|
|
|
| Registros recuperados: 16 | |
|
|
| Bitsch, Vera; Hogberg, Michael. |
| Fourteen businesses participated in case studies of labor management practices. Fifteen non-supervisory employee interviews were analyzed regarding components of job satisfaction. Components were family values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation and information. |
| Tipo: Conference Paper or Presentation |
Palavras-chave: Labor and Human Capital. |
| Ano: 2004 |
URL: http://purl.umn.edu/20281 |
| |
|
|
| Bitsch, Vera; Hogberg, Michael. |
| Job satisfaction is likely the most studied work-related attitude and is assumed to influence a variety of behaviors. This study analyzes the job satisfaction of agricultural employees using Herzberg’s theory, which is broadly employed in management. Fourteen horticultural businesses participated in case studies of labor-management practices. Fifteen nonsupervisory employee interviews were analyzed regarding job satisfaction. Components of job satisfaction relevant to horticultural employees were family-business values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation, and information. While support for Herzberg’s theory is... |
| Tipo: Journal Article |
Palavras-chave: Human resource management; Hygiene factors; In-depth interviews; Job satisfaction; Motivators; Personnel management; Qualitative research; B49; M12; M50; M54; Q12. |
| Ano: 2005 |
URL: http://purl.umn.edu/43500 |
| |
|
| |
|
| |
|
| |
|
|
| Bitsch, Vera. |
| The paper analyzes middle managers' job attitudes, in particular job satisfaction, based on case studies. Employees' job satisfaction is expected to reduce human resource management risks, leading to higher loyalty, organizational commitment and motivation and resulting in less turnover. Components of job satisfaction include achievement, recognition, work itself, job security, supervision, interpersonal relationships, compensation, organization, personal life and working conditions. They cause both satisfaction and dissatisfaction, which contradicts Herzberg's theory of job satisfaction and leads to different recommendations for management practice, namely focus improvement where it makes the most difference. An example is limiting work hours during... |
| Tipo: Conference Paper or Presentation |
Palavras-chave: Labor and Human Capital. |
| Ano: 2006 |
URL: http://purl.umn.edu/21415 |
| |
|
|
| Bitsch, Vera; Buccola, Steven T.. |
| The U.S. nursery industry is highly complex, and affected on their demand side by the construction industry and on their factor supply side by the market for low-skill labor, which in turn is influenced by gyrating construction activity as well as southern-border immigration. We examine an industry seeking to adapt to a changing demand and labor environment. Our emphasis is on the manner in which nurseries cope with increasing retailer power, increasingly quality- and variety-conscious consumers, and expectations of rising wages. We argue that the gradual growth of such labor aids as potting assembly belts and pruning equipment should be viewed in terms of a tradeoff among labor quantity, labor quality, and capital instead of the more conventional tradeoff... |
| Tipo: Conference Paper or Presentation |
Palavras-chave: Crop Production/Industries; Labor and Human Capital; Research and Development/Tech Change/Emerging Technologies. |
| Ano: 2010 |
URL: http://purl.umn.edu/61047 |
| |
|
|
| Bitsch, Vera; Harsh, Stephen B.. |
| Managers of greenhouses, nurseries, and landscape contractors participated in five focus group discussions on labor-related risks. Managers conceptualize labor risks along the human resource management process: (1) recruitment and selection, (2) training and development, (3) performance evaluation and discipline, (4) careers and relationships, and (5) compensation packages. In addition, they identified (6) immigrant employees and (7) labor laws and regulations as sources of risk. They recognized a large number of risk-increasing attributes, but also a number of mediating strategies to reduce these risks. |
| Tipo: Journal Article |
Palavras-chave: Focus group discussion; Human resource management; Personnel management; Risk management; Risk perception; B41; B49; M12; Q12. |
| Ano: 2004 |
URL: http://purl.umn.edu/43472 |
| |
|
| |
|
| |
|
|
| Bitsch, Vera; Olynk, Nicole J.. |
| Although managing labor has become important for farm operations success, training and education for farm managers focuses on agricultural production management and few studies provide an empirical basis on how agricultural labor management differs from labor management in other industries. With the exception of Hurley et al., little is known about labor management practices in pork production, specifically. This study used the focus group discussion method with four focus group meetings in Michigan and two in Kansas in 2006. The average group size was four participants. All group discussions were tape-recorded and transcribed. The ATLAS-TI software was used to support the data analysis. Labor management topics discussed were as follows (order based... |
| Tipo: Conference Paper or Presentation |
Palavras-chave: Labor and Human Capital; Livestock Production/Industries. |
| Ano: 2007 |
URL: http://purl.umn.edu/9353 |
| |
|
| |
| Registros recuperados: 16 | |
|
|
|
