Thèses : « Motivation. commitment »

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

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

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Makin, P. J. « Career development, personality, and commitment to the organisation ». Thesis, University of Bradford, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376690.

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

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

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Lee, Wing-yee Angela. « A study of organizational commitment of IT professionals / ». Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724170.

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

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Thesis (Ph. D. (Organisational Behaviour))--Universiteit van Pretoria, 2001.
Abstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.

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Skagersten, Karl, et Anders Jobs. « Gamification in a sales context : Designing for motivation and commitment ». Thesis, Uppsala universitet, Informationssystem, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-256523.

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

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Kwatsha, Ntombizanele Nangamso. « The role of employee motivation and reward structures as drivers of organisational commitment ». University of Western Cape, 2021. http://hdl.handle.net/11394/8360.

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

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Shandu, Sizwesihle Derrick. « Improving organisational commitment in a selected telecommunications company ». Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4507.

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As human resources become part of strategic management in many organisations, employees are said to play a crucial role in helping their organisations fulfil their goals. It is a fact that organisations are now relying heavily on the competence of their human resources to gain a competitive edge over their competitors. It is therefore important that organisations should have employees that are committed and motivated in order to be able to compete. This study seeks to improve organisational commitment of the employees in the maintenance section of the selected telecommunications company, by investigating whether variables such as appreciative leadership, organisational citizenship behaviour, psychological empowerment (as measured by perceived control, perceived competence and goal internalisation), job satisfaction and employee rewards are significantly or not significantly related to the organisational commitment of the employees in the selected company. A sample, consisting of 120 employees, including technicians, supervisors and managers, was selected. The study achieved a response rate of about 52% (51.7) after 120 questionnaires were distributed. The empirical results of the study showed that only psychological empowerment (as measured by goal internalisation) and job satisfaction were significantly related to organisational commitment of the employees of the selected company. The implementation of the recommendations of this study should contribute to increased organisational commitment in the selected company.

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Bassy, Maren. « Motivation and Work -Investigation and Analysis of Motivation Factors at Work ». Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1086.

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

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

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

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

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

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

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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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Townsend, Anthony M. « Determinants of goal commitment in an incentive-paid workforce ». Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-170221/.

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Ișik, Abdullah. « The dynamic relationship between motivation, performance, organizational commitment, and job satisfaction : developing a model for a better motivation ». Thesis, Massachusetts Institute of Technology, 2016. http://hdl.handle.net/1721.1/106251.

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Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, School of Engineering, System Design and Management Program, Engineering and Management Program, 2016.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 67-70).
This study explores the dynamic relationship among motivation, work performance, organizational commitment, and job satisfaction as well as drivers of each of them. Main goal of this study is to understand what factors motivates people better and increase their (i) work performance, (ii) organizational commitment, and (iii) job satisfaction. For this purpose, this study is focused on the factors influencing motivation, work performance, organizational commitment, and job satisfaction. Although the previous research was abundant, there was no research directly focused on four of them at the same time. Moreover, there wasn't a single model to tell about how to increase the level of those focused four variables at the same time. This study (i) combined the empirical data of the related literature to create a model, (ii) then simplified the combined model to create a simple testable literature model, and (iii) tested the simplified literature model. A certain type of section in Organization X was focused to test the model. The actual model-in-use created after conducting interviews with the members of that specific type of section. For the final step, the differences between simplified literature model and actual model-in-use was discussed and recommendations were given. A total of ten independent variables were determined after analysis of interview data. The nine of the independent variables in the actual model-in-use was matched with the independent variables of the simplified literature model. The actual model-in-use has a new independent variable. As the last step of the research, recommendations were formed according to interview data or personal experience; to close the gap.
by Abdullah Isik.
S.M. in Engineering and Management

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Chaphikul, Kittiphat, et Nada Jacob. « Hög inre motivation ger högre närvaro ? : En studie om motivation, närvaro & ; prestation för specialidrottselever ». Thesis, Gymnastik- och idrottshögskolan, GIH, Institutionen för fysiologi, nutrition och biomekanik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:gih:diva-6363.

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Syftet: Syftet med denna studie var att studera relationen mellan motivation, närvaro och prestation hos elever på två specialidrottsgymnasium. Frågeställningar: – Finns det något samband mellan motivation (inre, yttre & amotivation) och närvaro? – I hur stor grad skiljer sig motivationen bland specialidrottseleverna utifrån kön och årskurs? – Finns det något samband mellan specialidrottselevernas inre motivation och prestation? Metod: Urvalet för studien bestod av gymnasieelever mellan 15 och 19 år från två olika idrottsgymnasium (NIU) i Stockholms län. Deltagarna kom från blandade klasser mellan årskurs 1-3. Gymnasieeleverna tillhörde specialidrottsklasser med olika idrotter som inriktning. För att mäta elevernas motivationsnivå användes självskattningsskalan Sport motivation scale II (SMS II), självskattningskala för närvaro och för att mäta upplevd prestation, The Attainment of Sport Achievement Goals Scale (A-SAGS). För att se om det fanns ett statistiskt samband mellan inre motivation, närvaro och prestation användes Pearsons korrelation. Gruppjämförelser gjordes med två olika tester oberoende T-test och oberoende Anova. Resultat: Det fanns inget statistiskt samband mellan motivation och närvaro. Dock fanns det ett statistiskt signifikant samband mellan inre motivation och prestation. Elever som hade en större inre motivation presterade bättre. Det fanns även ingen statistisk signifikant skillnad mellan kön och motivationsnivån (RAI). Det fanns inga statistiskt säkerställda skillnader mellan årskurser i motivation. Slutsats: Studien visar att motivation är en viktig faktor. Det innebär för att en idrottare ska utvecklas över hela skoltiden, behöver skolor arbeta för att främja elevernas/idrottarens motivation.

Ämneslärarprogrammet, Specialidrott

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Fernandes, Vincent John. « Volunteer Motivation, Organizational Commitment, and Engagement| Knights of Columbus Explanatory Case Study ». Thesis, University of Phoenix, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10748228.

