Relevant bibliographies by topics / Motivation. commitment

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Motivation. commitment'

Author: Grafiati
Published: 4 May 2024

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Journal articles on the topic "Motivation. commitment"

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Becker, Thomas E., Mary C. Kernan, Kevin D. Clark, and Howard J. Klein. "Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity." Journal of Management 44, no. 3 (September 3, 2015): 1202–25. http://dx.doi.org/10.1177/0149206315602532.

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Commitments to organizations and professions have important implications for behavior in the workplace, but little is known about how these dual commitments combine to affect organizational outcomes. We present a model proposing that commitment to professions influences productivity through a positive effect on intrinsic motivation and a negative effect on extrinsic motivation. Commitment to organizations, conversely, is hypothesized to have a negative effect on intrinsic motivation and a positive effect on extrinsic motivation. We tested the model with a sample of 237 tenured management professors and, overall, the model fit the data well and better than less parsimonious models or ones positing reverse causality. Commitment to the profession was positively related to intrinsic motivation to engage in research and, through this effect, resulted in more challenging research goals, increased commitment to those goals, more hours spent on research, and greater research productivity. Commitment to the organization (university) was positively related to extrinsic motivation and negatively related to intrinsic motivation and was unrelated to goal level, goal commitment, hours spent on research, and research productivity. Our model makes a unique theoretical contribution by revealing the differing paths by which commitments to organizations and professions affect work outcomes, and our results support and extend commitment theory and offer unique insights into posttenure productivity.
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Nientied, Peter, and Merita Toska. "Motivation of Knowledge Workers – the Case of Albania." Organizacija 52, no. 1 (February 1, 2019): 33–44. http://dx.doi.org/10.2478/orga-2019-0004.

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Abstract Background and Purpose: Very little is known about motivation of knowledge workers in the Western Balkans. There is a widespread belief that money and career opportunities are the most critical motivational factors, but from a pre-study more intrinsic motivational factors also appeared to be important. To develop a better understanding of work motivation, a study was conducted among knowledge workers in Albania, with a special interest in the themes of extrinsic / extrinsic motivation and organizational commitment. Methodology: After a pre-study and a review of theory, two motivation theories (self-determination theory and organizational commitment) and corresponding instruments (Work Extrinsic and Intrinsic Motivation Scale, respectively Organizational Commitment Questionnaire) were selected. A survey based on purposive homogeneous sampling was applied, resulting in 252 valid questionnaires. The internal consistency of the survey data was tested and resulted in acceptable to good levels. Results: The findings show that, when knowledge workers are asked about their motivation, they give answers showing that intrinsic motivational factors are more important than extrinsic motivational factors. The study shows that affective commitment - the core factor of organizational commitment - of the respondents is quite high. Correlation analysis of the data shows that across age, gender and number of years of employment, knowledge workers report intrinsic and introjected motivation and affective organizational commitment. Respondents’ work positions – professional or leadership – also do not significantly correlate with motivation and organizational commitment. Conclusion: Given the results on motivational factors and organizational commitment, organizations need to pay attention to the relationship between enhanced motivation and enhanced productivity. Current transactional leadership styles do stimulate employees on the basis of their intrinsic motivation to enhance their productivity, and should be considered too.
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Garcia-Mas, Alexandre, Pere Palou, Margarita Gili, Xavier Ponseti, Pere A. Borras, Josep Vidal, Jaume Cruz, Miquel Torregrosa, Francisco Villamarín, and Catarina Sousa. "Commitment, Enjoyment and Motivation in Young Soccer Competitive Players." Spanish journal of psychology 13, no. 2 (November 2010): 609–16. http://dx.doi.org/10.1017/s1138741600002286.

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Building upon Deci's and Ryan (1985) Self-determination theory as well as the sportive behavioral correlates of the model of Commitment (Scanlan et al., 1976), this study tries to establish the relationship between motivation and commitment in youth sport. For this purpose 454 young competitive soccer players answered the Sport Motivation Scale (SMS) and the Sport Commitment Questionnaire (SCQ) during the regular season.The SMS measures the three dimensions of the Motivational continuum (the Amotivation, the Extrinsic Motivation and the Intrinsic Motivation). The SCQ measures the Sportive Commitment and its composing factors such as the Enjoyment, the Alternatives to the sport, and the Social Pressure. Our findings provided a clear pattern of the influence of motivation in sport enjoyment and commitment, outlining the positive contribution of intrinsic and extrinsic motivation to enjoyment and commitment. Amotivation, contributes positively to alternatives to sport and negatively to enjoyment and commitment. It should be noted that extrinsic motivation has a higher contribution to enjoyment whereas intrinsic motivation has a higher contribution to commitment.
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Erdurmazlı, Eser. "On the Servant Leadership Behaviors Perceived in Voluntary Settings: The Influences on Volunteers’ Motivation and Organizational Commitment." SAGE Open 9, no. 3 (July 2019): 215824401987626. http://dx.doi.org/10.1177/2158244019876265.

