Relevant bibliographies by topics / Work commitment

Academic literature on the topic 'Work commitment'

Author: Grafiati
Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Work commitment"

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Hidayati, Elly Wahyu, Achmad Sani Supriyanto, and Vivin Maharani Ekowati. "Work Commitment as A Mediator of Work Environment Effect on Employee Performance." Management and Economic Journal (MEC-J) 5, no. 1 (April 26, 2021): 59–66. http://dx.doi.org/10.18860/mec-j.v5i1.11421.

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This study aims to examine the effect of work environment on work commitments, work commitment on employee performance, and work commitment as a mediator of work environment influence on employee performance. The samples are 43 KPPN employees in Malang. Data are collected directly from the respondents through questionnaires and analyzed with path analysis using SPSS software. The result shows that work environment has a positive and significant influence on work commitment, and work commitment also has a positive and significant effect on employee performance. Therefore, work commitment proves to be a mediating variable.
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Morrow, Paula C., and James C. McElroy. "Work commitment." Human Resource Management Review 11, no. 3 (September 2001): 177–80. http://dx.doi.org/10.1016/s1053-4822(00)00047-4.

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IZUI, Tsutomu, and Ken'ichi MORI. "Work Commitment and Circle Commitment." Japanese journal of ergonomics 34, Supplement (1998): 534–35. http://dx.doi.org/10.5100/jje.34.supplement_534.

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Elizur, Dov. "Work values and commitment." International Journal of Manpower 17, no. 3 (May 1996): 25–30. http://dx.doi.org/10.1108/01437729610119496.

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Neziri, Ibrahim. "TEACHER COMMITMENT: THE RELATIONSHIP BETWEEN THE CONTINUANCE, AFFECTIVE AND NORMATIVE WORK COMMITMENT AND THE PHYSICAL, SOCIAL AND PSYCHOLOGICAL WORK CONDITIONS." e-Journal of New World Sciences Academy 16, no. 2 (April 25, 2021): 28–43. http://dx.doi.org/10.12739/nwsa.2021.16.2.1c0705.

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Alfa, Tri Yaumil, Dwi Iramadhani, and Azwar Djafar. "Iklim Organisasi dan Komitmen Kerja Karyawan Puskesmas." Jurnal Psikologi Terapan (JPT) 3, no. 2 (September 28, 2022): 64. http://dx.doi.org/10.29103/jpt.v3i2.8881.

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The working atmosphere in the company is very important in determining employee performance and work commitment. This study aims to determine the relationship of organizational climate with work commitments for employees in Puskesmas Kutamakmur, Aceh Utara. The hypothesis being tested is a positive relationship between organizational climate and work commitments for employees who work in Puskesmas Kutamakmur. The sampling technique used in this study was sampling saturation with data collection methods through the organizational climate scale and Likert work commitment scale model for 120 employees. The reliability test produces an organizational climate of 0.880 and a work commitment of 0.911. Hypothesis test results show a positive relationship with organizational climate and work commitment based on the value of the correlation coefficient r = 0.455 (p = 0,000).
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Orthner, Dennis K., and Joe F. Pittman. "Family Contributions to Work Commitment." Journal of Marriage and the Family 48, no. 3 (August 1986): 573. http://dx.doi.org/10.2307/352043.

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Hanlon, Martin D. "Age and Commitment to Work." Research on Aging 8, no. 2 (June 1986): 289–316. http://dx.doi.org/10.1177/0164027586008002006.

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de Gilder, Dick. "Commitment, trust and work behaviour." Personnel Review 32, no. 5 (October 2003): 588–604. http://dx.doi.org/10.1108/00483480310488351.

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McDERMOTT, KATHRYN, HEATHER K. SPENCE LASCHINGER, and JUDITH SHAMIAN. "Work Empowerment and Organizational Commitment." Nursing Management (Springhouse) 27, no. 5 (May 1996): 44???47. http://dx.doi.org/10.1097/00006247-199605000-00010.