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The purpose of this qualitative explanatory single case study was to understand why Knights of Columbus (KofC) volunteers in Ontario, Canada demonstrate motivation, organizational commitment, and engagement. The scope of the study was guided by two main research questions: “Why do KofC members volunteer?” and “How do KofC members combine elements of motivation, organizational commitment, and engagement in their volunteer activity?” The triangulation of participant interviews, observations from KofC general meetings, and online archived documents supported the study’s qualitative methodology that required rich, descriptive data. For feasibility, the population of this study was comprised of KofC volunteers within three councils in Ontario, Canada and 17 KofC members were selected purposively based on age and experience criteria for face-to-face interviews. Transcribed interview data, observational field notes and archival documents were analyzed and coded using NVivo 11 to uncover three emerging themes: living one’s faith, loyalty, and flexibility. The findings indicated that KofC members have alignment between personal and organizational values, intend to follow Biblical scripture to live their faith in the public square, and feel obligated to help others in need. Fraternity and unity were welcomed benefits that KofC members enjoyed while volunteering. KofC provides volunteers with role and task variety, which allows volunteers to choose the activities that suit their interest, skill set, and time commitment. By gaining insights from these themes, organizational leaders can improve their communication to potential and existing volunteers, foster stronger relationships among volunteers, and develop programs that engage volunteers through catered recruitment and retention strategies.

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Bergstrand, Hans, et Mattias Svensson. « IT-konsulters organisationstillhörighet och hur den påverkar deras motivation ». Thesis, Malmö högskola, Fakulteten för kultur och samhälle (KS), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22916.

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Problemområdet som uppsatsen belyser är sambandet mellan organisationstillhörighet och autonom motivation inom IT-konsultbranschen. Forskning om dessa områden har tidigare utförts främst var för sig, men har på senare år kopplats mer och mer samman. Dessutom har undersökningarna inom konsultbranschen enbart gjorts på bemanningsföretag. Utifrån sambandet och i förhållande till nuvarande teorier tas tre hypoteser fram och prövas. Metoden som använts i undersökningen är en enkätundersökning bestående av frågor angående organisationstillhörighet och motivation. Undersökningen genomfördes på två IT-konsultföretag i Skåne, Sverige, där 63 IT-konsulter medverkade. Detta material analyserades sedan utifrån de teorier som tagits upp. Resultatet visade att det finns ett positivt samband mellan IT-konsulternas upplevda organisationstillhörighet och autonom motivation, men att organisationstillhörighet inte är lika viktigt för externa IT-konsulter (arbetsplats på kundföretaget) som för interna IT-konsulter (arbetsplats på konsultföretaget). Resultatet bekräftar även att motivationen hos de interna IT-konsulterna var lägre än hos de externa IT-konsulterna. Vidare forskning behöver göras för att kunna öka förståelsen om sambandet mellan organisationstillhörighet och motivation inom IT-konsultbranschen; att ta in fler faktorer i sambandet, förslagsvis flexibilitet, och att undersöka vidare vilket av områdena som påverkar det andra.
The problem in focus in this thesis highlights the correlation between organizational commitment and autonomous motivation within the IT consulting business. Research within these areas has earlier mainly been conducted separated from each other, but recent research has aimed at merging the two areas together. In addition research within the consulting business has solely been made within temporary staffing agencies. Three hypotheses are developed and tested with a base in the correlation and the connection made with existing theories. The method used in the research was a survey consisting of questions regarding organizational commitment and autonomous motivation. The survey was conducted on two IT consulting firms in Skåne, Sweden, and a total of 63 IT consultants participated. The material was analyzed with regards to the existing theories. The results showed that there is a positive relationship between the IT consultants’ perceived organizational commitment and autonomous motivation, but that organizational commitment is not as important for external IT consultants (workplace at the client company) as for internal IT consultants (workplace at the consulting firm). The result also confirmed that the motivation of the internal IT consultants was lower than among the external IT consultants. Further research is needed to increase the knowledge regarding the correlation between organizational commitment and motivation within the IT consulting business; to include more factors in the correlation, flexibility as a suggestion, and to further research which area that affects the other area.

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Johnson, Catherine. « EMPLOYEE MOTIVATION : A COMPARISON OF TIPPED AND NON-TIPPED HOURLY RESTAURANT EMPLOYEES ». Master's thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2981.

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Employee motivation shall be defined by Robbins (as cited in Ramlall, 2004) as: "the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need." To engage in the practice of motivating employees, employers must understand the unsatisfied needs of each of the employee groups. This study desires to provide practitioners in the restaurant industry the ability to recognize motivators for these different employment groups and their relationship to organizational commitment. The restaurant industry consists of two types of employees: salaried and hourly. This study focuses on hourly employees, and their subdivision: tipped employees. For the purpose of this research hourly employees shall be defined as employees that depend on their hourly wage as their main source of income and tipped employees shall be defined as employees that depend on the receipt of tips as their main source of income. The purpose of this study desires to provide practitioners in the restaurant industry a comparison and analysis of employee motivation between the two employment groups and their level of organizational commitment. After formulating a thorough research review, a questionnaire instrument was assembled. The sample for this study was a convenience sample consisting of 104 restaurant hourly tipped and non-tipped, front of the house personnel employed in a single branded, national restaurant chain located in the metropolitan area of Orlando, Florida. The research instrument was a survey questionnaire instrument comprised of three sections: 1.) twelve motivational factors derived from Kovach (1995), 2.) nine questions from the reduced OCQ from Mowday, Steers, and Porter (1979), and a section concerning demographic information of gender, age, race, education level, marital status, job type and tenure in the industry. Results from the study revealed that firstly, all of the employees in this thesis study felt that management loyalty was the most important motivating factor; secondly, intrinsic motivation factors were more important to non-tipped hourly employees; thirdly, gender had a strong influence in half of the motivating factors; fourthly, promotion and career development was found to be more important to non-tipped employees; lastly, overall mostly medium positive relationships were found between employee motivation and organizational commitment. Implications, limitations, and suggestions for future research are discussed in the final chapter.
M.S.
Rosen College of Hospitality Management
Hospitality and Tourism Management

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!Wittchen, Marion. « Effects on self-commitment on trust and motivation in computer-supported cooperative work ». Tönning Lübeck Marburg Der Andere Verl, 2008. http://d-nb.info/99577322X/04.

