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1
Roberts, Jordan Rachel Simeon. "Job satisfaction, organisational commitment, professional commitment and turnover intentions among information technology professionals /." Title page, contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09SPS/09spsr6454.pdf.
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Thomas, Julia Jane. "Professional commitment to advertising the relationship between advertising education and professional commitment /." [Gainesville, Fla.] : University of Florida, 2004. http://purl.fcla.edu/fcla/etd/UFE0009001.
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Mokonyane, Priscilla Onkgodisitse. "The professional commitment of actuaries." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30321.
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This study examines the nature and outcomes of the professional commitment of actuaries. The affective and continuance levels of professional commitment among actuaries are high. Overall, actuaries are more committed to their profession than to their employing organisations. Actuaries who have a high affective commitment to their profession and/or professional association are likely to have become involved in their profession recently and intend to remain in the profession for the foreseeable future. The overall professional-organisational conflict level for actuaries is very low. The outcomes of an increased professional organisational conflict are seen in an increased intention to leave the profession and/or professional association. Findings of this study have implications for the actuarial profession, employers of actuaries and the actuarial professional associations.
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Quarles, Ross. "Professional Commitment, Organizational Commitment, and Organizational-Professional Conflict in the Internal Audit Function Model: Development and Test." Thesis, North Texas State University, 1988. https://digital.library.unt.edu/ark:/67531/metadc331961/.
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This dissertation is a descriptive, exploratory examination of professional commitment, organizational commitment, and conflict between those commitments in the internal audit profession. That conflict has been suggested in prior studies as the source of dysfunctional outcomes such as increased role stress, high turnover, decreased job satisfaction, and the exercise of improper judgment leading to audit failures. The descriptive aspect of this study deals with the development of a more comprehensive structural model of the factors and relationships involved in commitment and conflict than has been developed by previous research dealing with accountants. The exploratory aspect deals with the testing and refinement of the developed model utilizing the internal audit profession as the field of examination. The model developed in this study is derived from the synthesis of factors suggested by role theory, the concept of side bets, the cosmopolitan-local construct, and the concept of commitment as a process. This research utilizes a questionnaire administered to 205 practicing internal auditors in order to test 30 hypothesized relationships. Path analysis is used to determine the significant direct relationships between variables with a process of theory trimming being conducted in order to produce more parsimonious structural models. Indirect relationships between significant variables are identified and their redundant or suppressive nature determined. Explanations of these suppressive or redundant relationships are provided based on the theoretical considerations identified above. Such a determination and explanation of the redundant and suppressive indirect relationships involved in the commitment-conflict relationship has not been accomplished in earlier studies of the subject. Although the procedures used here do not support causal conclusions, the findings of this study indirectly provide evidence that conflict between the two commitments in the internal audit area is not to be considered inherent. The findings also suggest a possible undesirable relationship between organizational formalization and professional commitment.
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Parry, Julianne Mary, and j. m. parry@cqu edu au. "The Effect of Workplace Exposure on Professional Commitment: A Longitudinal Study of Nursing Professionals." Central Queensland University, 2007. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20070524.133840.
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The behaviour of employees is increasingly being recognised as the critical
factor in achievement of organisational effectiveness. Therefore, the need to address
inefficiencies that are derived from the organisation-employee relationship is being
recognised as important to organisational success. For many years the concept of
organisational commitment provided the means to develop theory in relation to
organisation-employee relationships. More recently, however, other types of workrelated
commitments have been identified as having importance to the organisationemployee
relationship.
In the contemporary political-economic context, professionals are
increasingly becoming employees of organisations which operate according to
market or quasi-market principles. There are some fundamental differences between
professional occupations and non-professional occupations. These differences may
have consequences for the relationship between professional employees and their
employing organisation. The differences may also have consequences for other workrelated
outcomes for professional employees in ways that are different from the
work-related outcomes of non-professional employees. Importantly, for professional
employees commitment to the profession is developed during the pre-workplace
entry educational experiences and may have consequences for the retention of
professional employees within organisations, as well as retention within the
profession. Therefore, the commitment of professional employees to their occupation
may be both an antecedent to and a consequence of other work-related outcomes.
However, to date, professional commitment has not been studied from a
developmental perspective and the effect of workplace exposure on professional
commitment is not understood.
This thesis reports the findings of a study in which a theoretical model of the
relationship between professional commitment prior to workplace entry and
professional turnover intention was evaluated using path analysis. The relationships
included in the model were between commitment to the profession as both an
antecedent to, and a consequence of organisational-professional conflict, job
satisfaction and organisational commitment, as well as the relationship that each of
these variables may have to organisational turnover intention and professional
turnover intention. A repeated measures design was used with a sample of nursing
professionals. Professional commitment before entry to the workplace was measured,
and after a period of workplace exposure, professional commitment was again
measured, as well as the other work-related outcomes identified in the model. The
Blau (2003) occupational commitment measure was used to measure the pre-and-post
workplace entry levels of professional commitment. The thesis also examined the
factor structure of the Blau (2003) occupational commitment measure.
The results of the model evaluation indicated that it is a plausible model of
the identified relationships. Examination of the factor structure of the Blau (2003)
occupational commitment measure indicated that it is best represented by five rather
than four components. This research found that professional commitment was quite
stable in the initial period of workplace exposure. The research findings also
indicated that the relationship between professional commitment and organisational
commitment was mediated by job satisfaction and that organisational-professional
conflict and job satisfaction were directly related to organisational commitment. The
research found that job satisfaction and professional commitment after a period of
workplace exposure were related to organisational turnover intention, but that
organisational commitment was not. The final major research finding was that
organisational turnover intention was the only workplace variable in the model that
was directly related to professional turnover intention.
This research has contributed to the organisational behaviour literature
through the development and initial evaluation of a model of the relationship between
professional commitment prior to workplace entry and professional turnover
intention. The results of the model suggested that when organisations provide
professional employees with workplace experiences that are professionally, as well as
personally satisfying, they promote retention of professional employees with their
own organisation, as well as retention of professionals within the profession.
This research recommends that for organisations that employ professionals,
the model of the organisation-professional employee relationship that is likely to
promote the retention of professional employees both within the organisation and
within the profession, is a partnership model. Conflict resolution principles are
recommended to inform the partnership model of the organisation-professional
employee relationship. In addition, the empowering leadership style is recommended
for organisations that employ professionals, because it is better matched to the
employment mode and characteristics of professional employees.
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Kadyschuk, Ronald. "Teacher commitment, a study of the organizational commitment, professional commitment, and union commitment of teachers in public schools in Saskatchewan." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq23977.pdf.
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Mohyin, Nur. "Managing commitment in small construction professional services firms." Thesis, Loughborough University, 2011. https://dspace.lboro.ac.uk/2134/9092.