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Dissertations / Theses on the topic "Work commitment"

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Joffres, Christine Elisabeth. "Beyond organizational commitment, selected elementary school teachers' work commitments." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ29134.pdf.

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Hutton, Sonia L. "Organisational commitment : the influence of culture, non-work commitments and personality /." Title page, contents and abstract only, 1995. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsh985.pdf.

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Fisher, Ronald James. "Gender and Emotions at Work: A Reconceptualisation of Work Commitment." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/366871.

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This thesis provides a different lens through which work commitment can be viewed, with a particular focus on how such commitment is gendered and emotionalised. The study is a qualitative investigation into how work commitment is gendered and emotionalised within a university-based workplace, highlighting the long-standing conceptual and methodological inadequacies of work commitment research. In addition, it also recognises the gendered and emotionalised nature of work commitment, through the development of a grounded theory of work commitment. The grounded theory of work commitment provides a significant addition to the current literature, and enables a depth of insight not yet achieved in previous theorising and conceptualisation of work commitment. This study uses gender and emotion as a lens through which to study work commitment for several reasons. First, the theorising and conceptualising of work commitment to date has not fully considered the impact of gender and emotions upon how organisations and individuals describe and measure work commitment. Only a few studies have argued that commitment is a gendered construct with women ascribing different meaning to work commitment than men. Work commitment research has also not adequately addressed the importance of emotions as part of commitment, with emotional aspects of commitment being regarded as the efforts of organisational members to retain membership or embrace organisational goals and values. It is this lack of attention to the importance of the relationships between gender and emotions and their impact on work commitment, and how this relationship is understood from the perspective of organisational members, that underpins the need for research in this area Therefore, this study investigates and addresses the question: How is work commitment gendered and emotionalised? This thesis utilises a specific methodological and theoretical approach to the study of work commitment. In comparison to the extensive work commitment literature, which has been primarily functionalist in nature, utilising a dualistic ontology and positivistic epistemology, the study upon which this thesis is based uses a grounded theory approach. A focus on understanding from the perspective of people in the workplace, rather than a focus on measurement of a number of commitment related constructs, has allowed the researcher to delve deeper into important issues relating to commitment that have either been previously overlooked or only partly understood. For example, previous research has mainly regarded gender and emotions as independent, objective constructs, with no regard given to the intertwining relationships within which these constructs exist. In contrast, this research reconceptualises work commitment through accounts of the workers themselves. A grounded theory methodology and method is used to build a substantive theory of work commitment. Grounded theory provides an appropriate methodology and method to understand how commitment is gendered and emotionalised by building a theory based on the interpretations of workers of commitment in their workplace. This research concludes that the work commitment of university academic staff is a gendered construct. Women are often faced with the competing demands of the greedy institutions of home and the workplace (Coser, 1974; Franzway, 2000). Maintaining an effective work/life balance has important implications for work commitment, with women being affected to a greater degree than men. In addition, the career building work activities of male staff, such as a focus on research, also impact unfairly upon women, for this activity is often at the expense of teaching and service to the university. This study also found that emotions are central in the construction of work commitment, not only in relation to the display of emotions but also in relation to the ways in which emotions are considered indicators of work commitment. Women tend to display emotions like caring, passion and excitement while men tend to show anger at perceived poor management and decision making. This study makes an important contribution to the work commitment literature through illustrating how gender and emotions impact upon organisational, career and professional commitment, issues which have been neglected in previous research. The construction of a theory of work commitment, through the utilisation of a grounded theory approach, enables a theory of commitment to be built based on the lived interpretative experiences of organisational members. The construction of a grounded theory of work commitment allows for illustration of commitment to organisation, profession and career as the common threads that link the sub-categories of the theory. As a result of the tendency of men to concentrate on research as a commitment to career, work that is less well regarded by decision makers, such as teaching and service, falls to women. Organisational commitment is weak amongst both women and men, with commitment at the departmental or school unit level not being reflected at the organisational level. Professional commitment is strong, and clearly gendered, with women associating teaching with the notion of profession. Career commitment for women is mainly centred on giving, learning and helping. For men, career commitment involves a focus on research and a commitment based on reciprocity. The grounded theory produced by this research is a substantive theory which focuses on behavioural phenomena involved in work commitment in the setting for the study. As a substantive grounded theory its findings may not be generalisable beyond the setting of the study.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Management
Griffith Business School
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Shepherd, Jeryl Lynne. "Employee commitment after change at work." Thesis, University of Bedfordshire, 1999. http://hdl.handle.net/10547/338907.

