Dissertations / Theses on the topic 'Commitment'
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Joffres, Christine Elisabeth. "Beyond organizational commitment, selected elementary school teachers' work commitments." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ29134.pdf.
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Taing, Meng Uoy. "Employee Commitment: The Combined Effects of Bases and Foci." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002893.
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Hutton, Sonia L. "Organisational commitment : the influence of culture, non-work commitments and personality /." Title page, contents and abstract only, 1995. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsh985.pdf.
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Kadyschuk, Ronald. "Teacher commitment, a study of the organizational commitment, professional commitment, and union commitment of teachers in public schools in Saskatchewan." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq23977.pdf.
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Menichini, Anna Maria Cristina. "Costly auditing in models with commitment and no commitment." Thesis, University of York, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341099.
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Froelich, Kristina Skoog. "Dysfunctional effects of commitment: How much commitment is enough?" CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/451.
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Hagen, Julia [Verfasser], Anja [Akademischer Betreuer] Jetschke, Anja [Gutachter] Jetschke, Kai [Gutachter] Ambos, and Christoph [Gutachter] Hönnige. "A Commitment is a Commitment is a Commitment? : Why States Constrain and Customize their Commitments to the International Criminal Court / Julia Hagen ; Gutachter: Anja Jetschke, Kai Ambos, Christoph Hönnige ; Betreuer: Anja Jetschke." Göttingen : Niedersächsische Staats- und Universitätsbibliothek Göttingen, 2019. http://d-nb.info/1187520306/34.
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Hagen, Julia [Verfasser], Anja [Akademischer Betreuer] Jetschke, Anja Gutachter] Jetschke, Kai [Gutachter] [Ambos, and Christoph [Gutachter] Hönnige. "A Commitment is a Commitment is a Commitment? : Why States Constrain and Customize their Commitments to the International Criminal Court / Julia Hagen ; Gutachter: Anja Jetschke, Kai Ambos, Christoph Hönnige ; Betreuer: Anja Jetschke." Göttingen : Niedersächsische Staats- und Universitätsbibliothek Göttingen, 2019. http://nbn-resolving.de/urn:nbn:de:gbv:7-21.11130/00-1735-0000-0003-C116-A-4.
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Madsen, Mathias. "Er organisatorisk commitment stressende? : en undersøgelse af organisatorisk commitment og arbejdsstress = Does Organizational Commitment Cause Stress? : a Study of Organizational Commitment and Work Stress /." Aarhus : Institut for Økonomi, Aarhus Universitet, 2009. http://mit.econ.au.dk/Library/Specialer/2009/20031607.pdf.
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Bagraim, Jeffrey. "The improbable commitment : organizational commitment amongst South African knowledge workers." Thesis, University of Warwick, 2004. http://wrap.warwick.ac.uk/1204/.
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Knowledge workers, who typically enjoy global labour mobility, are considered critical to economic growth in developing countries. The purpose of this dissertation was to examine the organizational commitment of South African knowledge workers, a commitment widely considered both improbable and unobtainable. In this study, a critical review of the organizational commitment literature, to ascertain its psychometric applicability to knowledge workers in South Africa, uncovered an unsystematic and fragmented body of research that has been imperfectly integrated in previous research models. A new definition of organizational commitment is therefore developed to account for current contextual complexities and theoretical advances in commitment research (e.g. multiple foci, variable duration, and changing intensities). A mixed-method research design was used in all stages of the investigation. To establish the construct validity and practical validity of the organizational commitment construct, a multidisciplinary explanatory model was developed based on the extant literature and focus group discussions with knowledge workers. To test the proposed model, a self-administered survey questionnaire was developed. A total of 637 usable questionnaires from knowledge workers employed in the accounting and information technology occupations in both the public and private sector were analysed using a variety of statistical techniques, primarily hierarchical regression analysis and structural equation modelling. Particular care was taken that appropriate and strict statistical criteria guided the analyses. The survey results were then presented to focus groups for discussion. The results clearly evidence the widely accepted three-component structure of organizational commitment but provide new insight into the nature of the relationship between the commitment components. The veracity of a multiple foci approach is demonstrated and interaction effects between commitment bases and commitment foci are examined. The results are mixed concerning the proposed model, which required revision after the psychometric analyses. Overall, however, the results are both surprising and encouraging. Surprising given the evidence of high levels of organizational commitment amongst knowledge workers, and encouraging given the amount of variance explained in salient organizational outcomes such as turnover intentions (37%) and boosting behaviour (24%). Analysis per employment sector showed no overall effect of sector in the regression models but further analyses showed different patterns of significant antecedents amongst knowledge workers employed in the public and private sectors. The empirical findings and theoretical position of this study challenge prevailing assumptions about the organizational commitment of knowledge workers and provide refreshment to both scholars and practitioners faced with the development of new management approaches and insights.
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Lloyd, David. "Improving employee commitment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0016/MQ47756.pdf.
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Laughlin-Rickman, Sonya. "Perceptions of Commitment." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4547/.
