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1
Wallace, Carol Anne, University of Western Sydney, College of Arts e School of Psychology. "Commitment within heterosexual relationships". THESIS_CA_PSY_Wallace_C.xml, 2005. http://handle.uws.edu.au:8081/1959.7/778.
Testo completoAbstract (sommario):
The current research focuses on the study of power and commitment within heterosexual relationships. The research reviews, compares and contrasts the theoretical perspectives of Nietzsche through the work of Kaufmann and Gordon and utilises a qualitative research method of Narrative Inquiry. These theoretical epistemological and methodological perspectives are used in conjunction with the method of semi-structured interviewing to identify thematic phenomenological descriptions of participants stories. The three discourses of Fear Discourse, Protective Discourse and Detached Discourse have been used in conjunction with the writings of Nietzsche concerning the Will to Power as thematic guidance discourses for this study. To reveal these discourses the research question- How does an individual’s styles or themes of commitment change within and between three of their previous heterosexual relationships - was examined. The research found that commitment is understood as another name for responsibility, males are most often understood as behaving with a lack of responsibility, females in overly responsible ways. The research concluded that the production of a balanced responsible sharing approach achieved through creativity is the most desirable to accomplish self-overcoming independence and freedom within all situationsMaster of Arts (Hons) (Psychology)
2
Wallace, Carol Anne. "Commitment within heterosexual relationships". Thesis, View thesis, 2005. http://handle.uws.edu.au:8081/1959.7/778.
Testo completoAbstract (sommario):
The current research focuses on the study of power and commitment within heterosexual relationships. The research reviews, compares and contrasts the theoretical perspectives of Nietzsche through the work of Kaufmann and Gordon and utilises a qualitative research method of Narrative Inquiry. These theoretical epistemological and methodological perspectives are used in conjunction with the method of semi-structured interviewing to identify thematic phenomenological descriptions of participants stories. The three discourses of Fear Discourse, Protective Discourse and Detached Discourse have been used in conjunction with the writings of Nietzsche concerning the Will to Power as thematic guidance discourses for this study. To reveal these discourses the research question- How does an individual’s styles or themes of commitment change within and between three of their previous heterosexual relationships - was examined. The research found that commitment is understood as another name for responsibility, males are most often understood as behaving with a lack of responsibility, females in overly responsible ways. The research concluded that the production of a balanced responsible sharing approach achieved through creativity is the most desirable to accomplish self-overcoming independence and freedom within all situations
3
Wallace, Carol Anne. "Commitment within heterosexual relationships /". View thesis, 2005. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20060427.141558/index.html.
Testo completoAbstract (sommario):
Thesis (M. A.) (Hons) -- University of Western Sydney, 2005.A thesis submitted in part fulfilment of the requirements for the degree of Master of Arts (Hons) (Psychology) at University of Western Sydney. Bibliography : leaves 213 - 216.
4
Ong, Shien Jin. "Unconditional Relationships within Zero Knowledge". Thesis, Harvard University, 2007. http://nrs.harvard.edu/urn-3:HUL.InstRepos:5128473.
Testo completoAbstract (sommario):
Zero-knowledge protocols enable one party, called a prover, to "convince" another party, called a verifier, the validity of a mathematical statement such that the verifier "learns nothing" other than the fact that the proven statement is true. The different ways of formulating the terms "convince" and "learns nothing" gives rise to four classes of languages having zero-knowledge protocols, which are: statistical zero-knowledge proof systems, computational zero-knowledge proof systems, statistical zero-knowledge argument systems, and computational zero-knowledge argument systems.
We establish complexity-theoretic characterization of the classes of languages in NP having zero-knowledge argument systems. Using these characterizations, we show that for languages in NP:
-- Instance-dependent commitment schemes are necessary and sufficient for zero-knowledge protocols. Instance-dependent commitment schemes for a given language are commitment schemes that can depend on the instance of the language, and where the hiding and binding properties are required to hold only on the YES and NO instances of the language, respectively.