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Small construction professional services (CPS) firms are recognised as being vitally important to the UK construction industry as much of the professional capacity of the sector resides within these small practices. They rely on the capabilities of small groups of professional employees in delivering their services and so need to ensure their commitment to achieving organisational objectives. Clearly, human resource management (HRM) strategies have a major role to play in managing employee commitment, and yet such strategies have received little attention within the construction management literature. This study investigates the nature of construction professionals commitment within small CPS firms and to develop HRM interventions that foster organisational commitment in small CPS firms. The study adopts qualitative approach to enable gathering of rich data that come directly from the participants involved in the phenomenon. Exploratory interviews with managers of small CPS firms conducted in the early phase of the research helped to identify some of the key strategies and operational challenges related to the management of commitment. Following this, the main data was collected through conducting two in-depth case studies, which included one small quantity surveying practice in the East Midlands, UK, and one small multi-disciplinary practice in the West Midlands, UK. The case studies involve in-depth interviews involving the employer and employees, participation observation and document analysis at the main office of both organisations. Together, these data helped to unravel the nature of the employment relationship within such firms and also to gain a better understanding of how professional employees express their commitment. The findings reveal that professional employees commitment is influenced by a complex range of factors, but that five main HRM levers have a particular influence within such firms. These relate to job design, performance and career management, training and development, reward management and employee involvement. It is clear that a range of factors impinge on the abilities of employers to enact effective HRM strategies. In particular the recent economic crisis and personal problems have both been cited as the main challenges by the employer and employees of both organisations. It highlights the significant importance of managing organisational commitment much more effectively, regardless of the economic climate. Based on the research results a framework for managing professional commitment was developed and validated within a range of small CPS firms. The framework presents a holistic way of accounting for all the issues that influence the development and maintenance of organisational commitment within small CPS firms. Such knowledge is essential to the management of small CPS firms for achieving meaningful improvement in their approach to foster organisational commitment. The key recommendations for the management of small CPS firms is to make sure that every aspect of the job meets the professional employees expectations as well as project requirements and organisational objectives. This includes improving communication by utilising both formal and informal medium of communication, rewarding employees with both monetary and non-monetary rewards and developing employees by providing both on-the-job training and off-the job training. All these HRM practices need to be effectively linked and managed appropriately to collectively foster commitment. In conclusion, the complex nature of organisational commitment raised the importance for the management of small CPS firms to have a structured approach in managing their employees commitment.
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Swailes, Stephen. "Organisational commitment of professional employees : measurement and interaction effects." Thesis, University of Leicester, 1999. http://hdl.handle.net/2381/7832.
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This thesis presents an exploratory study into the nature of organisational commitment among professional employees. This thesis argues that the classic definition of commitment (Mowday, Porter and Steers, 1982) has been superseded by a reshaped psychological contract that affects the employment relationship in post-industrial society. Following exploratory, qualitative research organisational commitment was conceptualised as a multi-dimensional construct involving the congruence of individual and organisational goals, effort directed at goal achievement and innovation in the work place. A Behavioural Commitment Scale was developed and construct validity was examined through a cross sectional, quantitative survey of 329 pharmaceutical chemists, 166 public sector accountants and 138 private sector accountants. Social exchange theory is used to contextualise a study of how behavioural commitment is related to professionalism, perceived organisational support and social exchange disposition. Confirmatory factor analysis supported the three-dimensional structure of the Behavioural Commitment Scale. Multiple moderated regression revealed that the influence of situational variables upon interaction effects was greater than the nature of the profession. Union membership, low tenure, and prior involuntary job change all influenced positive interactions between perceived support and exchange. Professionalism moderated the effect of social exchange on commitment. Feelings of inability to leave the organisation and job insecurity in the late career stage both interact negatively with professionalism to have detrimental affects upon behavioural commitment. The implications for human resource management include: recognition of the influence that competing commitments have upon employees and the potential for judicious use of support; and, maintaining commitment in climates of job insecurity and job immobility. Suggestions for further research are given.
9
Eales, Carole A. "Occupational stress amongst physiotherapists working within a National Health Service environment." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287353.
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Rashid, Amir. "Characterising and understanding the professional and organisational commitment of community pharmacists." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/characterising-and-understanding-the-professional-and-organisational-commitment-of-community-pharmacists(40992b1d-4e95-42ed-9c31-a2f1a57a1a9d).html.
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Community-pharmacy is in a state of flux with a series of significant recent changes including the Community-pharmacy Contract, the reconstitution of the RPSGB and the General Pharmaceutical Council. There are also socio-cultural changes such as greater numbers of women in the profession, and an increase in pharmacists reducing their hours of work. The latter comes at a time when workload/roles are expanding and diversifying, leading to potential scenarios in which there are shortfalls between the hours worked and workload demands. This will have an impact on community pharmacists, but its magnitude may be dependent on how they are professionally and organisationally committed. Whilst there has been some promising commitment research in the USA, little research has been published in GB. However, multidimensional models of commitment have been researched extensively in other professions.A programme of research was developed and conducted to characterise and understand the role of professional and organisational commitment in community-pharmacy in GB using the Three-Component Model of commitment (TCM). Various methods were used to answer the research questions including focus-groups to assess qualitatively the contextual appropriateness of the constructs (stage 1.1), and cognitive-interviews to assess construct validity (stage 1.2). Stage 2 consisted of a large survey study, which examined the psychometric validity of the measurement scales as well as salient a-priori theoretical relationships found in both community pharmacy in GB and other professional contexts. A total of 32 participants were recruited for stage one and 713 community-pharmacists participated in stage two. Ethical approval was attained from the University of Manchester Ethics Committee for both stages one and two.The research found that beyond the affective facets of professional and organisational commitment both normative and continuance facets made significant, unique and yet varied contributions to the influence of both withdrawal-behaviours and work-performance behaviours in the community pharmacy population in GB. However, the levels and strengths of the different facets of professional and organisational commitment also appeared to differ amongst the different subgroups in community pharmacists in GB. For example, independent/small-chain pharmacists exhibited significantly higher levels of affective and normative organisational commitment and significantly lower levels of organisational withdrawal behaviours compared to large-multiple pharmacists. The implications of these and other differences were highlighted and recommendations made salient to the profession and community pharmacy organisations about how the levels of the different facets of commitment may be managed to foster greater work-performance behaviours and mitigate the different withdrawal behaviours.
11
Crocker, Judith Leslie. "Continuing professional development and curriculum development enhancing teacher satisfaction and commitment /." Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/B35339883.
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Tong, Ang Chin. "A study of organizational and professional commitment among nurses in Singapore." Thesis, City University London, 1991. http://openaccess.city.ac.uk/7760/.
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Issues on commitment have captured the great interest of organizations and research scholars. The health-service organizations in Singapore are anxious to develop appropriate organizational strategies to enhance their nursing personnel's levels of commitment to the organization and profession, and hope that this may, in one way or other, help to ease the turnover among the nurses currently taking place in the organizations. The current study has, therefore, been carried out to investigate the commitment levels of nurses in the health-service organizations in the Asian Context of Singapore with an attempt to (a) establish the differences between the nurses' level of organizational commitment and professional commitment; (b) determine the effects of the nurses' personal variables on their organizational commitment; and (c) ascertain the relationships between the nurses's overall job satisfaction and their organizational commitment and professional commitment. A total of 2,424 usable questionnaires were collected from nurses in six government hospitals and four private hospitals. The results of the data analysis have indicated that (a) the nurses, irrespective of their organizational affiliation to the public or private sector, tended to show a higher level of commitment to the profession than to the organization; (b) the nurses in the private hospitals did not tend to show more commitment to the organization than their counterparts in the government hospitals; (c) the personal variables of age, tenure and salary level of the nurses in both the government and private hospitals seemed to have created an impact on their organizational commitment, and that of these variables, salary level seemed to have the greatest impact on the organizational commitment, and have an intervening effect on the relationships between age and tenure and the organizational commitment; and (d) the overall job satisfaction of the nurses in the government hospitals seemed to have been related more to their professional commitment than to their organizational commitment, but the overall job satisfaction of the nurses in the private hospitals did not appear to have significant relationships either with their organizational commitment or professional commitment. The possible contributing factors to these findings were analysed;the implications for the health-service and other organizations concerned, and the implications for future studies were discussed.
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Chadwick, Simon. "Determinants of commitment in the professional football club/shirt sponsor dyad." Thesis, University of Leeds, 2004. http://etheses.whiterose.ac.uk/192/.