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This study investigated differences in level of commitment between married and non-married individuals, effects of demographic variables by age, gender, parenting status, and ethnicity, and determines participant's awareness of and participation in the Oklahoma Marriage Initiative (OMI) were investigated. Students from a rural Oklahoma junior college completed the Perceptions of Commitment survey during spring 2004. Responses related to levels of commitment, social exchange theory, expectations, and communication were collected. T-test analysis revealed no differences in level of commitment for any of the variables investigated. Data revealed the majority of participants were unaware of OMI and had never attended a program and do not plan to in the future. Implications of this research may be useful to future investigators who are interested in the Perceptions of Commitment survey and those focusing on marriage education programs to meet the needs of targeted audiences.
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Vikblom, Julia, and Malin Olsson. "Commitment inom hållbarhetsrapportering." Thesis, Mittuniversitetet, Avdelningen för ekonomivetenskap och juridik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-34683.
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Studier visar att konsumenter föredrar företag som är ansvarstagande och kan välja att bojkotta företag som inte uppvisar en god hållbarhetsrapportering. Dock visar viss forskning att för mycket rapportering om hållbarhetsarbete kan få negativa konsekvenser, exempelvis ökad skepticism hos intressenterna. Denna studie har fokuserat på hur företag använder begreppen commitment to eller committed to i hållbarhetsrapporter. Studiens syfte var att analysera om medieexponering påverkar användandet av commitment och detta testadesgenom en regressionsanalys. Dessutom syftade studien att analysera om det finns en skillnad i commitment och vad företag committar sig till mellan olika marknadsekonomier. Detta testades genom ett flertal t2-test. Urvalet bestod av hållbarhetsrapporter från 214 företag, varav 88 europeiska och 126 amerikanska som tidigare sammanställts i Centrum för forskning om ekonomiska relationers (CER:s) CSR-databas. Resultatet visade ett positivt signifikant samband mellan medieexponering och commitment samt en skillnad i commitment mellanolika marknadsekonomier. Det fanns en svag signifikant skillnad för commitment beträffande samhällsansvar, men resterande kategorier som studerats uppvisade ingen skillnad.Studies show that consumers prefer responsible companies and will boycott those who will not present good corporate social responsibility. However, some research show that too much communication about CSR can have negative consequences, e.g. increased scepticism among stakeholders. This study has been focusing on how companies use commitment to or committed to in CSR-reports. The aim of the study was to analyse if media exposure affects the use of commitment and this was tested with a regression analysis. Furthermore, the aim of this study was also to analyse if a difference in commitment existed between marketeconomies and if there were any difference in what those companies are committed to. This was tested with several t-tests. The sample consisted of CSR-reports from 214 companies, of which 88 where European and 126 American. The reports were collected earlier in a database from Centre for research on economic relations (CER). The result showed a positive significant connection between media exposure and commitment and that there was a positive significant difference between difference between market economies. There was a weaksignificant difference in commitment to society between the market economies, but the rest of categories that was studied did not show any difference.
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Liu, Yu, and Patience Attakora Inkabi. "Commitment in NGOs : A Dual Case Study in Sweden." Thesis, Linköpings universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-120530.
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Background: A successful organization is the one that recognizes the importance of its human element and take into account their commitment to ensure the attainment of its objectives. However, the focus into the study of commitment among workers is often directed towards for-profit organizations with NGOs receiving less attention. This HRM related issue accord several scholars, is said to be an important factor to be considered in order to ensure a successful organization be it for-profit or NGO. The issue of commitment among workers however tend to take several direction as the result of the multidimensional nature of organizations, hence the varying configurations of commitment mindset (Affective, Normative and Continuance) and the presence of various targets of commitment (e.g. organization, customers etc.) among workers. Aim: The aim of this thesis is to examine the commitment among workers in NGOs, by investigating the various targets of commitment among different categories of workers of NGOs in Sweden. The paper will further investigates whether the targets of commitment among the different categories of workers in NGOs differs and what influences these differences. Through the empirical cases, this thesis will provide appropriate guidance to ensure commitment among categories workers in NGOs and also contribute to previous research with regards to commitment among categories workers in NGOs. Methodology: The qualitative research approach was used in the conducting of this study. A dual case study was undertaken 12 semi-structured interviews with six from each case organization. Participants were drawn from the two main categories of workers in NGOs thus from volunteers and paid workers. Results: The conducted research study reveals there are differences in relations to the targets of commitment among the different categories of workers as well as thedisplay of the different types of commitment towards these targets. The guideline identified by this paper to ensure commitment among workers in NGOs should be a considerable amount of attention to workers development and recognition from the organization.
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Hansson, Gustav, and Daniel Zätterqvist. "Sustainability Commitment : A study how identity (in)congruence affects organizational commitment." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-413845.
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Sustainability has become an important topic in many parts of society. However, companies struggle to translate it into their processes. If an individual values sustainability but is not able to fulfill these values an individual may feel a discrepancy; it may force individuals to feel an (in)congruence in their identity, leading to the question, How does sustainability identity (dis)congruence affect commitment? To answer the question a theoretical model was developed from different nuances of identity theory and organizational commitment. A mixed-method was used to capture the data. The results indicate that dependent on commitment style, the organization may override their personal sustainability identities. Our observations indicate that affective committed individuals choose to justify both personal and organizational actions in order to mitigate value incongruent behaviors. The thesis ends with a chapter of managerial recommendations.Grade: Pass with distinction (VG)
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Lydka, Helen Margaret. "Organisational commitment : a longitudinal study of attitudinal and behavioural commitment among UK graduates and an assessment of commitment measures." Thesis, Henley Business School, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239107.