-- Computational zero knowledge and computational soundness (a property held by argument systems) are symmetric properties. Namely, we show that the class of languages in NP intersect co-NP having zero-knowledge arguments is closed under complement, and that a language in NP has a statistical zero-knowledge **argument** system if and only if its complement has a **computational** zero-knowledge proof system.
-- A method of transforming any zero-knowledge protocol that is secure only against an honest verifier that follows the prescribed protocol into one that is secure against malicious verifiers. In addition, our transformation gives us protocols with desirable properties like having public coins, being black-box simulatable, and having an efficient prover.
The novelty of our results above is that they are **unconditional**, meaning that they do not rely on any unproven complexity assumptions such as the existence of one-way functions. Moreover, in establishing our complexity-theoretic characterizations, we give the first construction of statistical zero-knowledge argument systems for NP based on any one-way function.
5
Wilthorn, Cecilia, Marie Larsson e Hampus Henriksson. "Supplier-Buyer Relationships within the Small-Sized Fashion Retail Industry : A qualitative study of relationship marketing within small-sized fashion retailers in Sweden". Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-28088.
Testo completoAbstract (sommario):
Despite the vast research within the fields of buyer-supplier relationships and the fashion industry, a lack of comprehensive understanding concerning the connection between the two seems to be found. Research regarding long-term relations and key concepts in form of trust and commitment, are stated to be crucial in order to create a long-term relationship. However, the importance of these concepts application regarding small-sized fashion retailers was identified to be an unexplored area; thus, a research gap was detected. This highlights a need for further research of the characteristics of the buyer- supplier relationships within small-sized fashion retailers. The purpose of this study was consequently to investigate buyer-supplier relationships within small-sized fashion retailers. Furthermore, based on the literature review of the theoretical framework, three research questions were formulated. To gather empirical data, a multiple-case study was conducted and semi-structured interviews with four purchasing managers working in the fashion industry were performed. This study discloses that the concepts of trust and commitment were identified as being of great importance, in order to maintain a long-term relationship between the parties. Further, several factors, e.g. communication, conflict resolution and identification were distinguished to have a significant impact on the character of a close relationship. Finally this study concluded that the relation between the buyer and supplier is highly valued; with especially trust as a key factor. Both affective and calculative commitment was identified to exist, often depending on the size and dependence of the supplier. However, the prosperity of the business was ultimately argued to be the main reason for maintaining a partnership. Hence, the retailers preferred a close relationship, but sometimes accepted a transactional one due to their own customer demand.
6
Ekeland, Terry Paul. "The relationships among affective organizational commitment, transformational leadership style, and unit organizational effectiveness within the Corps of Cadets at Texas A&M University". Diss., Texas A&M University, 2005. http://hdl.handle.net/1969.1/3150.
Testo completoAbstract (sommario):
Organizational commitment and transformational leadership have been found to correlate positively with each other and with organizational effectiveness. However, much of the commitment research has been based on traditional organizations with employment relationships, raising questions as to whether the research can be generalized to voluntary organizations. Research on transformational leadership has occurred across a broad spectrum of organizations and causal links to objective measures of performance have been hypothesized. The purpose of this research was to extend the existing commitment, leadership, and organizational effectiveness research into the context of a voluntary organization, and contribute new knowledge and understanding of these relationships. The nature of a specific voluntary organization, the Corps of Cadets at Texas A&M University, was examined in terms of the relationships among affective commitment to the organization, transformational leadership style, and ultimately organizational effectiveness. A hypothesized causal model was proposed to explain the relationships among these three variables. The Affective Commitment Scale and Multifactor Leadership Questionnaire were found to be valid and reliable in the voluntary organization examined. Consistent with prior research, a significant positive correlation was found between affective commitment and transformational leadership. However, extending this relationship to organizational effectiveness through the hypothesized causal model was not supported.