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The recent growth in sponsorship expenditure has been marked with football being a major recipient, particularly through shirt sponsorship programmes. The relationship between football club and shirt sponsor is an important one for both parties leading them to routinely profess their commitment to one another. Common notions of commitment are often associated with long-term relationships, although evidence from the sponsorship literature contradicts this. Many football shirt sponsorship deals are short-term, often accompanied by a low rate of contract renewal. In this context, the study therefore sets out to identify determinants of commitment in the dyadic relationship between English professional football clubs and their shirt sponsors. A review of printed and electronic media is initially undertaken to confirm the relevance of the study. This forms the basis for a subsequent examination of critical incident interview data which leads to the development of a questionnaire which was despatched to clubs and sponsors, achieving a response rate of 60.4%. Returns have been analysed using factor and multiple regression analyses in order to identify statistically significant determinants of commitment. A final research stage involving structured face-to-face interviews within six sponsorship dyads is presented to establish the generalisability and validity of findings. Following the review of printed and electronic media,used term in shirt sponsorship programmes and the critical incident interviews highlight nine determinants of commitment. The analysis of questionnaire returns indicates three variables (shared values, perceived benefits and opportunistic behavior) are statistically significant determinants of sponsorship commitment. Further analysis of dyadic interview data results in the development of a typology which highlights the nature and characteristics of four sponsorship commitment types (Calculators and Commercials, Cynics and Short-Termers, Carers and Communals, and Innocents and Indifferents). In the light of these findings, the study concludes by examining issues and implications for academics, practitioners and researchers.
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Frow, Penelope. "The meaning of commitment in professional relationships : exploring the meaning of commitment used by lawyers and their clients." Thesis, Cranfield University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.250498.
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Hall, Tammy Kay. "Determinants of elite athletes' commitment to sport : examination of the sport commitment model in the professional sport domain." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/3551.
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This study examined the applicability of the Sport Commitment Model for a group of elite, professional athletes. The model proposes that an athlete's commitment will increase as sport enjoyment, personal investments, social constraints, and involvement opportunities increase and will decrease with an increase in involvement opportunities. The influence of identification as an athlete, a determinant of commitment not included in the original model, was also examined. One hundred and eighty three professional football players from the Canadian Football League (CFL) (n = 121) and National Football League (NFL) (n = 69) participated in the study. Each subject completed a modified version of the original questionnaire developed to test the constructs in the Sport Commitment Model (Scanlan, Simons, Carpenter, Schmidt, & Keeler, 1993) during a team meeting. Internal consistency reliabilities for the final items in all seven scales were acceptable. Confirmatory factor analysis indicated marginal overall fit (AGFI = 0.757) demonstrating good construct validity and discriminant validity for each scale. Zero-order correlations between commitment and its predictor constructs were significant and in the hypothesized direction for all predictor constructs except social constraints. The correlation between commitment and social constraints was negative and nonsignificant. The simultaneous regression analysis results found the predictor constructs accounted for 38% of the variance in commitment. Identification uniquely accounted for the most variance followed by enjoyment, involvement alternatives, and involvement opportunities. Only personal investments and social constraints did not contribute a significant amount of unique variance to sport commitment. The importance and meaning of the relationships between commitment and its determinants for professional athletes are discussed, as well as directions for future research.
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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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Hekman, David R. "Contingencies between organizational identification and professional employee performance /." Thesis, Connect to this title online; UW restricted, 2007. http://hdl.handle.net/1773/8802.
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Lee, Wing-yee Angela, and 李穎宜. "A study of organizational commitment of IT professionals." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266666.
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Santos, Saturnino de los. "Job, organizational, and professional commitment of extension workers in the Dominican Republic /." The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487758178239211.
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Gendron, Tracey. "The Development of a Discipline: Examination of the Profession of Gerontology and Gerontological Professionals." VCU Scholars Compass, 2013. http://scholarscompass.vcu.edu/etd/3220.
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The growth of the aging population has warranted increased training and education to prepare professionals with the specific knowledge needed to best serve older adults. Gerontology, as an academic discipline, provides professionals with the conceptual knowledge and the skills necessary to address the complexities of working with a diverse aging population. Little research has been done of the characteristics of professionals both with and without formal education in gerontology that are working with the aging population. The aim of this study was to investigate the roles of career motivation, job satisfaction, attitudes about aging, career commitment, and professional identity among those working with older adults. An exploration of the characteristics of gerontological professionals has implications for the development of best practice approaches in student and staff recruitment, retention, curriculum design, and training practices. Participants were recruited from volunteers invited from a convenience sample of approximately 7,000 members signed up to receive emails from the Department of Gerontology at a Southeastern University, and a snowball approach with the link to the survey being distributed by various organizations and institutions (e.g., assisted living facilities, Southern Gerontological Society, Therapeutic Recreation Association). Professionals’ age and job satisfaction significantly predicted professional identity. Participants’ career motivation, job satisfaction, and exposure to formal gerontological education (MSE) significantly predicted career commitment. Self-identified professional identity in aging groups did not moderate the relationship between MSE predictors and career commitment. However, aging anxiety mediated the relationship between job satisfaction and career commitment. Finally, age and higher perception of the value of teamwork predicted both level of professional identity and job satisfaction. This study sheds lights on perspectives of professionals working with older adults and highlights areas for future research and training with this population.
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Cross, David. "Commitment in liminality : independent consultants betwixt and between organisations, clients and professional bodies." Thesis, University of Bath, 2017. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.760927.
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This thesis investigates the commitment bonds of individuals through the lens of liminality. While workers are able to commit to multiple targets and this has been linked to important performance outcomes, previous study of commitment in the workplace is almost exclusively concerned with organisational contexts and employer-employee dyads thus neglecting the increasingly fragmented and diverse world of work. Commitment is developed here by examining it in a liminal position, a term often applied to cross-boundary knowledge workers due to its ambiguous and uncertain nature but also the freedom of being 'betwixt and between' organisations, professions, and clients. Indicative of this liminal position are independent consultants, a growing army of self-employed freelance knowledge workers who use their tacit knowledge and high levels of human capital to solve complex problems for multiple business clients. Independent consultancy is a growing area and as self-employed independent contractors they are an increasingly important policy battleground. They are vital to our understanding of a changing world of work where existing theories and frameworks are becoming stretched, distorted and perhaps even irrelevant. Adopting a pragmatist research philosophy and making use of a reflexive metamethodology, 50 semi-structured interviews using critical incidents and participatory visual methods were conducted. Thematic analysis was used and a new method of visual metaphor analysis pioneered. The resulting findings focus on three areas. Firstly important targets of commitment are identified; clients, professional bodies, and collaborators. I argue that these act as substitutes for commitment to an organisation because they perform a similar role. Secondly, these bonds of commitment are underpinned by the inherent freedom of a liminal position. Although this freedom is evident in various ways, a more critical reading suggests that it is more complex and relational rather than total. Finally, this freedom from organisational ties and structures can cause conflicts of commitment based on knowledge, time, and contractual issues. Devoid of an organisational employer and many of the accompanying administrative and support mechanisms these conflicts are resolved at an individual level by turning the conflict into a synergy, preventing, avoiding, or in extreme cases changing the nature of the bond altogether. The primary contributions to knowledge are the development of substitutes for organisational commitment, the detailing of conflicts of commitment and their resolution, and the inherent freedom of a liminal position which underpins these. Furthermore, this thesis offers the first investigation using the Klein et al. (2012) reconceptualisation to investigate commitment outside of an organisational employment setting. This context and aspects of liminality are used to further problematise the extant literature and theory around the volition inherent in commitment and the isolation and measurement of targets. Understanding of liminality is advanced in terms of freedom, which is often assumed but rarely explored, and anti-structure by arguing that liminality is full of structure in the form of commitment bonds which act as important anchors and reference points to help minimise the ambiguity.
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Tsai, I.-Chieh, and 蔡依潔. "Relationships between Professional Commitment and Personality Traits in Pharmacy Profession." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/81756960003954783770.