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Mairos, Carla Marisa Avelelas. « O comprometimento organizacional e a motivação ». Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7723.

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Mestrado em Gestão de Recursos Humanos
A relação entre os conceitos de motivação e de comprometimento organizacional tem assumido especial interesse por parte de vários autores pois acreditam que os dois conceitos unidos transformam-se numa mais-valia tanto para as organizações como para os colaboradores. Alguns autores têm tentado integrar estes dois conceitos de forma mais complexa, combinando teorias de motivação com teorias do comprometimento, mas ainda existem algumas carências em termos de investigação sobre estas temáticas. Este estudo analisa os conceitos de motivação e o comprometimento organizacional em todas as suas dimensões, no contexto específico da Marinha Portuguesa, especialmente no que respeita os militares contratados. Para concretizar os objetivos desta investigação foi aplicado um questionário a 1447 militares, tendo-se obtido uma taxa de resposta de 61,4%. Neste questionário foram utilizadas duas escalas distintas: a Escala do WPI (Amabile et al, 1994) para mensuração da motivação intrínseca e motivação extrínseca e as Escalas do Comprometimento Organizacional (Meyer & Allen, 1997 adaptadas por Nascimento et al, 2008) para mensuração do comprometimento afetivo, comprometimento normativo e comprometimento calculativo. Os resultados demonstraram que os objetivos propostos nesta investigação foram cumpridos, pois foi possível verificar os níveis de comprometimento e motivação dos militares contratados da Marinha Portuguesa e estabelecer relações mais concretas entre os dois conceitos mais especificamente entre a motivação intrínseca e o comprometimento afetivo e entre a motivação extrínseca e o comprometimento calculativo.
The association between the concepts of motivation and organizational commitment has gained special interest for several authors, for they believe that these two concepts combined together bring added value for both organizations and employees. Some authors have tried to incorporate these two concepts in more complex ways, combining motivation and commitment theories but there are still some shortcomings as far as research on these subjects is concerned. This study examines the concepts of Motivation and Organizational Commitment in all their dimensions, within the specific context of the Portuguese Navy, particularly in what concerns military personnel under contract. To achieve the objectives of this research, a questionnaire was administered to 1447 individuals serving in the Navy, which attained a response rate of 61.4%. Two different scales were used in this survey: the WPI Scale (Amabile et al, 1994) to measure Intrinsic Motivation and Extrinsic Motivation and the Organizational Commitment Scales (Meyer & Allen, 1997 adapted by Nascimento et al, 2008) to measure Affective Commitment, Normative Commitment and Calculative Commitment. The results showed that the objectives set out for this research were attained, given that it was possible to confirm the commitment and motivation levels of military personnel serving in the Portuguese Navy under contract, and to establish more tangible connections between the two concepts, namely between Intrinsic Motivation and Affective Commitment and between Extrinsic Motivation and Calculative Commitment.

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Simard, Stéphane. « Programme d'intervention sur les déterminants et les indicateurs de la motivation : (P.I.D.I.M.) / ». Thèse, Chicoutimi : Université du Québec à Chicoutimi, 1999. http://theses.uqac.ca.

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Southard, Robyn Nicole. « Employee engagement and service quality ». Pullman, Wash. : Washington State University, 2010. http://www.dissertations.wsu.edu/Thesis/Spring2010/R_Southard_042010.pdf.

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Thesis (Master of Public Affairs)--Washington State University, May 2010.
Title from PDF title page (viewed on July 13, 2010). "Department of Political Science." Includes bibliographical references (p. 28-31).

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Strömberg, Mikaela, et Jessica Nilsson. « Medarbetarskap i statlig myndighet, relaterat till arbetsmotivation och lojalitet mot organisationen ». Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-7858.

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Medarbetarskap har fått mer betydelse i det svenska arbetslivet under de senaste decennierna. Många organisationer strävar efter att förbättra samarbetet inom och över avdelningsgränserna samt chefens och medarbetarens relation. Arbetstagaren har till stor del övergått till att ta en mer aktiv roll i arbetet. Enkätundersökningen (N = 139) genomfördes i en statlig myndighet där medarbetarskap undersöktes utifrån F. Hällstén och S. Tengblads (2006) modell. Medarbetarskap kopplades till arbetsmotivation och lojalitet mot organisationen även intressanta likheter och skillnader undersöktes. Resultatet visar hur det rådande medarbetarskapet ser ut och kan utvecklas. Ett positivt samband uppvisades mellan medarbetarskap och arbetsmotivation samt lojalitet mot organisationen. Studien fann att upplevelsen av medarbetarskap är högst individuellt. Tidigare forskning har utgått ifrån ledningens och chefens perspektiv medan vår studie som kontrast utgick ifrån medarbetarens perspektiv. Detta uppmanar framtida forskning att undersöka båda perspektiven i en studie för att få en sammanfattande helhetsbild av fenomenet medarbetarskap.

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Marques, Ana Sofia Batista. « A importância da gestão das expectativas dos colaboradores no aumento da motivação e do comprometimento organizacional : estudo de caso ». Master's thesis, Universidade de Évora, 2015. http://hdl.handle.net/10174/18563.