7
Kahlbom, Emil, e Frans Perers. "The Effect of Supplier-Customer Relationships on Supplier Innovation : A Qualitative Case Study of a Small Supplier Within the Swedish Tech Industry". Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-447498.
Testo completoAbstract (sommario):
Customers have lately become of increased importance in supplier innovation processesthrough inter-firm relationships. Therefore, the purpose of this thesis is to study how suppliercustomer relationships affect supplier innovation. By stemming from three main theoreticalconcepts, supplier-customer relationships, trust and commitment, and supplier innovation, a theoretical framework to base the analysis on was formed. The thesis utilized a qualitative casestudy research approach, where data was collected from a conducted pilot study, semistructured interviews, and secondary data sources. A small supplier within the Swedish techindustry was chosen as the unit of observation, where the supplier and two of their customerswere interviewed regarding innovation processes they had partaken in together. The results ofthe study indicate that communication and trust are important enablers of initiating jointinnovation practices. The supplier perceived the most valuable resource to receive fromcustomers in an innovation context to be knowledge about markets and demand. The resultsindicate that such knowledge could be easier for suppliers to obtain if multiple customers areincluded in innovation processes, and future research should therefore focus on comparing thebenefits and risks of single versus multiple customer involvement in supplier innovation.
8
Brink, Evette Ronel. "The relationships between the HEXACO personality dimensions and organisational citizenship behaviours within the civil engineering sector". Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96098.
Testo completoAbstract (sommario):
Thesis (MCom)--Stellenbosch University, 2014.ENGLISH ABSTRACT: The construction industry is a large, diverse and complex industry. In recent times, this industry has experienced a long-lasting period of inactivity. One sector that forms part of the construction industry is the civil engineering sector. This sector is the largest contributor to the income of the industry as a whole. Recent reports indicate that the construction companies within this industry are experiencing many challenges in both the internal and external environments. A preliminary discussion with a number of engineers indicated that these individuals felt as if they were required to do more than what was expected of them in terms of their job requirements. These expectations not only include being expected to voluntarily work overtime and to be tolerant of non-ideal site conditions, but also to informally develop the interpersonal skills necessary to minimise conflict and to motivate and support each other. The majority of the participating companies admitted to having a lack of such voluntary behaviour, namely organisational citizenship behaviour (OCB), amongst their engineers on site. It is for this reason that the core objective of the study was to develop and empirically study a structural model that explains the antecedents that contribute the most to the variance in OCB amongst civil engineers on various sites within South African engineering companies. During the preliminary discussion and subsequent literature review, the main antecedent found was personality. A quantitative research method with an ex post facto correlation design was utilised, where primary data was collected from a sample of 119 site employees of a number of South African construction companies. The self-administered questionnaire consisted of four sections, three of which were an amalgamation of the three valid and reliable measuring instruments that reflect the central focus of the structural model, i.e. personality, job satisfaction and organisational citizenship behaviour. The collected data was then analysed by means of Partial Least Squares Structural Equation Modelling. The results of the study indicate that certain personality characteristics do contribute to the occurrence of organisational citizenship behaviour amongst site employees. Within the areas of personality and job satisfaction theories, this research adds to the existing literature on OCB. In order to assist South African industrial psychologists within this industry, managerial implications and suggested interventions pertaining to the research findings are provided.