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Building on the functional approach theory, the current study empirically examined the influences of servant leadership behaviors on volunteers’ motivations and on their organizational commitment feelings. In addition, it also examined servant leadership’s indirect influences via those motivations on volunteers’ commitment feelings. To test its hypotheses, the study used the data collected from 385 volunteers. The research has found out that the degree of perceived servant leadership behaviors affected both participants’ motivation to volunteer and their affective and normative commitments feelings toward their organizations. Furthermore, as one of the six dimensions of the motivation concept suggested by the functional approach theory, only the protective motive partially mediated the influences of perceived servant leadership behaviors on the volunteers’ normative commitment attitudes. The study discussed the possible rationales under these research findings and made some future research proposals. The study hopes that its findings, through responding to expectations of their voluntary members, help voluntary organizations to be more effective and efficient in their recruiting and sustaining efforts.
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Garjito, Achmad, M. Yusuf, Lukman Hadi, and Hasanah Hasanah. "Effect of Organizational Culture and Work Motivation on Employee Performance with Organizational Commitment as a Mediating Variable in Insurance Companies." International Journal of Social Health 3, no. 1 (January 31, 2024): 54–62. http://dx.doi.org/10.58860/ijsh.v3i1.149.

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The aim of this study is to investigate the following: 1) how organizational culture affects organizational commitment; 2) how work motivation affects organizational commitment; 3) how organizational culture affects employee performance; 4) how work motivation affects employee performance; 5) How organizational commitment affects employee performance; 6) How organizational culture affects employee performance with organizational commitment as a mediating variable; and 7) How work motivation affects employee performance with organizational commitment as a mediating variable. In this study, associative approaches were used to conduct descriptive research. PT. XYZ Insurance personnel in South Jakarta, numbering 96, comprised the study's population. In this study, saturation sampling is the sample method used. The PLS Structural Equation Model (SEM) was used as the analysis tool for this study. 2) Work motivation has a favorable and considerable effect on organizational commitment. These are the research's findings regarding the relationship between organizational culture and commitment. 3) Employee performance is significantly and favorably impacted by organizational culture. 4) Employee performance benefits greatly and favorably from work motivation. 5) Employee performance is significantly and favorably impacted by organizational commitment6) Through organizational commitment, organizational culture has a positive and significant influence on employee performance; 7) Through work motivation, organizational commitment has a positive significant impact on employee performance.
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Siregar, Zulkifli Musannip Efendi. "Extrinsic Motivation and Organizational Commitment : A Literarure Review." International Journal of Business, Technology and Organizational Behavior (IJBTOB) 2, no. 4 (August 18, 2022): 397–402. http://dx.doi.org/10.52218/ijbtob.v2i4.214.

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Increasing employee commitment at work is one of the most important points for the company. Without organizational commitment from an employee, the employee will tend to work less than optimally. This study aims to find the answers to the research question of whether extrinsic motivation influence organizational commitment. Metode penelitian yang digunakan dalam penelitian ini adalah article review dari beberapa jurnal yang telah publish. The results of the study proved that extrinsic motivation influence organizational commitment. The results of this research have implications for policymakers, that employee must be given support and aslo increasing the employee extrinsic motivation such as providing fair promotion, reward, and also providing a good income. The limitations of this study are that the variables used as independent variables to test commitments are still few. In the future, it will be expected to increase variables and conduct research empirically. Keywords: Extrinsic Motivation; Organizational Commitment
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Aryusie, Suci, Pantun Bukit, and M. Zahari. "Pengaruh Motivasi dan Budaya Organisasi terhadap Komitmen Organisasi dalam Meningkatkan Kinerja Pegawai pada Dinas Sosial, Pengendalian Penduduk, dan Keluarga Berencana, Pemberdayaan Perempuan dan Perlindungan Anak Kabupaten Bungo." J-MAS (Jurnal Manajemen dan Sains) 8, no. 2 (October 10, 2023): 1674. http://dx.doi.org/10.33087/jmas.v8i2.1439.

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The research was conducted with the aim of finding out the description of the condition of motivation, organizational culture and employee performance at the Social Service, KB, P3A Bungo Regency, motivation and organizational culture through organizational commitment to employee performance at the Social Service, KB, P3A. The object of this research is the Social Service, Family Planning, P3A of Bungo Regency. Using census techniques, the number of respondents in this research was 61 people. This research produces information that (1) Motivation has a direct influence on work commitment. (2) Organizational culture does not have a direct influence on Work Commitment. (3) Simultaneously motivation and organizational culture have an influence on employee work commitment at the Social Service, Family Planning, P3A. (4) Organizational motivation has a direct influence on performance. (5) Organizational culture has no direct effect on performance. (6) organizational commitment is very strongly influenced by motivation and organizational culture. (7) organizational commitment influences organizational performance. (8) Organizational commitment does not have a motivational influence in increasing employee performance. (9) Organizational commitment does not influence organizational culture in increasing employee performance. (10) simultaneously motivation, organizational culture and organizational commitment have no effect on employee performance.
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Yanık, Feyzullah. "Özel Eğitim Öğretmenlerinin Okula Bağlılık Düzeylerinin İş Motivasyonlarıyla İlişkisinin İncelenmesi." International Journal of Social Sciences 6, no. 27 (December 25, 2022): 218–29. http://dx.doi.org/10.52096/usbd.6.27.16.