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Human resource management advocates consider that obtaining employees' affective commitment to the organisation is an important objective. A key part of this concept is concerned with employees' identification with organisational goals and values. Recent research however, indicates that employers want employees to maintain their commitment levels even though organisations are undergoing periods ofextensive change that impact on many aspects of these goals and values. In the literature, employee commitment is regarded as a stable construct that nothing seems to alter. Despite this, there is increasing evidence to suggest that commitment may change if something in the organisation changes. To date, little research has sought to measure the impact of organisational changes on employee commitment. This study seeks to find out if commitment is altered by organisational changes or if commitment remains constant after the implementation of change. It also examines the impact of a range ofvariables on employees' commitment levels not previously addressed in the literature. The study adopted a cross sectional design. Data was collected by use of both quantitative techniques, (incorporating the British Organisational Commitment Scale or BOCS) and qualitative approaches, in three organisations located in the South East of England. An evaluation of the BOCS' reliability and dimensionality was carried out. In contrast to the literature, an eight item scale was shown to be superior, providing the best fit to the data. BOCS was found to comprise two distinct, but related components, hence the measure is considered bi-dimensional. The study makes several contributions to the literature. In particular, the: process of change (i.e. strategy used by each organisation to elicit organisational changes); antecedents to commitment (i.e. personal and work related variables); extent to which changes are experienced and content of change (i.e. the changes themselves) are all shown to affect the outcomes for individuals' commitment after periods of change in the organisation. Of the changes examined, almost all lead to increased levels ofemployees' self reported commitment. This challenges the claims that suggest commitment is stable and unchangeable. The study also revealed a number of factors lead to increased commitment amongst the workforce after change. These represent employee perceptions of change. Researchers and practitioners will need to focus on these issues in the future when considering commitment if they are to safeguard it after changes in the workplace.
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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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Madsen, Mathias. "Er organisatorisk commitment stressende? : en undersøgelse af organisatorisk commitment og arbejdsstress = Does Organizational Commitment Cause Stress? : a Study of Organizational Commitment and Work Stress /." Aarhus : Institut for Økonomi, Aarhus Universitet, 2009. http://mit.econ.au.dk/Library/Specialer/2009/20031607.pdf.

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Cooper, Amy Rachelle. "The construct of work commitment: testing an integrative framework." FIU Digital Commons, 2002. http://digitalcommons.fiu.edu/etd/2523.

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This dissertation meta-analytically examined the expansive material associated with work commitment. Work commitment, a multidimensional construct, encompasses the level of involvement an employee has with his or her work, organization, job, career, and union (Morrow & Goetz, 1998). Each of the dimensions of work commitment has been further divided into a number of subdimensions. The primary purpose of this study was to (1) cumulate the correlations found among each of the dimensions of work commitment to see which, if any, were intercorrelated, and to (2) determine the impact of work commitment dimensions and subdimensions on specific outcome variables (job satisfaction, job performance, and turnover). A number of interesting results stemmed from the 213 separate meta-analyses that were conducted. First, the evidence did not indicate that all of the subdimensions for each respective dimension were positively correlated. Specifically, there was not enough evidence to indicate that continuance organizational commitment was positively correlated with its other organizational commitment subdimensions. Future research might consider revamping the work commitment taxonomy so that all subdimensions that fall within a particular dimension are interrelated. It might be appropriate, therefore, to drop continuance organizational commitment from the work commitment taxonomy. Second, while most of the respective dimensions were interrelated, this was not the case across the board. For instance, there was no evidence of a significant positive relationship between organizational commitment and union commitment. In fact, the only significant relationship was negative between organizational commitment and belief in unionism. Further, there was no evidence of a positive relationship between union commitment and either work ethic endorsement or job involvement, respectively. These findings supported Morrow’s (1993) rationale for excluding union commitment from the work commitment taxonomy.
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Newman, Anne E. "The high commitment work force and advanced manufacturing technology /." Connect to resource, 1990. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1262629511.