AFRIKAANSE OPSOMMING: Die konstruksiebedryf is 'n groot, diverse en komplekse bedryf. Gedurende die afgelope tydperk, het hierdie bedryf 'n voortdurende tydperk van onaktiwiteit ervaar. Een sektor wat deel vorm van die konstruksiebedryf is die siviele ingenieurswese sektor. Hierdie sektor is die grootste bydraer tot die inkomste van die bedryf as 'n geheel. Onlangse verslae dui daarop dat konstruksie maatskappye in die bedryf baie uitdagings in beide die interne en eksterne omgewings ervaar. 'n Voorlopige bespreking met 'n aantal ingenieurs het daarop gedui dat hierdie individue voel asof dit van hulle verwag word om vrywillig oortyd te werk asook verdraagsaam te wees van die nie-ideale werksterreine en omstandighede. Hulle voel dat die informele ontwikkeling van die interpersonlike vaardighede wat nodig is om konflik te verminder, asook mekaar te motiveer en ondersteun, ook vrywillig verwag word. Die meerderheid van die deelnemende maatskappye het bevestig dat daar ‘n gebrek is aan vrywillige gedrag, naamlik organiesatoriese burgerskap, onder die ingeniers op die werksterrein. Dit is vir hierdie spesifieke rede dat die kern doel van hierdie studie was om ‘n struktrele model te ontwikkel en empiries te bestudeier wat die geskiedenis uiteensit wat die tot die wisseling in OCB onder siviele ingenieurs op verskillende werksterreine in die Suid-Afrikaanse ingenieurs maatskappye. Tydens die voorlopige besprekings en die daaropvolgende literatuuroorsig was persoonlikheid die kern voorafgaande kenmerk. 'n Kwantitatiewe navorsingsmetode met 'n ex post facto korrelasie-ontwerp is gebruik, waar primêre data vanuit 'n steekproof van 119 werknemers van 'n aantal Suid-Afrikaanse konstruksie maatskappye versamel is. Die selftoegepaste vraelys het bestaan uit vier afdelings, waarvan drie 'n samesmelting was van die drie geldige en betroubare meetinstrumente wat die sentrale fokus van die strukturele model, naamlik persoonlikheid, werksbevrediging en organisatoriese burgerskaps-gedrag weerspieël. Die ingesamelde data is deur middel van Parsiële Kleinste Kwadrate Struktuurvergelykingmodellering ontleed. Die resultate van die studie het getoon dat sekere persoonlikheidseienskappe bydra tot die voorkoms van organisatoriese burgerskaps gedrag onder terreinwerknemers. Binne die gebiede van die persoonlikheid- en werkstevredenheid-teorieë, dra hierdie navorsing by tot die bestaande literatuur oor OCB. Ten einde Suid-Afrikaanse bedryfsielkundiges binne hierdie bedryf te help, is bestuurs-implikasies en voorgestelde ingrypings met betrekking tot die navorsing voorskaf.
9
Abbott, John B. "An investigation of the relationships between job characteristics, satisfaction, and team commitment as influenced by organization-based self-esteem within a team-based environment". Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2589/.
Testo completoAbstract (sommario):
Team-based management is a popular contemporary method of redesigning jobs in order to more effectively utilize the human potential of employees. The use of such management techniques should result in increased satisfaction and team commitment; however, many research studies have failed to demonstrate increases in affective outcomes on the part of the employee. The research question examined in this study is, "What specific job dimensions and situational factors result in higher levels of satisfaction and team commitment?" The Job Characteristics Model (Hackman & Oldham, 1975) provided a basis for this study. The model was designed for individual contributors and has not been extensively used in team research. As expected it was found that within a team-based environment higher levels of the five core job dimensions of skill variety, task identity, task significance, autonomy, and job feedback were associated with increased satisfaction and team commitment. Organization-based self-esteem was found to mediate the relationship between the five core job dimensions and the affective outcome variables. Contrary to expectations, however, it was found that consultative team members experienced higher levels of satisfaction and commitment than substantive team members. In addition, consultative team members reported higher levels of two core job dimensions, skill variety and task significance, and on the overall Job Diagnostic Survey than did substantive team members. These findings have significant implications for companies undergoing organizational redesign and questions whether those companies should implement advanced levels of employee involvement activities if the organizational goal is to increase satisfaction and commitment. The study employed a survey research design in which data was collected using a self-report questionnaire. A heterogeneous sample of 183 team members participating in either a consultative and substantive team from four different companies in nine locations provided the data for this field survey. Multivariate analyses, including hierarchial set regression, were used to test the hypotheses.