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O panorama atual da sociedade e das organizações carece de compreender e conhecer se as competências dos colaboradores estão ou não a ser aproveitadas dentro da organização e/ou se as suas necessidades profissionais e pessoais estão a ser valorizadas. O presente estudo pretende evidenciar a importância da gestão das expectativas na motivação e comprometimento organizacional de 152 colaboradores de uma organização do setor farmacêutico português. A análise quantitativa dos dados foi realizada através do software SPSS e a qualitativa através de matrizes de análise de conteúdo. Os resultados mostram quais são as expectativas dos colaboradores desde a sua integração, os fatores que contribuem para os elevados níveis de motivação e comprometimento e como o trabalho desenvolvido pelas chefias comtempla a gestão das expectativas e motivações. Consideramos que as expectativas são um pilar fulcral na gestão das equipas em prol da motivação e do comprometimento; The importance of managing the expectations of employees in increasing the motivation and organizational commitment – Case Study Abstract: The current situation of society and organizations lack the understanding and knowing that the skills of employees are either not being utilized within the organization and / or their professional and personal needs are being valued. This study aims to highlight the importance of managing expectations in motivation and organizational commitment of 152 employees of an organization of the Portuguese pharmaceutical sector. The quantitative data analysis was performed using SPSS software and qualitative matrices through content analysis. The results show what the expectations of employees since its integration, the factors contributing to the high levels of motivation and commitment and how the work done by managers contemplates the management of expectations and motivations. We believe that the expectations are a key pillar in the management of teams for the sake of motivation and commitment.

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Malinak, Joyce A. « The relationship between intrinsic motivation, organizational commitment and organizational citizenship behavior : a longitudinal study / ». Connect to resource, 1993. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1244834880.

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Bolinder, Johanna, et Linnea Karlsson. « CSR – nyckeln till framgång avseende anställdas motivation ? : En kvalitativ undersökning om den upplevda motivationen i en kontext med CSR ». Thesis, Linköpings universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-131074.

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Bakgrund Corporate Social Responsibility är något som allt fler företag tar hänsyn till i sin dagliga verksamhet då krav från omvärlden konstant ökar. På senare år har forskare börjat intressera sig för CSR:s betydelse för motivationen hos anställda. Tidigare studier indikerar att det finns ett samband mellan CSR och motivation dock är fältet fortfarande outforskat och det krävs fler studier på detaljerad nivå. För att lyckas med CSR-arbetet krävs det att information kontinuerligt kommuniceras på ett konsekvent, tydligt och intresseväckande sätt. Kan CSR-arbete kommuniceras på ett klart sätt kan det leda till ökad motivation hos anställda. En bransch där motiverade anställda påstås vara viktigt är servicebranschen, då anställda är en del av den tjänst som levereras. Därmed är det relevant att studera hur CSR kan användas för att öka motivationen hos anställda som arbetar inom servicebranschen. Syfte Syftet med denna studie är att undersöka hur CSR påverkar motivationen hos anställda i företag inom servicebranschen i Sverige. Vidare kommer den interna kommunikationen av CSR undersökas och hur denna påverkar motivationen. Därmed är syftet med studien att utreda och kartlägga de faktorer som upplevs vara viktiga för att de anställda ska bli motiverade av företagets CSR-arbete. Metod Studien har antagit en fallstudiedesign då målet med studien varit att detaljrikt granska ett specifikt fall. Metoden som har använts är en kvalitativ metod med en iterativ ansats då författarna gått fram och tillbaka mellan teori och empiri under arbetets gång. Datainsamlingen har skett genom intervjuer och enkäter. Slutsatser Genom den empiriska datainsamlingen har vi kunnat identifiera ett flertal framgångsfaktorer inom området CSR och motivation. Dessa framgångsfaktorer kan främst härledas till intern kommunikation och ledarskap. Vidare har utmaningar i arbetet med att göra CSR till en motivationsfaktor funnits som visar att val av kommunikationsform och att anpassa ledarskapet mellan olika individer kan upplevas problematiskt. Sammanfattningsvis har CSR-aktiviteter visat sig påverka anställdas motivation positivt om de kombineras med effektiv kommunikation och tydligt ledarskap.
Background Due to increasing external demands corporate social responsibility has been adapted more frequently by companies in their daily activities. In recent years, researchers have started to develop an interest in CSR’s importance regarding the motivation of employees. In order to succeed with CSR-activities and increase employee motivation, information is required to be continuously communicated in a consistent, clear and interesting way. An industry where motivated employees are known to be important is the service industry, since employees are a big part of the service provided. Therefore, it is relevant to study how CSR-activities can be used to increase motivation of employees working in the service sector. Aim The aim of this study is to explore how CSR affects the motivation of employees working at companies within the service industry in Sweden. Furthermore, the internal communication of CSR is examined and how this contributes to motivation. Thus, the purpose of the study is to investigate and identify the factors that are perceived to be important for employees in order to be motivated by the company's CSR efforts. Methodology The study adopts a case study design since the goal of the study has been to perform a detailed examination of a specific case. The method used is a qualitative method and an iterative approach has been used, combining an inductive and deductive approach, and the authors have been shifting between theory and empirical evidence during the process. Data has been collected through interviews and questionnaires. Conclusions Through our empirical data collection we have been able to identify a number of factors in the field of CSR that could lead to success in terms of employee motivation. Furthermore, the challenges that exist to make CSR a motivating factor for employees are the choice of communication channels and adapting leadership between different individuals. In summary, CSR has been shown to influence employee motivation positively if combined with efficient communication and leadership.

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Zhou, X. « An investigation into the relationship between organisational communication trust and organisational commitment in Chinese enteprises ». Thesis, Coventry University, 2013. http://curve.coventry.ac.uk/open/items/0e740a7a-2c2a-4486-a695-3222ce83bc66/1.

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Drawing on extant literature, a direct relationship between organisational communication and commitment factors has been demonstrated. This study was conducted to examine the trust climate involved in observed relations between organisational communication practices and organisational commitment. A cross-sectional descriptive questionnaire survey approach was adopted to gather data in three State-owned and two Joint-venture organisations located in the city of Nanjing, China. Using non-proportional stratified sampling, 1300 employee participants were chosen, and 757 responded with a usable response rate of 58%. Statistical software Predictive Analytics Software (PASW) and Analysis of Moment Structures (AMOS) were utilised to analyse the data. Structural Equation Modelling (SEM) analyses revealed that relations between employees‟ perspectives on organisational communication and their affective and normative commitment were mediated by trust in the workplace. The results showed that the 77% total effect of supervisory communication to commitment is mediated by the compound effort of trust in supervisor and trust in organisation. Additionally, trust in the organisation has been demonstrated as the mediator of trust in co-workers and organisational communication. The study recommends that Chinese organisations should; train managers to be good communicators, which could enhance employees‟ sense of belonging to the organisation and creating a trusting climate that increases the employees‟ commitment to the organisation. These could lead to more communication channels that would facilitate information sharing. Implications for researchers and managers are discussed and limitations are identified at the end of the research.

