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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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Herman, Carl R. "Development emotional intelligence for increased work engagement, organisational commitment, and satisfaction with work life". Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80133.
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Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Highly competitive organisations are aware that their competitive edge lies within their human capital. In order for such organisation to stay ahead investing in best practices regarding people management and development is of paramount importance. In recent times, work engagement has been empirically linked to many positive organisational outcomes (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). However, research on practical organisational interventions, aimed at increasing work engagement, is scant. Engaged employees often experience positive emotions (Bakker & Demerouti, 2008). Happy people are more sensitive to opportunities at work, more outgoing and helpful to others, more confident when interacting with others and more optimistic when taking on challenges. According to Bakker, Schaufeli, Leiter, and Taris (2008) engagement not only stems from job resources, but from personal resources as well. Building on Fredrickson’s (2000) Broad and Build theory of positive emotions, it is argued in this study that Emotional Intelligence (EI) is a personal resource that has not been studied in relation to work engagement. EI refers to the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001). EI regulation abilities (e.g. emotional management and control) help increase individuals’ coping and / or resilience when more positive affect is experienced, according to Fredrickson’s Broad and Build theory, and should therefore be a particularly important personal resource for the enhancement of work engagement. The development of EI has progressively been gaining positive momentum and various studies have provided empirical support to suggest that EI can be developed (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner, 2005; Gorgens-Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). By using the Swinburne University Emotional Intelligence Test (SUEIT) theoretical framework, it is argued that by developing emotional recognition and regulation abilities, specifically that of emotional management, employees would be better able to manage their positive and negative emotions, thereby improving their positive psychological state at work, which should increase their level of engagement. It is furthermore argued that increased EI will also affect other positive organisational outcomes, such as organisational commitment and satisfaction with work life. To this end, an EI training intervention programme was implemented and evaluated within an international courier company based in Cape Town, South Africa. A controlled experimental design (two-group pre- and post-test design) was utilised for the research. The EI training programme was evaluated in terms of its effect on EI, work engagement, organisational commitment and satisfaction with work life. A second objective of the study was to investigate and replicate previous research on the interrelationships between the constructs in the study within a South African sample. The total sample consisted of 35 full time employees. Three assessments were conducted (one week before the start of the intervention, immediately after the completion of the training, and two and a half months thereafter) The findings of the study demonstrated limited empirical support for the notion that EI training could improve levels of EI. Although definite trends to suggest this were evident in the data, the results were not statistically significant. Empirical evidence further suggested partial and weak support for work engagement and satisfaction with work life levels increasing as a result of the intervention. Unfortunately no support for organisational commitment levels improving as a result of the training was found. In terms of exploring and replicating the interrelationships between the constructs in the study, favourable results were found. Significant positive relationships emerged between all the related constructs. The results, however, need to be interpreted in terms of the limitations that were identified for this study. The results suggest that more research is required in this domain.
AFRIKAANSE OPSOMMING: Hoogs kompeterende maatskappye is bewus daarvan dat hul vlak van mededingingheid grootliks opgesluit lê in hul menslike hulpbronne. Vir sulke organisasies om vooruitstrewend te wees, is die beleging in menseontwikkeling en bestuur van uiterste belang. Empiriese navorsing oor werknemerbetrokkenheid toon dat dit verband hou met baie positiewe organisatoriese uitkomste (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). Navorsing oor praktiese organisatoriese intervensies om werknemersbetrokkenheid te verhoog, is egter skaars. Werknemers met hoë werknemerbetrokkenheid ervaar gereeld positiewe emosies (Bakker & Demerouti, 2008). Gelukkige werknemers is meer bewus van geleenthede, is meer sosiaal en hulpvaardig, meer selfversekerd in sosiale omstandighede, en meer optimisties wanneer hulle gekonfronteer word met uitdagings. Volgens Bakker, Schaufeli, Leiter, en Taris (2008) spruit werknemersbetrokkenheid nie net voort uit werksbronne nie, maar ook vanuit persoonlike hulpbronne. Na aanleiding van Fredrickson se (2000) “Broaden and Build” teorie oor positiewe emosies word daar in hierdie studie geargumenteer dat Emosionele Intelligensie (EI) ‘n persoonlike hulpbron is, wat nog nie in verwantskap met werknemersbetrokkenheid bestudeer is nie. EI verwys na die kapasiteit om emosies binne die werkskonteks te kan herken, verstaan en bestuur op ʼn professionele en effektiewe wyse (Palmer & Stough, 2001). EI reguleringsvaardighede (bv. emosionele bestuur en beheer) bevorder individue se hanteringsvaardighede en veerkragtigheid wanneer meer positiewe emosies ervaar