10
Lodewyk, Faatiemah. "An investigation into the relationship between organisational commitment and the intention to quit within a Financial Services division in the Western Cape". Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2042_1320670343.
Testo completoAbstract (sommario):
Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.
11
Weyers, Leandra. "The relationship between intrinsic rewards, organisational commitment and organisational citizenship behaviours within an automotive manufacturer". Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/13235.
Testo completoAbstract (sommario):
Intrinsic rewards, organisational commitment (OC) and organisational citizenship behaviours (OCBs) are all considered to be positive constructs in today's world of work, which could have a practically beneficial impact on the employee's career, development and success as well as the organisation's bottom line and overall effectiveness. The meaning and purpose provided by one's job combined with commitment to one's organisation as well as the display of positive, helping behaviours have all become constructs of considerable importance whilst at work. The primary objective of this research study was to investigate the relationship between the three constructs of intrinsic rewards, OC and OCBs amongst permanent employees of an automotive manufacturer in South Africa. An additional aim was to establish whether significant differences existed between the three constructs under study across various demographic variables. The researcher made use of a quantitative research method in order to conduct this study using a cross-sectional design. A composite questionnaire was used to gather the necessary data for the study, inclusive of the Intrinsic Work Rewards Scale (IWRS) which is a 25 item scale measuring the dimensions of meaningful work, varied work, flexible work, challenging work and enjoyable work; the Organisational Commitment Scale (OCS) which is an 18 item scale measuring the desire, need and obligation to remain employed by an organisation; the Organisational Citizenship Behaviour Scale (OCBS) which is consistent of 20 items measuring the behaviours of altruism, courtesy, conscientiousness, civic virtue and sportsmanship; as well as a short demographic section. The questionnaire was electronically administered to 700 employees; however, it was only completed by a sample of 250 employees with a response rate of 35.7 percent. The data was analysed by means of both descriptive and inferential statistics consistent of frequency tables, central tendency and dispersion, Cronbach's alpha testing, Pearson's Product Moment Correlations and analysis of variance. The quantitative findings indicated that all three of the measurement scales were reliably used, due to Cronbach's alpha coefficients exceeding the acceptable 0.60. Significant differences existed in terms of the demographic variables included in the study for OC and to a lesser degree for OCBs and intrinsic rewards. The most significant differences were related to job level. The results identified that strong statistically and practically significant and positive correlations are existent between the constructs of intrinsic rewards, OC and OCBs. The strongest correlations were existent between the dimensions of intrinsic rewards and OC in terms of the desire (affective commitment) and obligation (normative commitment) to remain employed by the organisation as well as the organisational citizenship behaviour (OCB) dimensions of civic virtue and conscientiousness. The strongest correlations in terms of OCBs and OC were between the OCB dimensions of civic virtue and altruism with affective commitment. The findings of this research study contribute to the literature available in terms of the constructs of intrinsic rewards, OC and OCBs and also provide statistical and practical evidence of the positive correlations between the three constructs. Consequently, the results from this study provided the management of this automotive manufacturer with important information into the intrinsic nature of their employees' jobs, the levels of OC as well as the propensity of their employees to display OCBs at work.
12
Thörnblad, Andreas, Marcus Ahlmén e Petter Jönsson. "Customer Relationship Management within the Industry of Speciality Stores : How customer loyalty can be explained by satisfaction, trust and commitment". Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19099.