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Laage, Lelanie. "Psychological empowerment, job satisfaction and organisational commitment in a chemical industry / Lelanie Laage." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2344.
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Wan, Lin. "Multi-foci commitments in the Chinese service context : evaluating commitment outcomes, interactions, and profiles." Thesis, Durham University, 2018. http://etheses.dur.ac.uk/12682/.
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The objective of this study is to investigate the relationship between frontline service employees (FLSE)’s multiple commitment foci and work related outcomes to address the question of how commitment may result in Chinese FLSE’s staying and performing in service organizations. The study applied a unidimensional and target-free commitment model (KUT) to examine the relationship between six multiple commitments and six related outcomes likely to be salient in the China service frontline context. FLSE’s boundary spanner role is taken into account, the effects and joint effects of multiple foci to FLSE’s work related behaviors (intention to quit, in-role performance and OCB) and wellbeing are examined, and the patterns of multiple commitment subgroups has been investigated. The results of this study confirm the validity of the KUT model in the China FLSEs’ work context, and indicate a synergistic relationship between commitment to supervisor and organizational commitment, and a compensatory interaction between occupational commitment and commitment to customer to certain outcomes. Further, the qualitative and quantitative differences of commitment subgroups provide practical insights for management.
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Cloete, Celeste. "The impact of downsizing on surviving employees’ organizational commitment in a retail organization." University of the Western Cape, 2012. http://hdl.handle.net/11394/5048.
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Masters of CommerceOrganizations are operating within a difficult economic environment and in the face of fierce world competition (George & Jones, 1992 cited in Ndlovu & Brijball Parumasur, 2005). To remain competitive globally and for economic reasons, Theron and Dodd (2011) postulate that organizations sporadically have to retrench workers. In order to reduce expenses as well as costs and losses to the organization, they have to restructure and reduce their headcount and the typical form of engaging in the restructuring is by means of downsizing. Makawatsakul and Kleiner (2003) posit that employee morale and loyalty tend to be the first unintended casualties of a downsizing strategy. The repercussions of downsizing is that it jeopardizes employees’ commitment and morale to a large extent (Muthuvuloo 8Rose, 2005) and survivors thus experience lower job and organizational satisfaction (Baruch & Hind, 2000) as this creates insecurity, anxiety and uncertainty. Survivors are also often forced to make a sideway or downward move in their job, may experience a drop in pay and status, become stressed by the amount of work left by departing colleagues that they would now need to undertake and worry about the security of their new position in the organization (Chipunza & Berry 2010). In light of the above, the aim of the study was to investigate the organizational commitment of those employees who survived and remained with the retail organization following a downsizing process. For the purpose of this study a quantitative, non probability convenience sampling design was utilized. The sample (N=150) comprised of both males and females from different ethnic groups. A self developed biographical questionnaire and the Organizational Commitment Questionnaire (OCQ) were used to gather data. Statistical analyses involved both descriptive and inferential statistics (the Pearson Product-Moment Correlation Coefficient, Multiple Regression Analysis and Analysis of Variance). The results of the study indicate that employees display below average levels of commitment to the organization. More specifically, a direct, positive relationship was found between normative and affective commitment. Furthermore, a statistically significant relationship was found between affective and continuance commitment. Statistically significant relationships were found between the biographical characteristics namely, tenure, gender and age, and organizational commitment. Limitations of the current study are put forth and recommendations are made with respect to future research and for the organization.
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Thomas, Julia Jane. "Professional commitment to advertising the relationship between advertising education and professional commitment /." [Gainesville, Fla.] : University of Florida, 2004. http://purl.fcla.edu/fcla/etd/UFE0009001.
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Givertz, Michelle Dora. "Commitment in close romantic relationships: Correlates and processes associated with commitment phenomena." Diss., The University of Arizona, 2002. http://hdl.handle.net/10150/279968.
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This study measured affective tone, conflict responses and outcomes, trust, cognitive interdependence, satisfaction, and personal and constraint commitment in dating, engaged, and married couples, as well as in a group of individuals who had recently broken up from a dating relationship. At the research laboratory, participants completed a brief graphing procedure of how their commitment to their relationship developed and changed over time, a self-report measure of conflict responses and outcomes, satisfaction, trust, and personal and constraint commitment, as well as participating in an Oral History Interview. Consistent with expectations, the three groups of intact couples differed significantly from the group of broken up individuals on all but one of the variables of interest. Comparison of the three groups of intact couples revealed that they were quite similar, however, there were differences in both personal and constraint commitment, with increases associated with more advanced relationship stages. As hypothesized, results of this study indicated that positive affective tone, positive conflict responses and outcomes, trust, cognitive interdependence, and satisfaction were positively associated with personal commitment, and that trust and interesting sex difference emerged from the findings, in that while trust was significantly predictive of both types of commitment for females, it was not predictive of either type of commitment for males. Additionally, post hoc analyses revealed that personal commitment mediated the relationship between satisfaction and constraint commitment.
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Cook, Elaine S. "Commitment in polyamorous relationships." Connect to this title online, 2005. http://165.236.235.140/lib/ECook2005.pdf.