word. Volgens Fredrickson se “Broaden and build” teorie behoort dit dus ʼn belangrike persoonlike hulpbron te wees wat tot verhoogde werknemersbetrokkenheid kan lei. Positiewe voortuitgang in studies oor die ontwikkeling van EI bestaan tans en verskeie studies het tot dusver wetenskaplike steun verskaf vir die verwagting dat EI ontwikkel kan word (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner. 2005; Gorgens- Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). Deur gebruik te maak van die Swinburne Universiteit Emosionele Intelligensie toets (die SUEIT) se teoretiese raamwerk, word daar geargumenteer dat die bevordering van emosionele herkennings- en reguleringsvermoë, spesifiek emosionele bestuur, werknemers se vermoë om hulle eie positiewe en negatiewe emosies te bestuur, behoort te verbeter. Dit sou ʼn verbeterde positiewe sielkundige toestand by die werk tot gevolg kan hê, wat tot verhoogde werknemersbetrokkenheid kan lei. Daar word ook aangevoer that verhoogde EI ook ander positiewe organisatoriese uitkomste, soos organisatoriese toewyding en satisfaksie met werkslewe, positief sal affekteer. Gevolglik is 'n EI opleidingsprogram geïmplementeer en geëvalueer in ‘n internasionale afleweringsmaatskappy wat gebaseer is in Kaapstad, Suid Afrika. ‘n Beheerde eksperimentele ontwerp (twee-groep voor- en natoetsontwerp) is gebruik in hierdie navorsing. Die EI opleidingsprogram is geëvalueer in terme van die effek op die EI, werknemerbetrokkenheid, organisatoriese toewyding en satisfaksie met werkslewe. ’n Tweede doel stelling van die studie was ook om die verwantskappe tussen die konstrukte te ondersoek en vorige navorsing in die verband binne ʼn Suid-Afrikaanse steekproef te reproduseer. Die totale steekproef het bestaan uit 35 permanent aangestelde werknemers. Drie assesserings het plaasgevind (een week voor die aanvang van die intervensie, direk na die afhandeling van die opleiding, en twee en ‘n half maande daarna). Die bevindinge van die studie het beperkte empiriese bewyse verskaf vir die aanname dat EI opleiding wel EI vlakke kan bevorder. Alhoewel daar duidelike tendense was wat dit suggereer in die data, was die resultate nie statistiese beduidend nie. Die empiriese bewyse het verder slegs gedeeltelike en swak ondersteuning verskaf vir die aanname dat werknemerbetrokkenheid en satisfaksie met werkslewe verbeter het as gevolg van blootstelling aan die intervensie. Geen bewyse dat organisatoriese toewydingsvlakke verbeter het as gevolg van blootstelling aan die intervensie, is gevind nie. Gunstige resultate aangaande die verwagte verwantskappe tussen die konstrukte in die studie is gevind. Positiewe, betekenisvolle verwantskappe tussen al die konstrukte word gerapporteer. Die resultate van die studie behoort binne die konteks van die beperkinge wat vir hierdie studie geïdentifiseer is, interpreteer te word. Die resultate toon dat meer navorsing in hierdie domein benodig word.
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Cohen, Melissa A. "WORK RELATIONSHIPS AS INVESTMENTS: THE UNEXPLORED COMPONENT OF CONTINUANCE COMMITMENT". Bowling Green, Ohio : Bowling Green State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1174936752.
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Lichliter, Ann. "Organizational commitment of Nonprofit Human Service assistants". Thesis, Saint Mary's University of Minnesota, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=3745603.
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Nonprofit Human service assistants provide much of the direct care for the most vulnerable and disenfranchised populations (Annie E. Casey Foundation, 2003; Cleary et al., 2006.) Their high turnover rates compromise service quality and increase nonprofit costs (Annie E. Casey Foundation, 2003; Baumeister & Zaharia, 1987; Durlak & Roth, 1983; Mor Barak, Nissly, & Levin, 2001; Rutowski, Guiler, & Schimmel, 2009). To ensure client services are effective, nonprofit leaders need to identify strategies to enhance human service assistant’s organizational commitment. This qualitative study explored how human service assistants perceived their organizational commitment and the experiences that impacted their organizational commitment. From the interviews with 21 human service assistants, a grounded theory emerged illustrating the factors that foster organizational commitment. Human service assistants arrived at their agency with experiences, characteristics, and/or personal circumstances that may have influenced their commitment. Once employed, the nonprofit environment provided experiences that fostered organizational commitment. The culmination of these experiences resulted in participants feeling valued by the organization or I matter. Feeling they mattered was the core condition for organizational commitment.
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Rankins, Mary Joyce. "A descriptive study of commitment level among African Americans". DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1993. http://digitalcommons.auctr.edu/dissertations/2673.
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The objective of this study was to examine what factors affect the level of commitment in intimate interpersonal relationships. To attain this objective, a survey was administered to 40 subjects: 23 were administered to parents or guardians who attended a Parents Teachers Association meeting at a high school in College Park, Georgia and 17 were administered to members of a community in College Park, Georgia.
This study revealed that subjects who were in the regular dating category were not committed to their partners. However, subjects who were in the categories of married, engaged/or planning marriage and exclusive dating were committed to their partners. This study was an attempt to provide a clearer understanding of the maintenance of intimate interpersonal heterosexual relationships.
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Robinson, Nicole Dianne. "The relationship between organisational commitment, work engagement and turnover intentions". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/6582.