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碩士國立臺灣大學
臨床藥學研究所
92
This study was designed to understand the professional commitment of pharmacist in Taiwan, and to explore whether there is a relationship between personality traits (as measured by the Five-factor model) and professional commitment. Furthermore, this study examined whether professional commitment is correlated with a pharmacist’s background and participation in professional activities such as “Community Education Program on Pharmacy and Medication (CEPPM).” The study was a cross-sectional self-answered survey where the main variables were measured with rating scales. Nationwide, pharmacists participated in the CEPPM and its associated symposiums were invited to take the survey. Among the 961 pharmacists contacted, 742 agreed to participate in the survey, and 507 eventually completed the survey. The study results showed a mean professional commitment of 28.39 (SD 4.18). About 12.6% pharmacists said, if given a choice, they would not choose pharmacy again as their profession. Pharmacists participated in the CEPPM had higher professional commitment than the non-participants. Pharmacists practiced in community pharmacy had higher professional commitment than those working in hospitals and clinics. Especially, a significant difference was noted between pharmacists in chain pharmacy and those in medical center. Pharmacists worked in southern part of Taiwan had a lower commitment score than those in the northern part. Longer years in active practice, frequent contact with patients, and older age also positively correlated with professional commitment. Gender, marriage status, types of license, graduated college and types of degree did not show a significant correlation with professional commitment. Multiple variable analyses showed that personality traits of Extraversion (β=0.247, p<0.001) and Agreeableness (β=0.161, p<0.001) were positively correlated professional commitment, after controlling for the experience of CEPPM, age and gender etc. In addition, continuing education had a positive relationship with professional commitment (β=0.133, p<0.01), and pharmacists working in chain pharmacy had the highest professional commitment than those working in other settings (β=0.145, p<0.01). Although pharmacists participated in the Community Education Program on Pharmacy and Medication”appeared to have higher professional commitment, the direction of causal relationship cannot be ascertained with this cross-sectional study. Longitudinal studies are required in the future to understand whether the experience of participating in the program does increase the professional commitment of pharmacist. In order to develop professional commitment, when making recruitment decisions on pharmacists and pharmacist students, it might be worthwhile to consider latent variables such as personality traits, in addition to other more objective factors such as degree, work experiences and performance on school work.
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Chu, Cheng-Ta, and 朱證達. "The Impacts of money ethic, professional commitment and organizational commitment." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/90542772037463297530.
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碩士國立中山大學
人力資源管理研究所
91
The financial market in Taiwan shook away its bondage and started to move forward after the government declared the dissolution of financial policies in 1990. The approval of the installation of private banks in 1991 even flamed the competition existing in the monetary and financial market into a blaze.To make the situation even more drastic is our participation in the World Trade Organizations that international financial organizations are allowed to run their businesses here. Our local financial business did not only face the local competition, but also come across international counterparts. The keen competitionin the monetary market here is getting more and more fierce. Viewing bank clerks are the key to the success of a bank, this study aimed to find out how to inspire the employees and how to create an efficient management policy. This research also aimed at finding the relationship between “monetary ethics” and “professional commitment” & “organizational commitment” among bank clerks. The subject of the study was bank clerks from 23 local banks throughout the island. There were total 422 copies of valid samples collected. The block regression is implied for analyzing the data. Through this research, we found bank clerks had the following responses: 一、 The “monetary ethics” behold have a great influence on professional commitment. 2、 The stronger the make money is, the identification and involvement to profession will be higher. 3、 The stronger the motivator is stronger, the identification and involvement to profession will be higher. 4、 For those who think money can bring happiness, the involvement to profession will be higher. 5、 The stronger the no intrinsic motivation is , the willingness to stay in the same profession will be lower. 二、 The “monetary ethics” behold have a great influence on organization commitment: 1、 The weaker they regard “money is good、Important”, the identification to organizational will be lower. 2、 The stronger the make money is , the identification to organizational and willingness to stay in position will be higher. 3、 The stronger the motivator is stronger is, the identification to organizational and willingness to stay in position will be higher. 4、 The stronger the Budget Money is important, the involvement to organizational will be higher. 5、 The stronger the rich is important, the identification to organizational will be lower.
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Chia-Chi, Chang, and 張家綺. "Does Organizational Commitment and Professional Commitment Improve Sunk Cost Effect?" Thesis, 2012. http://ndltd.ncl.edu.tw/handle/49574663117549544854.
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碩士國立彰化師範大學
會計學系
100
The main purpose of this study is to investigate the relationship between the level of sunk costs, willingness to keep investing and organizational commitment and professional commitment. However, most prior research discussed cause of sunk cost effects. The purpose of this research is to investigate mitigate factor of sunk cost effect. Thus, the research is to investigate managers of companies of Taiwan Stock Exchange and OTC how sunk cost effects will be affected under different level of organizational commitment and professional commitment. A questionnaire survey on the level of sunk costs, willingness to keep investing and organizational commitment and professional commitment were employed, including the following variables: the level of sunk costs, willingness to keep investing, organizational commitment and professional commitment. The research method is to distribute questionnaires to 120 subjects, one for each, who are managers of companies of Taiwan Stock Exchange and OTC. The collected 90 valid samples are then analyzed using regression analysis and hypothesis testing. The results of this study illustrate that the level of sunk costs have significant effect on the willingness to keep investing, and it means sunk cost effect exist as well. Furthermore, organizational commitment and professional commitment has a moderating effect on sunk cost effects but moderating effect of professional commitment are more stronger. The relationship between the level of sunk costs and the willingness to keep investing is more affected by professional commitment, whereas under the high level of professional commitment, the level of sunk costs more weakly affects the willingness to keep investing. That is to say, sunk cost effects are reduced. As a result, the study, in the end, will provide related policy implications and recommendations to decision-makers.
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Chang, Ya-Ting, and 張雅婷. "A Study on Professional Commitment and Related Factor in pharmacy profession." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/47205911938423296478.
Full textAbstract:
碩士國立陽明大學
衛生福利研究所
88
The objective of this study was to investigate the professional commitment and related factors in pharmacy profession. Five index were chosen to measure the professional commitment of pharmacists including identity of professional belief, practice environment evaluation, identity of pharmacist role, willingness to devote, and inclination to remain in the profession. The data were collected by questionnaires mailed to pharmacists who work in hospital, clinic and pharmacy community segments. A total of 2,780 questionnaires were mailed, it resulted in 887 valid respondents with a response rate of 31.91%. The result showed the mean value of total professional commitment was 3.99. It was middle toward positive attitude. The attitudes of identity to the professional belief and pharmacy role, willingness to devote were also positive. The attitudes of practice environment evaluation and inclination to remain in the profession were on the middle. The correlated factors of the pharmacists’ professional commitment were as followings: age and marital status had positive influence on pharmacists’ professional commitment; the level of education was negatively correlated. Pharmacists who had longer practice years, never break off practice, ever receive continue education and having longer continue education hours have higher professional commitment. Pharmacists with owner status have significant higher professional commitment than employed and public service pharmacists. Pharmacists who work in pharmacy community had higher professional commitment than those in hospitals and clinics. Pharmacists who frequently contact with pharmacy colleagues, medical staff, general public or patient and discuss the problem of medication with physician also had higher professional commitment and positive attitude. Further more, pharmacy providing opportunity pursuing further education, pharmacists often discussing the issue of patient’s medicine use, and pharmacy with established working rule also positively correlated with higher professional commitment. In accordance with the results, the importance to nurture professional atmosphere and to advocate pharmaceutical care concept to pharmacists and pharmacy students were suggested. It is also suggested that future studies should include the expansion of study scale, longitudinal research on pharmacy students, and investigation of other related factors.
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KO, WEN-YI, and 柯文益. "A Study of Professional Belief, Professional Commitment, and Professional Performance in Judo Referee." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/92t322.