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In this research, it was aimed to investigate the relationship of special education teachers' commitment levels to school with their work motivations. In order to determine the effect of special education teachers' perceptions of organizational commitment on job motivation in educational institutions, regression analysis was carried out in parallel with this. In the types of motivation, intrinsic motivation and extrinsic motivation sources were examined by considering them together in the said research. According to the results obtained as a result of the analysis,; it has been understood that only emotional attachment is a significant predictor of intrinsic motivation from organizational commitment components. In addition, it has been determined that attendance commitment and emotional commitment to the institution are significant predictors of extrinsic motivation together. Emotional attachment, which stands out as an important concept here, expresses the individual's attachment as a feeling, identification with the organization he is in, preference to stay in the organization and desire to be a part of the organization. Key Words: Educational Institution, Special Education, Commitment, Work Motivation
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Cudd, Ann E. "COMMITMENT AS MOTIVATION: AMARTYA SEN’S THEORY OF AGENCY AND THE EXPLANATION OF BEHAVIOUR." Economics and Philosophy 30, no. 1 (March 2014): 35–56. http://dx.doi.org/10.1017/s0266267114000030.

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This paper presents Sen's theory of agency, focusing on the role of commitment in this theory as both problematic and potentially illuminating. His account of some commitments as goal-displacing gives rise to a dilemma given the standard philosophical theory of agency.Eithercommitment-motivated actions are externally motivated, in which case they are not expressions of agency,orsuch actions are internally motivated, in which case the commitment is not goal-displacing. I resolve this dilemma and accommodate his view of commitment as motivation by developing a broader descriptive theory of agency, which recognizes both agent goal-directed and goal-displacing commitments. I propose a type of goal-displacing commitment, which I call ‘tacit commitment’, that can be seen to fit between the horns. Tacit commitments regulate behaviour without being made conscious and explicit. This resolution suggests a means of bridging the normative/descriptive gap in social-scientific explanation.
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Rastegar, Masoumeh, Hani Arbabi, and Mohammad Hossein Sobhiyah. "The impact of organizational commitment on knowledge management processes in project-based organizations with the mediating role of employee motivation." Revista de Gestão e Secretariado 14, no. 11 (November 29, 2023): 20586–611. http://dx.doi.org/10.7769/gesec.v14i11.3086.

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The purpose of this research is to investigate the effect of organizational commitment (with three dimensions of emotional commitment, continuous commitment, and normative commitment) on knowledge management processes (KMP) in project-based organizations, considering the mediating role of employee motivation. This research has an applied purpose and a descriptive and quantitative nature, which was conducted with a survey strategy. The statistical population is managers and experts of first-class construction companies in Tehran. Data collection was done through a standard questionnaire with 58 questions and hypotheses were tested with SmartPLS. The findings showed that emotional commitment and continuous commitment have a positive effect on employee motivation in project-oriented organizations, respectively, 0.56 and 0.2. Also, employee motivation has a positive effect of 0.51 on KMP in project-oriented organizations. Therefore, employee motivation plays a mediating role in influencing the dimensions of organizational commitment to KMP. But normative commitment does not have a positive effect on employee motivation in project-oriented organizations. On the other hand, employee motivation is influenced by their commitments to the organization and will have positive effects on intellectual capital management, KM and ultimately business performance. Among research backgrounds, the effect of organizational commitment dimensions on improving KMP with the mediating role of employee motivation in project-oriented organizations has not been investigated. It is expected that the results of this research can finally provide scientific and executive solutions to improve the performance of project-oriented organizations through the improvement of these components.
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Dissertations / Theses on the topic "Motivation. commitment"

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CHEMOLLI, Emanuela. "Motivation and commitment: towards an integrated model." Doctoral thesis, Università degli Studi di Verona, 2009. http://hdl.handle.net/11562/333028.

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Il lavoro di tesi di dottorato intende contribuire a sviluppare le conoscenze riguardo alla relazione tra motivazione, commitment e altri costrutti come il sostegno organizzativo percepito, l’intenzione di abbandonare il lavoro, la soddisfazione e i comportamenti di cittadinanza organizzativa. Lo scopo del primo studio è quello di contribuire da un punto di vista empirico, alla comprensione della relazione tra motivazione autonoma al lavoro e commitment affettivo. Noi proponiamo che ci sia una relazione tra antecedenti (ad esempio sostegno organizzativo percepito, POS) e outcome (es. intenzione di turnover, soddisfazione, comportamento di cittadinanza organizzativa verso l’organizzazione) mediata dalla motivazione autonoma e il commitment affettivo. Secondo Meyer, Becker e Vandenberghe (2004) il commitment è un componente della motivazione. Noi abbiamo sposato una prospettiva differenza, quella dellaSelf-Determination Theory (Deci & Ryan, 1985, 2000); noi sosteniamo che la motivazione autonoma sia un antecedente del commitment affettivo. Inoltre il POS predice la motivazione autonoma, e quest’ultima predice il commitment affettivo; tutti i predittori hanno un relazione diretta con gli outcome. Il secondo studio è una analisi temporale della relazione tra commitment organizzativo e motivazione al lavoro . Meyer, Becker e Vandenberghe (2004) recentemente hanno proposto un modello mettendo in relazione la motivazione al lavoro al commitment organizzativo. Loro hanno proposto che il commitment dovrebbe essere compreso come parte di un processo motivazionale più generale. Noi ipotizziamo, utilizzando la cross-lagged analysis, che la motivazione al Tempo1 predice cambiamenti del commitment al Tempo2 e non viceversa. Abbiamo testato queste relazioni longitudinalmente, con un campione di 81 lavoratori di una azienda metalmeccanica italiana. La teoria di riferimento è la Self-determination theory la quale propone diversi tipi di motivazione al lavoro (regolazione esterna, intrioettata, di identificazione e intrinseca). Questi diversi tipi di motivazione sono in relazione con il modello multidimensionale del commitment organizzativo di Allen e Meyer (1990). I risultati sostengono le nostre ipotesi.
This dissertation has two focus; the purpose of the first study is to contribute to an empirical understanding of the relationship between autonomous motivation at work and affective commitment. We proposed that there is a relationship between antecedent (i.e. perceived organizational support) and outcome (i.e. intention to leave, satisfaction and organizational citizenship behavior toward the organization), mediated by autonomous motivation and affective commitment. Meyer, Becker and Vandenberghe (2004) proposed a model linking organizational commitment to work motivation, where commitment is one component of motivation. We chose a different perspective, that of the Self-Determination Theory (Deci & Ryan, 1985, 2000); we supported that autonomous motivation is an antecedent of affective commitment. Moreover POS predicted autonomous motivation, the latter predicted affective commitment; all predictors had direct links with outcome. The second focus is a temporal analysis of the relation between organizational commitment and work motivation . Meyer, Becker, and Vandenberghe (2004) recently proposed a model linking work motivation to organizational commitment. They proposed that commitment should be understood as part of a more general motivational process. We hypothesized that Time 1 motivation be related to changes in commitment in the long run, while Time 1 commitment be not related to motivational changes in the long run. One study tested these links longitudinally, with a sample of 81 employees of an Italian manufacture. The Self-determination theory provided the framework to measure work motivation, so that measures of external regulation, introjection, identification, and intrinsic motivation were linked to Allen and Meyer’s (1990) three-component model of organizational commitment. Results support our hypotheses.
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Makin, P. J. "Career development, personality, and commitment to the organisation." Thesis, University of Bradford, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376690.