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“The question of employee turnover has come to gain greater attention especially in the 21st century where organisations all over the world, in various industries, have faced this problem at some stages of their evolution” (Zahra et al, 2013:78). Turnover intentions have further become a vital study for organisations and researchers as research has found that once an employee has actually implemented the behaviour to quit, it is highly unlikely that an employer will be able to “gain access to them to understand their prior situation” (Darroux, Johnathan & Thibeli, 2013:78). Several studies have been devoted to examine the impact of various factors such as organisational commitment, work engagement, age, gender and tenure on turnover intentions in an attempt to assist organisations in alleviating the challenges associated with turnover (Darroux, Johnathan & Thibeli, 2013). The results of these studies have continually shown that both work engagement and organisational commitment have a significant effect on turnover intentions (Yin & Yang, 2002; Meyer, Stanley, Herscovitch & Topolnytsky, 2002 and Tett & Meyer, 1993).
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Aghila, Elarabi Ahmed. "Job satisfaction and work commitment in the context of Libya". Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322019.
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Olsen, Eric Charles 1955. "Measurement of work commitment in a part-time military organization". Thesis, The University of Arizona, 1987. http://hdl.handle.net/10150/276610.
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The purpose of this thesis was to determine if culture was a significant determinate of commitment to one's work organization. The second objective was to develop a work commitment index that was not only comprehensive but minimized redundancy. This work commitment index contained items measuring values and traits associated with the Protestant Work Ethic, Job Involvement, and Organizational Commitment. A T-Test analysis indicated no significant differences in the levels of protestant work ethic or job involvement possessed by hispanic and white soldiers. Only in organizational commitment were levels significantly different, but multiple regression analysis did not support this difference after controlling for other variables. Some progress was made in the development of a comprehensive work commitment index that minimized redundancy. The theories used in this index are capturing three different facets of work commitment. There still exists some redundancy and overlap within and between measures, but at less excessive levels.
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Sclan, Eileen Mary. "The effect of perceived workplace conditions on beginning teachers' work commitment, career choice commitment, and planned retention /". Access Digital Full Text version, 1993. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11396349.
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Thesis (Ed.D.)--Teachers College, Columbia University, 1993.Includes tables. Typescript; issued also on microfilm. Sponsor: Linda Darling-Hammond. Dissertation Committee: H Jane Rogers. Includes bibliographical references (leaves 170-184).
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Akuamoah-Boateng, Robert. "Privatisation, employee job satisfaction and organisational commitment". Thesis, University of Kent, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328078.
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Benkhoff, Brigit R. D. "Employee commitment to work : a test of motivation and re-conceptualization". Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363142.
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Brandi, Simone. "The impact of a supportive work-life culture on affective commitment". Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/5853.
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Schwetschenau, Heather Marie. "The Effectiveness of an Acceptance and Commitment Intervention for Work Stress". Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1225686342.
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Ogasawara, Etsuko. "Job satisfaction and work commitment among Japanese and American collegiate coaches /". The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487946776023419.
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Pickett, Shannon. "Work Commitment, Intrinsic Motivation, and Academic Achievement in Online Adult Learners". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6094.
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Over the past 2 decades, the number of adult learners seeking an online education has dramatically increased, but student retention and degree completion rates for adult students are lower than those of other student populations. Research has shown that adult learners working full time achieve at higher levels than adult learners who are not working full time and that intrinsic motivation is positively correlated with academic achievement. However, whether the relationship between intrinsic motivation and academic achievement is moderated by level of work commitment has not been previously investigated. For this study, in which the composite persistence model served as the foundation, 137 online adult learners were recruited. A sequential multiple regression was used to investigate whether the relationship between intrinsic motivation, as measured by the Motivation Strategies for Learning Questionnaire (MSLQ), and academic achievement, as measured by self-reported grade point average, was moderated by level of work commitment, as measured by self-reported hours of work per week, while statistically controlling for academic competencies, as measured by 4 subscales of the MSLQ. Intrinsic motivation and level of work commitment did not display a statistically significant correlation with academic achievement, and results showed that level of work commitment did not moderate the relationship between intrinsic motivation and academic achievement. The findings indicated the possibility that education is synergistically related to work commitment. Online programs may use the findings from the study to better support online adult learners and create positive social change by offering internships and mentorships locally that help to connect education to work commitment.
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Rancourt, Lisa Marie. "A Multiple Case Study on Leader Support, Breastfeeding, and Work Commitment". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2577.
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In the United States, over 50% of women return to paid work after becoming mothers. Mothers who breastfeed are more likely to stop working than peers who chose to use infant formula. The purpose of this research was to explore work commitment among new mothers during the first year of their infant's life. Many of these mothers had skills that were imperative to organizational success, making their retention a priority. The relationship between leadership support for dual roles as mothers and employees had not received attention previously in the literature. This multiple case study analyzed the perceptions of new mothers regarding leader support and its role in their commitment to work. The first research question focused on the role of leader support in a new mother's commitment to working. The second explored a new mother's perception of organizational support of her decision regarding infant feeding. The conceptual framework was based on social learning theory, social role expectation theory, and feminist theory. Twenty-three working mothers were recruited through social media, using purposeful sampling, to participate. The data collection consisted of open-ended interviews, as well as document reviews. The data were retrieved, coded, and analyzed using within case and cross-case analysis for themes, and patterns. Findings yielded 3 primary categories: leadership, priorities, and policies. The results showed that participants needed leader support to successfully manage their dual roles, and maintain their commitment to work. In conclusion, positive social change in workplace communication, paid leave policies, and education have the ability to change long held perceptions about mother's work commitment. The results may help organizations implement new policies that benefit working mothers. These changes will strengthen corporate culture from within, empower employees, and encourage growth, loyalty, and innovation to maintain a competitive edge.