Full textAbstract:
碩士朝陽科技大學
休閒事業管理系
105
This study was discussed on the relationship between professional belief, professional commitment, and professional performance of judo referee. This research used conception sampling. Research subject for the national B-level judo’s referee. There are 212 copies of survey in total. 150 copies were returned with 13 copies invalid and 137 copies effective. The return rate was 64.6%.Analyzed by exploratory factor analysis, descriptive statistics, independent sample t-testing, one-way ANOVA, pearson product-moment correlation coefficient, and multiple regression analysis. The results were as follows: There is significant difference for judo referee age on professional belief, professional commitment, and professional performance; There is significant difference for judo referee level on professional belief, professional commitment, and professional performance; There is significant difference for judo referee seniority on professional belief, professional commitment, and professional performance; There is positive correlations between professional belief, professional commitment, and professional performance, In other words, the higher the degree of professional judgments of judo referees, the higher the degree of professional commitment and professional performance; Professional beliefs and professional commitment to the positive impact of professional performance. The research make discussions on results, and provides suggestions for researches in the future.
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Yang, Shih-yun, and 楊詩韻. "Dialysis Nurses Professional Commitment and Job Satisfaction." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/cd4597.
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碩士國立中山大學
人力資源管理研究所
97
Purpose. To explore the relation shop between professional commitment and job satisfaction. Methods. A survey of 300 nurses from a medical center in Taiwan was conducted to collect data. The instrument surveyed demographics, working environment, professional commitment, and job satisfaction. Data were analyzed with SPSS 13.0 software. Results. The results showed a positive correlation between professional commitment and job satisfaction. Multiple linear regression revealed seven factors that were associated with nurses professional commitment: marital status, age, years of working reasons for enrollment, economic status, and working environment. Factors that could explain the variance of job satisfaction were economic status, working environment, and professional commitment. Conclusion. Greater awareness of nurses professional commitment and job satisfaction among nursing administration may indirectly help increase the quality of nursing care in Taiwan.
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Kuo, Yi-Fen, and 郭怡芬. "The study of Play Therapists’ Professional Commitment." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/90383415206038768975.
Full textAbstract:
碩士國立暨南國際大學
輔導與諮商研究所
98
The purpose of this research was to explore the professional commitment of play therapist, including understanding play therapists’ learning experiences, the development of the professional commitment, the factors influence the professional commitment, and the comment to the system. I hope that results mentioned above can increase our understanding of professional commitment of play therapists. I used an in-depth interview qualitative research method with four play therapist whom have worked over three years, willing to work on it for the future. The results of the research were as the following: 1.The result of play therapists’ learning experiences encompassed: before experience influence their learning process, the same interesting on human, the importance of the practicing going up, the ability to perceive advance the profession, positive thinking expand thinking range. 2.The result of the development of the professional commitment encompassed: getting grow up with their learning experiences, having favorable impression in it, building the identity with the play therapy, integrate profession and life, having the purpose and expectation on play therapy. 3.The result of the factors influence the professional commitment encompassed: positive feedback, influence of relationship, the influence of corporation. Positive feedback include the agreement from the client, salary, time make profession. Influence of relationship include peer’s support, supervision’s leading, attitude of family. The influence of corporation include the corporation’s characteristic, the system of nurture talented man. 4.The result of the comment for the education system encompassed: establish a education system to service different demand, training tactfully relationship with different people, sharing learning experiences with the novice play therapist. Finally, I also carry out a discussion of the research results mentioned above, and give advice to practical workers as well as researchers who plan to research this issue in the future.
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Tai, Woan Yu, and 戴菀妤. "Work extended schedules, Professional commitment, Service Quality." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/39487173477725948477.
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GHANG, CHIH-YU, and 張志毓. "The Study of Teachers'''' Organizational Commitment and Professional Commitment in Elementary School." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/08574230792644684474.
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碩士台北市立師範學院
國民教育研究所
85
Abstract The purposes of this study were to understand the real situation for teachers'''' organizational commitment and professional commitment in elementary schools, to analyze the relationship between teachers'''' organizational commitment and professional commitment, and to predict efficiently the vaviables and influences on professional commitment. This study also attempted to measure the differences of teachers'''' organizational commitment and professional commitment on teachers'''' population variable and schools'''' environmental variable. This research book a wide survey through questionaires to 1430 teachers randomly selected from 161 public and private elementary schools in Taiwan. Two survey instruments were developed of the research including "Teachers'''' Organizational Commitment Scale." and "Teachers'''' Professional Commitment Scale." The results of data analysis showed as follows: 1.Identity to the organization, inclination to keep the job, and willingness to work hard can act as the important index to teachers'''' organizational commitment. 2.The elementary school teachers have higher sense of teachers'''' organizational commitment. 3.Education profession identity, education profession ethics, further study, education profession relationship, and education profession belief can act as the important index to teachers'''' professional commitment. 4.The elementary school teachers have higher sense of teachers'''' professional commitment. 5.More significant differences existed among teachers'''' population variables and schools'''' environment variables on both of teachers'''' organizational commitment and professional commitment. 6.Significant relationship existed between teachers'''' organizational commitment and professional commitment. 7.Teachers'''' population variables, schools'''' environment variables and teachers'''' organizational commitment were good predictors to teachers'''' professional commitment. Based on the study results, the author tends to submit feasible recommendations for the departments of educational administration, the universities which are responsible for teachers pre-service training, elementary school teachers and further research plans.
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吳盈慧. "The study of Professional Commitment and Job Satisfaction of Professional School Counselors." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/40349340261716574175.
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碩士國立彰化師範大學
輔導與諮商學系所
103
The main purpose of this study was to investigate the relationships between Professional teachers’ professional commitment and job satisfaction in Taiwan. This study was to investigate the results between Professional teachers’ professional commitment and job satisfaction with different background variables, like gender of teachers, ages, service years, professional backgrounds, property of schools, school scales and school locations. Furthermore, this study was to investigate how job satisfaction predict teachers’ professional commitment. In the study, a questionnaire survey method is used, and 252 school counselors in public junior high schools from various counties in Taiwan are surveyed and the instruments were “Scale of the Professional School Counselors’ Professional Commitment” and “Scale of the Professional School Counselors’ Job Satisfaction”. The data were analyzed with descriptive statistics, independent samples t test, one-way ANOVA, and simple linear regression. The findings of this study are as follows: 1. Professional school counselors on average showed a middle-high level of professional commitment, and “professional identity” tops the others in the average scores in the dimension. 2. Professional school counselors on average showed a middle level of job satisfaction, and “professional growth” tops the others in the average scores in the dimension. 3. Professional school counselors with different ages showed significant difference in levels of professional commitment, and the elders score higher than the youngers; Junior high school counselors with different service years showed no apparently significant difference in levels of professional commitment, yet showed no significant difference among variables such as gender, professional backgrounds, property of schools, school size and school locations. 4. Professional school counselors with different ages showed significant difference in levels of job satisfaction, and the elders score higher than the youngers; the related departments graduates score higher than the ir-related ones, yet showed no significant difference among variables such as gender, ages, service years, property of schools, school size and school locations. 5. Professional school counselors’ job satisfaction could significantly predict professional commitment. 6. In the end, implications according to the study and suggestions for professional school counselors and future studies were also presented.
