Dissertations / Theses: 'Local commitment'

1

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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2

Gisiger, John. "The mobilization of local commitment to urban development programs in Latin America." Thesis, Massachusetts Institute of Technology, 1985. http://hdl.handle.net/1721.1/74321.

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Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1985.
MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH
Bibliography: leaves 87-93.
by John Gisiger.
M.C.P.

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3

Van, Stuyvesant Meijen Jolise. "The influence of organisational culture on organisational commitment at a selected local municipality." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002788.

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Since 2000, local municipalities have been through a process of transformation which amalgamated a number of smaller local municipalities into larger municipalities. The amalgamation of a number of municipalities brings together an array of people, and therefore a myriad of organisational cultures are combined. The organisational culture of an organisation has an effect on the organisational commitment of its employees. A fit between the organisational culture and the employees will increase the organisational commitment of those employees and contribute towards improved service delivery. A survey conducted in South Africa indicated that the local municipalities have been delivering poor standards of service to the community; therefore there is a need to increase the service delivery within local municipalities. The importance of looking at the organisational commitment of a local municipality is because if there is commitment within the organisation, then employees will identify with their organisation and its goals, and will deliver the service more effectively and efficiently. Therefore, increasing the service delivery of local municipalities can be achieved through diagnosing the organisational commitment and organisational culture of employees within the selected municipality. The primary objective of this research was therefore to diagnose the relationship between organisational culture and the organisational commitment of employees at the selected municipality. In order to achieve this objective, a survey was conducted to canvas the opinions of respondents (N = 148) from the selected local municipality regarding their perceptions of the existing organisational culture, their preferences regarding the organisational culture within the selected municipality, and finally the organisational commitment. The main findings of this research conducted at a selected municipality can be summarised as follows: The dominant existing organisational culture is the power culture, while the dominant preferred organisational culture is the support culture; There is an organisational culture gap between the existing and preferred organisational cultures at the selected municipality; The dominant organisational commitment within the selected municipality is normative commitment; The findings pertaining to the relationship between organisational culture and organisational commitment of employees within the selected municipality can be stated as follows: The existing organisational cultures have significant effects on the organisational commitment of employees; The preferred organisational cultures do not have significant effects on the organisational commitment of employees; and The organisational culture gap does not have a significant effect on the organisational commitment of employees; The findings pertaining to the relationship between the biographical variables and the existing and preferred organisational culture, organisational commitment and the organisational culture gap can be stated as follows: There is no significant relationship between biographical variables and the existing organisational culture; There are significant relationships between the biographical variables, namely the departments in which respondents work, and the education level of respondents, and the preferred organisational culture; There are significant relationships between the biographical variables and organisational commitment; and The average organisational culture gap scores of the organisational culture scales for the biographical variables are significantly different. It can be concluded that organisational culture has a significant effect on the organisational commitment of employees within the selected municipality and therefore can affect the service delivery of the selected municipality.

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4

Ayanoore, Ishmael. "Oil governance in Ghana : exploring the politics of elite commitment to local participation." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/oil-governance-in-ghana-exploring-the-politics-of-elite-commitment-to-local-participation(b3befa8b-3bf0-480b-b798-2df76a7b6863).html.

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This thesis explores the politics of elite commitment to promote local content and participation within Ghana's oil and gas sector. Since Ghana discovered commercial quantities of oil in 2007, debates over whether it would avoid the 'resource curse' have primarily taken place within a neo-institutionalist frame of analysis that emphasises the importance of establishing certain types of institutional arrangements which can help constrain and shape elite commitment to developing petroleum resources in the national interest. This thesis seeks to go beyond this framing by deploying new forms of political analysis which show that elite commitment is shaped not by institutions but by the wider configuration of power. It employs an extended 'political settlements' framework (incorporating ideas) that explains how elite interests and ideas shape developmental forms of political commitment to governing oil in the national interest. The analysis is based on three main cases - the politics of formulating and adopting local content legislation, the process through which this legislation was implemented and the effort put into building the capacity of Ghanaian firms to participate in the sector. The thesis argues that the underlying tendencies within Ghana's competitive clientelist political settlement (electoral incentives, coalition building, patronage politics and ideas) directly shaped the levels of political commitment to secure greater oil rents. Ghana's competitive political settlement generated incentives for politicians to use local content policy promises as a strategy to bring certain civil society and private sector elites within what would become a ruling coalition. This move, along with the resource nationalist ideology of the coalition in power at the time, in turn helped to generate relatively high levels of elite commitment to developing ambitious targets within the legislation. However, the process of implementation has been shaped more directly by incentives than ideas, particularly in terms of pressures to distribute participation opportunities in line with the clientelist logic of the political settlement, benefitting politically connected firms. In applying an extended political settlements approach, this thesis offers deeper political economy insights into the drivers of elite commitment to governing oil in the national interest, and shows how Ghana's efforts to avoid the resource curse have and will continue to be closely shaped by 'power relations', 'elite bargaining' and 'ideas'.

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5

Brand, Max E. "The development of strategies for new member assimilation into the local church." Theological Research Exchange Network (TREN), 1990. http://www.tren.com.

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6

Smith, Eurvin Elbert. "Using a foreign missions project to renew the commitment to missions of a local church." Theological Research Exchange Network (TREN), 1991. http://www.tren.com.

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7

Ahrens, Miles W. "The development of a Christian teaching concerning how to determine a local church to join." Theological Research Exchange Network (TREN), 1987. http://www.tren.com.

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8

Håkansson, Frida, and Eric O'Neill. "Impact of corporate social responsibility (CSR) reporting and communicating on employee commitment: a local Swedish perspective." Thesis, Karlstads universitet, Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-45344.

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9

Koc, Ersan. "Commitment Building For Earthquake Risk Management: Reconciling." Phd thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612619/index.pdf.

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To a large extent, natural phenomenon like earthquakes, floods, lanslides and etc may seem &ldquo
natural events&rdquo
which are out of human control. In fact, the sociopolitical structure is the main cause of earth tremors which turn into disasters. What is notable and striking is that, because of institutional and social vulnerabilities and little or misguided efforts for disaster loss mitigation, natural events may turn into disasters resulting negative and devastating consequences. Institutional vulnerabilities connote a lack of local administrations&rsquo
capacity for disaster mitigation planning, furthermore awareness for accreting local stakeholders for disaster loss reduction. Social vulnerabilities, refers to miss-knowledge and lack of awareness for disasters in the society. In Turkey, it is hard to say that there has never been efforts for disaster loss reduction, whereas
the main focus of the state agencies has been on post-disaster emergency relief, literally wound healing for decades. Generally speaking, localities which experience a disaster may encounter significant losses in development, hence a significant decrease in local capacities which takes enormous resources to restore. The housing stock and urban fabric, which inherit an historical background weaved by missguided disaster policy that only focus on post-disaster emergency relief phase, pictures the extent of the problem in Turkey. In addition, both &ldquo
institutional errors which lead to underachievement in disaster policy and practice&rdquo
and &ldquo
opportunities for building robust and resilient forms of institutions&rdquo
come into local agenda. Errors, which might have been altered by long term and comprehensive modes of local planning for disasters, may lead to underachievement by local agents. To achieve such a model, we are in need to carry out qualitative and quantitative data collecting and analyzing techniques in different phases. The two analysis techniques are in-depth interviews (IDI) and drawing Concept Maps that will be conducted in the analyses process with local respondents selected by snowball technique.

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10

Sit, Kenneth Y. S. "Organizational commitment, group-leader relations and turnover intention: a study of local marketing officers in securities firms owned by foreign interests in Hong Kong." Thesis, Curtin University, 2003. http://hdl.handle.net/20.500.11937/30.

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Employee turnover is important to individuals; organizations and society. From an individual’s perspective, turnover can have both potentially positive and negative consequences not just on himself or herself, but also on his or her family members and those who remain with the organization, irrespective of whether they are close associates with the person who has decided to leave the organization. From the organizational perspective, employee turnover can be costly - time and effort on loss recruitment, training, socialization investments, disruption, etc. From the societal perspective, turnover can bring in significant consequences which include mobility and migration to new industries and organizations for economic development. This study focuses on the relationship between one of the antecedents of organizational commitment – group/leader relations and the turnover intention of local marketing officers in securities firms owned by foreign interests in Hong Kong. Various studies have shown that the antecedents of organizational commitment such as personal traits, job characteristics, group and leader relations and company attributes are related to the turnover intention of staff but not much of it has been done in Hong Kong. The primary objective of this study is to propose a parsimonious model to address the issue of employee withdrawal among a sample of marketing executives working in foreign securities firms in Hong Kong SAR. The research design is quantitative in nature, testing various hypotheses on two levels of exchange within organizations - between subordinate and organization and between subordinate and supervisor. Factors involved in the first category of exchange – subordinate/organization are referred to as organizational factors and those in the second category (subordinate/supervisor) as supervisory factors.These factors were regressed against turnover intention to establish their role in the employee withdrawal process. Organization commitment was then introduced into the model as a mediating variable and results on further regression of the organizational and supervisory factors against turnover intention were noted. Before organizational commitment was introduced as a mediating variable, all the hypotheses with the exception of leader participation were rejected. When organizational commitment was introduced as a mediating variable on the regression of turnover intention on organizational and supervisory constructs, all of the hypotheses with the exception of group cohesiveness and leader participation were rejected. While the results seemed to lend some support to the postulation on the important role played by organizational commitment and group/leader relations in the employee withdrawal process, more studies must be carried out to substantiate the findings. Directions on future study were discussed and managerial implications for both practitioners and researchers were suggested.

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11

Mapaye, Joy Chavez 1974. "Viral viewers: Examining the role of parasocial interaction on local TV news web site visitors' loyalty and commitment." Thesis, University of Oregon, 2010. http://hdl.handle.net/1794/11158.