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Hermann, Barbara A. "Dismantling an ACT-Based Intervention for Work Stress: Do Values Really Matter?" Fogler Library, University of Maine, 2008. http://www.library.umaine.edu/theses/pdf/HermannBA2008.pdf.
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Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study". Thesis, Queensland University of Technology, 2005. https://eprints.qut.edu.au/16044/1/Dennis_Rose_Thesis.pdf.
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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening
involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of
employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to
identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses
supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.
28
Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study". Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.
Texto completoResumen
This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.
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Bassy, Maren. "Motivation and Work -Investigation and Analysis of Motivation Factors at Work". Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1086.
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Background: Employees acting towards company goals and having a strong desire to remain in the organisation are very important for the success of a company. In order to generate such organisational commitment of the employees, the knowledge about what motivates and satisfies them is essential.
Purpose: The purpose of this thesis is to investigate and analyse the factors which motivate employees, under consideration of individual characteristics.
Limitation: Age, gender, marital status, work area, position and the years a person has been working in the company represent the individual characteristics examined in this study.
Realisation: Literature research as well as a practical survey consisting of mail questionnaires and personal interviews were carried out in order to best serve the purpose of this thesis.
Results: Skills, task identity, task significance, autonomy, feedback, environment, job security, and compensation are important factors for the motivation of employees. Taking into consideration the extent to which these factors are present at work and the employees'satisfaction with this state, differences regarding all examined individual characteristics are recognisable. Moreover, the investigation of the importance attributed to these factors by the employees revealed no differences with regard to the individual characteristics, except for the years an employee has been working in the company. In addition, several factors, which may cause a higher motivation and job satisfaction in the selected company, have been identified in terms of the individual characteristics. Thereby, for all employees, the feedback represents the factor with the highest motivation potential.
30
Beukes, Ilka. "The experience of organisational commitment, work engagement and meaning of work of nursing staff in hospitals / Ilka Beukes". Thesis, North-West University, 2011. http://hdl.handle.net/10394/10275.
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Nursing as a profession presents an interesting context for studying meaning of work, as it
centres on the care of patients; the motivation behind choosing such a profession.
Furthermore, taking into consideration the current economic situation and the shortage of
nurses in the country, it is important to investigate the kind of impact that the meaning they
receive from their work may have on their commitment to the hospital and their level of
engagement in their work. What nurses do and how well they do it relates directly to the
quality of care the patient receives. Therefore, the objective of this study was to investigate
the relationship between meaning of work, organisational commitment and work engagement among nurses of various hospitals in the Vaal Triangle. Also investigated were biographical factors such as gender, race, age, citizenship, qualification, years of service, job level and employment status. A survey design was used on a sample of nurses (N = 199) in hospitals. A biographical questionnaire, the Organisational Commitment Questionnaire, the Utrecht Work Engagement Scale and Work-Life Questionnaire were administered. The statistical analyses were carried out by means of SPSS (2009). Factor analyses were conducted to determine construct validity and Cronbach’s alphas and inter-item correlation coefficients assessed the internal consistency of the instruments. Cronbach’s alpha coefficients ranging from 0,94 to 0,62 were obtained for the above-mentioned questionnaires. Results showed that the majority of nurses viewed their work as either a job or a calling. More African nurses viewed their work as a calling than did any other race group. Younger workers, specifically those with a Grade 12 qualification, viewed their work as a career, while the more experienced nurses and those on management level viewed their work as either a career or a calling. Furthermore, nurses viewing their work as a calling are more committed to the organisation and more engaged in their work, whereas nurses viewing their work as a job are less committed and engaged. Lastly, a positive relationship exists between organisational commitment and work engagement. Therefore, the more strongly nurses view their work as a calling, the more committed they will be to the hospital and the more engaged they will be in their work. Based on the above findings, recommendations were made for the hospitals and future research.MCom, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011
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Arend, Susanne. "Exploring contemporary work contexts : the influence of careers in building organisational commitment /". [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18931.pdf.
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Weer, Christy H. Greenhaus Jeffrey H. "The impact of non-work role commitment on employees' career growth prospects /". Philadelphia, Pa. : Drexel University, 2006. http://hdl.handle.net/1860/1165.
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Sangweni, Nozipho. "Spirit at work and the South African public health workers’ organisational commitment". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/26038.
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This study makes an empirical examination of the relationship between spirit at work and organisational commitment. It examines the organisational factors that foster spirit at work in individuals. A cross-sectional survey design was used to answer three research questions. The sample consisted of medical professionals. A mail survey was administered at three public hospitals. A positive correlation was found between spirit at work and organizational commitment. Sense of community emerged as central to fostering spirit at work. CopyrightDissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
34
Broedel-Zaugg, Kimberly Ann. "Women pharmacists : work factors, organizational commitment, family factors, conflict, and employment status /". The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487847309053075.