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Liauh, Fang-Weei, and 廖芳偉. "A study of the relationship of money ethic, perfectionism, professional commitment, organizational commitment." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/63215099026810409934.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
90
Abstract This study is focused on the discrimination of the relationship between money ethic & perfectionism and professional commitment & organizational commitment. I intend to provide company owners useful information on management of those R&D engineers. This research targets on engineers from different areas of businesses like computer, information, communication, electronics, optotech, refined machinery, automobiles, machinery, chemical engineering, metal industry and son on, but most are on the refined machinery, automobiles, machinery and telecommunication. There are total 508 copies of valid samples received. This is to check out if there is any obvious influence that the “ money ethic “ & “perfectionism” and “professional commitment ” & “organizational commitment ” by using regression. The result on research R&D engineers is as follows: 1、The “money ethic “ & “perfectionism” they behold have a great influence on professional commitment. ﹙1﹚、The stronger the no intrinsic motivation is, the stronger their involvement and identification to profession will be. ﹙2﹚、The stronger the no intrinsic motivation is, the weaker willingness to stay in the same profession will be. ﹙3﹚、The higher their personal standard is, the stronger their involvement and identification to profession will be. ﹙4﹚、The more parental criticism, the weaker their professional identification and the willingness to stay in profession will be. ﹙5﹚、The higher their personal standard and the doubt about actions is, the weaker the willingness to stay in profession will be. ﹙6﹚、The higher the concern over making mistakes is, the weaker their involvement and identification to profession will be. 2、The “money ethic “ & “perfectionism” they behold have a great influence on organizational commitment. ﹙1﹚、The stronger they regard “money is good、Important” , the weaker their involvement and identification to organization will be. ﹙2﹚、The stronger the no intrinsic motivation is, the stronger their identification to organization will be. ﹙3﹚、The higher they consider themselves receiving a equity treatment, the stronger their involvement to organization and the willingness to stay in position will be. ﹙4﹚、The more the motivators are, the stronger their involvement to organization will be. ﹙5﹚、The higher the expectation from their parents is, the stronger their involvement and identification to organization and the willingness to stay in position will be. ﹙6﹚、The higher the doubt about actions is, the weaker their involvement and identification to organization and the willingness to stay in position will be. ﹙7﹚、The more concern over making mistakes is, the weaker their willingness to stay in position will be. ﹙8﹚、The higher their personal standard is, the stronger their involvement and identification to organization and the willingness to stay in position will be. ﹙9﹚、The more criticizes receiving from parents, the weaker their involvement to organization and the willingness to stay in position will be.
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Yen, Shih-Hsuan, and 顏世璇. "The Relationship among Organizational Commitment, Professional Commitment and the Intention of Earnings Management." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/25917968038774914828.
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碩士淡江大學
會計學系碩士班
101
An increasing number of reported financial statement fraud and related audit failures not only have caused big losses to some high profile companies, but also have eroded public confidence in the accounting profession. The purpose of this study is to explore the relationship among accounting firm''s auditors’ organization commitment, professional commitment and the intention of earnings management. Structural equation modeling (SEM) is employed to investigate this relationship. Our empirical results indicate that normative organization commitment is significant positively related to professional commitment; professional commitment is significant positively related to affective and continuance organizational commitment. In addition, affective and continuance organizational commitment are significant negatively related to intention of earnings management; professional commitment is negatively related to intention of earnings management.
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Yang, Ling-Ling, and 楊齡齡. "A study of IT professional career development roadmap, job satisfaction and resignation – using professional commitment and organization commitment as variable." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/94596967412438377238.
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碩士國立高雄大學
高階經營管理碩士在職專班
95
The main purpose of this study is aimed to probe the effect of career development plan to IT professionals’ job satisfaction and resignation tendencies. In order to grope for the mediating effect of job satisfaction, this study is also designed to verify the adjustment of IT professionals’ professional commitment and organization among job satisfaction between their job satisfaction and resignation tendencies. Research target of this study is focused on IT professionals among enterprises and schools. There are 350 questionnaires were given out and up to 342 valid questionnaires were received. After processing statistic analyzing, following findings are discovered in this study. First, the implement of career development plan has significantly related to IT professionals’ job satisfaction but has significantly contradictory to their resignation tendencies. Second, job satisfaction has significantly contradictory toward IT professionals’ resignation tendencies. Besides, job satisfaction plays a role as a mediating effect between career development plan and resignation tendencies in this study. Third, professional commitments and professional commitments are taken as moderators in this study to adjust the influence between job satisfaction and resignation tendencies. Due to the large work load and fast changing technology, IT professionals are requested to have a certain degree of adjustment to perform their job duties and missions. Hence, organizations should implement career development plan in order to lower IT professionals’ resignation tendencies and to enhance their job satisfaction, emotional commitments, and professional commitments.
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CHEN, CLAUDIO, and 陳耀西. "The Relationship of Professional Commitment and Career Development." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/qtnj55.
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碩士嶺東科技大學
高階主管企管碩士在職專班
105
At present, over expansion of private universities lead to higher drop out rates and lower academic standards in Taiwan. Spending years studying for a university degree is no guarantee for future employment. The purpose of this study is to explore how professional commitment and internship satisfaction impact on career development. Purposive sampling questionnaires were issued 500 questionnaires were distributed a total of 430 valid questionnaires,the effective rate was 86%. The data by descriptive statistics, independent sample t test, pearson correlation analysis, Anova analysis & regression analysis. The results indicated that (1)the higher professional commitment & positive working attitude had a higher positive effect on internship satisfaction. (2)the higher Intrinsic and extrinsic internship satisfaction had a higher positive effect on Career Development. (3) the higher professional commitment ＆positive working attitude had a higher positive effect on Career Development. (4) Professional commitment also affected satisfaction through internships satisfaction, so pay more attention to career development. (5) Professional commitment, internship satisfaction and career development will vary depending on the intern's background and have a significant difference.
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LEE, LI-MEI, and 李麗美. "Job Satisfaction and Professional Commitment Among Nurse Aides." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/d5p6vu.
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碩士輔仁大學
跨專業長期照護碩士學位學程在職專班
107
Purpose: The purpose of this study was to investigate the job satisfaction and professional commitment of nurse aides. Furthermore, this study also explored the influence of demographic characteristics, job characteristics and organization characteristics on job satisfaction and professional commitment. Research Design: This was a cross-sectional questionnaire study. The study took nurse aides of registered long term care facilities in Yilan County as population, with stratified sampling according to the types of the facilities and genders. 256 participants were enrolled from October to November in 2018. Result: The job satisfaction of the nurse aides was moderate level. The factors that affected the job satisfaction included ages, education levels, facility types, hire relations, and salary. The professional commitment of nurse aides was upper middle range. The factors that affected the professional commitment included facility types, hire relations, and salary. The job satisfaction and professional commitment of the nurse aides were highly to middle positive related. Recommendations: In the future, we can conduct research to compare the nurse aides of Taiwan and each area, different service types or dispatched nurse aides. In practice, arrange appropriate on-the-job training for the nurse aides, enhance their autonomy, and treat the nurse aides with respect. Encourage the nurse aides to establish the occupational group to protect their right and interest, and improve low job satisfaction and low professional commitment from dispatched workers. Additionally, it is necessary to increase the proportion of licensed nurse aides, and plan a career ladder system in order to attract young work force to enable long term care for sustainable development.
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(9825173), Julianne Parry. "The effect of workplace exposure on professional commitment: A longitudinal study of nursing professionals." Thesis, 2007. https://figshare.com/articles/thesis/The_effect_of_workplace_exposure_on_professional_commitment_A_longitudinal_study_of_nursing_professionals/13416656.
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Examines the "findings of a study in which a theoretical model of the relationship between professional commitment prior to workplace entry and professional turnover intention was evaluated using path analysis"--Abstract.
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Liou, Bang-Sen, and 劉邦森. "The Research for Underwriter''s Conflict between Organizational Commitment and Professional Commitment in Taiwan." Thesis, 1994. http://ndltd.ncl.edu.tw/handle/78767486525571164619.
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碩士國立臺灣大學
會計學研究所
82
This thesis aimed at examining the organizational commitment (OC), professional commitment (PC), the conflict between OC and PC ("the conflict" hereafter), and their relationships to job satisfaction of employees in the underwriting industry in Taiwan. Using the questionnaire as instrument, this study surreyed 382 underwriting employees and yield 162 Valid responses. The main findings are as follow: 1. Negative relationships existed between OC and the conflict,and between PC and the conflict. 2. No signficant interactive effect of OC and PC on the conflict was found. 3. Job satisfaction of empolyees with high conflict was lower than those with low conflict.