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Swart, Renier. "The influence of employee motivation on productivity in a merged real estate environment / R. Swart." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4389.

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The purpose of this research was to determine if motivation had any influence on productivity in a merged real estate company. A secondary purpose of this research was also to determine the influence of commitment on motivation and productivity. A questionnaire was designed by the researcher emanating from the literature review addressing the variables of motivation, productivity and commitment. The questionnaire consisted of 58 questions: 4 demographical questions and 54 questions on the three variables of motivation, productivity and commitment. Frequency analyses were used to determine the results from the questionnaire on the three variables of motivation, productivity and commitment. Participants in the research included 315 employees of the 524 employees of the real estate company. These employees were located in the Carlton, Inland and the Corporate offices that are situated in Johannesburg, Pretoria, Bloemfontein and Kimberley. The results showed a direct link between motivation, commitment and productivity based on aspects like training, work experience, work knowledge, culture and tradition, leadership styles and the understanding of information systems. A limitation of this research entailed that additional research will be needed on mergers in real estate companies seeing that this study is not a representative sample of all mergers in real estate companies.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
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Lee, Wing-yee Angela. "A study of organizational commitment of IT professionals /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724170.

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De, Klerk Jeremias Jesaja. "Motivation to work, work commitment and man's will to meaning." Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-02212005-124216.

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Thesis (Ph. D. (Organisational Behaviour))--Universiteit van Pretoria, 2001.
Abstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
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Skagersten, Karl, and Anders Jobs. "Gamification in a sales context : Designing for motivation and commitment." Thesis, Uppsala universitet, Informationssystem, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-256523.

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Länge har utvecklare kämpat för att genom kreativa implementationer av gryende teknologi, särskilja och sprida sina applikationer och tjänster i konkurrensen av ett ständigt växande utbud. En av de senaste trenderna för att framkalla ett ökat engagemang och förbättrade prestationer bland användarna är gamification. Detta innebär processen att införa spelliknande moment i applikationer för att öka deras interaktionförmåga och på så sätt möjliggöra för motivation att uppstå inom användaren. Lyckade exempel på gamifierade applikationer har snabbt sprungit om sina konkurrenter både vad gäller användarlojalitet och popularitet vilket får många att fundera på nya användningsområden för tekniken. I detta arbete vill vi besvara frågor kring hur gamification kan användas för att öka engagemang, kunskap och prestation hos användarna i ett av dessa nya områden, försäljning. Genom en empirisk datainsamling och analys av fallet Sponsra.se samt teorier inom gamification, psykologi och försäljning, presenterar och motiverar vi tre riktlinjer för design av gamifierade applikationer inom en försäljningskontext: “social kontext”, “inre motivation” och “beteendeförändring”.
For a long time developers have fought in ever growing competition, to differentiate and spread their applications through creative implemetations of groundbreaking technology.One of the newest trends in trying to produce an increase of commitment and performance in users is gamification. This means the process of introducing game-like elements to applications, in an effort to increase their interactivity and enabling motivation to develop in the user. Successful examples of gamified applications have quickly surpassed their competitors in both user loyalty and popularity, which has made many think about new fields of applications for this thechnology. In this work we want to answer questions about how gamification can be used to increase users commitment, knowledge and performance in one of these new areas, sales. Through an empiric collection of data and analysis of the case Sponsra.se as well as theories from gamification, psychology and sales, we present and give grounds for three guidelines used to design gamified applications in a sales context: “social context”, “intrinsic motivation” and “behavioral change”.
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Kwatsha, Ntombizanele Nangamso. "The role of employee motivation and reward structures as drivers of organisational commitment." University of Western Cape, 2021. http://hdl.handle.net/11394/8360.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
Robbins and Judge (2013, p. 13) define an organisation as a “consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals.” Since an organisation’s effectiveness is the result of the level of individual and collective employee performance (i.e. teams and organisational units) and their success in attaining these shared goals, organisations have realised the potential of people as a source of competitive advantage (Pfeffer, 1994). The financial services industry has become fiercely competitive and is largely dependent on the collection of individuals working together to create the services that clients demand and are willing to pay for. South Africa has one of the best-developed financial sectors in the world and competition between the four major banks and insurance providers is fierce (Bhorat, Hirsch, Kanbur & Ncube, 2014). Since companies in the financial sector provide more or less the same services, they depend on their workers to transform scarce resources into valued services that clients demand.
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Shandu, Sizwesihle Derrick. "Improving organisational commitment in a selected telecommunications company." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4507.