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Almström, Kristina, et Ulrika Andersson. « Hur påverkar kompetensutveckling individens engagemang och motivation ? » Thesis, Linköping University, Department of Management and Economics, 2000. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-659.

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Bakgrund: I dagens organisationer kan ökad fokus på kompetensutveckling utskiljas. Anledningen till det kan bland annat vara för att överleva i den ökade konkurrensen. Genom ökade satsningar på kompetensutveckling försäkrar sig organisationen om att de anställda har rätt kompetens och att organisationen kan följa med i utvecklingen. Förutom att medarbetarna är kompetenta krävs även att de arbetar för organisationens bästa. Detta uppnås enklast genom att medarbetarna är engagerade och motiverade för organisationen och sitt arbete.

Syfte: Syftet med denna uppsats är att problematisera och analysera möjliga samband mellan organisationers kompetensutveckling och medarbetarnas engagemang samt motivation.

Avgränsningar: Uppsatsen behandlar endast individkompetens, varför frågan om organisationer kan vara kompetenta eller hur den kompetensen i så fall utvecklas inte kommer att behandlas. Vidare har studien avgränsats till att endast behandla individers engagemang för en organisation samt motivationsteorier kopplade till ett arbete.

Genomförande: Studien har genomförts på tre olika banker i Linköping. Djupintervjuer har skett med totalt 15 medarbetare, varav tre i ledande ställning.

Resultat: Kompetensutveckling har blivit viktigare för individen och denne förväntar sig att behovet av utveckling skall uppfyllas genom arbetet. Studien visar att det finns samband mellan kompetensutveckling och engagemang samt motivation. Engagemanget visar sig främst genom de positiva effekter som kompetensutvecklingen har på individens benägenhet att identifiera sig med organisationen och olika grupper inom den. Kompetensutveckling medför även förändringar i individens arbetssituation, det leder till ökat självförtroende samt ökad arbetsglädje, vilket påverkar motivationen positivt. Studien har också visat att tid i organisationen påverkar individens engagemang.

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Lee, Wing-yee Angela, et 李穎宜. « A study of organizational commitment of IT professionals ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266666.

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Crocker, Judith Leslie. « Continuing professional development and curriculum development enhancing teacher satisfaction and commitment / ». Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/B35339883.

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Turner, Cassie LuAnn. « Adolescents' Perceptions of Motivation, Participation and Commitment at Adventure Central, A 4-H Afterschool Program ». The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1406821312.

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Boyce, Thomas E. « Effects of external contingencies on an actively caring behavior : a field test of intrinsic motivation theory / ». Thesis, This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-01202010-020331/.

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Fiedler, Anne M. « The effect of vision congruence on employee empowerment, commitment, satisfaction, and performance ». FIU Digital Commons, 1993. http://digitalcommons.fiu.edu/etd/3317.

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Five models delineating the person-situation fit controversy were developed and tested. Hypotheses were tested to determine the linkages between vision congruence, empowerment, locus of control, job satisfaction, organizational commitment, and employee performance. Vision was defined as a mental image of a possible and desirable future state of the organization. Data were collected from 213 employees in a major flower import company. Participants were from various organizational levels and ethnic backgrounds. The data collection procedure consisted of three parts. First, a profile analysis instrument was used which was developed employing a Q-sort based technique, to measure the vision congruence between the CEO and each employee. Second, employees completed a survey instrument which included scales measuring empowerment, locus of control, job satisfaction, organizational commitment, and social desirability. Third, supervisor performance ratings were gathered from employee files. Data analysis consisted of using Kendall's tau to measure the correlation between CEO's and each employee's vision. Path analyses were conducted using the EQS structural equation program to test five theoretical models for goodness-of-fit. Regression analysis was employed to test whether locus of control acted as a moderator variable. The results showed that vision congruence is significantly related to job satisfaction and employee commitment, and perceived empowerment acts as an intervening variable affecting employee outcomes. The study also found that people with an internal locus of control were more likely to feel empowered than were those with external beliefs. Implications of these findings for both researchers and practitioners are discussed and suggestions for future research directions are provided.

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Tong, Sung-man Kris. « An exploratory study of motivations, organizational commitment and demographic variables of hospital volunteers in Hong Kong ». Click to view the E-thesis via HKUTO, 2000. http://sunzi.lib.hku.hk/hkuto/record/B43894288.

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Kasabri, Nassar. « The motivation and commitment of teachers in Arab secondary schools in Israel : problems and improvement strategies ». Thesis, University of Leicester, 2003. http://hdl.handle.net/2381/8156.

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When the state of Israel was established in 1948, about 150,000 Arabs remained in the country. Since then, this minority, now more than a million, has faced a massive educational problem. For example, the Arab educational system, which was not headed by an Arab until the early 1970’s, is segregated from the Jewish system. This segregation militated against Arab children’s education, in terms of, funding, buildings, the restricted curricular aims of Arabic language and literature teaching, civics and history of the Arabs. Furthermore, unqualified teachers and head teachers were appointed, thereby lowering teacher status in the Arab community. The consequent loss of motivation and commitment among Arab school teachers contributed to the high drop-out rate of Arab pupils in the Local Education Authority (LEA) schools, reaching about 50 per cent in 1992, while the Matriculation pass rate averaged only 30 per cent. Significantly, however, the 33 private Arab secondary schools, affiliated to Christian Churches (PC), revealed both a minimal drop-out rate and the highest Matriculation pass rate, namely 59.5 per cent in 1998 (Statistical Abstract of Israel, 2000, 22.21). To investigate this discrepancy, the present research compares the motivation and commitment of Arab LEA school teachers with those in the PC schools. The research also analyses the effect of segregation and discrimination on Arab pupils’ achievements, and how the performance gap between Arab and Jewish schools might be bridged. The investigation further reveals significant job dissatisfaction among LEA teachers, an unacceptably low level of school culture, teachers’ motivation and commitment in school staffs, together with a lack of vision, of school policy and of teachers’ involvement in the process of decision-making. Conversely, the PC school teachers motivation and commitment to these factors was found to be more professional and dedicated. Furthermore, the PC teachers displayed a more positive attitude than their LEA colleagues towards the issue of educational discrimination. The research concludes that cultural and motivational change in Arab schools is needed to produce better educational results.