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xiv, 203 p. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number.
The purpose of this research is to advance understanding of mediated relationships in the form of parasocial interaction (PSI) in local television news branding efforts, particularly the influence of PSI on loyalty and commitment outcomes. This research is the first of its kind to attempt a test of both the TV PSI construct and Web PSI construct and their applicability to local news in the digital age. As part of this examination, the study introduces the concept of viral viewers. Motivated in part by affect, these viewers are willing to promote the station and its content across media platforms. Viewing and visiting characteristics leading to TV station and Web site loyalty and commitment are also identified. This study uses an online survey to explore three research questions and four hypotheses. The population of interest is visitors to local television news Web sites. Television stations in the Pacific Northwest were solicited to take part in the study. Six participating stations posted the survey on their Web sites. Data were collected from 277 respondents. Regression models showed Web PSI, station usefulness/quality, and TV PSI are all statistically significant predictors of loyalty and commitment. Web PSI has the largest beta coefficient when compared to the contribution of other variables. Hierarchical multiple regression also found that station usefulness/quality, site usefulness/quality, TV PSI, and Web PSI partially mediated the relationship between viewing and visiting characteristics and loyalty and commitment. The study concludes that local TV stations must be mindful of producing good content with viral potential in order to acquire help from viral viewers. Furthermore, news personalities remain important to overall brand strategy. This research fills three significant gaps in the literature surrounding local TV news research. First, it brings research on parasocial interaction into the digital age, advancing the application of the TV and Web parasocial constructs. Second, this study reconceptualizes notions of audience and promotion by introducing the concept of viral viewers. Third, it brings together scholarship regarding branding and local TV news, providing a systematic analysis of branding's role in local TV stations' multi-platform news strategy. Indexing (document details)
Committee in charge: Kim Sheehan, Chairperson, Journalism and Communication Scott Maier, Member, Journalism and Communication; Biswarup Sen, Member, Journalism and Communication; David Boush, Outside Member, Marketing

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12

Teixeira, Marina Codo Andrade. "O compromisso formativo dos cursos de Administração com a realidade local." Pontifícia Universidade Católica de São Paulo, 2015. https://tede2.pucsp.br/handle/handle/9871.

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Made available in DSpace on 2016-04-27T14:31:40Z (GMT). No. of bitstreams: 1 Marina Codo Andrade Teixeira.pdf: 1939118 bytes, checksum: 40391667b723c319c756a2a4bf5c6886 (MD5) Previous issue date: 2015-12-10
This study aims to analyze the articulation between theory and practice as a constitutive part of the training commitment of the business courses in order to observe the social contribution to the local reality that they are inserted. For that, it was necessary to review the literature including the history of the business courses, the curriculum design in the higher education as well as the curriculum in the Business course in line with social responsibility. After that, a multiple case study of qualitative character was developed including three business courses from different cities in order to analyze the regional integration in the curriculum by analysing normative documents, interviews with coordinators, professors and students. The results show that the social function of the Business courses have been designed to ensure the students entrance. There is no effective concern for regional integration, as well as the course can be conducted to have a formative commitment in line with regional needs. A possible solution to reverse the scrapping of higher Education is to create more accurate tools to evaluate courses that determine working hours, career plan, extra classroom projects and egress monitoring always aiming quality rather than profitability
O presente estudo visa analisar a articulação teoria e prática como parte constitutiva do compromisso formativo dos cursos de administração, no sentido de verificar a contribuição social na realidade local que estão inseridos. Para isso, foi necessário fazer uma revisão de literatura abordando o histórico dos cursos de Administração, a concepção de currículo no ensino superior e o currículo do curso de Administração alinhado à responsabilidade social. Após a revisão de literatura, foi feito um estudo de caso múltiplo de caráter qualitativo com três cursos de Administração em cidades distintas para analisar a inserção regional no currículo por meio da análise dos documentos normativos, entrevistas com coordenadores, professores e alunos. Os resultados apontam que a função social dos cursos de Administração é concebida apenas para garantir a entrada de alunos. Não há uma preocupação efetiva com a inserção regional e em como o curso pode ser conduzido para ter um compromisso formativo alinhado com as necessidades regionais. A possível saída para reverter o sucateamento do Ensino Superior é criar ferramentas mais rigorosas de avaliação dos cursos que determinem jornadas de trabalho, plano de carreira, projetos extra sala e acompanhamento de egresso visando sempre a qualidade e não a rentabilidade

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13

Webb, James Calvin. "The mission of the church a plan for equipping a local church to understand and become more involved in its mission through small group studies and biblical messages /." Theological Research Exchange Network (TREN), 1987. http://www.tren.com.

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14

Sit, Kenneth Y. S. "Organizational commitment, group-leader relations and turnover intention : a study of local marketing officers in securities firms owned by foreign interests in Hong Kong /." Curtin University of Technology, Curtin Business School, 2003. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=15585.

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Employee turnover is important to individuals; organizations and society. From an individual’s perspective, turnover can have both potentially positive and negative consequences not just on himself or herself, but also on his or her family members and those who remain with the organization, irrespective of whether they are close associates with the person who has decided to leave the organization. From the organizational perspective, employee turnover can be costly - time and effort on loss recruitment, training, socialization investments, disruption, etc. From the societal perspective, turnover can bring in significant consequences which include mobility and migration to new industries and organizations for economic development. This study focuses on the relationship between one of the antecedents of organizational commitment – group/leader relations and the turnover intention of local marketing officers in securities firms owned by foreign interests in Hong Kong. Various studies have shown that the antecedents of organizational commitment such as personal traits, job characteristics, group and leader relations and company attributes are related to the turnover intention of staff but not much of it has been done in Hong Kong. The primary objective of this study is to propose a parsimonious model to address the issue of employee withdrawal among a sample of marketing executives working in foreign securities firms in Hong Kong SAR. The research design is quantitative in nature, testing various hypotheses on two levels of exchange within organizations - between subordinate and organization and between subordinate and supervisor. Factors involved in the first category of exchange – subordinate/organization are referred to as organizational factors and those in the second category (subordinate/supervisor) as supervisory factors.
These factors were regressed against turnover intention to establish their role in the employee withdrawal process. Organization commitment was then introduced into the model as a mediating variable and results on further regression of the organizational and supervisory factors against turnover intention were noted. Before organizational commitment was introduced as a mediating variable, all the hypotheses with the exception of leader participation were rejected. When organizational commitment was introduced as a mediating variable on the regression of turnover intention on organizational and supervisory constructs, all of the hypotheses with the exception of group cohesiveness and leader participation were rejected. While the results seemed to lend some support to the postulation on the important role played by organizational commitment and group/leader relations in the employee withdrawal process, more studies must be carried out to substantiate the findings. Directions on future study were discussed and managerial implications for both practitioners and researchers were suggested.

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15

Bak, HyeonUk. "Feedback and Innovative Work Behavior among Local Government Employees in Korea: The Roles of Trust in Supervisor, Affective Commitment, and Risk-Taking Climate." VCU Scholars Compass, 2019. https://scholarscompass.vcu.edu/etd/5832.

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The purpose of this study is to explore the mechanisms of how feedback from supervisor affects innovative work behavior among local government employees in Korea. Another purpose of this study is to explore the mediating roles of trust in supervisor and affective commitment, and the moderating role of risk-taking climate, using various theories, such as organizational support theory, social exchange theory, intrinsic motivation theory, and psychological climate theory. The results from a cross-sectional study based on a sample of 1,699 local government employees from 65 local governments find that feedback from supervisor has a significant direct effect on innovative work behavior. Trust in supervisor and affective commitment significantly mediate the relationship between feedback from supervisor and innovative work behavior. Feedback from supervisor has an indirect effect on innovative work behavior through its influence on trust in supervisor and affective commitment in serial. Risk-taking climate significantly moderates the relationship between affective commitment and innovative work behavior. Lastly, the results of moderated mediation model find that the conditional effects are significant at high levels of the moderator (at one standard deviation above the mean) and at the mean, while the conditional effect was not significant at low levels of moderator (at one standard deviation below the mean) for both two indirect effect paths (feedback from supervisor --> affective commitment --> innovative work behavior, and feedback from supervisor --> trust in supervisor --> affective commitment --> innovative work behavior).

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16

Regin, Emma, and Anton Snöberg. "Good Morning Vietnam! : A case study concerning Swedish SMEs dependency of a local network when entering the Vietnamese market." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45504.

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The purpose of this thesis is to gain a deeper insight of in which ways Swedish SMEs are dependent on their network when entering into Vietnam. In the introductory chapter there is a description of why it is interesting with the phenomenon globalization and of why Vietnam is an interesting market. This is followed by a discussion of the importance of network. The research question that evolved from this is: In what ways are Swedish SMEs dependent on their business network relationships when entering Vietnam? In the literature review the revised Uppsala model helps to gain a great knowledge of the importance of network when internationalizing. Furthermore, the core concept network is discussed from different angles. From this discussion we identified the following core concepts: embeddedness, complexity of relationships, network position, structure and bonds and trust and commitment, which the conceptual framework is based on. In the methodology chapter the approach, method and design that are used in this thesis are explained, together with the operationalization and an introduction of the respondents and the companies that they represent. In the empirical findings, the information gathered from different interviews is presented. The chapter about the empirical findings is structured based on the concept from the literature review, but also from the respondents, in order for the reader to easy be able to follow. This is followed by the analysis in which the respondents’ answers are compared to each other and then towards the conceptual framework. Lastly, the conclusion with the answer of the research question, implications and recommendations and suggestions for future research is stated. The main conclusions from this study are: • Swedish SMEs are dependent on their network when entering Vietnam. • Swedish SMEs are dependent on being locally anchored since it facilitates the interaction with the market. • Swedish SMEs are dependent on their network concerning travelling, communicating and interacting. • Swedish SMEs are dependent on their local personnel when conducting business in Vietnam. • Swedish SMEs are not dependent concerning obtaining institutional and political relationships when entering Vietnam.

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17

Chiron, Pierre-Yves. "La jeunesse s’engage avec passion : participation et décision dans un Conseil de Jeunes, entre prises et maitrises." Thesis, Paris 10, 2016. http://www.theses.fr/2016PA100047/document.

