveness for sustainable development. And employee creativity is the source of organization innovation, regardless of which innovation, all the foundations come from individual creativity. The result of innovation extends from the individual to the team and finally to the organization.
The study used literature analysis method, in-depth interview method and questionnaire survey. Twenty university graduates were interviewed in depth, and 400 valid questionnaires were collected from graduates of each position. This paper uses SPSS and AMOS software to analyze the obtained data empirically through factor analysis, descriptive statistical analysis, Pearson correlation analysis, regression analysis, bootstrap and other methods. The results showed that 15 of the 17 hypotheses proposed in this study were supported, and the main findings included: (1) Person-organization fit (β=0.150, p<0.001), person-job fit (β=0.243, p<0.001), and person-leadership fit (β=0.159, p<0.001) have a direct and significant positive influence on employee creativity; (2) Person-organization fit (β=0.149, p<0.001), person-job fit (β=0.275, p<0.001) and person-leadership fit (β=0.293, p<0.001) had a significant positive influence on harmonious work passion; person-organization fit (β=0.158, p<0.001), person-job fit (β=0.242, p< 0.001) and person-leadership fit (β=0.261, p<0.001) had a significant positive influence on obsessive work passion; (3) The results of the study showed that harmonious work passion (β=0.544, p<0.001), obsessive work passion (β=0.691, p<0.001 ) had a significant positive influence on employee creativity; (4) Harmonious work passion fully mediates between person-job fit, person-leadership fit and employee creativity, and partially mediates between person-organization fit and employee creativity; obsessive work passion is fully mediated between person-job fit, person-leadership fit and employee creativity and partially mediated between person-organization fit and employee creativity.
Exploring the impact of person-environment interactions on employee creativity enables organizations to understand how to create the right work environment and help employees to maximize their creativity, which will not only benefit the development of the organization, but also help employees to better demonstrate their value, thus achieving a win-win situation.Curricular : BBA/GE/MBA/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=28452 Hold
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Barcode Call number Media type Location Section Status 32002000607840 SIU THE: SOM-PhD-M-2022-77 c.1 SIU Thesis and Dissertation Graduate Library Thesis Corner Available 32002000607812 SIU THE: SOM-PhD-M-2022-77 c.2 SIU Thesis and Dissertation Graduate Library Thesis Corner Available SIU Thesis. Perception of Thai employees toward working in foreign company (Chinese) in Thailand / Pisit Wongtrakulchai / Bangkok : Shinawatra University - 2006
Collection Title: SIU Thesis Title : Perception of Thai employees toward working in foreign company (Chinese) in Thailand : a case study of Huawei technologies (Thailand) Material Type: printed text Authors: Pisit Wongtrakulchai, Author ; Chanchai Bunchapattanasakda, Associated Name ; Chuvej Chansa-ngavej, Associated Name Publisher: Bangkok : Shinawatra University Publication Date: 2006 Pagination: vi, 52 p. charts, tables Size: 30 cm. Price: 500 Baht General note: photocopies.,Assoc. Prof. Dr.Chuvej Chansa-ngavej (Deputy Dean, School of Management) ; Committee Dr.Chanchai Bunchapattanasakda (Advisor), Asst. Prof. Dr.John Walsh (Member), Dr.Pacapol Anurit (Member). Languages : English (eng) Descriptors: [LCSH]Cross-cultural studies
[LCSH]Employee motivation
[LCSH]Employees
[LCSH]Perception
[LCSH]Personnel managementCurricular : BBA/MBA/MSM/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=12545 SIU Thesis. Perception of Thai employees toward working in foreign company (Chinese) in Thailand : a case study of Huawei technologies (Thailand) [printed text] / Pisit Wongtrakulchai, Author ; Chanchai Bunchapattanasakda, Associated Name ; Chuvej Chansa-ngavej, Associated Name . - Bangkok : Shinawatra University, 2006 . - vi, 52 p. charts, tables ; 30 cm.
500 Baht
photocopies.,Assoc. Prof. Dr.Chuvej Chansa-ngavej (Deputy Dean, School of Management) ; Committee Dr.Chanchai Bunchapattanasakda (Advisor), Asst. Prof. Dr.John Walsh (Member), Dr.Pacapol Anurit (Member).