Testo completoAbstract (sommario):
The purpose of this thesis is to explain how satisfaction, trust and commitment impacts customer retention and word-of-mouth communication within the industry of Speciality Stores. The study takes off from a historical perspective where the development of marketing is presented, which ultimately leads to customer relationship management (CRM). The study raises the components of customer loyalty and the difficulties of how to build successful customer relationships within the industry of Speciality Stores. A survey questionnaire is conducted and distributed digitally to respondents that are customers of an anonymous company within the industry under investigation. The main findings in this study are that companies within the industry of Speciality Stores can achieve word-of-mouth communication through customer satisfaction and trust. The study also finds that the features of customer satisfaction have a stronger impact on word-of-mouth communication than the features of trust. This means that it is these features of the ones treated in this study that companies within the industry of Speciality Stores should enact in order to best achieve word-of-mouth communication among its customers.
13
Baker, Brent L. "An Empirical Examination of the Dark Side of Relationship Marketing within a Business to Business Context". Scholar Commons, 2009. https://scholarcommons.usf.edu/etd/1841.
Testo completoAbstract (sommario):
A large number of empirical studies have illustrated the benefits of adopting and implementing a relational or relationship marketing strategy. However, there is an emergent stream of literature that suggests that despite the recognized benefits associated with this strategy there may also be a dark side that manifests itself between firms as a result of adopting a relationship marketing strategy. However, though this stream of literature recognizes the presence of the dark side, causal antecedents mediating the dark side constructs, or consequences of the dark side have yet to be theoretically derived, explained or empirically tested.
This dissertation constructs theoretical relationships between common relational constructs, such as trust and commitment and dark side symptoms such as relational myopia, complacency, vulnerability and suspicion. This dissertation also examines how these dark side symptoms, upon their onset, can yield negative consequences for the firms that have adopted the relationship marketing strategy. Data from a diverse set of business to business (B2B) relationships (N=305) was gathered to test the structural model implicit in the theoretical propositions presented in this dissertation. The results support the hypothesized notion of a dark side to B2B relationships as the relational constructs of shared values, commitment, trust, and satisfaction were all found to have a positive, significant relationship with elements of the dark side. These results are discussed in detail within the chapters of this dissertation.
14
Kelly, Jacqueline. "The relationship between organisational commitment and job satisfaction of commissioned officers within an arm of the South African National Defence Force". University of the Western Cape, 2015. http://hdl.handle.net/11394/4916.
Testo completoAbstract (sommario):
Magister Commercii (Industrial Psychology) - MCom(IPS)Job satisfaction and organisational commitment are two of the most researched organisational behaviour constructs. It is generally agreed that low levels of satisfaction or commitment may result in employees voluntarily ceasing the employee-organisation relationship which results in organisations loosing professional and skilled individuals, which is a potentially crippling factor within any organisation, particularly Governmental Departments who relying on specialist and highly trained and skilled employees. The current study examined the organisational commitment, the level of job satisfaction and the relationship between satisfaction and commitment of fully functionally qualified permanent contract male and female officers on salary Grade C2 to Grade C6, extending across all occupational divisions and classes, namely operational, personnel, logistics, engineering and technical. The sampling technique used was a quantitative non-probability convenience sampling design with the sample consisting of 62 commissioned officers. The majority of the respondents were African with the sample being more representative of males than females. The majority of the respondents were married and between the age of 22 to 29 having at least a 3 year degree or diploma and from the operational occupational class. The respondent’s levels of satisfaction were measured by means of the Job Descriptive Index Questionnaire which measured the five job facets, namely pay, promotion, supervision, co-workers and the nature of work. The study found that respondents were moderately satisfied with their promotion opportunities, followed by the pay they receive. They were however, less satisfied with the supervision they receive, their co-workers and the work itself. Affective, continuance and normative commitment was assessed by means of the Organizational Commitment Scale. The findings of the study found that the respondents had below average levels of organisational commitment across all three components as well as overall commitment. Furthermore, results derived from the research indicated that there was a statistically significant and strong positive correlation between organisational commitment and job satisfaction. Additionally, the results of the study regarding differences between selected demographic variables and the core dependent and independent variable found that there was no statistically significant difference for organisational commitment or job satisfaction scores between males and females and tenure. There was however a statistically significant difference in organisational commitment and job satisfaction for different occupational classes.