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Environ 3500 conseils d’enfants et de jeunes interviennent aujourd’hui auprès des collectivitéslocales en France. Initiée dans les années 60 et 70, cette forme d’implication et d’engagement s’estconsidérablement développée au point de devenir un vecteur important de la participation des jeunes, unvecteur de transmission et d’éducation aux valeurs de l’engagement, de l’action publique locale et de lacitoyenneté.Peu d’investigations, pourtant, sont allées ausculter, de l’intérieur, dans les assemblées plénières, dans lesgroupes de travail, la manière dont se déroulent ces échanges. C’est ce que cette recherche s’est proposé deréaliser.Le travail présenté ici repose sur une observation d’environ neuf mois d’un conseil de jeunes et plusspécifiquement d’un groupe de travail de ce conseil. Ce sont les modalités de décision, au sein du groupeValorisation, qui ont servies de base à une analyse qualitative. Comment se prennent les décisions entre lesjeunes et les animateurs du dispositif ? Quelle part les jeunes ont-ils dans ces prises de décision ? Si les jeunesimpliqués (étudiant d’environ 22 ou 23 ans pour la plupart) sont bien inscrits dans un rôle de décision par lacollectivité qui les accueille, la recherche montre une réalité beaucoup plus nuancée. Sur la durée, laparticipation se révèle évolutive et inégale. Dans le quotidien, les jeux d’acteurs, l’humour, le poids del’institution…, se révèlent des déterminants importants des prises de décision.Au final de cette navigation dans un univers de projet collectif, malgré une bonne foi affichée, la collectivitésemble pouvoir atteindre le pont d’arrivé qu’elle s’était fixé. Elle propose ainsi aux jeunes impliqués un espacede participation relativement restreint, dans lequel la revendication d’autonomie ne tarde pas à poindre
Approximately 3500 councils of children and youth councils take actions with local authorities inFrance today. Introduced in the 60s and 70s, this form of implication and commitment has considerablydeveloped. It became an important vehicle for the participation of the young people, a vehicle for transmissionand education in the values of the commitment, the local public service and the citizenship.Few investigations, nevertheless, went to examine, from the inside, in plenary meetings and in working groups,the way these exchanges are taking place. It is what is studied in this research.The work presented here is based on an observation, about nine months of a youth council and morespecifically a workgroup of this council. The modalities of decision, in the group Valuation, were used as a baseto a qualitative analysis. How are decisions, between the young people and the facilitators of the device, taken? What part do they have in this decision-making ? If the involved young people (students about 22 or 23 yearsold for the most part) are well registered in a role of decision by the community that hosted them, the researchshows a far more nuanced reality. The participation is evolutionary and uneven on duration. In everyday life,actors' sets, humour, weight of the institution, are shown to be important determinants of decision-making.In the end of this browsing in a universe of collective project, despite a displayed good faith, the communityseems to achieve the arrival bridge it had set. It is thus proposed to the involved young people, a relativelyrestricted space for participation, in which the demand for autonomy is not long in appearing

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18

Suengkamolpisut, Wallapa. "Examining the gap between employees’ expectations and their experience of HR practices in luxury five-star hotels in Thailand. A cross-sector comparison of local hotels, national and international chains hotels." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/17207.

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Tourism and hospitality play a crucial role in the growth of the Thai economy and hoteliers need to consider how to retain their talented employees. The major output of tourism and hospitality is service and this is most critically driven by the human capital of the organisation and supported by human resource practices. This study examined workforce expectations and experiences of work relationships, job security, WLB, pay and remuneration, PM systems, career promotion, training and development and challenging job roles in luxury five-star hotels in Thailand. It employs a multi-method research design using a pragmatic lens, mixed methods and sequential explanatory design through a survey of 578 respondents, followed by 62 semi-structured interviews, the study shows that national chain hotels are more willing and better able to adapt their HR practices initiatives to local conditions when compared to local and international chain hotels. Thai hotel employees emphasise harmonious social relations and a physical closeness to be taken care of by their supervisors and management team like family members. They are increasingly aware of the need for bundles of HR practices and managers therefore need to understand their workforce and the need to incorporate more flexibility in their working practices as part of a brandconsistent system. Finally, managers need to consider the relational psychological contract of the workforce and understand workforce commitment and how this relates to the broader strategy of the organisation.

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19

Andersson, Camilla. "Hastily Formed Networks och lokal egenmakt : En fallstudie utifrån implementeringen av en proaktiv katastrofledning i Indonesien." Thesis, Umeå universitet, Institutionen för kultur- och medievetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-146312.

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The overall aim of this thesis is to, through a case study of a local disaster organization, study the prerequisites for building functional Hastily Formed Networks in disasters and also how HFN:s can be linked to a proactive disaster organization.The study looks upon HFN:s from the organizational, cognitive aspects of communication – not the network/information technology – and focus on the issue of local empowerment. To set the theoretical framework the thesis makes use of Peter Senge's model on learning organization, Karl Weicks organizational and communication theory of microlevels in systems, commitment and enactment. The method is a case study with interviews and field observation of a proactive disaster organization in Indonesia, in the Sultanate of Yogyakarta on Java. The results shows that Yogyakarta is actively working with a model to take advantage of the experience from earlier catastrophes, spread the learnings to other, integrate community in the learning and trying to build local empowerment including a bottom-up approach. In the interviews topics raised as important to create a good collaboration in a HFN are: 1) Provide local leaders with professional support and coordination based on a common vision. 2) Establishing local empowerment and common visions. 3) Development of the organization and individuals. 4) The need for formal and informal structures and communication. 5) Need for local mandate for coordination and increased competence in local management. The themes all deal with challenges for HFN:s, presented in earlier research, and link strongly to Senge’s theoretical model for learning organization, trying to build trust and also micro committment for uncertain periods. This contributes to the capacity to be prepared for the unprepared.

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20

Dyer, Larry. "A pro-active strategy for the initial assimilation of newcomers into the local church through tracking, intentional hospitality, and newcomer involvement." Theological Research Exchange Network (TREN), 1994. http://www.tren.com.

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21

Petit, Guillaume. "Pouvoir et vouloir participer en démocratie : sociologie de l'engagement participatif : la production et la réception des offres institutionnelles de participation à l’échelle municipale." Thesis, Paris 1, 2017. http://www.theses.fr/2017PA01D094/document.

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Les élus locaux veulent associer les citoyens, qui veulent pouvoir être entendus et peser dans les décisions. Ces propositions résument les enjeux d'une démocratie participative, à la fois comme idéal de gouvernement et comme norme de l'action publique locale. La thèse revient sur la mise à l'épreuve de l'impératif délibératif à l'échelle municipale, depuis les années 1990. L'enquête repose sur l'analyse des conditions sociales de la production et de la réception d'offres institutionnelles de participation, dans trois communes de 20 000 habitants. Au travers d'une approche inductive et pluri-méthodologique, nous proposons une sociologie de l'engagement participatif, entre études sur la socialisation politique et sur l'action publique locale. L'attention portée aux contextes, aux acteurs et aux formats de l'offre de participation, permet d'en constater l'institutionnalisation inaboutie et les appropriations socialement situées. Nous argumentons en faveur d'une compréhension dispositionnelle et situationnelle des parcours de participation et de non-participation, pour élaborer une théorie ancrée de l'engagement participatif, entre pouvoir et vouloir. Dans ce cadre, la possibilité intermittente d'une participation réalisée ne se comprend qu'au regard d'un engagement distancié, critiqué, empêché ou évité. En toute fin, si elle est une voie d'intéressement à un intérêt local commun, l'offre de participation voit sa portée sociale et politique fondamentalement limitée par l’encastrement de la participation dans la représentation
This thesis studies political participation at local level and its implications for citizen engagement in public policy. Local elected representatives want to engage citizens in governance, citizens want to be heard and to influence policy making. Thus participatory democracy and deliberative imperative are considered as an ideal for government and a best practice in public action. This thesis focuses on "offers of participation" - opportunities for participation created by authorities for citizen - in French municipalities since 1990. I argue that these "offers" swing between thwart institutionalising and continuous experimenting. Empirical data are derived from the study of policies for implementing participatory democracy in three cities of 20 000 inhabitants. I discuss the social-historical anchorage of these political-administrative constructions, the effects of their various design and the social conditions of their differentiate appropriations by citizens. I suggest a grounded theory of citizen engagement based on an inductive and multi-method approach. The analytical framework is based on the concepts of social dispositions and situations, in order to determine social conditions of patterns of participation and non-participation, as both faces of a similar phenomenon. The opportunity for an effective intermittent participation can only be understood in relation with a distanced, impeached, prevented or avoided participation. "Offers of participation" are a way to mobilise citizens on a common local interest. Though, their impact is narrowed by the fact that participation is imbedded in the system of political representation

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Beguinet, Sophie. "La contribution des relations collectivité territoriale - associations à la gestion locale de la précarité : nature et modes de contrôle. : l'action sociale des collectivités territoriales." Thesis, Pau, 2014. http://www.theses.fr/2014PAUU2006.

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Cette recherche doctorale s’intéresse à la gestion de la précarité par les collectivités territoriales, au travers des relations nouées avec le tissu associatif local. L’exploration théorique de ces liens conduit tout d’abord à relever la triple contribution de ces relations inter-organisationnelles à la gestion locale de la précarité (une aide aux précaires plus complète, un meilleur repérage de la précarité, un meilleur savoir et savoir-faire en matière de publics précaires). Elle conduit ensuite à relever l’importance des interactions entre la nature de la relation collectivité territoriale – associations (au travers des comportements d’engagement et de confiance qui la définissent) et les modes de contrôle inter-organisationnel mobilisés dans ces relations. L’influence de ces interactions sur la force de la contribution des relations observées à la lutte contre la précarité est alors révélée. La recherche empirique conduit à s’intéresser plus particulièrement aux relations nouées entre une mairie française et les associations qu’elle subventionne afin de pallier la précarité sur son territoire. Une démarche qualitative reposant sur l’analyse de contenu d’entretiens semi-directifs permet de dépeindre largement leurs liens. Une classification hiérarchique des relations étudiées permet d'aboutir à une typologie en trois familles des relations mairie-associations dans la gestion locale de la précarité
This dissertation focuses on relationships between local authorities and local associations as a means of dealing with precariousness. The theoretical exploration of these partnerships leads us firstly to point out the triple contribution of those inter-organizational relationships to the local management of precariousness (in the form of more complete support for precarious people, better identification of precariousness, and better knowledge and expertise concerning the precarious public). It then brings us to highlight the importance of interactions between the nature of the relationship of local authorities with local associations (through commitment-trust behaviors) and the inter-organizational forms of control used in those relationships. Those interactions’ influence on the contribution’s strength of the observed relationships to the local management of precariousness is then revealed. The empirical research concentrates on the relationships between a French municipality and its associations to overcome precariousness on their territory. A qualitative approach based on a content analysis of semi-directive interviews helps paint an accurate picture of their links. A hierarchical classification of the studied relationships allows to end in a typology in three families of French municipality-associations relationships in the local management of precariousness

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Mzileni, Nompumezo. "A critical evaluation of the management and implementation of performance management and development system: a case study in the Department of Local Government and Traditional Affairs; Bhisho, Eastern Cape." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007109.