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Barclay, Edwin Martin. « A study of employees' reactions to change, motivation and commitment at a major power generating plant ». Thesis, Abertay University, 2009. https://rke.abertay.ac.uk/en/studentTheses/1b86b7b9-e76c-402e-a927-5769bb72969d.

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Since the early 1990’s the power industry has been characterised by radical and continual change at every level. This longitudinal case study conducted over a twelve year period assesses the effects of these organisational changes on the commitment and motivation of employees within the power plant. Primary data collected from within the plant via a self administered staff survey, focus groups and focused interviews was validated using secondary data from industry and Government publications. Results from this study indicate that employees recognised the company’s success, but employees' were unsure about their future employment within the organisation. Moreover, results also indicate that employee commitment is dependent on a number of factors being evident within the workplace: Having the feeling of: being involved in decisions affecting their job, satisfaction with a job done well and pride in working for the organisation. This case study has contributed to knowledge at two levels. The study proposes a theoretical model of managing change developed to assist academics and practitioners understand and acknowledge the processes that need to be in place in order to encourage a more inclusive approach thereby minimising the chance of resistance to change. Key to the process is the culture and leadership style at each stage of the change process. Moreover, more than one culture type can be in play at different levels within the organisation at any one time. The study has determined an interlinking and interdependent association of factors regarding change at three levels within the organisation. It is argued that an awareness of this interlinking and interdependence of factors will assist managers to more strategically manage within their organisations in such a way that is more likely to lead to positive outcomes including increased organisational commitment and motivational levels.

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Mellegers, Matthew Hendrick. « The Role of Personality Traits on Goal Commitment : A Moderation Analysis ». CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/616.

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Managers and researchers alike have long yearned for a solution to garner peak performance from employees. With the use Locke and Latham’s goal setting theory as a motivational foundational principle, goal commitment was predicted from four primary personality traits commonly found in scientific literature: general self-efficacy, conscientiousness, honesty/humility, and learning goal orientation. The possible moderation effect of goal difficulty on these relationships was also explored. 248 undergraduate students at California State University, San Bernardino were presented personality inventories, followed by an anagram word task, and were assigned to either an easy or hard goal condition. Goal commitment was measured at two phases during the assigned task. The results revealed that only self-efficacy and honesty/humility were significantly positively correlated with goal commitment; however, none of the relationships were moderated by goal difficulty. The results highlight the notion that goal-setting theory is more intricate and dynamic than previously assumed. Additionally, the results of the present study provide insight into the malleable nature of motivation, as well as the highlighting specific traits that may be beneficial in the selection for difficult occupations.

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Hemsing, Malte, et Fadi Baker. « The Effects of Tight Budgetary Control on Managerial Bahaviour in the Swedish Public Sector : Emphasizing Motivation, Commitment, Satisfaction and Stress ». Thesis, Karlstads universitet, Avdelningen för företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-28065.

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This thesis study is about the effects of tight budgetary control on managerial behaviour in the Swedish public sector. Managerial behaviour represents the four variables; motivation, organizational commitment, stress, and satisfaction. As previous research mostly investigated the effects of tight budgetary control on organizational performance in the private sector, this study can be seen as one of the first that focus on managerial behaviour and is based on the public sector. For the data collection process, an online questionnaire was created that has been distributed via email to the different participants. Moreover, the study is based on a sample of 62 managers from different municipalities and universities throughout Sweden. The result of the thesis research study revealed that the majority of the local managers in the Swedish public sector actually experience tight budgetary control. Furthermore, the statistical test of the created hypotheses showed that the behavioural factors, both, organizational commitment and stress were respectively negatively and positively related with tight budgetary control. However, for the behavioural variables of motivation and satisfaction no significant results have been found.

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Leong, Pun Lai. « A study of employee commitment in organizations in Macao ». Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1950739.

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lin, chiou, et 林秋雯. « Multi-level seller of perceptionfor the motivation strategies j ob commitment organization commitment ». Thesis, 1996. http://ndltd.ncl.edu.tw/handle/06034011985369578871.

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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
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Huang, Chu-Min, et 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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Sheehan-Dean, Aaron Charles. « The family war : motivation and commitment in the American Civil War / ». 2003. http://wwwlib.umi.com/dissertations/fullcit/3091175.

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Wu, Hsiu-Chia, et 吳秀佳. « An Exploration of Exercise Motivation and Commitment for Female College Students ». Thesis, 2007. http://ndltd.ncl.edu.tw/handle/54395238273736835427.

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碩士
台北巿立體育學院
休閒與運動管理碩士班
95
According to the other former, the female engaged in the regular exercise would be prevented from the chronical diseases, or reduce the breast cancer incidence rate, even could affect their children’s exercise habite and ultimately, to have a good quality of life. It seems uncommon for female college students to exercise regularly. This study aimed to assess the regular exercise behavior of the female college students, utilizing “Exercise Commitment Model” to explore the relationship between exercise motivation and commitment. A structured questionnaire was administered to 300 female students in a college in Taipei. Total of 253 valid data were collected and analyzed. Statistical analyzes, including descriptive statistics, cross-tabulation, independent-sample t test, and Pearson product-moment correlation, were applied to examine the research questions. Several conclusions were drawn based on the findings. The female college students with “past exercise experience” and “sport club attendance” practiced more regular exercise. Health and appearance were the most important motivation factors for female college students with regular exercise behavior. As to the commitment, the female students of regular exercise had a higher satisfaction, more other involvement alternatives, more personal investment, and stronger social support. The higher participating motivation, the stronger their satisfaction and social support. Being consistent with former studies, lack of time was the most primary factor for exercise constraints. According to the above findings, following suggestions were made. The authority (a) should enhance female college student’s knowledge of health promotion and skill of time management, and (b) should understand the exercise motivations and demands of female college student, as well as provide various sport programs to encourage their participation. Keyword: regular exercise, exercise motivation, exercise commitment.