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LIN, Fang Yu, and 林芳伃. "Organizational Commitment, Professional Commitment, Passions and Their Three-Way Interaction Effects on Audit Performance." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/78563427341849950825.
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碩士國立彰化師範大學
會計學系
102
Previous behavioral accounting literatures advocate organizational commitment, professional commitment has an impact on the audit performance. This study joins the passion of the audit manager to explore. In other words, this study examines the three-way interactive effects of organizational commitment (OC), professional commitment (PC) and the passions on the relationship of audit performance. This study declaim that when auditing managers with the high organizational commitment and high professional commitment were associated with higher audit performance especially under the condition of high passions, that is, auditing managers under the condition of high passions, with high organizational commitment and high professional commitment will help the overall performance of the audit. We collected 134 samples from 300 respondents, who are the middle-level managers in Big 4 audit firms of Taiwan, to a questionnaire survey were analyzed by examining the regression equations for the three-way interaction model. The findings of this study support our expectation that organizational commitment (OC), professional commitment (PC) and the passions are obviously influential on the audit performance. Auditing managers in a highly passionate situation with high professional commitment could improve on audit performance, while there was no effect on audit performance under the organizational commitment. Auditing managers with high professional commitment but with low passions are negatively associated with audit performance. As a result, the study, in the end, will provide related policy implications and recommendations to auditing organizations.
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Rivard, Magnan Annette M. "Effects of professional commitment and organizational context on the professional development of Canadian occupational therapists." Phd thesis, 2010. http://hdl.handle.net/10048/1567.
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Over the past two decades, health care has undergone massive change, both in scientific and technological advancements, and in the manner in which services are structured and delivered (Angus, Auer, Cloutier, & Albert, 1995). Social, political, and financial pressures have resulted in organizational restructuring, which in turn influenced the delivery of health care at all levels. The knowledge base of the occupational therapy profession has continued to expand and there is increasing evidence of the effectiveness of its services. For these many reasons professional development has become especially critical as it enhances practitioners abilities to respond appropriately to these ever-changing external forces (Nolan, Owens, & Nolan, 1995) and ensures evidence-based practice (Craik & Rappolt, 2006), thus benefitting both patients and organizations.
As professionals, occupational therapists are personally accountable for the quality and outcomes of the services they provide (Friedson, 1994). This study examined the factors that induce occupational therapists - important resources for the health care system - to maintain, adapt, and enhance their competencies. I explored the potential drivers of professional development using a combination of commitment theory and organizational support theory (Eisenberger, Huntington, Hutchison, & Sowa, 1986; Meyer & Herscovitch 2001). Hierarchical regression analysis showed that, though perceived organizational support and development-oriented human resource management practices play a role in professional development, occupational therapists professional commitment is the most important influence on professional development. Moreover, in the population studied, performance appraisals did not appear to influence professional development. Participants open-ended comments suggested that occupational therapists do not perceive such appraisals as relevant to their practice or learning needs.
These findings have important implications. The education of occupational therapists and the role of professional bodies become important for instilling and supporting professional commitment. For employers, the hiring process for occupational therapists and the policies and human resource management practices related to encouraging professional commitment become especially critical.Rehabilitation Science
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Liu, Ying Chen, and 劉映辰. "The Role of Nurses’ Professional Commitment in Improving Professional Capabilities and Leaving the Profession: Perspective of Social Cognitive Career Theory." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5r59gr.
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潘彥妃. "A Study On Professional Competencies, Professional Commitment And Work Performance Of Protection Social Worker." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6r58k9.
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碩士國立中正大學
成人及繼續教育學系碩士在職專班
106
The main purpose of the thesis was to study the relationship among protection social workers’ professional competencies, professional commitment and working performances. The sample consisted of 251 protection social workers from the Departments of Social affairs, and the Center for Prevention of Domestic Violence and Sexual Assault. Questionnaires were conducted online and on the forms. The research tool included “the Index of the social workers’ professional competencies” , “the Index of the social workers’ professional commitment ” , and “ the Index of Work Performance”. The survey data was analyzed by SPSS software, including descriptive statistics, t-test, one-way ANOVA, Pearson correlation and multiple stepwise regressions. Research findings were as follows: 1. In terms of the professional competencies, the direct service role showed the highest score. The highest professional commitments was professional value. As for the self-assessment of job performance, service relevance was the highest one. 2. The older, the longer working history, and the more experienced protection social worker were, the more competent they were. 3. The female protection social workers and contract protection social workers had higher professional commitments. 4. Female, 31 to 40 years old, 10 to 20 years working history and married protection social workers showed highest self-assessment of work performance.k 5. Perceiving professional competencies and recognition of professional commitments would promote the self-assessment of work performances. 6. Professional competencies, marriage, and social work seniorities accounted for 69% of the variance of turnover intention. This study concluded with specific recommendations on recruiting protection social worker, curriculum planning, and future research.
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Chao, Mei-Hua, and 趙梅華. "Associations among Leadership Competency, Professional Commitment and Project Performance." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/09005828123973284511.
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碩士淡江大學
企業管理學系碩士在職專班
104
In recent years, leadership has become a major concern in project management literature. Project leadership is critical to project performance. Some project managers develop leadership competency to improve project success. These project managers are also evaluating professional commitment for ways to improve project performance. Research on leadership competency and its effect on professional commitment and project success should offer tangible evidence of advantages from developing leadership competency. However, no empirical study has been done on the associations among leadership competency, professional commitment and project performance. Thus, the primary purpose of this research was to investigate the relationships among leadership competency, professional commitment and project performance. In addition, this study explores the mediating role of professional commitment in the relationship between leadership competency and project performance. The data were collected from February to March 2016. A total of 100 valid questionnaires were analyzed. The results of this study are as follows: 1.Leadership competency has a significant positive influence on professional commitment. 2.Professional commitment has a significant positive influence on project performance. 3.Leadership competency has a significant positive influence on project performance. 4.Professional commitment has mediating effect in the relationship between leadership competency and project performance.
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CHOU, PEI-SHAN, and 周貝珊. "The Impact of Disrespect Profession on Individual Emotions and Behavior: Professional commitment as a Moderator." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/qa9d3g.
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碩士銘傳大學
諮商與工商心理學系碩士在職專班
107
Based on the "side-bet theory", this study explores the interrelationship between individual professional disrespect, negative emotions and turnover intentions, and verifies the effect of professional commitment on negative emotions and turnover. There are four main purposes as follows; First, to explore the impact of doctors’ disrespect individual professional against the departure tendency of nursing staffs. Second, we would like to discuss the doctors’ disrespect individual professional to the negative emotional impact of nursing staffs. Third, we would like to explore the mediating effects of negative emotions on the relationship between the disrespect individual professional and departure tendency of nursing staffs Fourth, we would like Analyze the regulatory effects of professional commitment on the relationship between negative emotions and job quit tendency. Conduct a structured questionnaire survey of nurses in hospitals in Taiwan and hope that the relationship can be understood through survey questionnaires.
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Chang, Chia-Hao, and 張家豪. "A Comparative Study on Organizational and Professional Commitment in IT-Professional and non-IT-Professional Organizations for IT employees." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/66188420337033097734.