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Performance management systems help align individual goals and objectives with those of the organisation. The system engages employees and thereby directs them toward achieving the strategic goals of the organisation. The purpose of this research study was to conduct a critical evaluation on the management and implementation of Performance management and development System in the Department of Local Government and Traditional Affairs. Despite the importance of performance management, most organisations find it difficult to implement, manage and sustain performance management systems and processes effectively. It is therefore crucial to ensure adequate planning, evaluation and training is done that will support a sustainable process. Given the strategic role played by the SMS, especially the management of Performance Agreements in the realization of government programmes, it is important that departmental officials make efforts to ensure compliance with its provisions. This study has shown that officials have not been accurate enough in their implementation of the PMDS. The study reveals that there is no staff development programme in place that would help develop staff members to grow in the different fields of their jobs. This is a sound reason why staff responded that they are not happy with the current system. It would appear that management does not devote a great deal of time to staff development. The focus of the PMDS needs to be changed from an output-focused system to a management development system, where there is an increased focus on the development of competencies, compared to the current focus on rewarding only output.

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Chorba, Ahmad. "L’influence réelle du contexte local d'une unité affiliée sur la politique environnementale globale dans un groupe hôtelier multinational aussi diversifié qu’Accor." Thesis, Pau, 2019. http://www.theses.fr/2019PAUU2069.

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A partir de l’étude approfondie du cas du groupe Accor, l’objet de ce travail de recherche est de comprendre quels facteurs peuvent influencer la prise en compte, par les hôtels affilés à un groupe multinational, de la politique environnementale globale définie par leur maison-mère.La maison-mère déploie une politique environnementale identique dans le monde entier, mais les hôtels affiliés ne répondent pas tous de la même façon à ses directives ; les comportements environnementaux diffèrent non seulement entre les différents pays où ces établissements se situent, mais également dans le même pays. Les particularités du contexte local dans lequel s’implantent les hôtels affiliés peuvent partiellement expliquer cette hétérogénéité. En outre, parallèlement aux facteurs institutionnels – qu'ils soient corporatifs ou issus du contexte local–, les caractéristiques spécifiques à chaque hôtel sont également susceptibles d’influencer son comportement environnemental
On the basis of an in-depth analysis of the Accor group c ase, the purpose of this research is to study with focus the factors influencing the application of the global environmental policies defined by a parent company among affiliated hotels in multinational groups. Even though the parent company deploys an identical environmental policy around the world, results show that not all affiliated hotels respond in the same way to the parent company directives. Furthermore, we have been able to observe differences in environmental behaviour not only between hotels located in different countries but also in the hotels of the same country. Such an heterogeneity can be attributed partially to particularities of the local context in which the affiliated hotels are located. In addition, to previous institutional factors - whether it was from a corporate or local based - the specific characteristics of each hotel are also likely to influence its environmental behavior
تمهيـــــد: بناءً على دراسة متعمقة لحالة مجموعة أكور، الغـرض من هـذا البحــــث هو فهـــم العـــوامـل التي يمكـــن أن تؤثر علـى تطبيـق الفنادق التابعـة لمجموعـة متعددة الجنسـيات للسياســـة البيئية العامة المحددة من قبل ادارتهم المركزيةالادارة المركزية للمجموعات الفندقية توجه ســــــياســــــــة بيئية موحدة لجميع فنادقها في جميع أنحاء العالـم، لكن الفنادق التابعــــة لا تســــــتجيب جميعــها بنفـــــس الطريقـة لتوجيهات المركز ؛ لا يختلف الســـلوك البيئي للفنادق التابعــــة فقط بســـــــبب اختلاف البلدان التي تتـواجد فيها هذه الفنادق، وانما يخـتلف ايضا بين فنــادق متــواجدة في نفــــس البلد. يمكن لخصائص الســـياق المحلي للبيئة الذي توجد فيها الفنادق أن تفـســــر جزئيًا عدم التجانــــــس فيما بينها. علاوةً على ذلك، إلى جانب العوامل المؤســســـاتية – ســــواء كانت توجيهية من المركز أو ســـياقيـة من البيئـة المحليــة - من المرجح أن خصـائـص كل فندق تؤثر ايضاَ على ســــــلوكه البيئي

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Levitt, Gordon. "Changing Climate, Changing Commitments: Municipal Greenhouse Gas Reduction Strategies in Oregon." Thesis, University of Oregon, 2016. http://hdl.handle.net/1794/20488.

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This thesis examines emerging commitments by local governments in Oregon to address climate change, and situates those efforts within climate policy development at the international, national, regional, and state governmental levels. It also reviews the literature for local climate initiatives and seeks to expand upon that knowledge by surveying “Climate Policymakers” in Oregon. The survey results provide insight into the challenges and opportunities associated with local government and state-level efforts to reduce greenhouse gas emissions in Oregon. Considering current climate policies, a broad selection of scholarly analysis, and the opinions of leading climate policy experts in Oregon, this thesis recommends eight categories of strategies to enhance greenhouse gas reduction efforts in Oregon.

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Sonam, Sahu. "Spatial Planning Approach for supporting Climate Commitments at a local level : the case of Mumbai Metropolitan Region, india." Kyoto University, 2019. http://hdl.handle.net/2433/244584.

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Sachse, Victoria. "Les jardins partagés, terreau de participation citoyenne : de l'appropriation de l'espace public à la construction de commun(s) : regards croisés entre la France et l'Italie." Thesis, Strasbourg, 2020. http://www.theses.fr/2020STRAG001.

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Cette recherche explore le déploiement protéiforme du politique au sein de jardins partagés. L'étude empirique met en lumière les pratiques et les discours qui s'y développent comme une expression ordinaire du politique. Ce travail s'appuie sur deux terrains d'enquête (l'un situé à Rome et l'autre à Strasbourg), permettant de nourrir la réflexion d'une approche comparative. Un des éléments qui caractérisent ce travail est l'attention portée aux liens entre les enjeux de redéfinition de la démocratie et la nécessaire imbrication de celle-ci avec les enjeux écologiques. Nous postulons que les jardins partagés sont des laboratoires de l'exercice local et pratique de la participation et contribuent en cela à inventer de nouveaux modèles d'aménagements qui respectent des principes écologiques. La réflexion est construite en deux parties complémentaires. La première, consacrée à l'étude du politique au sein des associations de jardins partagés, analyse les formes de l'engagement qui s'y déploient. Après avoir établi les profils d'engagement et les processus de politisation des membres, l'analyse de l'environnementalisme ordinaire comme forme particulière de l'engagement au sein des jardins permet de souligner la connexion possible et nécessaire entre enjeux écologiques et participation citoyenne. La deuxième partie de la thèse analyse la place de ces initiatives dans leurs arènes locales respectives et leurs rapports aux institutions avec lesquelles elles interagissent. Nous traitons la manière dont ces initiatives prennent place sur le territoire, comme processus participatifs «spontanés», comment elles négocient avec les institutions locales leurs actions et leur présence sur ces espaces publics, mais aussi comment elles se structurent dans le temps. Après avoir mis en évidence les dynamiques à l'œuvre au sein de ces organisations et les différences entre ces deux territoires, à Rome et à Strasbourg, nous pointons les principaux éléments de l'analyse comparée pour ensuite articuler la réflexion sur les démarches participatives - plus ou moins institutionnalisées - avec la notion de commun(s). La question des communs est envisagée comme catégorie opérationnelle à partir du terrain romain, mais aussi comme notion qui permet de penser un nouvel horizon politique au-delà de l'alternative marché/État dans un cadre plus général
This research addresses the multifaceted roll-out of politics in shared urban gardens. The empirical survey highlights the customs and discourses that develop in these gardens as an ordinary expression of politics. This work focuses on two sites that were investigated (one located in Rome and the other in Strasbourg), to feed the research with a comparative approach. This work is characterized, among other issues, by the attention paid to the links between redefinition of democracy and its necessary entanglement with ecological issues. Our key assumption is that shared urban gardens are laboratories of local and practical application of participation and contribute to the invention of new models of development that respect ecological principles. The demonstration is built around two main parts. The first, dedicated to the study of politics in urban garden associations, analyses the forms of commitment that are deployed there. We first establish the profiles of commitment and the politicization processes of the members. Then, we analyze the ordinary environmentalism as a particular form of the commitment within the gardens which underlines the possible and necessary connection between ecological issues and citizen participation. The second part of the thesis points out the place of these initiatives in their respective local contexts and their relations with the institutions with which they interact. We adress how these initiatives take place on the territory, as "spontaneous" participatory processes, how they negotiate with local institutions their actions and their presence on these public spaces, but also how they are structured in time. After having highlighted the dynamics at work within these organizations and the differences between these two territories, in Rome and Strasbourg, we emphasize the main elements of comparative analysis and then articulate the reflection on participatory approaches - more or less institutionalized -with the notion of common(s). The 'commons' is considered as an operational category from the Roman field, but also as a theoretical notion that allows to think a new political horizon beyond the market / State alternative in broader context

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Ben, Hassen Fadia. "La relation « engagement-reconnaissance » : conséquences et déterminants : cas des directeurs des administrations régionales." Thesis, Aix-Marseille, 2019. http://www.theses.fr/2019AIXM0489.