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Vo, Thanh Truc. « Selection Matters : Predicting Intrinsic Motivation and Employee Commitment in small Vietnamese Firms ». Thesis, 2010. http://spectrum.library.concordia.ca/7597/1/Vo_MSc_S2011.pdf.

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The model in this study measures the effects of selection process and interpersonal communication on many important factors in work environment including supervisor trust, intrinsic motivation and organizational commitment. In literature, SMEs tend to have less formalized selection procedures. The study will expand on past research by investigating the reactions of employees to selection procedures as well as communication satisfaction, important areas of growing interest in recent years. Therefore, levels of formality in selection procedures is expected to positively related to levels of supervisor trust, intrinsic motivation of employees and organizational commitment which involves in employees’ attachment and their intention to stay at the firm. In addition, interpersonal communication which is based on corporate communication and personal feedback is recently one of the most important factors in SMEs. Consequently, it is expected that high amount of interpersonal communication will lead to a higher level of trust in supervisor, intrinsic motivation and organizational commitment. Finally, the study makes a contribution by collecting data in a new country, Vietnam. Using data from small and medium firms in Vietnam, the paper reviews the recruitment and selection practices as well as employees’ attitudes in these firms. It incorporated findings from a survey of employees to understand to role of the level of formality of selection procedures and communication satisfaction in SMEs’ work environment and their influence on employees’ attitudes in their jobs. The sample included 20 Vietnamese SMEs. The actual sample included 188 participants who come from these companies and have full-time job. These SMEs are usually family businesses located in an industrial zone in a Southern province of Vietnam. They are small manufacturers which are in different industries. The results supported the hypotheses that the use of selection tests is positively related to supervisor trust, intrinsic motivation and organizational commitment. Besides, the formality of interview process is positively related to supervisor trust. This study also found that interpersonal communication is positively related to supervisor trust, and organizational commitment; and personal feedback is positively related to intrinsic motivation. The findings of this study imply that SMEs, especially in Vietnam, need to pay more attention to the formality of selection procedures so that they can successfully run the business.

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CHOU, TA-HSIANG, et 周大翔. « Amateur Baseball Umpire of Taiwan Involved in Motivation, Satisfaction and Job Commitment ». Thesis, 2017. http://ndltd.ncl.edu.tw/handle/tjc5v5.

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碩士
國立臺灣體育運動大學
運動事業管理學系碩士班
105
The purpose of this study is to explore the motivation, satisfaction and job commitment of domestic amateur baseball Umpire in order to understand the status of domestic amateur baseball Umpire. The object of this study is the amateur Umpire who is involved in baseball in Taiwan, and the Chinese Taipei baseball association or the Umpire of the student ball league in each county and city is the object of study. The research tool used the Amateur Baseball Umpire's Participation Motivation, Satisfaction and Work Commitment Scale to collect data. The reliability and validity of the questionnaire were tested and analyzed with SPSS 22.0 Chinese version software package. The results are as follows: 1. Umpire 's "male" is mostly in the age of 31 ~ 40 years old, and the average age is between 31 ~ 40years. Most of them were married, and the Umpire were in the Umpire rank of "3 ~ 10 years" and "C-class" Umpire, while the "Central" judges were the most. Participation motivation is the highest; self-fulfillment is the highest; satisfaction is the highest; job commitment is the highest. Second, the Umpire of different years of law enforcement and residence are significantly different in the satisfaction of satisfaction. The Umpire of different Umpire class and occupations have significant differences in the "economic commitment" of job commitment. Third, the amateur baseball Umpire involved motive, satisfaction and job commitment was significantly positive correlation.

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Tu, Mei-ming, et 杜梅明. « Analyzing the relationship among risk-attitude, organizational climate, motivation and organizational commitment ». Thesis, 2005. http://ndltd.ncl.edu.tw/handle/05373248971623329116.

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碩士
國立中山大學
人力資源管理研究所
93
The capital, material resources, equipments, organizational employees, and technological resources are the key points for a business to maintain competitive. Amongst these, “human resources” are the main body for allocating the resources; and within the human resource system, environmental factors such as the organizational climate and sense of inspiration are the most significant causes of the employees’ behaviors. Moreover, apart from the market competitiveness and beneficial abilities, the unity amongst the employees and their working attitudes are also main factors depending on which the business would succeed or not. Whether the employees are willing to work hard and grow with the company would be depending on how the company treats its employees. The personal needs and preferred risk differ from person to person; some work for money, whilst some work for work; thus, for some people, an inspirational measure might be very important, for it would inspire them to work hard, whilst for others, the measure might be of no inspirational effect at all. As for the organization, to effectively meet this goal, the business executives would need to understand associated topics of inspiration, and design effective and strategic inspirational combinations focusing on the needs and expectations of the employees, so as to attract and keep excellent human talents, inspire the potentials of the employees, and consequently elevate the organizational promises and the work achievements. The developing staffs, business sales persons and the administrative staffs of listed companies in Taiwan were used as the study population in the present research, with the risk preference as the independent variable, the organizational promise as the dependent variable, and the awareness of the organizational climate as the moderator variable; the associations and influences between the variables were studied. Moreover, the inspirational factor was further included as the confounding variable for studying its confounding effects on the other variables. A total of 1,322 surveys were sent out, and 269 of which were completed and returned. Through differential analysis, correlational analysis, and multiple regression analysis, the empirical findings of the present study are as the following: 1.Risk preference, awareness of the organizational climate, inspirational factor, and organizational promises differed depending on the different individual attributes. 2.Risk preferences and organizational climate were correlated with the promises the employees made for the organization. 3.the employees’ awareness of the organizational climate had influences on risk preference and the promises for the organization 4.The relationship between risk preferences and the awareness of the organizational climate and the relationship between organizational climate and organizational promise are confounded by the inspirational factor.