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Guppy, Lisa y Carl-Johan Holmberg. "Who are the Most Committed at Work? : Linking Personality to Organizational Commitment". Thesis, Högskolan Väst, Avdelningen för psykologi, pedagogik och sociologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16622.
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Organizational commitment has been linked to several important outcomes, including employee turnover and work performance. Despite that the antecedents of organizational commitment have been a subject of research for several decades, the relation between personality and organizational commitment is relatively unexplored. The aim of this study was to examine the relations between the personality traits in the five-factor model (Conscientiousness, Agreeableness, Neuroticism, Openness to Experience, and Extraversion) and organizational commitment. Personality was measured by the IPIP30 questionnaire. Three types of organizational commitment (affective commitment, continuance commitment, and normative commitment) were measured by the Organizational Commitment Questionnaire. The respondents (N = 303) consisted of workers from both the public and the private sector in Sweden. Multiple linear regression analyzes showed that Conscientiousness was statistically significantly related to affective commitment. Agreeableness, Neuroticism, and Extraversion were statistically significantly related to continuance commitment. Practical implications of the results as well as future research directions are discussed.
36
Borges, Renata. "PUBLIC VERSUS PRIVATE: AN EMPIRICAL INVESTIGATION OF WORK SATISFACTION AND ORGANIZATIONAL COMMITMENT". OpenSIUC, 2011. https://opensiuc.lib.siu.edu/dissertations/318.
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The objective of this research is to compare public and private organizations with regard to work related attitudes, work satisfaction and organizational commitment. The long-standing debate as to whether or not public administration must rely upon business administration assumptions has strengthened the need for more research analyzing the similarities and differences between public and private organizations. The public-private comparison is relevant to understand the context in which the transferability of management techniques occurs and be aware of the differences between public and private employees' needs and perceptions. Therefore, this study attempts to explore if the factors that influence work satisfaction and organizational commitment differ for public and private employees. Data from a survey of 925 employees in the public sector and 339 employees in the private sector were collected in order to explore the antecedents of satisfaction and commitment. Multiple regression analysis was employed to test the proposed hypotheses.
37
WU, CHUNG-KUAN y 吳重寬. "The Impact of Work Pressure and Work Commitment on Army’s Organizational Commitment". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/q8a8mw.
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碩士國防大學政治作戰學院
社會工作碩士班
106
The purpose of this study is to investigate the basic military soldiers of the Army. After the current Ministry of National Defense promotes various reforms and policies, the work pressure, the work commitment, and the organizational commitments of the grass-roots officers of the army under the current social system and military system influence and their correlation with each other. Sex in order to improve the current situation of the officers and men, and how to influence the organizational commitment by studying the work pressure and work commitment of the Army’s basic-level officers in the military, and thus retain more talents for the grass-roots level, and make relevant recommendations for sustainable development. National army fighting power. Finally, after the analysis of the data in this study, the conclusions are summarized as follows: 1. There are significant differences between the work pressure, work commitment and organizational commitment in the background variables. Second, work pressure has a negative impact on the organizational commitment and predictability. Third, work commitment has positive correlation and predictive power for organizational commitment. Fourth, work pressure has negative correlation and forecasting power for work. 5. After verification by regression analysis, when the work pressure and background variables are self-variable, and the organizational commitment is the strain number, the work pressure and its three sub-aspects, background gender, educational level, class, and unit properties The organizational commitment has a significant impact. 6. After verification by regression analysis, when the work input and background variables are self-variable, and the organizational commitment is the strain number, the work level, work focus, work evaluation and background variable education level, and unit properties are significant to organizational commitment. influences.
38
HUANG-I-CHING y 黃益慶. "Research on the quality of work,work pressure,work commitment and organizational commitment of internal auditors". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/dxnpxj.
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碩士長榮大學
高階管理碩士在職專班(EMBA)
107
Abstract The motivation of this study is to clarify whether the quality of the internal auditors work and life, the pressure of work affects their professional career commitment and organizational commitment, and further understand the predictors of their impact, so as to find out the direction of improving the internal auditors. Through the questionnaire empirical research method and the literature analysis method, the questionnaire was distributed to the listed companies in the Tainan area and affiliated institutions engaged in internal audit business related personnel, using random sampling methods, a total of 350 questionnaires were issued, and the second telephone call was collected. 258 copies, a total of 237 valid questionnaires, the recovery rate was 71.8%.This study is divided into two parts. The first half uses relevant literature to understand and review the meanings and relationships related to quality of life, work stress, professional career commitment and organizational commitment. The latter part is researched and analyzed by statistical software. The results show that: (1) the age of the internal auditors demographic variables, the professional and internal audit or related professional licenses and professional career commitments and organizational commitments are closely related; (2) internal audit The quality of life perceived by personnel is divided into work characteristics, interpersonal and professional relationships and work and development environment. Work stress facets are divided into physical and psychological stress, role pressure and emotional stress; (3 )quality of life is negatively correlated with work stress but It is positively related to professional career commitment and organizational commitment, with the strongest correlation between work and development environment. Work stress is inversely related to professional career commitment and organizational commitment, with the strongest correlation between physical and psychological stress. (4) The work and development environment, job characteristics, role pressure and other facets are the main predictors of the internal auditors professional career commitment, and the work and development environment, interpersonal and professional relations, physical and psychological pressure, and the basic characteristics of demographics Jobs and other important factors that are the main predictors of internal auditors organizational commitments.