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As human resources become part of strategic management in many organisations, employees are said to play a crucial role in helping their organisations fulfil their goals. It is a fact that organisations are now relying heavily on the competence of their human resources to gain a competitive edge over their competitors. It is therefore important that organisations should have employees that are committed and motivated in order to be able to compete. This study seeks to improve organisational commitment of the employees in the maintenance section of the selected telecommunications company, by investigating whether variables such as appreciative leadership, organisational citizenship behaviour, psychological empowerment (as measured by perceived control, perceived competence and goal internalisation), job satisfaction and employee rewards are significantly or not significantly related to the organisational commitment of the employees in the selected company. A sample, consisting of 120 employees, including technicians, supervisors and managers, was selected. The study achieved a response rate of about 52% (51.7) after 120 questionnaires were distributed. The empirical results of the study showed that only psychological empowerment (as measured by goal internalisation) and job satisfaction were significantly related to organisational commitment of the employees of the selected company. The implementation of the recommendations of this study should contribute to increased organisational commitment in the selected company.
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Bassy, Maren. "Motivation and Work -Investigation and Analysis of Motivation Factors at Work." Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1086.

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Background: Employees acting towards company goals and having a strong desire to remain in the organisation are very important for the success of a company. In order to generate such organisational commitment of the employees, the knowledge about what motivates and satisfies them is essential.

Purpose: The purpose of this thesis is to investigate and analyse the factors which motivate employees, under consideration of individual characteristics.

Limitation: Age, gender, marital status, work area, position and the years a person has been working in the company represent the individual characteristics examined in this study.

Realisation: Literature research as well as a practical survey consisting of mail questionnaires and personal interviews were carried out in order to best serve the purpose of this thesis.

Results: Skills, task identity, task significance, autonomy, feedback, environment, job security, and compensation are important factors for the motivation of employees. Taking into consideration the extent to which these factors are present at work and the employees'satisfaction with this state, differences regarding all examined individual characteristics are recognisable. Moreover, the investigation of the importance attributed to these factors by the employees revealed no differences with regard to the individual characteristics, except for the years an employee has been working in the company. In addition, several factors, which may cause a higher motivation and job satisfaction in the selected company, have been identified in terms of the individual characteristics. Thereby, for all employees, the feedback represents the factor with the highest motivation potential.

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Benkhoff, Brigit R. D. "Employee commitment to work : a test of motivation and re-conceptualization." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363142.

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Books on the topic "Motivation. commitment"

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Bird, Frank E. Commitment. Loganville, Ga: Institute Pub., 1991.

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Katherine, Karvelas, ed. Commitment to excellence. Franklin Lakes, NJ: Career Press, 1998.

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Whitten, Neal. Becoming an indispensable employee in a disposable world. Amsterdam: Pfeiffer, 1995.

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Kiran, Tawadey, ed. Mission and business philosophy: Winning employee commitment. Hailey Court, Jordan Hill, Oxford: Heinemann Professional Pub., 1990.

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Gallie, Duncan. Employee commitment and the skills revolution. London: PSI Publishing, 1993.

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Fazzi, Robert A. Management Plus: Maximizing productivity through motivation, performance, and commitment. Burr Ridge, Ill: Irwin Professional Pub., 1994.

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Brunstein, Joachim C. Motivation nach Misserfolg: Die Bedeutung von Commitment und Substitution. Göttingen: Hogrefe, 1995.

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Fink, Stephen L. High commitment workplaces. New York: Quorum Books, 1992.

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Pritchett, Price. Firing up commitment during organizational change: A handbook for managers. Dallas, TX: Pritchett & Associates, 1994.

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Pritchett, Price. Firing up commitment during organizational change: A handbook for managers. 2nd ed. Dallas, TX: Pritchett & Associates, 1996.

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Book chapters on the topic "Motivation. commitment"

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Sharpley, David. "Motivation and Commitment." In Leadership Principles and Purpose, 39–57. New York: Productivity Press, 2024. http://dx.doi.org/10.4324/9781003439707-4.

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Mees, Roland. "Motivational challenges in the commitment phase." In Sustainable Action and Motivation, 120–40. Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2019. http://dx.doi.org/10.4324/9780429199677-6.

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Koskialho, Johanna, Jarno Einolander, and Hannu Vanharanta. "Commitment and Motivation in Professional Organization." In Advances in Human Factors, Business Management, Training and Education, 47–58. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-42070-7_5.