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Chu-Pei, Chien, et 簡筑霈. « Work／Family Conflict and Entrepreneurial Motivation： The Moderating Effect of Occupational Commitment ». Thesis, 2010. http://ndltd.ncl.edu.tw/handle/10027672332004409919.

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碩士
大葉大學
人力資源暨公共關係學系
98
In recent years, the outbreak of the global financial crisis, leading enterprises to non-pay leave and layoff practices to survive the economic downturn, as layoffs are frequent, so that the rise of the number of office workers on their own entrepreneurial motivation. Therefore, this study was to explore the possibility of regulating professional occupational commitment the relationship between to work/family conflict and entrepreneurial motivation. This study is a survey of the way to business (manufacturing, medical industry and the financial industry) of employees by mail of the object. In this study, a total of 300 questionnaires sent, 258 valid questionnaires, and the valid response rate was 86%. The results showed: (1) work/family conflict on entrepreneurial motivation of has a positive impact (2) occupational commitment on work/family conflict and entrepreneurial motivation of a regulatory role. The main contribution of this study is to show occupational commitment to work/family conflict and entrepreneurial motivation significantly effect the adjustment, this can be thought as Taiwanese companies reduce employee turnover rate of reference.

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Chang, Chia-Chi, et 張嘉琦. « A Study of the Relationships between Nurses'Continuing Education Motivation and Professional Commitment ». Thesis, 2008. http://ndltd.ncl.edu.tw/handle/57393449566529763517.

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碩士
輔仁大學
護理學系碩士班
96
The purpose of the research is to discuss the relevance between motivation for studying and working and professional commitment. Research design is cross-section relevance survey research. Research subjects include the nursing staffs working at medical centers, regional hospitals, and local hospitals in Taipei city, Taipei county and Keelung city. Convenience sampling was used to ask subjects to fill out structured survey by self-report (The content of the survey include: personal attributes, working and studying motivation inventory, nursing staff professional commitment inventory). Data collected was filed by SPSS 15.0 and conducted descriptive, inferential statistics analysis. Descriptive statistics include average, standard deviation, median and percentage. Inferential statistics include t-test, One-way ANOVA, Pearson product-moment correlation and multiple-regression- analysis. The result shows the factors that influence studying and working are: (1) Staffs who are older, have spouse, have longer working experience in nursing, have higher family support will have stronger motivation for self growth. (2) The nursing staffs in medical centers who have 40,000-50,000 monthly pay and with a college degree will have stronger motivation for peer competition. In the aspect of nursing professional commitment: (1) Nursing staffs who are older, have spouse and children, work in nursing longer, and are studying in nursing will have higher professional commitment. (2) Nursing staffs who work longer, with a master’s degree and with higher family mental support and action support will have higher professional involvement. (3) Nursing staffs who are older, have spouse and children and work in nursing longer will have higher “professional retention.” There is positive relevance on the total of “motivation for working and studying” and “nursing professional commitment.” “Intention to stay,” “self-growth” and “studying in non nursing departments” are main predictors in professional commitment. The research result can be important reference for future organization education and keeping nursing talents.

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Meiners, Frederick Luca. « A dark side of pivoting ? : the effect on employee motivation and commitment ». Master's thesis, 2018. http://hdl.handle.net/10400.14/25390.

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Purpose – The thesis “A dark side of pivoting? – The effect on employee motivation and commitment” of Frederick Meiners aims to examine how pivoting, changes to the course of action - as a concept and part of the lean startup methodology influences employees’ motivation and commitment, and as such shining light on the current criticism about pivoting. Methodology/approach – Targeting startups that went through the process of pivoting, this thesis uses an online survey to ask employees and startup’s founders how they evaluate job related aspects of pivoting such as their motivation and commitment totaling in a sample of 50 respondents. Findings – The findings suggest that pivoting has an overall positive effect on motivation. In fact, since pivoting is usually triggered by a negative business situation and offers the possibility to do a turnaround, this increases motivation. However, when startups experience high number of pivots a darker side emerges. High numbers of pivots experienced by employees along with the effect of pivots on salaries and job security however, indicate there possibly is an inherently darks side of pivoting. Originality/value – This thesis contributes to our understanding of the methodology of the lean startup and in particular the under-studied concept of pivoting. The popularity of the lean startup methodology along with the concept of pivoting, and the lack of understanding of its impact on employees’ motivation demonstrate the need for studies addressing this issue.
Objetivo - A tese “A dark side of pivoting? – The effect on employee motivation and commitment” de Frederick Meiners pretende examinar como o “pivot”, mudanças no curso de ação- como conceito e parte da metodologia lean startup influencia a motivação e o comprometimento dos funcionários, iluminando a crítica resultante contra o “pivot”. Metodologia / abordagem - Esta tese emprega uma pesquisa on-line voltada para funcionários e fundadores de startups projetados para analisar os efeitos do “pivot” sobre a motivação, totalizando uma amostra de 50 entrevistados. Resultados - Os achados sugerem que o “pivot” tem um efeito geral positivo sobre a motivação. De fato, uma vez que o “pivot” geralmente é desencadeado por uma situação comercial negativa e oferece a possibilidade de fazer um turnaround, isso aumenta a motivação. No entanto, quando os startups experimentam alto número de “pivots”, um lado mais escuro emerge. Um número elevado de “pivots” experimentados pelos funcionários e o efeito de “pivots” sobre os salários e a segurança do emprego, no entanto, indicam que possivelmente existe um lado inerentemente obscuro do “pivot”. Originalidade / valor – Esta tese contribui para a nossa compreensão da metodologia pouco estudada da inicialização lean e, em particular, do conceito de “pivot”. A falta de compreensão do impacto do “pivot” na motivação dos funcionários demonstram a necessidade de estudos que abordem esta questão.

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Greer, Stuart C. « Motivation and military science commitment of Army Reserve Officer Training Corps cadets ». 2006. http://purl.galileo.usg.edu/uga%5Fetd/greer%5Fstuart%5Fc%5F200608%5Fma.

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Thèses sur le sujet « Motivation. commitment »

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