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De, Klerk J. J. (Jeremias Jesaja). "Motivation to work, work commitment and man's will to meaning". Thesis, 2001. http://hdl.handle.net/2263/30527.
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Victor Frankl (1969, 1972, 1975, 1984a, 1984b) postulated that man’s search for meaning is the primary motivational force in his life. If this postulation is true for life in general, it was expected that this would also be true for a person’s work life. The objective of the present research was to explore whether relationships exist between man's "will to meaning" as defined in Frankl’s logotherapy, with work aspects such as work commitment and work motivation. The present research also investigated the relationships between meaning and certain work related biographic/lifestyle variables. Survey research was conducted with a sample of 458 management level employees from six large companies from different industrial sectors in South Africa. Seven standardised, well-validated instruments were used to measure the respective constructs. The following constructs were measured: meaning, work involvement, work commitment (represented by work values, job involvement and career commitment), and work motivation (represented by intrinsic motivation and goal orientation). The data was analysed by means of Principal Factor Analysis, Non-Parametric Analysis of Variance, Partial Correlation Analysis, Stepwise Multiple Regression Analysis, and Structural Equations Modelling. These instruments were revalidated as part of the present study. The results of this research indicated that meaning was significantly associated with career commitment. The results also indicated that meaning was significantly associated with work motivation, as measured through intrinsic motivation and goal orientation. Furthermore, meaning generally showed statistically significant relationships with work orientation and lifestyle related variables. In contrast, meaning did not show statistically significant relationships with work values, job involvement or work involvement. Meaning also did not show statistically significant relationships with Biographical/demographic type variables. These findings deepened the understanding of some of the origins of work commitment and work motivation. The findings from this study also pointed to a deeper and more fundamental source of work motivation and work commitment than those sources covered in the existing work motivation and commitment theories; an existential source. This study also attested to the significant role that meaning plays in a person’s work and in his worklife.Thesis (PhD (Organizational Behaviour))--University of Pretoria, 2006.
Human Resource Management
unrestricted
40
Huang, Chu-Min y 黃朱民. "Hairdresser''s Organizational Identity, Work Motivation, Work Commitment and Creativity". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/p7yvsu.
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碩士台南應用科技大學
生活服務產業系生活應用科學碩士班
106
Modern people have abundant information in this time. The Pursuit of popularity and beauty keeps pace with the times. The hair designer''s hairstyle design ability is an im-portant asset that cannot be replaced by herself. If the designer can make the work m-ore fun and meet the needs in a good work environment. They will have a higher work motivation. It can stimulate its creativity. If the hairdresser asks employees to identify with the organization and can also make it more work. In recent years, the hairdressin-g industry has become increasingly sophisticated. How hairdressing companies create new styles and sustainable management through employees. It involved with hairdres-sing practitioners in organizational identification, work motivation, work commitment and creativity. The purpose of this study was to investigate the influence of hairdressing practitioners on their motivation, work commitment and creativity. This study uses a Questionnaire Approach and partial least squares PLS (Partial Least Squares) for questionnaire anal-ysis. Through bootstrapping repetitive sampling. Using 337 valid samples were rando-mized and 5,000 times were repeatedly taken as parameter estimation and analysis. Studies show that organizational identity has a positive effect on work motivation. Or-ganizational recognition has a positive and significant impact on work commitment. Organizational recognition has a positive impact on creativity. Work motivation has a positive effect on creativity. Work motivation has a positive effect on work commite-nt. Organizational identities can have a positive impact on creativity through work m-otivation. From the research results, we can see that hairdressing companies can effe-cttttively improve the recognition of the hairdressing practitioners and promote their work motivation. It will effectively increase work involvement and hairstyle creative-ity. Not only positively enhance the professional skills of hairdressing practitioners, and relatively improve business performance. I hope this study can provide reference to the hairdressing industry operators and practitioners. For fostering the development of managers and employees to benefit the development of the company.
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Chang, Justine S. y 張淳堅. "The study on relationship among work commitment, organizational commitment and budget behavior". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/02274806140999994817.
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博士中國文化大學
國際企業管理研究所
96
ABSTRACT This study empirically examines the relationship among work commitment, organizational commitment and budget behavior. In addi-tion, this paper speculates that employees’ perceived degree of budget control moderate the association among employees’ work commitment, organizational commitment and budget commitment. The study issued 300 questionnaires survey to employees in vari-ous types of business for their view on work commitment and budget behavior. There are 135 surveys returned, of which 13 are invalid due to incompleteness. Valid surveys totaled 122, consisting 40.7% in returning rate. Result of the study finds there is positive relationship between employees’ work commitment and budget behavior. Employees’ or-ganizational commitment is also positively related to budget behavior, but with insignificant influence. As for moderating variable, the moderating effect of employees’ perceived degree of budget control on employees’ work commitment to budget behavior is not significant. The study finds that employ-ees’ perceived degree of budget control has positive effect on budget behaviors, revealing external environmental control still exceeds in-ternal regulation upon budgeting. Thus, the study suggests an enhancement on employees’ percep-tion towards to budget control system for better budget behavior.