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Ruggiere, Paul John. "Organizational Commitment in a Self-Managing Work Team Environment." Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc501012/.

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This study examines the determinants of organizational commitment in a self-managing work team setting. The data used in the study are from a sample of 313 employees in an electronics manufacturing plant. Chapter one introduces the reader to the topic of self-managing work teams and explains the relevance of commitment to this organizational structure. Chapter two is a review of the literature which focuses on commitment, its determinants, and two theories used to explain the relationship between them. The remaining chapters describe the methodology used in the study, explain the findings and draw conclusions. Of all the factors analyzed, only perceived organizational support and autonomy were found to influence commitment in this sample. The relevance of these findings for business and academia is discussed.
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Newman, Anne Elizabeth. "The high commitment work force and advanced manufacturing technology." The Ohio State University, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=osu1262629511.

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Books on the topic "Work commitment"

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Kristina, Håkansson, ed. Commitment to work and job satisfaction: Studies of work orientations. New York: Routledge, 2012.

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The theory and measurement of work commitment. Greenwich, Conn: JAI Press, 1993.

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S, Thomas Tempe, ed. Getting commitment at work: A guide for managers & employees. Chapel Hill, N.C: Commitment, 1990.

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Jarow, Rick. Creating the work you love: Courage, commitment, and career. Rochester, Vt: Destiny Books, 1995.

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Bishops, Catholic Church Canadian Conference of Catholic. Responsibility in ministry: A statement of commitment. Ottawa: Publications Service, Canadian Conference of Catholic Bishops, 1996.

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Gossen, Thomas R. The cottage meeting commitment program. Harrisburg, PA: Morehouse Publishing, 1998.

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Hovekamp, Tina Maragou. Unions and work attitudes: Job satisfaction, work values, and organizational commitment of professional librarians. Ann Arbor, Mich: University Microfilms International, 1993.

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Dick, Richards. Artful work: Awakening joy, meaning, and commitment in the workplace. San Francisco: Berrett-Koehler Publishers, 1995.

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Ahituv, Avner. How do marital status, wage rates, and work commitment interact? Bonn, Germany: IZA, 2005.

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

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Book chapters on the topic "Work commitment"

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Thompson, Paul, and David McHugh. "Mobilising commitment." In Work Organisations, 297–326. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-24223-8_10.

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Dunn, Andrew. "Researching Employment Commitment." In Rethinking Unemployment and the Work Ethic, 55–85. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137032119_3.

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Isidorsson, Tommy. "Commitment in Organisations Using Temporary Agency Workers." In Work Orientations, edited by Kristina Håkansson, 147–64. New York, NY : Routledge, 2020. | Series: Routledge studies in management, organizations and society: Routledge, 2019. http://dx.doi.org/10.4324/9781351121149-7.

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Hooper, Nic, and Andreas Larsson. "Work." In The Research Journey of Acceptance and Commitment Therapy (ACT), 128–34. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137440174_14.

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Narzary, Victor, Bibharani Swargiary, Riju Sharma, and Alice K. Butterfield. "Swastyayan, a Commitment." In The Routledge Handbook of Social Work Field Education in the Global South, 26–38. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003270119-4.

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Banks, Sarah. "Professional Integrity: From Conformity to Commitment." In Rethinking Values and Ethics in Social Work, 49–63. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-45503-1_4.