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Kinley, Nik, and Shlomo Ben-Hur. "Intrinsic Motivation: The Science of Commitment." In Changing Employee Behavior, 35–58. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137449566_3.

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Kinley, Nik, and Shlomo Ben-Hur. "Intrinsic Motivation: The Science of Commitment." In Changing Employee Behavior, 35–58. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-29340-5_3.

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Corbett, J. Martin. "The meaning of work, motivation and commitment." In Critical Cases in Organisational Behaviour, 9–36. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23295-6_2.

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Corbett, J. Martin. "The management of meaning, motivation and commitment." In Critical Cases in Organisational Behaviour, 37–68. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23295-6_3.

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Wahlin, Laura, and Bruce E. Winston. "Leaders’ Responsibility for Others’ Motivation and Commitment." In Biblical Organizational Spirituality, Volume 2, 201–15. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-36367-2_11.

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Griggs, Walter H., and Susan L. Manring. "A Study of Motivation and Commitment among MIS Professionals." In Human Resource Strategies for Organizations in Transition, 215–29. Boston, MA: Springer US, 1990. http://dx.doi.org/10.1007/978-1-4684-5757-5_17.

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Kajava, Jorma, Juhani Anttila, Rauno Varonen, Reijo Savola, and Juha Röning. "Senior Executives Commitment to Information Security – from Motivation to Responsibility." In Computational Intelligence and Security, 833–38. Berlin, Heidelberg: Springer Berlin Heidelberg, 2007. http://dx.doi.org/10.1007/978-3-540-74377-4_87.

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Conference papers on the topic "Motivation. commitment"

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Bidayati, Utik. "Commitment , Motivation, and Performance of Posyandu Cadres." In 2017 International Conference on Organizational Innovation (ICOI 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icoi-17.2017.27.

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"Importance of Employee Motivation and Commitment on Innovative Behaviors." In International Conference on Accounting, Business, Economics and Politics. Tishk International University, 2022. http://dx.doi.org/10.23918/icabep2022p41.

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Cardoso, Ana Paula, Luísa Correia, Paula Rodrigues, Sara Felizardo, and Ana Lopes. "Traditional Toys and Student Motivation and Commitment in Technological Education." In ICEEPSY 2016 International Conference on Education and Educational Conference. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.11.6.

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Kajava, Jorma, Juhani Anttila, Rauno Varonen, Reijo Savola, and Juha Roning. "Senior Executives Commitment to Information Security - from Motivation to Responsibility." In 2006 International Conference on Computational Intelligence and Security. IEEE, 2006. http://dx.doi.org/10.1109/iccias.2006.295314.

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Agung Trisliatanto, Dimas, Tan Evan Tandiyono, Dimaz Ganjar Harry Pradana, Pristiandi Teguh Cahya, and Nur Anilawati. "Job Satisfaction and Job Motivation Toward Performance Through Organizational Commitment." In 1st International Conference Postgraduate School Universitas Airlangga : "Implementation of Climate Change Agreement to Meet Sustainable Development Goals" (ICPSUAS 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icpsuas-17.2018.14.

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Putra, Pasca Dwi, Ivo Selvia Agusti, and Pebri Hastuti. "Commitment, Motivation, and Involvement of Students in Improving Academic Performance." In 2nd International Conference of Strategic Issues on Economics, Business and, Education (ICoSIEBE 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/aebmr.k.220104.029.

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Michael, Keren. "Job Motivation and Organizational Commitment as Contributing to Employees’ Burnout." In 4th International Conference on Research in Social Sciences. GLOBALKS, 2021. http://dx.doi.org/10.33422/4th.rssconf.2021.08.13.

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Seo, Hae-Ae, and Jae-Ho Sim. "INDIVIDUAL BEHAVIORS AS MOTIVATION, TASK COMMITMENT, AND LEADERSHIP EXHIBITED BY SCIENCE GIFTED STUDENTS AT SCIENCE GIFTED EDUCATION CENTER AND ITS IMPLICATIONS FOR DIFFERENTIATED INSTRUCTION." In 3rd International Baltic Symposium on Science and Technology Education (BalticSTE2019). Scientia Socialis Ltd., 2019. http://dx.doi.org/10.33225/balticste/2019.203.

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The research aimed to explore characteristics of individual behaviors as motivation, task commitment, and leadership exhibited by science gifted students at enrichment program in science gifted education center. Results showed that motivation was highest at introduction stage, but decreased as lessons progressed. Task commitment and leadership tended to increase from planning and conducting stages. Leadership was highest at discussion stage. Each student exhibited different sequences of behavioral characteristics along lesson stages. It was called for planning individually differentiated instructional strategies. Keywords: individual behavioral characteristics, science gifted students, student leadership, task commitment.
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Deyi Kong and Xiangqian Zhang. "Research on the motivation of knowledgeable talents based on organizational commitment." In 2012 First National Conference for Engineering Sciences (FNCES). IEEE, 2012. http://dx.doi.org/10.1109/nces.2012.6544005.

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Suwarto, FX, and Suhartono Suhartono. "The Effect of Work Stress, Compensation, and Motivation to Organizational Commitment." In Proceedings of the 1st Workshop on Multidisciplinary and Its Applications Part 1, WMA-01 2018, 19-20 January 2018, Aceh, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.20-1-2018.2281892.