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Wallace, Carol Anne, University of Western Sydney, College of Arts, and School of Psychology. "Commitment within heterosexual relationships." THESIS_CA_PSY_Wallace_C.xml, 2005. http://handle.uws.edu.au:8081/1959.7/778.
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The current research focuses on the study of power and commitment within heterosexual relationships. The research reviews, compares and contrasts the theoretical perspectives of Nietzsche through the work of Kaufmann and Gordon and utilises a qualitative research method of Narrative Inquiry. These theoretical epistemological and methodological perspectives are used in conjunction with the method of semi-structured interviewing to identify thematic phenomenological descriptions of participants stories. The three discourses of Fear Discourse, Protective Discourse and Detached Discourse have been used in conjunction with the writings of Nietzsche concerning the Will to Power as thematic guidance discourses for this study. To reveal these discourses the research question- How does an individual’s styles or themes of commitment change within and between three of their previous heterosexual relationships - was examined. The research found that commitment is understood as another name for responsibility, males are most often understood as behaving with a lack of responsibility, females in overly responsible ways. The research concluded that the production of a balanced responsible sharing approach achieved through creativity is the most desirable to accomplish self-overcoming independence and freedom within all situationsMaster of Arts (Hons) (Psychology)
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Sheblé, Gerald B. "Unit commitment for operations." Diss., Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/49977.
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The topic of unit commitment has been and continues to be of interest to many researchers and is a primary operation for most utilities. Past research has utilized integer programming, dynamic programming, linear programming, gradient, and heuristic techniques. This research combines both linear programming and dynamic programming for unit commitment decisions within a weekly time frame. The result provides most of the advantages of linear programming and dynamic programming with less stringent requirements on the pre solution information needed for unit transition sequences. Further, the research yields a new tool for the solution of the Transaction Evaluation problem.Ph. D.
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Polaha, Jodi. "Acceptance and Commitment Therapy." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/6681.
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Polaha, Jodi. "Acceptance and Commitment Therapy." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/6685.
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Tinsley, Susan M. "Local Commitment to JOBS." Thesis, This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-09052009-040551/.
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Wallace, Carol Anne. "Commitment within heterosexual relationships." Thesis, View thesis, 2005. http://handle.uws.edu.au:8081/1959.7/778.
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The current research focuses on the study of power and commitment within heterosexual relationships. The research reviews, compares and contrasts the theoretical perspectives of Nietzsche through the work of Kaufmann and Gordon and utilises a qualitative research method of Narrative Inquiry. These theoretical epistemological and methodological perspectives are used in conjunction with the method of semi-structured interviewing to identify thematic phenomenological descriptions of participants stories. The three discourses of Fear Discourse, Protective Discourse and Detached Discourse have been used in conjunction with the writings of Nietzsche concerning the Will to Power as thematic guidance discourses for this study. To reveal these discourses the research question- How does an individual’s styles or themes of commitment change within and between three of their previous heterosexual relationships - was examined. The research found that commitment is understood as another name for responsibility, males are most often understood as behaving with a lack of responsibility, females in overly responsible ways. The research concluded that the production of a balanced responsible sharing approach achieved through creativity is the most desirable to accomplish self-overcoming independence and freedom within all situations
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Wallace, Carol Anne. "Commitment within heterosexual relationships /." View thesis, 2005. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20060427.141558/index.html.
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Thesis (M. A.) (Hons) -- University of Western Sydney, 2005.A thesis submitted in part fulfilment of the requirements for the degree of Master of Arts (Hons) (Psychology) at University of Western Sydney. Bibliography : leaves 213 - 216.
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Riley, Derek. "Turnover Intentions: The Mediation Effects of Job Satisfaction, Affective Commitment and Continuance Commitment." The University of Waikato, 2006. http://hdl.handle.net/10289/2415.
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Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment. Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike. This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with the turnover intentions. A questionnaire was completed by 114 participants of the Allied Health workforce at the Waikato District Health Board, from allied health occupational groups, psychologists, physiotherapists, social workers, dieticians, and speech language therapists. Job satisfaction, affective commitment, distributive, interactional, and procedural justice, strain and family-to-work conflict were correlated with turnover intentions. Results of the mediated regression analyses found that job satisfaction and affective commitment are significant mediators between distributive, interactional, and procedural justice, work strain, and family work conflict with turnover intentions. The major implications from this research are that managers of organisation need to foster job satisfaction and affective commitment within their organisation to reduce turnover intentions. In the final chapter, the conclusions are discussed in terms of its practical implications to organisations, employees and the need for future research.
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Roberts, Jordan Rachel Simeon. "Job satisfaction, organisational commitment, professional commitment and turnover intentions among information technology professionals /." Title page, contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09SPS/09spsr6454.pdf.
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Andersson, Amanda, Maria Brambeck, and Emelie Edberg. "Commitment Issues : En kvantitativ studie om commitment i relationen mellan kund och bank." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-33042.