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Toglaw, Sam Deeb. "Organizational commitment in a virtual work environment". 2006. http://hdl.handle.net/2100/1064.
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University of Technology, Sydney. Faculty of Business.The accelerating advances in information technology and the development in electronic communication were essential precursors for the emergence of virtual organizations and new work environments that rely primarily on electronic communication and physical separation between the worker and the organization. In a virtual work environment, the spatial barrier between the workers and the organization could weaken their ties with the organization and could promote feelings of isolation. Also, since virtual workers are invisible, research suggests that external control and monitoring systems need to be reinforced with psychological linkages which act as an internal control system for the behavior and beliefs of the virtual workers (e.g. Wiesenfeld, Raghuram & Garud, 1999,2001). Organizational commitment appears to be appealing to the virtual work environment because it motivates the worker to go beyond the call of duty and develop a strong internal belief in the organizational goals and values with a strong desire to maintain membership in the organization. Also, research indicates that it is associated with favorable behaviors by the organization such as low turnover, low absenteeism, job satisfaction, job involvement, internal locus of control, extra roll behavior and higher productivity (e.g. Mathieu & Zajac, 1990). However, most of the research of organizational commitment was conducted in traditional work environments and little attention was given to the study of organizational commitment in virtual work environments. This thesis examines the influence of various personal and work-related variables on workers' organizational commitment in a virtual work environment. The thesis also examines the differences between virtual and traditional workers on the level of their organizational commitment and other perceptions. But because of the lack of literature about organizational commitment in virtual work environments, the empirical part of this thesis involved a preliminary qualitative study based on in-depth interviews with workers involved in virtual working. The results of the in-depth interviews indicated that there is a positive connection between affective organizational commitment and virtual workers' perceptions about organizational support, electronic communication and consideration leadership in a virtual work environment. Following the qualitative study, a questionnaire-based survey was conducted, which involved a sample of 184 traditional and virtual workers taken from a large national and international organization in Australia. The selection of variables in the questionnaire survey was guided by the findings of the qualitative study as well as the literature review. The questionnaire involved measures for the affective, continuance and normative forms of organizational commitment as well as personal and work-related perceptions. The results of the questionnaire survey indicated that there is no significant difference between traditional and virtual workers' affective, continuance and normative forms of organizational commitment. Also, workers in a virtual work environment showed higher affective occupational commitment than in traditional work environments as well as higher self perceptions of personal attributes such as self-leadership, self-efficacy and psychological empowerment. In addition, results of regression analysis indicated that the supervisory communication satisfaction, perceived organizational support, individualized personal consideration dimension of transformational leadership and IT-self-efficacy have stronger positive effect on workers' affective organizational commitment in a virtual work environment than a traditional one. On the other hand, transactional leadership and continuance occupational commitment showed a stronger positive effect on workers' continuance organizational commitment in a virtual work environment than a traditional one. Finally, perceived organizational support showed a stronger positive effect on worker's normative organizational commitment in a virtual work environment than a traditional one. However, trust in management showed a stronger positive effect on normative organizational commitment in a traditional work environment than a virtual one. The findings of this research have important implications in the organizational and management studies and contribute to the work of a number of writers in the area of virtual working (e.g. Raghuram, et al., 2001, 2003; Staples, Hulland & Higgins, 1999; Wiesenfeld, Raghuram & Garud, 1999, 2001) and in the area of organizational commitment (e.g. Meyer and Allen, 1991; Meyer, Herscovitch, 2001; Meyer, Stanley, Herscovitch, Topolnytsky, 2002). Also, the findings of this thesis break a new ground for designing effective virtual work programs and contribute to understanding the human aspects of virtual working.
43
YING, CHEN y 陳螢松. "The Work Commitment of Government Ethic Officers". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/56545250660660942909.
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碩士國立中山大學
中山學術研究所
93
The data of this study was collected from 146 current government ethic officers and 50 other officers in other government branches, who were originally transferred from the Bureau of Ethics. The purpose of this study was to analyze the interrelationships between job cognition, job stress, job satisfaction, and work commitment in order to explain the patterning behavior of job turnover happening to the ethic officers in the Bureau of Ethic. In this thesis, we found that those who were transferred to other branches of the government have lower score in job cognition and work motivation than those who are retained in the Bureau. It was also found that job cognition was positively related to job satisfaction and work commitment. Ii is assumed that job turnover is a reflection of work commitment. And the result of data analysis also supports the relationship between them. The job turnover of the ethic officers is at least partially attributed to the direct impacts of job cognition and job stress, and the indirect impacts through job satisfaction. Therefore, the way to promote job cognition, to reduce job stress, and to increase job satisfaction and work commitment shall be able to motivate and retain ethicials’commitment to their work and the Bureau. So is it the possible solution for a reduction in job turnover.
44
Tai, Woan Yu y 戴菀妤. "Work extended schedules, Professional commitment, Service Quality". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/39487173477725948477.
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Hong, Jing-Ting y 洪靖婷. "The Study of the Relationship between Work Value and Work Commitment". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/78532064827611290104.