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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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Baldry, Chris, Peter Bain, Phil Taylor, Jeff Hyman, Dora Scholarios, Abigail Marks, Aileen Watson, Kay Gilbert, Gregor Gall, and Dirk Bunzel. "Organizational Life: The Management of Commitment." In The Meaning of Work in the New Economy, 85–108. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230210646_4.

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Goulding, Carmel, and Ken Reed. "Commitment, Community and Happiness: A Theoretical Framework for Understanding Lifestyle and Work." In Work-Life Integration, 216–33. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1007/978-1-349-72927-2_13.

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Dunn, Andrew. "The Academic Debate About Unemployment and Employment Commitment." In Rethinking Unemployment and the Work Ethic, 16–54. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137032119_2.

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Conference papers on the topic "Work commitment"

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Idrus, Syukurriah, Fauziah Noordin, Yusrina Hayati Nik Muhammad Naziman, Nadia Farleena Aznan, and Azmahani Othman. "Islamic work ethics (IWE) towards the organizational commitment." In 2011 IEEE Colloquium on Humanities, Science and Engineering (CHUSER). IEEE, 2011. http://dx.doi.org/10.1109/chuser.2011.6163760.

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Rani, Sukma, Hendriati Agustiani, Maya R. Ardiwinata, and R. Urip Purwono. "Work Engagement and Organizational Commitment in Private University." In International Conference on Psychology in Health, Educational, Social, and Organizational Settings. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008590904640468.

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Dahliana, Dahliana, and Sukarman Purba. "The Effect of Work Motivation and Organizational Commitment on Teacher’s Work Ethics." In Proceedings of the 3rd International Conference on Research of Educational Administration and Management (ICREAM 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200130.135.

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Indirayani, Anak Agung Istri Rahayu, and Maria Goreti Rini Kristiantari. "Correlation Between Motivation and Work Environment to Primary School Teachers’ Work Commitment." In 2nd International Conference on Technology and Educational Science (ICTES 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210407.274.

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Kocsis, David, Abdulrahman Alothaim, Triparna De Vreede, Lotfollah Najjar, and Gert-Jan De Vreede. "The Antecedents of Commitment towards Collaborative Work Practice Outcomes." In 2014 47th Hawaii International Conference on System Sciences (HICSS). IEEE, 2014. http://dx.doi.org/10.1109/hicss.2014.71.

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Aras, Rezky Ariany, Sri Wahyuni, Yuli Wardani, and Syurawasti Muhiddin. "Does Work-Life Balance Predict the Nurses’ Organizational Commitment?" In Interdisciplinary Conference of Psychology, Health, and Social Science (ICPHS 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220203.007.

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Ccorisapra, Jeferson, Joaquin Machaca, Grimaldo Quispe, Heyul Chavez, and Elva Castañeda. "Influence of Work Incentives on the Normative Commitment of Financial Personnel of Municipal Savings Banks." In Human Systems Engineering and Design (IHSED 2021) Future Trends and Applications. AHFE International, 2021. http://dx.doi.org/10.54941/ahfe1001200.

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The main objective of this research is to determine the Influence of work in-centives on the regulatory commitment of financial personnel of rural mu-nicipal banks. The study contemplates a quantitative approach, ex post facto design, cross-sectional and explanatory level, with a convenience sample of 94 employees. The variable "work incentives" is made up of 7 items and the normative commitment with 6 items; making a total of 13 items and analyzed in the SmartPLS (v.3.3.2). Regarding the determination of the influence of incentives on normative commitment, an effect of 0.556 ** was identified, with a level of significance (p ≤ 0.05). Finally, it is stated that work incentives positively influence the regulatory commitment of finance personnel.
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Hasanati, Nida. "The Role of Work Life Quality towards Teacherrs Professional Commitment." In 2018 3rd International Conference on Education, Sports, Arts and Management Engineering (ICESAME 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/amca-18.2018.180.

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Syahril. "Work Commitment of Junior High School Principals in Padang, Indonesia." In 2nd Yogyakarta International Conference on Educational Management/Administration and Pedagogy (YICEMAP 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201221.048.