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Commitment Issues? – En kvantitativ studie om commitment i relationen mellan kund och bank Frågeställning Hur upplever kunden commitment i relationen till banken och Internetbanken? Hur kan banken agera för att påverka kundens commitment? Syfte Studien syftar till att undersöka commitment i relationen mellan kund och bank för att dra slutsatser kring vikten av kundens commitment. Vidare är syftet att undersöka påverkansfaktorerna förtroende och misstro samt bankens och Internetbankens påverkan på commitment. Metod För att undersöka kundernas upplevda commitment genomfördes en kvantitativ studie med hjälp av en Internetbaserad enkät som besvarades av 1 265 svensktalande respondenter. Slutsats Kundens commitment är influerat av relationen till banken och hur bankens commitment upplevs. Banken har således möjlighet att stärka kundens commitment genom att visa engagemang och kommunicera på ett personligt sätt, för att tydliggöra att kundens behov och intresse är främsta prioritet. Förtroende är en viktig grundsten i relationen mellan bank och kund, vilket ligger till grund för commitment. Om en kund däremot känner misstro för banken är benägenheten att byta bank större. Commitment till Internetbanken är nära kopplat till kundens commitment till banken. Stärkt commitment till banken stärker commitment till Internetbanken och vice versa.Commitment Issues? – A quantitative study about commitment in the relationship between the customer and the bank Research questions What is the customer perception of commitment in the relationship with the bank and online bank? How should the bank act to influence customer commitment? Purpose The study aims to explore the concept of commitment in the relationship between the customer and the bank. The paper also examines the influence of trust, distrust and online banking on customer commitment and gives direction for how Swedish banks should conduct their business in order to build commitment. Method In order to explore customers perceived commitment, a quantitative study was carried out using an online survey which was conducted by 1 265 Swedish speaking respondents. Conclusion The perceived commitment is influenced by the relationship with the bank. It is influenced by the manner of communication, personalization has proven effective to show customers that their needs and interests are prioritized. Customers generally have a higher level of commitment when they feel valued by the bank. Trust is the main pillar in the relationship between the bank and the customer, which is the foundation of commitment. Distrust on the other hand increases the likelihood that the customer will switch to an other bank branch. The commitment to financial services online is closely related to the commitment to the bank branch. A strong commitment to the bank creates a strong commitment to the online bank, and vice versa.
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Milenkovic, Nebojsa. "Interrelationships among trade union commitment, organizational commitment, job satisfaction and trade union participation." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5833.
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Includes bibliographical references (leaves 43-51).The issue of commitment has received extensive research through the years yet inconsistencies still prevail. This research investigated the relationships between organizational commitment, trade union commitment, job satisfaction and trade union participation. A survey based on the work of Meyer and Allen (1997) was used to collect data. The sample consisted of 90 participants who were members of the same trade union. The main findings indicate that trade union commitment is positively correlated to union participation and it explains 34 % of variance in participation. No significant difference based on gender was found in the sample which is inconsistent with available literature. Organizational and union commitment exhibit a significant positive relationship as do job satisfaction and union commitment as well as job satisfaction and union participation. Organizational commitment and union participation exhibited a non-significant result. Dual commitment was also apparent in the sample. Further research is advisable to ascertain fully on these relationships within the South African context.
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Bonds, Andrea Annette. "Employees' Organizational Commitment and Turnover Intentions." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3983.
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Employees who want to leave their companies may exhibit low morale and commitment to organizations, which may affect the way employees interact with customers. The purpose of this correlational study was to examine the relationship between employees' affective, continuance, and normative commitment to their organizations and their turnover intentions. The target population consisted of individuals with 2 or more years of call center experience who resided in the United States. Meyer, Allen, and Smith's 3-component model of commitment provided the study's theoretical framework. A purposive sampling of participants, which included a targeted audience and individuals who accessed the survey from Facebook and LinkedIn, returned 81 usable surveys. Data were analyzed using multiple linear regression analysis. The overall regression model showed a statistically significant relationship between the 3 forms of commitment and turnover intentions, although normative commitment had the strongest relationship with turnover intentions. Study results provide additional evidence showing that employees' affective, continuance, and normative commitment to their organizations relate to their turnover intentions. These results may contribute to positive social change by helping leaders to better understand the relationship between employees' organizational affective, continuance, and normative commitment and turnover intentions. With this knowledge, leaders may be able to decrease turnover and turnover-related costs and increase firm performance. The money saved from turnover costs can be used to develop employees, invest in the company culture, or contribute to community-related programs.
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McMahon, Brian. "Organizational Commitment, Relationship Commitment and Their Association with Attachment Style and Locus of Control." Thesis, Georgia Institute of Technology, 2007. http://hdl.handle.net/1853/14502.
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Organizational commitment (OC) is a psychological state that binds an employee to an organization, and the Three-Component Model of organizational commitment (Meyer and Allen, 1991) posits that employees bind with their organizations as a result of desire (affective commitment), need (continuance commitment) and obligation (normative commitment). Similarly, relationship commitment between two people also has been conceived as a psychological state (Rusbult and Buunk, 1993), and Arriaga and Agnew (2001) outlined affective, cognitive and conative components of the state. This exploratory study examined the similarities between these conceptually parallel commitment models by determining how the dimensions of the two types of commitment correlate with one another, attachment style (Bowlby 1969/1982) and locus of control (Rotter, 1966). Data collected from 171 working adults yield several noteworthy associations and suggest future directions of inquiry.