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碩士朝陽科技大學
企業管理系
104
In these years, the progress of technology creates the global economic. People’s choice on work is not limited around their life but extend to the whole world. The organizations, for retaining talents and promoting the competitiveness in their field, should pay attention on the employees’ degree of commitment to their work. When employees have higher work commitment, they will try hard and put themselves in work. Also, their identity of organization and work will become higher. There are many different factors of promoting employees’ work commitment and one of them is work value. While the work value has high value, employee will have higher commitment degree to the work, which he or she is engaging. Therefore, this study thinks that work value can influence the employees’ work commitment. As the result, this study wants to explore the effect of work value to work commitment. The objects of study are the members of every industry in Taiwan and don’t limit specific industry or organization. This study uses the convenience sampling, distributes 170 copies, responses 170 copies, deduct 8 invalid copies, and gets 162 valid copies so has the valid response rate 95%. This study uses every analysis method to verify hypothesis, including descriptive statistics, reliability analysis, validity analysis, regression analysis and test of significance of difference. The study results are as follows: 1.The work value has significant influence to work commitment. 2.The different personal background attributes have partly significant influence to work value. 3.The different personal background attributes have partly significant influence to work commitment.
46
So, Julia Wai-Yin 1949. "Commitment to school or commitment to work : Asian American teenagers in comparative perspective /". 2007. http://proquest.umi.com/pqdweb?did=1296099301&sid=3&Fmt=2&clientId=10361&RQT=309&VName=PQD.
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Wang, Chen-Ya y 王楨雅. "Work/family programs' influence to employee organizational commitment". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/94531333949317449305.
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碩士國立中央大學
人力資源管理研究所
92
We try to figure out the influence of work/family programs. The results of statistical analysis show that work/family programs have a great infulence on affective commitment. Further more, there are four work/family programs, such as health care program, life-conveniented program, housing program, and family care program. Researcher suggest that employers should use these programs to establish a better working environment.
48
Chen, Hsiu-Tzu y 陳秀貲. "Job Stress,Organizational Commitment and Occupational Commitment of Nursing Staff with Different Work Status". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/84025899240663455009.
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碩士國立中央大學
企業管理學系碩士在職專班
93
Job Stress, Organizational Commitment and Occupational Commitment of Nursing Staff with Different Work Status After enforcing the entire People’s Medical Treatment Insurance,one of the strategies that health care services providers adopt is lowering the nursing personnel budget by using the contingent nurses.The purpose of this study is to investigate if work status（full time,and contracted） brings differences nurse’s job stress, organizational commitment and occupational commitment. Study sample were selected randomly from a DOH hospital’s clinical nurses.Among 400 questionnaires distributed,263 valid were returned, which led to a 65.75% response rate.Analyzed by SPSS, research data were concluded that there was no significant difference of job stress among nursing with different work status（p > 0.05） there was no significant difference of organizational commitment and occupational commitment among nursing with different work status,but the result of ANOVA show the average means of contracted nurse is low than the full time nurse；the job stress of nursing resulted in a significant negative effect on affective organizational commitment and affective occupational commitment（p < 0.01）; Job stress did not show significant effect on nurses’ continuous organizational commitment, and continuous occupational commitment（p > 0.05）.However, the seniority of nursing had a significant positive effect on both the organizational commitment and occupational commitment（p < 0.05）. The results of this research suggested that management of health care providers should make efforts on reducing job stress of nurse with both kind of job status. Management implications were provided at the end for hospital to improved the quality of work life of nursing staff.
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Jiang, Yi-Ping y 江怡萍. "The Relationship between Work-Family Role Values, Role Commitment, Work Hours Input and Work-Family Conflict". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/85997786887784681026.
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碩士亞洲大學
經營管理學系碩士班
100
This study was aimed at exploring not only the relations between work-family role values, role commitment, work hours input and work-family conflict, but also the mediating effect of work hours input during holidays between role commitment and work-family conflict. The purposive sampling method was used to conduct surveys with structured questionnaires among full-time workers in Taiwan. A total of 420 questionnaires were distributed and 410 participants returned valid responses for further analysis. The valid response rate was 97.6%. The results revealed that work role values had positive impacts on work role commitment, and family role values had positive impacts on family role commitment. Moreover, work role commitment was positively related to work hours input during holidays, however, family role commitment had negatively effect on work hours input. Finally, work hours input was positively related to work-family conflict and work hours input had partial mediating effects on the relations between role commitment and conflict in both work and family way.
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Malinowska-Tabaka, Elzbieta. "Self-image, work commitment and attitudes among Australian professionals". Phd thesis, 1987. http://hdl.handle.net/1885/131323.
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In 1965 a longitudinal study, "Professions in Australia", commenced
for students enrolled in law and engineering and in 1967 for students of
medicine and teaching. This study was continued over twenty years,
providing an immense source of information on the way in which students
acquire the attitudes and values of their profession, and how they
function as "mature professionals".
A large number of studies have originated from the longitidinal
data, including this dissertion.
This thesis examines the professions in comparative perspective.
Assuming that professions are affected by economic and political
developments which may lead towards more uniform behavioural patterns,
the main aim of this thesis is to examine homogeneity of professional
groups in regard to their occupational commitment. Another related
problem is that there is developing a set of common interests among the
different professions.