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碩士國立高雄應用科技大學
資訊管理系
97
The development of information technology has changed the social structure. To seek for more efficient management, enterprises often take measures of outsourcing or labor dispatching to lower the cost. The traditional notion of lifelong employment is no longer as popular as before. Organizational commitment does not ensure one’s career anymore. For IT professionals, expertise does not mean a stable career due to the rapidly changing and growing market. What and how should IT professionals do to have a long career? This research studies the impact on professional commitment and organizational commitment of IT professionals, including job stress and job burnout, when they feel the threat of professional obsolescence. This research also investigates the effect of self-efficacy under different organization climate to pressures caused by professional commitment, organizational commitment and threat of professional obsolescence. With a questionnaire-based empirical study, the targets are IT professionals. By using PLS to analyze the valid 201 out of 238 collected data, this study presents the major findings as follows: 1.The “threat of professional obsolescence” affects the employers’ organizational commitment; the “job burnout” has negative impact on employers’ professional commitment and organizational commitment. 2.Under professional companies, “self efficacy” has alleviative effect on the impact caused by threat of professional obsolescence and professional commitment. 3.Under non-professional companies, “personal pressure-organizational climate” has alleviative effect on the impact caused by threat of professional obsolescence and professional commitment; “organizational pressure-organizational climate” has the alleviative effect on the impact caused by threat of professional obsolescence and organizational commitment.
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Ting, Tzu-Jou, and 丁慈柔. "The study of social work student of correlation among professionalsocialization, professional cognition and professional commitment." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/04394915424585508999.
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碩士東海大學
社會工作學系
97
The professional development of social work has close relationship with professional “talents”; hopes are brought by students’ social work willingness along with the participation of newcomers. However, the domestic researches for social work professional education in recent years have been more on the over all education environments and discussions of the curriculum contents, as for the empirical researches of students’ professional education, there have been less. Therefore, this research is mainly exploring students with social work major, their perceptions of social work profession before they finish receiving the social work professional development education; and whether social work professional socialization has influence for students to have strong willingness to choose participating in social work. It also discovers factors that affect students’ to choose participating in professional social service. The theme of this research is about “Social work student of correlation among professional socialization, professional cognition and professional commitment,” it also chooses graduating students who study social work related majors from twelve schools in all over the country as research objects. It picks central testing method to deliver 485 surveys; there are 169 null surveys and 316 valid ones. The effective recycling rate is 65%. After receiving the questionnaires, factor analysis, cronbach's α, internal consistence reliability test, t-test, Pearson product-moment correlation, ANOVA and multiple regression analysis were adopted to deal with the data analysis. Through the data analysis and processing, there were 5 conclusions and findings were described as following： (1)Students with social work major highly identify themselves with the profession, however, their actual practice of preparing themselves doing social work is relatively low; and there is significant difference between their personal fundamental characteristics and professional commitments. (2)Within the professional socialization of students with social work major, most of them believe school curriculum can arouse their care to the society and enhance self-understanding; and there is significant difference between their personal fundamental characteristics and professional socialization. (3)For social work students' professional cognition, most of them believe professionalism is effective, and partially agree that professionalism can help self-actualization; and there is significant difference between their personal fundamental characteristics and perceptions to the profession. (4)There is significant relevance among social work major students' professional socialization, perception to the profession and professional commitment. (5)Social work major students' professional commitment can be predicted by their professional socialization and professional cognition to the profession. The factor that can explain the most is the degree of self-actualization, next is the encouragement by the environment; which is the participation of the extra curricular activities. Lastly, the research conducts the outcomes in terms of discussions and suggestions to institutions, pragmatic organizations and future researches.
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Lo, Yi-Shan, and 羅逸珊. "A Study of Special Education Teachers' Social Support from Online Professional Groups and Professional Commitment." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/07361857462827079560.
Full textAbstract:
碩士臺北市立大學
心理與諮商學系心理與諮商教學碩士學位班
103
The current study investigated the relationship among participation in online professional groups, online social support, and professional commitment in the case of special education teachers. A sample of 311 special education teachers participated in the survey; they completed a paper-pencil questionnaire or an online survey form, which asked about demographic information, use of online social networking services, social support, and professional commitment. Data were analyzed by means of Chi-square test, product-moment correlation, and one-way ANOVA. Major findings are: (1) Special education teachers perceived having received more informational online social support and less emotional support. (2) Special education teachers manifested above average level of professional commitment. (3) Teachers who more often participated in online professional groups reported receiving greater levels of online social support. (4) Frequency of participation in online professional groups was found to correlate with perceived online social support, which was found to correlate with teacher professional commitment. Based on the previous findings, suggestions are made concerning the construction of online professional groups and teacher attitude toward participation in online professional groups as means of social support and life-long learning in the field of special education.
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Lin, Yu-Chi, and 林育琪. "A Study of Relationship of HR Professionals’ Role Stress and Professional Commitment-Using Intelligence as Moderator." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/31444582974522682212.
Full textAbstract:
碩士國立新竹教育大學
人力資源發展研究所
99
Abstract The purpose of study was to analyze the relationship between HR’s role stress and professional commitment and further to examine the moderating effect of emotional intelligence on the role stress and professional commitment. The HR professionals in the Hsinchu Science Park was the research participant in this study. A survey method was adopted and total of 330 questionnaires was released. Finally, 223 questionnaires was received and the return rate was approximately 67.58％. After deleting the invalid questionnaires, there were totally 159 questionnaires and hence yielded an effective return rate was of 48.18％.The empirical results were as follows: 1.The HR professionals preceived a medium level of role stress at the present. 2.The HR professionals had a fairly high level of professional commitment at the present. 3.The HR had a fairly high level of emotional intelligence at the present. 4.HR professionals role conflict and role ambiguity had a negative influence on professional commitment. HR professionals role overload (quantity) had a positive influence on professional commitment. 5.HR professionals emotional intelligence had partially moderating effect between role stress and professional commitment.
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Wu, KuanJu, and 吳冠儒. "The Study on the Relationship among Work Values, Professional Commitment, Affectional Commitment and Organizational Citizenship Behavior." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/34716988798776286448.
Full textAbstract:
碩士中原大學
企業管理學系
87
Organizational Citizenship Behavior (OCB) is a kind of employee''''s external behavior, and it is often mentioned and surveyed in the area of Organization Behavior recently. Scholars and managers are interested in and concerned about the Organizational Citizenship Behavior and take it as an important topic in management. In view of literatures about OCB in Taiwan, the systematic research on the relationship of employees'''' Work Values, and OCB is insufficient. The more advanced study and analysis on the antecedents of OCB is needed. This study collects empirical data from the high technology enterprises in Shin-Tsu Scientific Industry Park, Two versions with each of 720 questionnaires were mailed. One version is for company''''s personnel manager or the surveyed employee''''s direct supervisor, depending who is available. The other version is for employees under surveyed. By statistical analyzing, this study has provided six important conclusions as follows : 1. While education level has a positive and significant relation with the internal values, the seniority is negatively related to the internal values. When taking internal and external values together, job orientation is positively related to it. 2. Age and seniority are negatively related to OCB, but job orientation has positive relation ship with OCB. 3. Job orientation affects Professional Commitment and Affectional Commitment positively. 4. The overall Work Value has significant influences on Professional Commitment and Affectional Commitment. Internal Value is positively related to Professional Commitment. External Value is positively related to the Affectional Commitment. 5. External Work Value has significant influences on the OCB. 6. Professional Commitment and Affectional Commitment has significant influences on the OCB.
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Chang, Yun-Xian, and 張韵絃. "The Relations among the Employees'' Perception of Organizational Support, Organizational Commitment and Professional Commitment." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/90554898298116325107.
Full textAbstract:
碩士健行科技大學
經營管理研究所
101
The purpose of this study is to examine the moderating effect of work loadings and work-life balance on the relation between employees’ perception of organizational support, organizational commitment and professional commitment among medical care professionals. 98 valid questionnaires were collected from Taiwan medical hospitals. Results showed that: 1. the relation between employees’ perception of organizational support and organizational commitment was positive especially on organizational affective commitment. 2. The relation between employees’ perception of organizational support and professional commitment was positive whether on professional values commitment, professional effort commitment, and professional retention commitment. 3. Work loadings moderated the relation between employees’ perceptions of organizational support and professional retention commitment.