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Notre recherche se propose d’étudier en profondeur la relation « engagement – reconnaissance » des directeurs de l’administration régionale tunisienne dans un contexte révolutionnaire qui, marqué par plusieurs changements, conduit l’État à miser sur ses ressources humaines locales afin de garantir un service de qualité et de répondre au mieux aux besoins des citoyens. Afin de pouvoir comprendre la relation « engagement – reconnaissance », nous nous référons à la théorie de la lutte pour la reconnaissance d’Axel Honneth (1992) ainsi qu’à la théorie du « don contre don » de Mauss. En considérant l’engagement comme un don, et la reconnaissance en tant que contre don, nous adoptons, une démarche qualitative qui nous aide à appréhender les relations entre ces deux concepts dans le cas particulier des directeurs de l’administration régionale. A l’aide d’entretiens semi-directifs et de l’observation non participante, nous avons pu recueillir les données qui ont été traitées à travers la théorisation ancrée. Nos résultats ont montré que les volets relationnel et réflexif des directeurs, l’évaluation de leur hiérarchie, leur environnement de travail, les caractéristiques de leur engagement et leur réputation constituent les déterminants de la relation « engagement-reconnaissance ». Deux conséquences de ce résultat ont été discutées : la permanence de l’engagement et la tendance au désengagement. La motivation pour le service public (MSP), la satisfaction personnelle, le sens du travail et la conscience professionnelle jouent un rôle important dans la permanence de l’engagement
Our study is all about the relation "commitment - recognition" of the directors of the Tunisian regional administration. Our study takes all its meaning in a context that is imposed by a post-revolutionary period. A context that has reshaped the relationship between the administration and its workers and that becomes more relying on its local human resources to ensure a quality service that best meets the needs of citizens. In order to understand the "engagement-recognition" relationship, we will refer to Axel Honneth's theory of the struggle for recognition (1992) and Mauss's "gift" theory, where both commitment and recognition are considered as gifts. We therefore adopt a qualitative approach that helps us to understand the relationship between the commitment and the recognition of the directors of the regional administration. Using semi-structured interviews and non-participant observation, we were able to collect the data that were processed through the anchored theorization, in order to provide elements of answers to our research questions. Our results revealed that the relational component of managers, their reflective component, the evaluation of their hierarchy, their work environment, the characteristics of their commitment (quantity, quality, intensity) and their reputation are the determinants of the "commitment-recognition " relationship. Two consequences of this relationship have been identified: the permanence of the commitment and the tendency to disengage. PSM, personal satisfaction, a sense of work and dedication play an important role in the permanence of commitment

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Kuo, Chen-Tsu, and 郭真足. "Factors that Influence the Professional Commitment of Local Agricultural Extension Agents." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/32114666927851600106.

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碩士
國立中興大學
農業推廣教育研究所
86
It is true that local agricultural extension agents play important role in the agricultural development in Taiwan. They would dedicate themselves to agricultural extension work and promote agricultural development if they have strong professional commitment. In order to understand their professional commitment and the factors that influence their professional commitment, this research focuses on exploring the situation of professional commitment, job characteristics, promotion, work experience, personal relationship, salary, pressure and job satisfaction of local agricultural extension agents and also the relationship among those factors. The population of this study is 1,505 local agriculture extension agents. Using cluster proportion and randomly sampling to obtain 400 as a sample, then accept 309 valid sample after the questionnaire mailing. Using frequency distribution, percentage, standard deviation, mean, Pearson''s correlation test, path analysis and multiple regression analysis to analyze the data. The results indicate that local agricultural extension agents are very identified with job characteristics. The mean scores in professional commitment, job satisfaction, personal relationship and salary are higher than the middle level, but the promotion score is lower than the middle level, so that they are not satisfied with the promotion. The pressure score is between little and ordinal. The average of their work experience is 11.5 years. After using multiple regression analysis the results indicate that both job satisfaction and work experience have significant influence on the professional commitment of agricultural extension agents, In the mean while job satisfaction is positively influenced by job characteristics and promotion, negatively influenced by pressure. Therefore, if we want to enhance the professional commitment of agricultural extension agents, we should improve their job satisfaction. Through identifying conclude specific mission of extension work, establish the promotion system and reducing the work pressure of agricultural extension agents.

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Hidayat, Muhammad Syamsu. "Decentralisation and local health discretion: pursuing the hazy path between local initiatives and central policies." Thesis, 2016. http://hdl.handle.net/2440/109820.

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Introduction: Decentralisation is a process of devolving roles and authorities from a central or national administration to local, subnational or regional unit for various purposes, from economics, political or pragmatic reasons. In Indonesia, decentralisation aimed to increase local responsiveness and efficiency in public services, particularly health. However, more than a decade after decentralisation implementation its impact on Indonesia’s health status remains unclear. Some health indicators, such as maternal and infant mortality rates, have shown significant improvement in recent years, but there are also signs of setback in other indicators such as contraception use and mother and child vaccination. These observations prompted questions of how decentralisation policy was interpreted and implemented at the local level, what factors influence policy implementation and what has been the role of central government in interpretation and implementation of the policy. This study explored local discretion in decision making processes, an aspect of decentralisation that has been largely been overlooked in the literature. Methods: Using a purposive sampling process, qualitative information on local interpretation and implementation of decentralisation policy was obtained from thirty local stakeholders across eight districts. These stakeholders included representatives of the local executive, legislature and technical offices. Districts were carefully selected to represent variations that may influence policy implementation, such as Java and non-Java, affluent and less affluent and urban and rural districts. Districts were also selected with consideration of interviewer accessibility and familiarity. In order to explore decentralisation in-depth interviews were performed using an open-ended questionnaire to provide direction but at the same time give local stakeholders flexibility to express their story. There were four foci of discussion: local health planning, local health financing, local health program implementation and program evaluation. Data was organised using the framework approach and later analysed using an interpretive technique. Results and Discussion: The central government intended decentralisation to increase local responsiveness and efficiency by devolving the power to plan, finance and implement public services to local governments. However, in reality the relationship was never straightforward. The process of planning, financing and implementing public services, besides being determined by local fiscal ability and technical capacity, was also influenced by a number of other factors such as local commitment, local actors’ interpretation and interest, central policy and negotiation between local and central governments. As a result, instead of incorporating responsiveness or efficiency, recognised local health programs reflect the negotiation between these potentially opposing factors. Thus, compromise was often the result of decentralisation at the local level. A particular example of this negotiation was development of the local health coverage program, or Jamkesda. This program was the result of a combination of central government inability to provide a program of universal coverage, public demand for free health services, local politicians’ response to demand and support of local resources. A free health service has always had strong appeal for both the public and local politicians. However, as local fiscal ability varies, the extent of coverage offered by each district varied widely. This distinctiveness has been used by local politicians to strengthen and support local identity, especially with the fading and sometimes irrelevant influence of traditional allegiances in some districts. These allegiances, such as ethnicity and historical solidarity were once the major force in shaping local identity, but now such influences tend to be weakening. The void has been filled among other things by local government programs. Local politicians found Jamkesda to be a more effective local identification as it has a more direct and tangible benefit for the local public than other traditional bonds. Implementation of decentralisation in Indonesia was often portrayed within the context of the dominant role of central government. Standardisation of health services, stratified government planning and national health programs, such as jamkesmas and jampersal, are prominent central government policies that have had considerable influence on local health policy. The national policy has at times collided with local interest that has required local government to find the most suitable solution that balances both central and local interests. One such example was the moratorium on government civil servant recruitment that was applied nationally. Even though the central government formally exempted health personnel from the policy, nevertheless in practice respondents from across the districts were prevented from recruiting health personnel as government civil servants during the moratorium. Some districts defied this policy by employing new health workers on time-limited contracts. Indonesian health decision making is not all top down. Reciprocally, local government can influence central government policy. An example is the decision of a particular district to open a classless hospital, thereby meeting strong central disapproval. After countless discussions a compromise was reached, not for a classless hospital, but for an all-third class hospital with a higher standard of care. These examples illustrate that the decentralisation process has been a dynamic and vibrant process. This study shows that decentralisation has been moving towards greater central government involvement in local affairs, including in the health sector. In Javanese cultural values the central government has become the personification of father (bapak) that has the responsibility to nurture, direct, and at the same time limit, local power for the sake of national objectives such as stability and public welfare. Local discretions and initiatives are supported but only within the framework of central government policies and interests. Nonetheless, room for negotiation and ‘local defiance’ has at times been tolerated. In conclusion, decentralisation in Indonesia has been a reflection of the national value of kekeluargaan that emphasise on uniformity rather than keragaman, or diversity. Therefore, decentralisation initiated as devolution of power with a clear distribution of power between central and local governments has become more akin to power-sharing where the power of central and local governments is increasingly fused and less specified.
Thesis (Ph.D.) -- University of Adelaide, School of Public Health, 2016.

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Van, Stuyvesant Meijen Jolise. "The influence of organisational culture on organisational commitment at a selected local municipality /." 2007. http://eprints.ru.ac.za/1331/.

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Huang, Yu –. Nai, and 黃玉耐. "The Research on Quality of Working Life and Organization Commitment of Local Taxation Personnel." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/08278463287832484416.

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碩士
國立彰化師範大學
財務金融技術學系
102
Abstract The purpose of this research is to understand the situation of quality of working life and organization commitment of local taxation personnel and the different backgrounds result in the difference. Questionnaire served method is employed in this research while it makes use of local taxation personnel. There are 790 copies of questionnaire sent out and 720 copies are valid. As the whole, the retrieval rate is 91.13%. Descriptive statistics analysis, t-test, One Way Analysis of Variance and Pearson product-moment correlation were utilized in analyzing the research data, research findings are as follows: 1.The situation of quality of working life ranking and organization commitment of local taxation personnel is medium. 2.Different aged, service seniority and working counties of local taxation have shown different degree of perception about quality of working life. 3.Different marital status, ages, service seniority and working counties of local taxation personnel have shown different degree of perceptions about organization commitment. 4.The local taxation personnel, under 30, between 51~60, under 3-year service working either counties in Taiwan Province or The earthen area, have the higher awareness of the environmental quality. 5.The local taxation personnel, between 51~60, married, working either counties in Taiwan Province or The earthen area, have the higher awareness of the environmental quality. 6.There is a significant positive correlation between quality of working life and organization commitment of local taxation personnel.