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Herlina, Herlina, Abubakar Abubakar, and Aan Komariah. "Authentic Leadership Principals and Teachers' Commitment to Improve Work Discipline." In 6th International Conference on Educational, Management, Administration and Leadership. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/icemal-16.2016.37.

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Reports on the topic "Work commitment"

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Spurlock, C., Saika Belal, K. Fujita, and Nikhil Sawe. Enabling behavior through personal commitment statements: why do they work? Office of Scientific and Technical Information (OSTI), December 2020. http://dx.doi.org/10.2172/1737634.

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Cadiz, David. The Effects of Ageism Climates and Core Self-Evaluations on Nurses' Turnover Intentions, Organizational Commitment, and Work Engagement. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.50.

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Charles, Kristin. Effects of shift work on employee retention : an examination of job satisfaction, organizational commitment, and stress-based explanations. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5910.

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Deal, Jennifer, Kristin Cullen, Sarah Stawiski, William Gentry, and Marian Ruderman. World Leadership Survey Biannual Report on Employee Commitment and Engagement 2013–2014. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2048.

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" From the Executive Summary: ""The purpose of the World Leadership Survey (WLS) is to provide a window into how professionals, managers, and executives view their life within the organization. This view of the employee experience will help leaders of organizations understand what employees experience, and what the organization can do to improve commitment and reduce turnover. The good news for organizations in the United States and Canada (the sample for this report) is that respondents are mostly committed to their organizations, satisfied with their jobs and their pay, work more than the typical 40-hour workweek, and do not currently intend to leave their jobs. The professionals, managers, and executives surveyed feel supported by their organization and by their direct supervisor, and think that their organizations are economically stable. Unfortunately they also feel overloaded, with their work disproportionately interfering with the rest of life, and that there is a high level of political behavior within their organization. Both overload and overt political behavior can reduce individual and organizational effectiveness. This report describes the current employee experience, and what organizations can focus on to maintain and improve commitment and engagement."
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McIntyre, Robert M. EO Fairness Effects on Job Satisfaction, Organizational Commitment, and Perceived Work Group Effectiveness: Does Race or Gender Make a Difference? Fort Belvoir, VA: Defense Technical Information Center, September 2001. http://dx.doi.org/10.21236/ada402932.

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Quirós, Daniel, David Ulloa, Catalina Murillo, Olivia Fernández, Luis Chaves, Santiago Porras, Shirley Campbell Barr, et al. Costa Rica 2050: tales of change. Inter-American Development Bank, January 2023. http://dx.doi.org/10.18235/0004679.

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Major changes demand exertions of the imagination. Costa Rica possesses significant challenges in its Nationally Determined Contribution presented in 2020 (NDC 2020), the National Decarbonization Plan, and the National Adaptation Policy; meeting them requires work, commitment, and creative work that enables us to visualize it. These stories offer us a glimpse into the future we aspire to and the future we fear, a glimpse of what is coming and what could come. Costa Rica has the economic and technological conditions for transformation. Having the necessary conversations to promote it is still pending, conversations in which citizens feel involved. With this in mind, we propose these stories as a way to start the discussion and invite us to contemplate what could come and what we could do to build a better future.
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7

Linares, Ana Maria, Eliane Clevy, Federico Fraga, Michelle Infanzón, Lucero Vargas, Maria Camila Villarraga, Juana de Catheu, Gabriel Presciuttini, Melanie Putic, and Andreia Barcellos. Approach Paper: Evaluation of IDB's Grant Facility for Haiti. Inter-American Development Bank, May 2021. http://dx.doi.org/10.18235/0003268.