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Robinson, John Russell. "Union commitment, an adaptation of Meyer and Allen's, 1991, tripartite conceptualization of organizational commitment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0012/MQ33266.pdf.
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Ruiz, Anita Anne. "Landscape architects and environmental concern : an examination of attitudes, verbal commitment and actual commitment." Connect to resource, 1987. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1140633977.
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Bushboom, Amy L. "Relationship commitment and its association with relationship maintenance: An application of the commitment framework." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280262.
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The present study examined both self and cross-partner associations between personal, moral, and structural commitment, maintenance behaviors, and relationship maintenance schema. Participants were both partners from 180 heterosexual couples in dating, engaged, and marital relationships who were between the ages of 18 and 35 years old with no children. Partners independently completed self-report questionnaires, which included measures of relationship commitment (Stanley & Markman, 1992), relationship maintenance behaviors (Canary & Stafford, 1992), and relationship maintenance schema (Sternberg, 1998). Results suggest that individuals' personal, moral, and structural commitment are associated with their own maintenance behaviors and that some maintenance behaviors, especially assurances, are also associated with their partner's personal, moral, and structural commitment. In addition, having a relationship maintenance schema which states that relationships require effort to be successful is positively related to maintenance behaviors. These results provide some support for Johnson's contention that the different types of commitment have different implications for relationship maintenance.
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Alves, Cassiano Breno Machado. "From commitment to non-commitment: allowing type dynamic in Laffont and Tirole's regulation model." reponame:Repositório Institucional do FGV, 2013. http://hdl.handle.net/10438/10688.
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This paper investigates the introduction of type dynamic in the La ont and Tirole's regulation model. The regulator and the rm are engaged in a two period relationship governed by short-term contracts, where, the regulator observes cost but cannot distinguish how much of the cost is due to e ort on cost reduction or e ciency of rm's technology, named type. There is asymmetric information about the rm's type. Our model is developed in a framework in which the regulator learns with rm's choice in the rst period and uses that information to design the best second period incentive scheme. The regulator is aware of the possibility of changes in types and takes that into account. We show how type dynamic builds a bridge between com- mitment and non-commitment situations. In particular, the possibility of changing types mitigates the \ratchet e ect'. We show that for small degree of type dynamic the equilibrium shows separation and the welfare achived is close to his upper bound (given by the commitment allocation).
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Valentin, Corine, and Emma Högberg. "Ledarskapets makt och anställdas commitment : - En fallstudie om maktens influens på upplevt commitment i en konsultverksamhet." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-18870.
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Makt samt organisatoriskt commitment är två väsentliga begrepp gällande ett företags ledarskap och deras anställda. Ledarskapets kärna utgörs av den influens ledargestalten har över sina underordnade och begreppet makt ska för ledaren fungera som ett drivmedel gällande hens influens. Det gäller således för ledargestalter att tillämpa makten i syfte att influera sina anställda mot organisationens uppsatta mål. För att lyckas få de anställda att sträva efter samma mål som organisationen satt upp samtidigt som de ska arbeta för att få kompetent arbetskraft att stanna krävs det av ledaren att hen kan främja organisatoriskt commitment bland de anställda. Syftet med studien är därmed att utifrån positioneringsmakt och kunskapsmakt analysera hur ledare för ett konsultföretag skapar affektivt, kalkylerande och eller normativt commitment hos sina anställda. Då studien avser att inge en djup och grundlig förståelse gällande dess syfte tillämpas en fallstudiedesign med en kvalitativ forskningsstrategi samt en deduktiv ansats. Vidare ämnar studien undersöka ett specifikt fallföretag utifrån vilket studiens primärdata samlats in via tio intervjuer. Intervjuerna har fördelats på åtta av Crabats anställda konsulter, företagets VD samt företagets ägare. För att på ett djupare plan kunna presentera studiens problematisering har en teoretisk referensram utformats vilken behandlar studiens huvudbegrepp samt beskriver övriga relevanta begrepp inom ämnet. Det går inte genom studiens slutsatser att urskiljer vilken form av maktbas som främjar vilket commitment i fallföretaget. Dock går det att konstatera att fallföretaget tillämpar två maktbaser, kunskapsmakt samt positioneringsmakt, vilka i valt fallföretag sammantaget gynnar tre former av commitment, affektivt, normativt samt kalkylerande commitment. Då fallföretaget utgörs av majoriteten män hade det varit intressant om vidare forskning undersökte om ovannämnda maktbaser främjar andra former av commitment i en konsultverksamhet med en majoritet kvinnor.Power and organisational commitment are two essential concepts regarding a corporation’s leadership and workforce. The core of leadership consists of the influence the leader has over the workforce and the concept of power is to work as a propellant regarding his or hers influence. It thus applies that the leader utilise the power to influence the workforce to work towards the organisation's goals. For the leader to achieve the above and at the same time strive to retain proficient labour it is vital that he or she can enable organisational commitment among the employees. The aim of the study is therefore to analyse how a leader within a consulting firm uses his or her power in order to generate organisational commitment. The study is intended to convey a deep and thorough understanding regarding its aim, therefore we applied a case study design with a qualitative research strategy and a deductive approach. Furthermore, the study intends to examine a specific case company from which the study's primary data has been obtained through interviews with the company’s employees, the company's president and the owner. To be able to present the reader with a deeper understanding regarding the study’s problem discussion a theoretical framework, which addresses the study's main concepts and describes other relevant concepts appropriate to the subject has been developed. We could not based on the study’s conclusions distinguish between which powerbase that benefits which form of organisational commitment. However, it is clear that the case company applies two forms of power bases, knowledge - and the positioning base of power which, in the selected case company collectively promotes three forms of commitment, affective, normative and calculating commitment. Since the case company’s employees are comprised by a majority of men, it would be interesting if further research investigated whether the above-mentioned power bases promotes other forms of commitment in a consultancy with a majority of women employed.