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Husein, Rahmawati. "Examining Local Jurisdictions' Capacity and Commitment For Hazard Mitigation Policies and Strategies along the Texas Coast." Thesis, 2012. http://hdl.handle.net/1969.1/ETD-TAMU-2012-05-10769.

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There have been studies on the role of land use planning and development regulations on hazard mitigation and the importance of including these in effective mitigation planning initiatives. However, little empirical research has examined how the local capacity and commitment affect the adoption and implementation of land use and development regulations to mitigate any type of hazards in the coastal areas. This study investigates hazard mitigation policies and practices at municipal and county level in the Texas coastal area and examines the influence of capacity and commitment for the adoption and implementation of these hazard mitigation strategies and actions. The data utilized in this survey were collected as part of a web-based survey. Responses were solicited from 267 local jurisdictions that consist of 226 cities and 41 counties. The survey was targeted to leading planner, or mayor/city manager and county judges. In total 124 responses were obtained, yielding an overall response rate of 46%. Study results show that local jurisdictions are employing a very limited a set of land use and development regulations that the literature has identified as important for hazard mitigation. There are considerable differences between municipalities and counties in the implementation of those policies. Municipalities tend to put more effort in employing building standards and development regulations, whereas counties more extensively employ information dissemination and private-public sector initiatives. In addition, statistical models are developed to assess the influence of local capacity and commitment on the adoption and implementation of hazard mitigation policies and strategies. Other factors such as jurisdiction type and location, hazard experience and exposure as well as population characteristics, are also examined in multivariate models. Results suggest that capacity and commitment of local jurisdictions have significant effects on the adoption and implementation hazard mitigation policies and strategies. Additionally, factor such as floodplain area, jurisdiction type municipality, and hazard experience have strong associated with implementation of hazard mitigation policies and strategies.

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CHIU, YA-CHI, and 邱雅琪. "A Study of the Impact of Different Generation Values on Organizational Commitment and Professional Commitment - A Case Study of Local Tax Personnel in Taipei City." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/x39t9b.

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碩士
國立臺北大學
公共行政暨政策學系碩士在職專班
105
With the rapid growth of the economy and the diversified development of culture, the work values of people in different generations will be different, and the new generation of the 1980’s joining the employment market year by year has gradually become a new force in business organizations that cannot be ignored. Therefore, this study intended to gain insight into the status and differences of local tax officers' work values as well as the extent of the impact of work values on organizational commitment and professional commitment, and whether the relationship between organizational commitment and professional commitment is influenced by people of different generations. Finally, based on the research findings, the paper puts forward relevant recommendations on how to retain professionals. The research method of questionnaire survey developed in this study was obtained through review of appropriately selected measurement scales from the relevant literature. Research subjects were local tax officers in Taipei City. A total of 235 valid questionnaires were collected, which were then analyzed using SPSS statistical software. Relevant methods of statistical analysis were adopted to conduct verification based on the purpose of the study and the attributes of the variables. The results show that the values of local tax officers' work values of different generations exerted a significant difference only in the dimension of "material remuneration", and that working values were positively related to organizational commitment and professional commitment, in which the relationship between "self-growth and realization", "altruism" and "respectability" in work values showed a higher relevance between "overall organizational commitment" and "overall professional commitment" which tended to be affected by different generations. Therefore, it is recommended that managers create a work environment that can meet the values of "self-growth and realization", "altruism" and "respectability" in order to encourage good interaction between different generations and that they cooperate with the internal organization culture to develop a strategy to retain talent so that professional experience may be passed down.

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HSIEH, YU-CHI, and 謝郁琪. "The Attributes of Customer Loyalty for National Bank and Local Bank: From Commitment, Trust, and Satisfaction." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/hbf57c.

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碩士
中國文化大學
國際企業管理學系碩士在職專班
102
Banking in the face of changes in economic environment how to attract consumers’ attention in the case of limited resources and provide satisfactory service quality, how to get the valid scientific data and analysis on the industry. Therefore, the purpose of this study is to understand and explore, do distinguish between consumer loyalty and relationship behavior relationship attitudinal loyalty to distinguish different types of consumers, according to personal preferences awareness level differences as we examine the different loyalty degree types of consumers in the integrity, in order to improve customer for loyalty behavior. According to the statistical findings, Relationship of acts of loyalty and relationship attitude loyalty construct four groups with differences in types of consumers, were named as “absolute loyalty” and “a high degree of loyalty”, “a low degree of loyalty”, “indifference loyalty”. Therefore, it is recommended that banking should be established for different consumers of the relationship, to obtain the trust of consumers, and ultimately consumers become loyal customers.

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Liang, Min-Hsiu, and 梁敏秀. "The correlation between Job Satisfaction, Organizational Commitment and Resignation Tendency of Local Tax Collectors －A Case of research on the Local Tax Bureau, Taoyuan County." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/dd38zm.

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碩士
銘傳大學
公共事務學系碩士在職專班
97
In modern times the revenue of a country comes mainly from the collection of taxes, and our country is no exception. According to the Laws and Regulations of Revenue, the tax system today in our country can be divided into the national taxes and the local taxes. The National taxes include income tax, inheritance tax, estate and gift tax, commodity tax, stocks exchange tax, futures exchange tax, tobacco and alcohol tax, business tax, customs duty, mine tax and so on. Of all the National taxes, Customs duty is collected by the Customs, and other taxes are collected by the national taxation agencies of the Ministry of Finance. The local taxes include land tax, land increment duty, house tax, deed tax, fees of permits, stamp tax and entertainment tax and so on, all of which are collected by the local taxation bureaus. All the above-mentioned taxes approximately composes two- thirds of the national financial revenue. In order to reach annual revenue target, the local tax collectors has been under very great pressure from the questionings of taxpayers and monitoring of the local councilors. Under such circumstances, will the efficiency of tax levy be affected? Does the sense of job satisfaction and commitment to the organization have any direct correlation with job stress? All these are worth studying. This study focuses on the local tax collectors, who are confronting the taxpayers directly and facing a difficult situation, such as the laws and regulations on tax collection are innumerable, the taxpayers tend to seek local councilors’ interventions whenever they have any doubts on taxes. Under the pressure from their superiors, taxpayers and local councilors, the local tax collectors needs to have a delicate way of communication and coordination in many fronts, which always makes the tax collectors worn out and leads to the feeling of uncertainty about the working environment. In order to help them stick to their position at ease, this thesis will undertake a thorough discussion on the correlation between the sense of job satisfaction, commitment to the organization and the tendency of resignation. This thesis deals furthermore with the issues of how to turn the job pressure of the tax collectors into a driving force to serve the people, and to advocate the concept that paying tax is an obligation, the legitimate tax saving is a right, the active tax reimbursement is a responsibility in the hope of providing the omni-directional services, and whereupon reducing public resentment and establishing the idea of an omni-directional service. In this way, the tax payers may have the chance to enjoy professional, considerate and high quality services, and then the stereotyped impression towards the tax collectors may be changed. Consequently the prospect of a harmonious relationship between the tax collectors and the taxpayers is sure to be fulfilled. Facing an increasing demand and expectation of the people, the tax collectors should change their working attitude by sticking to the principles of “ extricating from tradition and thinking reversely ”, simplifying the working process, strengthening the professional training through the “time-saving and energy-saving guidelines and striving for perfection” with a view to becoming the best tax collectors in the best taxation agencies which have the great environment of tax collection appreciated by both the government and the people. In addition, to elevate the staff’s job satisfaction, to ensure their commitment to the organization, to reduce the rate of turnover, to lessen the negative impact on the organization and to establish a sound job protection system are all the relevant issues discussed in the thesis.

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游騰馨. "The organizational commitment influence research of Taiwan businessman selecting local cadres in China on human resource management." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/62471744829088956635.

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碩士
大葉大學
國際企業管理研究所
89
Abstract It is the tendency of Taiwan’s enterprises entering China. Especially of labor lack, wages higher, raw material’s price upper, conflict happened due to labor’s consciousness raising, environment protection more and more serious, land obtaining difficulty, society safe failure, the government’s economic policies unsuitable to investors, political situation not clearing in domestic, and global market competition more and more violent et al., For the reason of keeping operation forever, In order to search for development, all enterprises enter China step by step. Although there is full of superior conditions, but for the Taiwan’s enterprises selecting cadres in China. There still have some problems about human resource management, include cadres’ personal concept of value and background of growth. All of these may affect the cadres’ faithful to the mother company in Taiwan. Even cut down the performance and competitive vantage of enterprise. So how to use the human resource management activity improving cadres’ organizational commitment is the code in this study. Keyword：Human Resource Management、The local cadre of China、Organizational Commitment

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Wei, Ming-Hua, and 魏明華. "A Study on Job Satisfaction and Organizational Commitment: Comparison of Local Banks and Foreign Banks in Taiwan." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/56416215826759311143.

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碩士
國立東華大學
高階經營管理碩士在職專班
98
Owing to tremendous and sometime turbulent changes in the global financial environment during the recent years, the purpose of the thesis is to explore how financial bank employees responding to questions of overall job satisfaction and organizational commitment as well as comparing the result difference between the local and foreign banks as they relate to job satisfaction and organizational commitment. The banks in Taipei area selected for the questionnaire surveys and the results led to the as following results: The job satisfaction and organizational commitment of foreign bank employees were both higher than those of local bank employees. Local bank employees rate higher scores in different categories from their counterparts and the result clearly signified the fundamental difference between local and foreign banks on management systems. In the organizational commitment section, the study discovered similar views between local and foreign bank employees in organization identification and organizational involvement. Based on those results, the conclusion of the study would directly suggest that banks should recruit and select personnel identifying and representing well of individual bank’s culture and core value, while it is necessary for banks to set up an equitable salary and promotion systems, where as the final conclusion would be for banks to promote and enhance the quality training and professional development opportunities for their future emplyees. The objective of these efforts will ensure and promote job satisfaction and organizational commitment of the all bank employees, in order to improve overall productivity and competitiveness.

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Li, Wei-De, and 李偉德. "The Effect of Job Characteristics on Organizational Commitment to the Company between the Local and Multinational Securicor Corporations." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/03116920883787277032.