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This document defines the approach of the Office of Evaluation and Oversight (OVE) to evaluate the Grant Facility (GRF) for Haiti. It outlines the evaluation's objectives, scope, evaluation questions, and methodology that OVE will apply to conduct the evaluation. OVE included this corporate evaluation in its 2020-2021 work program at the IDB and IDB Invest Boards' request. It focuses on the ten years of Inter-American Development Bank (IDB) Group activity in Haiti using GRF resources, from January 1st, 2011--the start of IDB's formal commitment to transfer US$200 million per year to the GRF earmarked for Haiti-- to December 31st, 2020.
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8

Huynh, Diana, Lisa Rohrer, Åsa  Ström Hildestrand, Nora Sánchez Gassen, Mari Wøien Meijer, and Henrietta Nyström. Steering towards a sustainable future: How to integrate Sustainable Development Goals (SDGs) and navigate goal conflicts at the local level. Nordregio, May 2022. http://dx.doi.org/10.6027/pb2022:1.2001-3876.

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This policy brief is based on the first of Nordregio’s three Localising Agenda 2030 webinars in 2022. It aims to highlight the shared experiences between Nordic municipalities and inspire local officials and decision-makers to invest in adaptive leadership and smart steering tools. During the webinar, municipal leaders from Finspång, Sweden, and Kristiansund, Norway, presented their tested tools and learnings, followed by a panel discussion with Kópavogur, Iceland, and Espoo, Finland, addressing several questions: How is sustainability work organised within the municipalities to achieve genuine progress? How do mayors and officials collaborate to build commitment and momentum around Agenda 2030 in all departments? Which are the main barriers and success factors to efficiently integrate the SDGs into local planning and budgeting tools – and turn goal conflicts into synergies?
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9

Hill, Steven. NATO and the treaty on the prohibition of nuclear weapons. Royal Institute of International Affairs, January 2021. http://dx.doi.org/10.55317/9781784134419.

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The Treaty on the Prohibition of Nuclear Weapons (TPNW) entered into force on 22 January 2021. As part of a project examining NATO obligations and how they interact with nuclear non-proliferation and disarmament law and policy, this paper focuses on what the entry into force of the TPNW should mean for members of the NATO Alliance. NATO has long maintained a strong unified position in opposition to the new treaty, meaning that under current circumstances it is unlikely that any NATO member will join the TPNW. But the reality for NATO, its members and partners is that the TPNW is now here to stay. There is a risk that if the Alliance maintains an intense focus on opposing the TPNW, this may obscure NATO’s broader long-standing commitment to global nuclear disarmament, and may undermine the potential for NATO and supporters of the TPNW to work together to advance the common goal of nuclear disarmament.
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10

Gerritsen, Erik, Lisa Korteweg, Foivos Petsinaris, Rachel Lamothe, Jeroen van der Laan, Daniela Chiriac, Costanza Strinati, Sean Stout, and Bella Tonkonogy. Options for Considering Nature-positive Finance Tracking and Taxonomy. Inter-American Development Bank, November 2022. http://dx.doi.org/10.18235/0004572.

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Healthy and resilient ecosystems underpin our societies and economies. Collapse of just a few ecosystem services such pollination, timber from forests and food from marine fisheries, could result in a global GDP decline of USD 2.7 trillion annually by 2030. We are not investing sufficiently in nature, resulting in an estimated nature funding gap as high as US$800 billion per year. Redirecting financial flows towards nature-positive investments and activities is critical. Multilateral Development Banks (MDBs) play an instrumental role to support a nature-positive future, aligned with the forthcoming post-2020 Global Biodiversity Framework, the G7 Climate, Energy and Environment Ministers Communiqué of May 27th, 2022, and with the Joint Statement on Nature, People, and Planet endorsed by the 10 MDBs at COP27. This Statement included an intention to work towards a joint understanding of the term 'nature positive' in the context of operations and investments and a goal to develop tools and methodologies for tracking 'nature positive' investments across MDB portfolios. This technical note is a first step towards meeting this commitment. This work presents options for defining nature-positive finance, based on definitions and principles identified in a bibliographical review drawing on global expertise and developing frameworks and taxonomies. Acknowledging the variety of institutional and ecological contexts in which MDBs operate, the report offers a menu of options to screen nature-positive activities as well as a variety of approaches to determine the nature-positive contribution to investments. Finally, the report proposes principles for tracking and reporting on these investments.
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