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Creel, James Silas. "Intention is commitment with expectation." Texas A&M University, 2005. http://hdl.handle.net/1969.1/2313.
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Modal logics with possible worlds semantics can be used to represent mental
states such as belief, goal, and intention, allowing one to formally describe the
rational behavior of agents. Agent??s beliefs and goals are typically represented in
these logics by primitive modal operators. However, the representation of agent??s
intentions varies greatly between theories. Some logics characterize intention as a
primitive operator, while others define intention in terms of more primitive constructs.
Taking the latter approach is a theory due to Philip Cohen and Hector
Levesque, under which intentions are a special form of commitment or persistent
goal. The theory has motivated theories of speech acts and joint intention
and innovative applications in multiagent systems and industrial robotics. However,
Munindar Singh shows the theory to have certain logical inconsistencies
and permit certain absurd scenarios. This thesis presents a modification of the
theory that preserves the desirable aspects of the original while addressing the
criticism of Singh. This is achieved by the introduction of an additional operator
describing the achievement of expectations, refined assumptions, and new defi-
nitions of intention. The modified theory gives a cogent account of the rational
balance between agents?? action and deliberation, and suggests the use of meansends
reasoning in agent implementations. A rule-based reasoner in Jess facilitates
evaluation of the predictiveness and intuitiveness of the theory, and provides a
prototypical agent based on the theory.
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Weber, Paull Christopher. "Intranet effectiveness and organizational commitment /." Full text available, 2002. http://adt.curtin.edu.au/theses/available/adt-WCU20030714.094502.
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Kanisin, Githathevi. "Leadership commitment to inclusive dialogue." Thesis, Lancaster University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.435871.
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Redman, Thomas William. "Union commitment : form and consequences." Thesis, Teesside University, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.517472.
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This Thesis presents an overview of the literature on union commitment, identifies some key research gaps and questions, and reports eight empirical papers that attempt to address some of the gaps in the literature. The empirical work involves eleven separate studies of union commitment in the UK, Hong Kong and mainland Peoples Republic of China in public sector services (nursing, healthcare professionals, fire-fighting, teaching and the civil service), private sector services (windscreen repair, water utilities) and private sector manufacturing (food processing, engine manufacturing, forging). The research overview aims to survey the main approaches, findings and implications of the extant research on union commitment. The nature dimensionality, antecedents and especially the consequences of union commitment are identified and examined in detail. A particular theme examines the implications of union commitment for members' active participation in their unions. The thesis examines the possibility of dual commitment to unions and employing organizations and the "multiple constituencies" view of employee commitment. An attempt is made to link up the empirical findings of the research to the wider industrial relations literature, for example on why workers join unions, and key debates such as union renewal and revitalisation. The implication of the findings on union commitment are examined in relation to the union-management relationship and future union strategy. The research has important policy implications for the organizing-servicing debate as a way for forward for trade unions.
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Fuks, Hugo. "Negotiation using commitment and dialogue." Thesis, Imperial College London, 1991. http://hdl.handle.net/10044/1/46775.
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Ng, Man-Hung Daniel. "Commitment in architecture : Russian constructivism." Thesis, Massachusetts Institute of Technology, 1986. http://hdl.handle.net/1721.1/78805.
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Thesis (M.Arch)--Massachusetts Institute of Technology, Dept. of Architecture, 1986.MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH
Bibliography: leaves 100-102.
by Man-Hung Daniel Ng.
M.Arch
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Holmes, Craig. "Myopia, retirement planning and commitment." Thesis, University of Oxford, 2011. http://ora.ox.ac.uk/objects/uuid:980da095-60ab-47b5-a4e2-3962085d56ca.
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Decisions made by individuals planning for retirement may be myopic. One way of capturing this myopia is with quasi-hyperbolic discounting. It is well known that such preferences may explain why individuals fail to provide an adequate retirement income for themselves. In this thesis, the quasi-hyperbolic discounting model is applied to a number of other decisions and outcomes related to planning for retirement. There are three main focuses. Firstly, the thesis considers a model where individuals are quasi-hyperbolic discounters over both retirement and saving, and extends the results of Diamond and Köszegi (2003). It argues that mechanisms designed to overcome myopic saving decisions may lead to unplanned early retirement. This may depend on the form of income in retirement -- regular income options such as annuities offer commitment over overconsuming early in retirement, which makes early retirement less desirable to myopic retirees. Secondly, it tests these predictions using a new laboratory experiment. Over a two-month period, participants were asked to attend weekly sessions, and could leave the experiment (or "retire") in any week of their choosing. Part of their payment for attending these sessions was put aside and paid only after they had left. The results indicated that more impulsive individuals left the experiment earlier, both overall and relative to plans made in the first week of the experiment. Finally, this thesis presents a model of rising wages as a forced saving mechanism. Assuming individuals face some borrowing constraints, deferred wages implicitly place some earnings aside until much closer to retirement, when quasi-hyperbolic discounters save a greater fraction of their income, increasing total retirement wealth. It also shows that demand for rising wages should disappear for people with access to more direct saving commitment mechanisms, although when these schemes offer less commitment (due to early withdrawal or early retirement options), a combination of both mechanisms is preferred.