Languages : English (eng)
Descriptors: [LCSH]Cross-cultural studies
[LCSH]Employee motivation
[LCSH]Employees
[LCSH]Perception
[LCSH]Personnel managementCurricular : BBA/MBA/MSM/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=12545 Hold
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Barcode Call number Media type Location Section Status 32002000217768 SIU PS SOM-MBA 2006-04 SIU Project Study Graduate Library Thesis Corner Available SIU Thesis. The role of employers behind employees leaving their jobs in Bangkok / Biswas, Nazrul Islam / Bangkok : Shinawatra University - 2006
Collection Title: SIU Thesis Title : The role of employers behind employees leaving their jobs in Bangkok Material Type: printed text Authors: Biswas, Nazrul Islam, Author ; Chuvej Chansa-ngavej, Associated Name ; Pacapol Anurit, Associated Name Publisher: Bangkok : Shinawatra University Publication Date: 2006 Pagination: xi, 98 p. charts, tables Size: 30 cm. Price: 500 Baht General note: photocopies.,Assoc. Prof. Dr.Chuvej Chansa-ngavej (Deputy Dean, School of Management) ; Committee Asst. Prof. Dr.John Walsh (Advisor), Dr.Pacapol Anurit (Member), Assoc. Prof. Dr.Chuvej Chansa-ngavej (Member). Languages : English (eng) Descriptors: [LCSH]Employees
[LCSH]Job satisfaction
[LCSH]Job security
[LCSH]Labor turnover
[LCSH]Personnel managementCurricular : BBA/MBA/MSM/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=12077 SIU Thesis. The role of employers behind employees leaving their jobs in Bangkok [printed text] / Biswas, Nazrul Islam, Author ; Chuvej Chansa-ngavej, Associated Name ; Pacapol Anurit, Associated Name . - Bangkok : Shinawatra University, 2006 . - xi, 98 p. charts, tables ; 30 cm.
500 Baht
photocopies.,Assoc. Prof. Dr.Chuvej Chansa-ngavej (Deputy Dean, School of Management) ; Committee Asst. Prof. Dr.John Walsh (Advisor), Dr.Pacapol Anurit (Member), Assoc. Prof. Dr.Chuvej Chansa-ngavej (Member).
Languages : English (eng)
Descriptors: [LCSH]Employees
[LCSH]Job satisfaction
[LCSH]Job security
[LCSH]Labor turnover
[LCSH]Personnel managementCurricular : BBA/MBA/MSM/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=12077 Hold
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Barcode Call number Media type Location Section Status 32002000212975 SIU PS SOM-MBA 2006-03 c.1 SIU Project Study Graduate Library Thesis Corner Available 32002000212983 SIU PS SOM-MBA 2006-03 c.2 SIU Project Study Graduate Library Thesis Corner Available 32002000329514 SIU PS SOM-MBA 2006-03 c.3 SIU Project Study Graduate Library Thesis Corner Available 32002000218576 SIU PS SOM-MBA 2006-03 c.1 SIU CD Master Main Library Library Counter Available 32002000218584 SIU PS SOM-MBA 2006-03 c.1 SIU CD Master Main Library Library Counter Available The 2002 annual / Biech, Elaine / Jossey-Bass Pfeiffer - 2002
Title : The 2002 annual Material Type: printed text Authors: Biech, Elaine, Author ; Jossey-Bass/Pfeiffer, Associated Name Publisher: Jossey-Bass Pfeiffer Publication Date: 2002 Pagination: 2 v. charts. Layout: pbk. : V. 1 Size: 23 cm. ISBN (or other code): 0787959634 Price: 4830 Baht Languages : English (eng) Descriptors: [LCSH]Career development
[LCSH]EmployeesCurricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=5017 The 2002 annual [printed text] / Biech, Elaine, Author ; Jossey-Bass/Pfeiffer, Associated Name . - San Francisco, CA : Jossey-Bass Pfeiffer, 2002 . - 2 v. charts. : pbk. : V. 1 ; 23 cm.
ISBN : 0787959634 : 4830 Baht
Languages : English (eng)
Descriptors: [LCSH]Career development
[LCSH]EmployeesCurricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=5017 Hold
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Barcode Call number Media type Location Section Status 32002000068351 HM134 A55 2002 c.1 Reference Book Graduate Library References Shelf Available 32002000068369 HM134 A55 2002 c.1 Reference Book Graduate Library References Shelf Available 32002000068377 HM134 A55 2002 c.2 Reference Book Main Library References Shelf Available 32002000068385 HM134 A55 2002 c.2 Reference Book Main Library References Shelf Available Engagement is not enough / Ayers, Keith E. / Advantage Media Group - 2006
Title : Engagement is not enough : you need passionate employees to acheive your dream Material Type: printed text Authors: Ayers, Keith E., Author Publisher: Advantage Media Group Publication Date: 2006 Pagination: 208 p. Layout: hbk. Size: 23 cm. ISBN (or other code): 9781599320113 Price: 850 Baht General note: With compliments of Dr. John Christopher Walsh Languages : English (eng) Descriptors: [LCSH]Employee motivation
[LCSH]Employees
[LCSH]Personnel managementCurricular : BBA/MBA/MSM/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=12426 Engagement is not enough : you need passionate employees to acheive your dream [printed text] / Ayers, Keith E., Author . - South Carolina : Advantage Media Group, 2006 . - 208 p. : hbk. ; 23 cm.
ISBN : 9781599320113 : 850 Baht
With compliments of Dr. John Christopher Walsh
Languages : English (eng)
Descriptors: [LCSH]Employee motivation
[LCSH]Employees
[LCSH]Personnel managementCurricular : BBA/MBA/MSM/PhDM Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=12426 Hold
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Barcode Call number Media type Location Section Status 32002000216463 HF5549.5 A977 2006 Book Main Library General Shelf Available