hologyThe International Journal of Human Resource Management‚ Vol. 21‚ No. 1‚ January 2010‚ 144–162 The use of the psychological contract to explain turnover intentions in the hospitality industry: a research study on the impact of gender on the turnover intentions of highly educated employees R.J. Blommea*‚ A. van Rheedeb and D.M. Trompb a Center of Leadership and Personal Development‚ Business University Nyenrode‚ Breukelen‚ The Netherlands; bKenniskring Human Resource Management‚ Hotelschool
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Kingston Maurward College Level 2 Award in 2D Computer Aided Design 7579-02 (Units 201 & 206) using AutoCAD Mock Drawing Assignment 2 Candidate’s Instructions Time Allowed – 3 ½ hours Candidates are advised to read all the instructions carefully before starting work and to check with their tutor/assessor if necessary to ensure that they fully understand what is required. Candidates are expected to work safely at all times with regards to current legislation. This assignment is intended
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References: Jamieson‚ S. (2008). Likert scale. Encyclopedia of epidemiology. doi:10.4135/9781412953948.n261 Mrug‚ S. (2010). Survey. Encyclopedia of research design. doi:10.4135/9781412961288.n449 Scholderer‚ J. (2011). Attitude surveys. Encyclopedia of consumer culture. doi:10.4135/9781412994248
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مقدمة شرح الحوافز وانواعها وسبب اختيار 3 رؤية المدرسة وعلاقتها بالحوافز كيفية تحقيق الحوافز معوقات الحلول 2.1 Objective career success According to Dries‚ Pepermans‚ and Carlier (2008) objective career success „[…] is mostly concerned with observable‚ measurable and verifiable attainments such as pay‚ promotion and occupational status‟ (p. 254). Compared to subjective‚ i.e. perceptual and evaluative criteria they are neutral and not biased in their empirical assessment (Dette‚ Abele and
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The study will involve providing some basic demographic information‚ completing the Authenticity in Relationships Scale‚ and the Relationship Satisfaction Survey. First‚ participants will complete the Authenticity in Relationships Scale upon consent to the research study. After a total of five months‚ which would be considered six months in the relationship‚ the participants will be contact again to complete the relationship
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this super tall building. The damping ratio with amplitude-dependent behavior was found by the random decrement method‚ and the serviceability performance level for different return period was estimated for this tall building. Furthermore‚ the full-scale measurements were compared with wind tunnel results to evaluate the accuracy of the model test results and the adequacy of the techniques used in the wind tunnel tests. The research output is expected to be of considerable interest and practical use
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CHAPTER 1 INTRODUCTION This chapter discuss about the introduction of this study‚ which included the information of the background of e-filling system in Malaysia‚ problem statement‚ research questions‚ research objective‚ and significance of study. 1.1 Background The function of Inland Revenue Board Malaysia (IRBM) is to act as an agent for the government of Malaysia in the administration‚ assessment‚ collection and enforcement of income tax and other taxes within Malaysia. Initially‚ the tax return
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Central Luzon Doctor’s Hospital Educational Institution Tarlac City Topic: Performance Appraisal (1) According to Edwin Flippo‚ "Performance Appraisal is the systematic‚ periodic and impartial rating of an employee’s excellence‚ in matters pertaining to his present job and his potential for a better job." (2) According to Dale Beach‚ "Performance Appraisal is the systematic evaluation of the individual with regards to his or her performance on the job and his potential for development."
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This algorithm is not intended to be used for those individuals with diabetic ketoacidosis or hyperglycemic hyperosmolar states. Target range for Glycemic Control: 140-180 mg/dL 1. STANDARD DRIP DILUTION: Humulin R 100 units in 100mL 0.9% NaCl 2. Start IV Insulin therapy when glucose is above the target range. 3. Insulin infusions should be discontinued when: a. Patient has no history of diabetes and is receiving less than 1 unit/hour. b. Patient receives 1st dose
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and Stace (1993) state that within the scale of organisational change‚ there are four types known as: * Scale Type 1: Fine Tuning such as refining policies; methods and procedures‚ training and development. * Scale Type 2: Incremental Adjustment such as expanding sales territory and improving production process technologies. * Scale Type 3: Modular Transformation such as changes in key executives and managerial appointments in these areas. * Scale Type 4: Corporate Transformation such
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