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Reports on the topic "Motivation. commitment"

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Moya, Andrés, Jorge Alexander Bonilla, and Juan Carlos Echeverry. Institutional Rigidities and Budget Flexibility: Origin, Motivation and Effects on Budget. Inter-American Development Bank, May 2006. http://dx.doi.org/10.18235/0011035.

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Liu, Xian-Liang, Tao Wang, Daniel Bressington, Bróna Nic Giolla Easpaig, Lolita Wikander, and Jing-Yu (Benjamin) Tan. Influencing factors and barriers to retention among regional and remote undergraduate nursing students in Australia: A systematic review of current research evidence. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, June 2022. http://dx.doi.org/10.37766/inplasy2022.6.0087.

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Review question / Objective: To explore the attrition problems, influencing factors and barriers to retention among regional and remote nursing students who enrolled in the undergraduate programs in Australia. Condition being studied: Student retention concerns an individual’s commitment to an learning goal. Low student retention has been a long-standing issue for nursing programs and it is an important threat to the future nursing workforce. Attrition is measured by the number of students enrolled in the first year who do not complete their study in the following year. With the growth of online programs, the issue of high attrition raises concern for students enrolled in these programs. Moreover, the social context of students may influence positive motivation and affect their decision to stay in their nursing programs.
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Santiago, Ana, and Mariana Alfonso. Selection into Teaching: Evidence from Enseña Perú. Inter-American Development Bank, October 2010. http://dx.doi.org/10.18235/0008836.

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Having a good teacher is the most important school-related factor for student achievement, to the point of closing the gap between low and high-income students. However, the empirical literature is almost silent regarding teacher selection. This paper estimates a teacher selection model using recruitment data from Enseña Perú, a program that recruits top university graduates from all majors and places them in vulnerable schools. Our results suggest that candidates with volunteering experience and who finished their college degree in the top third of their class are significantly more likely to be selected into the program. Teacher recruitment policy that identifies these qualities, which might be related to leadership, high motivation, social commitment and deep content knowledge, could considerably improve the quality of the teaching force.
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Bano, Masooda. Narratives of Success against the Odds: Why Some Children in State Schools Go Far in Life—Evidence from Pakistan. Research on Improving Systems of Education (RISE), August 2022. http://dx.doi.org/10.35489/bsg-rise-wp_2022/104.

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What makes some children succeed despite studying in failing education systems? Are these children exceptionally gifted, or do other psychological or sociological factors and family circumstances contribute to success? To address the learning crisis in state schools in developing countries, development agencies have primarily focused on identifying inputs that can improve state education provision. Yet, even from low-performing state schools, some children do manage to successfully complete primary and secondary education cycles, pursue higher education, and record upward social mobility, but we know very little about the factors that facilitate this success. This paper addresses this gap in the literature. Tracing life histories of successful alumni of state schools supported by CARE, an education foundation in Pakistan, this paper identifies children’s motivation to succeed as having a major impact on educational performance. However, for most this motivation is not a product of an innate desire to excel, it is a product of contextual factors: parental encouragement; an acute desire to make parents happy and to alleviate their sufferings; the company of friends, cousins, and peers who are keen on education and thus help to create an aspiring, competitive spirit; encouragement given by good teachers; and exposure to new possibilities and role models that raise aspirations by showing that what might appear to the child unachievable is in fact attainable. High motivation in turn builds commitment to work hard. Equally important, however, is the provision of financial support at critical points, especially when transitioning from secondary school to college and university. Without financial support, which could be in the form of scholarships, loans, or income from part-time work, at critical junctures, even highly motivated children in state schools cannot succeed. The paper thus argues that rather than being focused solely on education inputs, development agencies should also seek to explore and understand the factors that can motivate children in state schools to aim high and work hard to succeed.
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Bano, Masooda. Narratives of Success against the Odds: Why Some Children in State Schools Go Far in Life—Evidence from Pakistan. Research on Improving Systems of Education (RISE), August 2022. http://dx.doi.org/10.35489/bsg-rise-wp_2022/104.

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What makes some children succeed despite studying in failing education systems? Are these children exceptionally gifted, or do other psychological or sociological factors and family circumstances contribute to success? To address the learning crisis in state schools in developing countries, development agencies have primarily focused on identifying inputs that can improve state education provision. Yet, even from low-performing state schools, some children do manage to successfully complete primary and secondary education cycles, pursue higher education, and record upward social mobility, but we know very little about the factors that facilitate this success. This paper addresses this gap in the literature. Tracing life histories of successful alumni of state schools supported by CARE, an education foundation in Pakistan, this paper identifies children’s motivation to succeed as having a major impact on educational performance. However, for most this motivation is not a product of an innate desire to excel, it is a product of contextual factors: parental encouragement; an acute desire to make parents happy and to alleviate their sufferings; the company of friends, cousins, and peers who are keen on education and thus help to create an aspiring, competitive spirit; encouragement given by good teachers; and exposure to new possibilities and role models that raise aspirations by showing that what might appear to the child unachievable is in fact attainable. High motivation in turn builds commitment to work hard. Equally important, however, is the provision of financial support at critical points, especially when transitioning from secondary school to college and university. Without financial support, which could be in the form of scholarships, loans, or income from part-time work, at critical junctures, even highly motivated children in state schools cannot succeed. The paper thus argues that rather than being focused solely on education inputs, development agencies should also seek to explore and understand the factors that can motivate children in state schools to aim high and work hard to succeed.
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Alifia, Ulfah, Rezanti Putri Pramana, and Shintia Revina. A Policy Lens on Becoming a Teacher: A Longitudinal Diary Study of Novice Teacher Professional Identity Formation in Indonesia. Research on Improving Systems of Education (RISE), May 2022. http://dx.doi.org/10.35489/bsg-rise-wp_2022/096.