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碩士
大葉大學
國際企業管理學系碩士在職專班
97
The Effect of Job Characteristics on Organizational Commitment to the Company between the Local and Multinational Securicor Corporations Student： Wei-De Li Advisor： Prof . Chang-Hua Yen Da-Yeh University ABSTRAC The main objective of this research is to probe into the employee’s working attitudes towards their commitments to their employers between the local and MNC (Multi-national Company) of the Securicor Sector. The research shall base on the following five interfaces： Variety of Work. Integrality of Work.Importance of WorkIndependence of Work.Feedback of Work.And the three Commitments to the Job:The value of the Commitment.The endeavor of the Commitment.Continuity of the Commitment.All these are to study the employee’s self-recognition. The method of investigation adopts various questionnaires in this research, focusing five local Securicor companies and two MNC in Taichung area, all together 416 and 118 questionnaire are collected respectively from the companies. Analysis adopts the correlated and feedback that assumption and verification of each and individual Q & A, basing on the SPSS software, and subsequently, the finding： The attitudes of the employee is positive in correlation to the commitment of the organization, reach the competency. Beside, local Securicor shows strength in Importance of Work, Independence in Work and Feedback of Work but weak in Integrality of Work and Variety of Work. Vice versus, MNC is strong in Integrality of Work and Variety of Work but weak in Importance of Work, Independence in Work and Feedback of Work. This research shows, the working attitude of the employee of the local company is relatively better than that of MNC, owever, the employee is still lack of commitment. Conclusion: Four suggestions for management: 1. Formulating style to challenge Work. 2. Make best use of the performance characteristics of the performance characteristics to optimize self-commitment. 3. Develop teamwork. 4. Rationalized wages structure and welfare system. Key Words: job characteristics, organizational commitment, private security industry

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Chen, Jeng-Sheng, and 陳正昇. "The Relation of Leadership style, Job Saatisfaction, Organizational Commitment and Job Performance: Using Taiwan's Local Government as an Example." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/00680567270471215539.

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碩士
國立彰化師範大學
工業教育與技術學系
94
The purpose of this study is to investigate job satisfac-tion of personnel officers. And their causing factors of which leads to achieve this job satisfaction are analyzed as well. Those factors include the influence of different leadership styles, the influence of job satisfaction on those officers, the organizational commitment, and on their job performance. After that, researchers provide con-structional models of the cause and the effect on job sat-isfaction. Furthermore, in accordance with the results of this research, in the latter part of this research, the re-searchers provide suggestions for the related organizations and/or for future researchers. The researcher utilized random sampling in selecting subjects. There are total of 451 subjects in this research. The subjects are mainly the personnel officers of Taipei County government, Taichung City government and Nantou County government. The research method adapts survey through the use of questionnaire. The other research method is interview. The interviewed are held for those administrative personnel officers. The validity and reli-ability of data of this research are analyzed and achieve the level of scientific significance. Those data include leadership styles, job satisfaction, organizational com-mitment, and the Inventory of job performance. After sta-tistical analyses of those data, the results of this research are stated as follows: 1. There are two types of leaderships in our local County/City government. Those two leadership styles are transitional leadership and transactional leadership. 2. Job performance can better predict the level of job performance of workers than those of leadership styles and organizational commitment. 3. If the leaders of local county/city government adapts transitional leadership, the job performance of staff/workers’ will be elicited more than those of being led by the transactional leadership. 4. Only transactional leadership elicits their workers’ job satisfaction including internal and external job satis-faction. 5. The five hypotheses of this research are all sup-ported by the data gained for this research. Those five cause-effect relations are: leaderships to job satisfaction, leadership to job performance, the job satisfaction of or-ganizational commitment and organizational commitment to job performance.

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Chang, Su-Mei, and 張順美. "Foreign Companies into the Activities of Local Enterprise Sponsors for the Influences of Organizational Commitment, Team Cohesion, and Turnover Intention." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/53519177145408884402.

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碩士
大葉大學
管理學院碩士在職專班
98
The purpose of this study is to explore the organizational commitment, team cohesion and turnover intention, again to enterprise sponsors for the adjustment variable, exploring the relationship between those four variable. In this study, formal staff of foreign companies in Taiwan as the research object. For the random sampling survey method,750 questionnaires were sent. Effective recovery of 651 copies, recovery was 86.6%. This study is based on SPSS 12.0 and AMOS 7.0 statistical software for statistical analysis tools. Made the following sample data for the analysis methods: descriptive analysis, reliability analysis, confirmatory factor analysis, Pearson correlation analysis, regression analysis and multi-level interference. The results were as follows: 1. Organizational commitment to a positive significant impact on team cohesion. 2. Team cohesion negatively influenced by turnover intention. 3. Through the intermediary effect of team cohesion, organizational commitment have significant negative effects on turnover intention. 4. Of the strength of enterprise sponsorship, team cohesion have a regulating effect on turnover intention.

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Liu, Chun-Tzu, and 劉鈞慈. "The Relationship of Procedural Justice,Organizational Commitment, Trust, andOrganizational Citizenship Behavior---An Empirical Study of Local Property-Insurance Companies in Taiwai." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/46132745494827202828.

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碩士
銘傳大學
管理科學研究所
88
The companies’ performances depend on how much the employee’ inputs in the property-insurance industry. The most important resource of the companies’ competitive advantages depend on if employee perform the organizational citizenship behavior. Inspiring the employee to perform organizational citizenship behavior becomes the managers’ most job, because the employee who are influenced by the cognitive and job attitudes. After reviewing the reverent research, the essay proposes the procedural justice explaining the property-insurance employee’s cognition. Building the theoretical model about the organizational commitment, trust, and organizational citizenship behavior. And it also used questionnaires collecting from the 648 business offices in Taiwan and got 195 replies to test the research constructs. .The data was analyzed by LISREL mode and the results showed as below: there are positive relationships among procedural justice and organizational commitment, trust, and the organizational citizenship behavior. There is positive relationship between trust and organizational commitment. And there is also positive relationship between organizational commitment and organizational citizenship behavior. However, the direct path from trust to organizational citizenship behavior is not significant. Through empirically examining, for inspiring organizational citizenship behavior of members of property-insurance companies, the managers should pay more attention to procedural justice, organizational commitment and trust of the employee will be improved.

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43

Yin, Jia-Ting, and 殷家婷. "A Study on the Relationships Among Multi-Frame Leadership of Middle Administrators and Organizational Commitment of Staff in Local Education Authorities." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/21425755392310103373.

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碩士
國立臺北教育大學
教育經營與管理學系
102
The main purpose of this research is to investigate multi-frame leadership of middle administrators and organizational commitment of staff in local education authorities for exploring the current conditions of multi-frame leadership of middle administrators and organizational commitment of staff in local education authorities and analyzing the differences and relationships among personal background variables, multi-frame leadership, and organizational commitment. Total 360 questionnaires issued to local education authorities in New Taipei City, Taipei City, Taoyuan County, Keelung City, and I-lan County, and total 278(77.22%) valid questionnaires were returned. The results of the survey were analyzed by descriptive analysis, t-test, one-way ANOVA, Pearson’s correlation coefficient, and multiple regression analysis. Based on the research findings, suggestions are provided. The conclusions are as follows: 1.Executives of local education authority are with perception that middle administrators can make use of multi-frame leadership. 2.Apparent discrepancies of perception about multi-frame leadership of middle administrators appear among executives of different genders, ages, current positions, seniority of service in current organization, years of working with direct report-line supervisors, and scale of organizations; but different gender of direct report-line supervisors causes no discrepancy. 3.The overall sense of organizational commitment to executives in local education authority is good. 4.Apparent discrepancies of organizational commitment of executives appear among executives of different genders, ages, current positions, seniority of service in current organization, and years of working with direct report-line supervisors; slight degree of discrepancy appears among executives of different scale of organizations, but none for different gender of direct report-line supervisors. 5.There is a highly positive correlativity between multi-frame leadership of middle administrators and organizational commitment of executives in local education authority. 6.The executives of local education authority are with perception that organizational commitment of executives could be effectively forecasted via diverse framework leadership of middle administrators.

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Hsiao, Huan-Chiang, and 蕭煥鏘. "Job Characteristics and Leadership Patterns as Determinants of Job Satisfaction and Organizational Commitment -Evidence from HR Staffs in Local Governmental Organization." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/12296575135974976643.

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碩士
國立中山大學
人力資源管理研究所
87
This study examines the impact of personal characteristics, job characteristics, and leadership pattern on job satisfaction, as well as the relationship among job characteristics, leadership pattern, job satisfaction and organizational commitment. In this study, organizational commitment were analyzed at two levels — commitment to the department and commitment to the organization. Besides, the researcher focuses the scope of the study on public sector other than business sector by using data from 788 respondents working as HR staffs or specialists in varying local government organizations in Taiwan. In addition, special attention is paid to explore whether or not the extent of the organizational commitment perceived by HR staffs is significant different from the extent of departmental commitment perceived by them . The empirical findings of the data analyses are summarized as follows: 1. Overall, some supportive results of this study illustrate the significant difference in job satisfaction among diverse personal characteristics. 2. Leadership patterns have made significant difference in job satisfaction. Of the four leadership patterns, HR staffs under high-consideration and high-initiating-structure perceive greater extent of job satisfaction than those who under any other leadership patterns.. 3. Consistent with much of the past research, the levels of consideration and initiating-structure of HR executives have positive impacts on the job satisfaction of HR staffs. Additionally, in job characteristics, autonomy, feedback and friendship opportunities positively influence job satisfaction; dealing with others, however, has a negative impact on job satisfaction. 4. Some job characteristics have positive impact on organizational commitment, so is job satisfaction of staffs. The levels of consideration of HR executives positively influence departmental commitment. Further, in job characteristics, autonomy and dealing with others are positively associated with departmental commitment; friendship opportunities, contrarily, is negatively associated with departmental commitment. Moreover, job satisfaction has a positively impact on departmental commitment. 5. In this research, staffs significantly perceive more extent of commitment to organization than that of commitment to department. Finally, implications for both academics and practitioners are provided.