15
Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company". Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.
Testo completoAbstract (sommario):
The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake tolerance; risk aversion by employees; recognition and reward systems perceived to be inadequate; performance management is perceived to be ineffective and inadequate; Employee Share Options Program (ESOP) perceived to have a negative influence on employee behaviours; the nature of the social environment perceived to be unfriendly; low level of knowledge and skills sharing; inadequate human resource management practices; These findings highlight the importance of certain aspects within the environment that influence employee perceptions. Organisational climate literature suggests that organisational climate has various behavioral influences and its consideration is essential in the effective functioning of the organisation. Secondly, the research considered the relationship between organisational climate and organisational commitment within the relevant department. The Patterson et al. (2005) Organisational Climate Measure (OCM®) and Meyer and Allen (1991) Organisational Commitment Questionnaire (OCQ) were used to assess the relationship between organisational climate and organisational commitment, respectively. Significant correlations were found between integration, pressure to produce, innovation, supervisory support, reflexivity, clarity, involvement, autonomy, welfare and tradition, and both affective and normative commitment, Training was only significantly correlated to affective commitment. No significant correlations were found with continuance commitment.
16
Josias, Beverley Ann. "The relationship between job satisfaction and absenteeism in a selected field services section within an electricity utility in the Western Cape". Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
Testo completoAbstract (sommario):
Absenteeism can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost. Job satisfaction has been noted as one of the factors influencing an employee's motivation to attend. Studies on the relationship between absenteeism and job satisfaction seem to be inconsistent. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. The aim of this study was to determine whether there is a relationship between job satisfaction and absenteeism in a selected department within and Electricity Unit in the Western Cape.
17
Visagie, Cameron Maurice. "The relationship between employee attitudes towards planned organisational change and organisational commitment : an investigation of a selected case within the South African telecommunications industry". Thesis, Cape Peninsula University of Technology, 2010. http://hdl.handle.net/20.500.11838/952.
Testo completoAbstract (sommario):
Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2010.).Change has become a normal occurrence within organisations in South Africa, more so in telecommunication organisations due to the rapid technological advances. In a competitive global economy, organisations are forced to stay abreast with technological changes in order to survive. The South African telecommunication industry is no exception as global changes will ultimately result in local changes. Harker (1996: 1) maintains that “a tidal wave of change is headed towards the telecommunication industry”. He mentions that the change experienced within the telecommunications industry will transform the economic, social and political environment for nearly every person in the world. The change taking place is affected by the rapid advancement in technology and convergence of computing, communication and information. Therefore only organisations that are ready for these changes will survive. The research was conducted in a large telecommunication organisation in South Africa (Company A) with over 20 000 employees currently employed in the organisation. Company A is embarking on organisational restructuring initiatives that will involve a number of organisational change processes. Organisational change processes may cause resistance to change as feelings of fear, uncertainty, reduced levels of trust in management and an increase in employee resignations may result (Bovey & Hede, 2001: 372, Coch & French, 1948: 512-548). The purpose of this research was to determine the levels of employee commitment to Company A and employee perceptions of the planned organisational changes at Company A
18
Ruzungunde, Vongai Sarah. "The relationship between work-family conflict and job stress on organisational commitment: a study of selected hospitals within the health department in the Kkonkobe municipality of the Eastern Cape Province, South Africa". Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/955.
Testo completoAbstract (sommario):
The aim of this research was to assess whether and to what extent does work-family conflict (WFC) and job stress affect organisational commitment of the employees within the health department. The quantitative design was used for the purposes of this study and the sample consisted of 141 respondents from selected hospitals within the Nkonkobe Municipality. The cluster sampling method was used to select the hospitals and then the simple random sampling was used to select the sample from the cluster. Data was analysed using both inferential and descriptive statistical analysis such as SAS 9.1, T-test scale and The Pearson Correlation Analysis. The results of the study showed significant positive relationships between WFC and job stress. Also, both WFC and job stress showed negative relationships with organisational commitment showing that they affect the commitment of workers. These findings are helpful and useful to the health department in implementing policies and procedures that will reduce WFC and job stress in employees in order to ensure that high levels of commitment towards the organisation are maintained for optimal success.