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The early years of a teacher’s career are crucial to the formation of their professional identity—a complex process of reconciling their personal attributes with the demands of the profession. This study explores the identity formation of novice teachers in Indonesia and seeks to identify the various aspects that shape this process. Specifically, we examine how Indonesia’s current teacher policy landscape affects novice teachers’ perspectives on teaching and their profession. Through a longitudinal bimonthly diary study conducted over two years, we find that the novice teachers’ stories about their identity development revolve around five themes: initial motivation to enter the profession, beliefs about teaching and the teaching profession, satisfaction with working conditions, perceptions about major challenges during the early years, and commitment to the teaching profession and career aspiration. Our findings show that individual teachers’ personal attributes do influence the formation of their identities as teachers, but teacher policies and working conditions influence this process to a greater extent. Without support, novice teachers struggle to navigate the tension between their ideals, limited resources, and inconsistent teacher policies. These findings suggest it is necessary to redefine what it means to be a teacher by characterising the observable qualities of good teaching, linking them to student learning, and rectifying teacher policies in the Indonesian education system to be coherent with these characteristics.
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Alzahrani, Sarah. Saudi Female Entrepreneurs: Business Motivations and Commitment to Solving Women’s Social Issues. Ames: Iowa State University, Digital Repository, 2013. http://dx.doi.org/10.31274/itaa_proceedings-180814-531.

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Prichard, Wilson. Unpacking ‘Tax Morale’: Distinguishing Between Conditional and Unconditional Views of Tax Compliance. Institute of Development Studies, September 2022. http://dx.doi.org/10.19088/ictd.2022.013.

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The past decade has witnessed a surge in international interest in the importance of tax morale. This is often defined, broadly, as taxpayer’s ‘non-pecuniary motivations for tax compliance’ (Luttmer and Singhal 2014: 150) – as a key component of strategies for strengthening tax compliance in lower-income countries. Whereas classic models of tax compliance focused on the importance of the threat of enforcement and the cost of compliance in shaping compliance, compliance decisions are also significantly shaped by non-pecuniary motivations. They can, for example, be an intrinsic commitment to paying taxes, expectations of reciprocity from government, or broader social norms. This has been reflected in growing interest in strategies for strengthening tax morale in order to encourage quasi-voluntary tax compliance (Prichard et al. 2019). A significant part of this literature has relied on surveys to measure taxpayer attitudes towards tax compliance (tax morale), and, in turn, to identify factors associated with higher or lower levels of reported tax morale.
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Alonso, Pablo, and Agustina Schijman. IDB-9: Human Resources Processes. Inter-American Development Bank, March 2013. http://dx.doi.org/10.18235/0010522.

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This evaluation assesses the implementation of Inter-American Development Bank (IDB, or Bank) commitments related to the human resources (HR) policies set out in the 2007 realignment and IDB-9. Under these commitments, the Bank is required to continue improving its organizational efficiency and capacity, building on the organizational model set forth in the 2007 realignment. This report is a preliminary review of the topic; next year's evaluation of the realignment by the Office of Evaluation and Oversight will explore issues of efficiency and efficacy in greater depth. The evaluation finds that the IDB-9 results framework is insufficient to allow a full assessment of the "full and effective implementation" of the HR mandates. Nonetheless, it finds progress in the implementation of some of the commitments, such as the strengthening of capacity in country offices, the implementation of a results-based performance framework, the promotion of gender diversity, the improvement of talent management, and the reform of the process for contracting consultants. It is too soon to judge whether these reforms are yielding the expected results in terms of cost-effectiveness, client satisfaction, reduced time in project preparation and execution, improved project quality and evaluability, increased country knowledge and project origination, better technical dialogue with clients, increased employee motivation and performance, and better talent management.
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Rao, Menaka, Kushagra Merchant, and Shantanu Menon. danamojo: Sustaining a relational platform. Indian School Of Development Management, May 2023. http://dx.doi.org/10.58178/2305.1023.

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This case study takes the reader through the journey of Dhaval Udani and danamojo, a social enterprise founded by Dhaval in 2016, that is looking to harness digital technology to expand the space of charitable giving between individuals and nonprofits in India. In so doing, it is also trying to strengthen its underlying idiom: that of trust, transparency and commitment. danamojo is representative of an emerging breed of organizations, and individuals behind them, that are trying to bring highly specialised expertise in a form relevant to civil society at large without affecting its core ethos. The case is unusually detailed for a seven-year-old organization. But in detailing the motivations of its founder, the digital platform that danamojo has built, the challenges of sustaining quality with thin resources, and the pressures of nurturing a culture centred on integrity, the case seeks to highlight that it takes much more than a sound idea, funds and expertise to sustain an enterprise that is relevant and delivers value day on day. In the case of danamojo, it is the likes of diligence and determination, integrity and intensity, creativity and commitment that have been the source of its real enterprise value.
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