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Liu, pang-chen, and 劉邦正. "The Relationships among Work Values, Job Involvement, and Organizational Commitment: An Empirical Study on the Local Cleaners of Taoyuan County Authority." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/02660977823312365290.

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碩士
中原大學
企業管理研究所
100
The work of the local authority cleaners is very important. They have significant contribution to the living environment of the community and there are unavoidable risks in their work. As the population of Taoyuan County increases every year, so does the workload of the local authority cleaners’. The local authority cleaners’ work values would affect the level of their job involvement and organizational commitment. Thus we know the local authority cleaners’ work values, job involvement, and organizational commitment have very important impact on the organizational development. The four purposes of this study are: (1) To understand the current situation analysis of the local authority cleaners’ work values, job involvement, and organizational commitment in Taoyuan County. (2) To explore the differences of the local authority cleaners’ personal attributes among work values, job involvement, and organizational commitment in Taoyuan County. (3) To explore the relationships among the local authority cleaners’ work values, job involvement, and organizational commitment in Taoyuan County. (4) To explore the effect of coordination or interference of the local authority cleaners’ work values on their job involvement and organizational commitment in Taoyuan County. Questionnaire survey approach was adopted. 443 copies returned, 410 copies valid, and the overall valid response rate was 88.93% of the total samples. Statistical methods such as descriptive analysis, regression analysis and variance analysis were used to analyze the data and exam the relationships and effects among the variables. The findings of this study are as followings: 1. The local authority cleaners have high and positive work values, job involvement and organizational commitment. 2. The local authority cleaners’ gender makes a significant difference on their job identification and retention commitment; their marital status on the orientation of their respect, their education on their organizational commitment, terminal values and instrumental values; and their position on their social interaction and retention commitment. 3. The local authority cleaners’ terminal and instrument values have a significant influence on their job identification, job responsibility, job participation, value commitment, effort commitment and retention commitment. Also their job involvement has a significant influence on their organizational commitment. 4. The moderating effect of self development, self realization, social interaction, organization security and economy, stability and free from anxiety and leisure time, health and traffic on job involvement and organizational commitment is significant. And the moderating effect of respect on job involvement and organization commitment is not significant. This study also offers several suggestions: 1. Train cleaners to fulfill their work values on the perspectives of self development, self realization, respect、social interaction, organization security and economy, stability and free from anxiety and leisure time, health and traffic. 2. Train cleaners to increase their job involvement on the perspectives of job identification, job responsibility and job participation. 3. Train cleaners to fulfill their organizational commitments on the perspectives of value commitment, effort commitment and retention commitment. 4. Timely understanding the ideas and concerns of the female cleaners. 5. Appropriate care of the cleaners’ marital status in order to promote its orientation of their respect. 6. Provide the education and training or welfare system for cleaners in order to increase their organizational identification and sense of belonging. 7. Enhance the relationships among cleaners and their quality of interpersonal interaction. 8. Train the cleaners’ work values on the perspectives of self-realization, respect, social interaction, and leisure time, health and traffic in order to increase their job involvement. 9. Train the cleaners’ work values on the perspectives of self-realization, social interaction, and leisure time, health and traffic in order to increase their organizational commitment. 10. Train the cleaners’ job participation and job involvement in order to increase their organizational commitment

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Liu, Shen-Hua, and 劉升華. "A Study of The Relationships Among Chief Purser’s Aesthetic Leadership , Organizational Culture and Organizational Commitment –Local Major Airline as a Sample-." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/u3m7kq.

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碩士
國立臺灣師範大學
運動休閒與餐旅管理研究所
105
This study aimed to explore the relationships among chief purser’s aesthetic leadership, organizational culture and organizational commitment in a local major airline. The study was done with 475 valid questionnaires completed by Taiwanese female cabin crews of the case airline. Based on the descriptive statistical analysis, one-way ANOVA correlation analysis, and multiple linear regression analysis, the results were as follows: 1.The majority of cabin crews were age of 26-30, university-educated, work-seniority in between 1-6 years, rank as CA, and not married. 2. Cabin crews’ recognitions toward chief purser’s aesthetic leadership reflect highly appreciation in aesthetic communication and aesthetic support. As to organizational culture, bureaucratic culture was commonly recognized. And the means of affective commitment is the main dimension regarding to organizational commitment. 3. There were differences among cabin crews’ demographics on the chief purser’s aesthetic leadership, organizational culture and organizational commitment. 4. There were highly correlated relationship among chief purser’s aesthetic leadership, organizational culture and organizational commitment.5. Chief purser’s aesthetic leadership and organizational culture could effectively predict organizational commitment.The conclusions and recommendations of this study serve as a reference for the aviation and tourist industry and future research.

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Ho, Mi-Ching, and 何米淨. "The Effect of Supportive Organizational Culture and Leadership Style on Employee Well-being and Organizational Commitment in Local and Foreign Businesses." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/x69frm.

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碩士
龍華科技大學
企業管理系碩士班
107
Today, with the rapid advancement of technology and globalization of markets, the needs of customers and investors are constantly changing, and the competition in the market is changing rapidly. In addition to the external competitive edge, the accumulation and cultivation of internal resources and capabilities of the organization have formed long-term competition. In response to these changes, businesses should understand the importance of human capital and attach importance to human resource management. The value of human capital lies in its potential contribution to the competitive edge and core competence of the organization. Therefore, the employees in businesses are one of the important resources. This study focuses on the effect of supportive organizational culture and leadership styles on employee well-being and organizational commitment. The study used the questionnaire survey method. In total, there were 350 valid copies of the questionnaire. The results of data analyses are addressed as follows. First of all, supportive organizational culture positively affected leadership style and employee well-being. Second, employee well-being positively affected organizational commitment. Third, leadership style positively affected employee well-being. Fourth, employee well-being had a mediating effect on the relation between supporting organizational culture and organizational commitment. Fifth, leadership style had a mediating effect on the relation between supporting organizational culture and employee well-being. Finally, employee well-being had a mediating effect on the relation between leadership style and organizational commitment. Based on the results of data analyses, this study proposes research conclusions, research limitations and practical suggestion for follow-up research and practical reference.

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Tsai, Meng-Chun, and 蔡孟君. "The Impacts of organization culture and commitment on organization change - the case of the IT department of a foreign and local bank." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/59093751756671106810.

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碩士
國立中央大學
資訊管理學系碩士在職專班
94
Since the last decade, governmental regulations to the banks have changed the entire business settings. Banks should adapt themselves to fit the changing environment. However, before executing an organizational change, organization culture and commitment should first be studies, in order to understand their effects on the change. Therefore, this study tries to find out the relationship between organization commitment and culture and their effects on the change by analyzing the case of a foreign H company and a local F company. After gathering and analyzing information from interviews, this study finds out that the change in the H company encountered some difficulties due to the lack of communication at the beginning of the change. However, after taking appropriate actions, the IT department not only united together but also switched its conservative culture to a more vigorous one. All those changes lead to a better work performance among members and positively influenced the proceeding of the change that finally turned out to be successful. On the other side, the F company also get through with an organizational change with its even more conservative culture. However, after a number of changes, the performance rarely increased. As a result, organization culture and organization commitment play an important role during the organizational change. Keywords: organization culture, organization commitment, organizational change.

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Machado, Ricardo Manuel Melo. "Espiritualidade no local de trabalho : da liderança ao empenhamento na Cybermap, Lda." Master's thesis, 2014. http://hdl.handle.net/10400.3/3169.

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Dissertação de Mestrado em Gestão de Empresas/MBA
Com o presente estudo pretende-se aferir a presença de Espiritualidade no Local de Trabalho e sua influência nas componentes Afetiva, Normativa e Instrumental de Empenhamento Organizacional, bem como verificar a influência da Liderança Espiritual e Capital Pessoal no constructo central deste trabalho. Procedeu-se à análise de conteúdo de 21 Entrevistas, Observações Etnográficas e Documentação, recolhidas numa organização Açoriana, com posterior triangulação junto dos participantes. Verificou-se que a predominância da componente Afetiva e consequente comportamento de Cidadania Organizacional resultou sobretudo da satisfação da necessidade por pertença e apreço (Sentido de Comunidade) e da congruência entre autoconceito e função/trabalho desempenhado (Vida Interior). Tanto o Sentido de Comunidade como a Vida Interior foram predominantemente influenciados pela Liderança Espiritual através da Fé/Esperança demonstrada na Visão e colaboradores e prática de valores de Amor Altruísta. Em termos de Capital Pessoal, a Sociabilidade influenciou, acima de tudo, o Sentido de Comunidade e a apetência natural pelo desafio a expressão de Vida Interior. Estes resultados salientam elementos que podem ser usados pela liderança nas atividades de gestão, recrutamento e seleção como fonte de Espiritualidade no Local de Trabalho e consequente contributo positivo para o Empenhamento Organizacional e Cidadania Organizacional.
ABSTRACT: The present study aims to assess the presence of Spirituality at Work and its influence on Affective, Normative and Continuance components of Organizational Commitment. It is also an objective of this study to determine the influence of Spiritual Leadership and Personal Capital on the central construct. 21 interviews were conducted and analysed together with ethnographic observations and documentation, collected in an Azorean organization, with subsequent member checking. It was found that the Affective component and consequent Organizational Citizenship Behaviour prevails primarily when the belonging and appreciation needs (Sense of Community) are satisfied and when self-concept and function/work developed (Inner Life) are congruent. Both the Sense of Community and the Inner Life were predominantly influenced by Spiritual Leadership through the Faith/Hope on the Vision and employees as well as through the practice of Altruistic Love values. In terms of Personal Capital, the Sociability influenced, above all, the Sense of Community and the employees’ challenge-craving attitude, influenced, in turn, mainly, the expression of Inner Life. These results highlight elements that can be used by leadership in management, recruitment and selection processes as a source of Spirituality at Work and consequent positive contribute to Organizational Commitment and Organizational Citizenship Behaviour.

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Chi, Ping Huang, and 紀炳煌. "The Relationships Between Foreign Workforce and The Job Satisfaction and Organizational Commitment of Local Employees─An Empirical Stady of A Taiwan Textile Cooperation." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/41834139794517362640.

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Dissertations / Theses on the topic 'Local commitment'

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