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Berthault, Claire. "Molecular regulation of lymphoid commitment." Sorbonne Paris Cité, 2015. http://www.theses.fr/2015USPCC126.
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La différentiation des progéniteurs hématopoïétiques en cellules matures se caractérise par la perte progressive de la capacité d'auto-renouvellement et la restriction des potentiels de différentiation, conduisant à leur engagement dans une voie de différentiation donnée. Les premiers évènements moléculaires qui régulent le choix de lignage des Progéniteurs Lymphoïdes Communs (CLP) du foie foetal n'ont pas été caractérisés car cette population est hétérogène, et les stades intermédiaires du développement lymphoïde au sein du CLP n'ont pas été identifiés à ce jour. De plus, le stade auquel les lignages T et B divergent et les mécanismes contrôlant ce processus demeurent largement inconnus. Dans cette étude, nous avons mis en évidence que le marqueur HSA définit les premiers stades du choix de lignage T vs B dans le compartiment le plus immature du CLP du foie foetal. L'utilisation de ce marqueur nous a permis d'identifier une sous-population fortement enrichie en CLP oligo-potents et de définir les premiers évènements moléculaires conduisant à la séparation des lignages T et B, passant par la co-expression des gènes spécifiques T et B. Nous avons également identifié une signature moléculaire de progéniteurs migrant au thymus (Thymic Settling Progenitors : TSP), nous permettant de préciser le phénotype des CLP, présentant un biais de différentiation T/NK, qui colonisent le thymus foetal à jour 13 de gestation. Enfin, nous avons démontré directement que ce biais de différentiation T/NK est indépendant de l'activation de la voie de signalisation Notch. Cette étude suggère que pendant la vie foetale, la différentiation lymphoïde suit un modèle stochastique de choix de lignageDuring hematopoiesis, multi-lineage differentiation is accomplished by the sequential restriction of self-renewal and differentiation potential, leading to lineage commitment. The first molecular events that regulate lineage specification in the fetal liver (FL) Common Lymphoid Progenitor (CLP) have not been thoroughly characterized because the heterogeneity of this compartment has so far not been resolved into discrete intermediate stages of lymphoid differentiation. The developmental stage at which T and B lineages diverge and the mechanisms underlying this process remain largely unknown. In this work, we identified HSA as a crucial marker to dissect early steps of B versus T lineage choice in the most immature E13 FL CLPs. This strategy allowed us to identify a subset highly enriched in bona-fide oligo-potent CLPs and to define the first molecular events during B versus T lineage segregation, involving the co-expression of B and T lineage-specific genes. We identified a Thymic Settling Progenitor (TSP) molecular signature, which allowed us to refine the phenotype of the T/NK-biased CLPs that colonize the fetal thymus at E13. Finally, we directly demonstrated this T/NK-bias is independent of Notch signaling. This study brings new insights on the early steps that regulate cell fate choice and supports a stochastic mode) of lineage commitment in FL CLPs
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Hillian, Lenette D. Jr. "Commitment in African-American Relationships." Thesis, Virginia Tech, 1998. http://hdl.handle.net/10919/36706.
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This study investigated commitment in the romantic relationships of 16 African-American men and women, eight men and eight women, aged 20-23. Ten participants were currently in a committed relationship and six participants were not currently in a committed relationship at the time of the study. Interdependence theory guided this qualitative study to examine how participants defined commitment, what they expected from their partners, sources that were instrumental in their development of expectations of how a partner should behave in a committed relationship, and the meanings they attached to relational alternatives, investments, rewards, costs, and barriers. Results indicated that eight relational themes defined commitment: exclusivity, honesty, being supportive, spending time, communicating, getting respect, trust, and love. In addition, two types of commitment were identified, short-term and long-term. From this sample, there was a connection between the definition of commitment and the meanings attached to relational alternatives, investments, rewards, costs, and barriers. The sources of how a partner should behave served as the context for the definition of commitment and meanings attached to alternatives, investments, rewards, costs, and barriers. Suggestions for future research on close relationships among African-Americans are discussed.Master of Science
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Mokonyane, Priscilla Onkgodisitse. "The professional commitment of actuaries." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30321.
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This study examines the nature and outcomes of the professional commitment of actuaries. The affective and continuance levels of professional commitment among actuaries are high. Overall, actuaries are more committed to their profession than to their employing organisations. Actuaries who have a high affective commitment to their profession and/or professional association are likely to have become involved in their profession recently and intend to remain in the profession for the foreseeable future. The overall professional-organisational conflict level for actuaries is very low. The outcomes of an increased professional organisational conflict are seen in an increased intention to leave the profession and/or professional association. Findings of this study have implications for the actuarial profession, employers of actuaries and the actuarial professional associations.