19
Westerman, Christelle. "Work-related wellness of information technology professionals in South Africa / C. Westerman". Thesis, North-West University, 2005. http://hdl.handle.net/10394/2458.
Testo completo
20
Lu, Kuo-Ming, e 盧國銘. "The Study of Task Interdependence, Interpersonal Relationships to Team commitment, Team Performance within Team". Thesis, 2006. http://ndltd.ncl.edu.tw/handle/xp8vzp.
Testo completoAbstract (sommario):
碩士銘傳大學
管理研究所
94
As changing with each passing day of information technology, complexity of specific technique, the challenge and trends of globalization, a great deal of firms in order that respond variation of circumstances and improve efficiency, the operation of teams have been taking place, and become one of weapons to maintain its’ core competency. The ultimate object of team was to improve performance, therefore it should consider technical and social characteristic when team design. One of elements which team takes shape is task interdependence in order to accomplish task, team members ought to dependent and collaboration, consequently this study focused on tasks interdependence in technical traits. One of team social characteristics is interaction of team members; hence one of constructs in the research was interpersonal relationships. Besides, the commitment of team members is attitude in team performance. The purposes of this study were to investigate the relationships with task interdependence, interpersonal relations, team commitment and team performance. This study adapted questionnaire, 184 of 420 samples who returned the questionnaires, using Pearson correlation, variance of analysis, regression analysis, obtained four findings. The results show that first, task interdependence, interpersonal relationships, team commitment, team performance has significant positive correlation. Second, task interdependence and interpersonal relationships are not interaction effect. Third, reciprocal interdependence in team commitment is higher than pool interdependence; on team performance with reciprocal interdependence is higher than sequential interdependence. Fourth, members who have well interpersonal relationships on team commitment and performance are higher than weak ones.
21
Macedo, Cristina Isabel Vaz Queiroz de. "Desenvolvimento psicossocial e compromisso no trabalho e na relação amorosa: análise exploratória ao longo da vida ativa". Master's thesis, 2020. http://hdl.handle.net/10071/21515.
Testo completoAbstract (sommario):
O presente estudo propõe-se a explorar a relação entre o desenvolvimento ao longo do ciclo de vida na
idade adulta, o compromisso na relação amorosa e no trabalho, e o equilíbrio do compromisso individual
entre ambos os domínios. Para atingir esse objetivo, recorremos às versões do Investment Model Scale
(IMS; Rusbult et al., 1998) aplicadas ao relacionamento amoroso (Rodrigues & Lopes, 2013) e ao trabalho
(Lopes, 2020), e ainda ao Modified Erikson Psychosocial Stage Inventory (MEPSI; Darling-Fisher &
Leidy, 1988). Para possibilitar o estudo integrado do compromisso em ambos os domínios, computámos o
índice de match de compromisso, um indicador que reflete o nível de equilíbrio do compromisso entre
domínios. Os dados foram recolhidos através de questionário individual, construído na plataforma
Qualtrics e divulgado via Facebook e LinkedIn durante seis meses. Foi utilizada uma amostra constituída
por 304 indivíduos, maioritariamente portugueses, envolvidos num relacionamento amoroso e/ou a
desenvolver atividade profissional. Os resultados revelam interdependência do compromisso entre
domínios, bem como diferenças ao nível do compromisso e do equilíbrio do compromisso em função do
desenvolvimento psicossocial. No geral, o desenvolvimento psicossocial demonstra um impacto mais
direto no compromisso no trabalho e um impacto mais indireto no compromisso no relacionamento
amoroso. Indivíduos no estádio intimidade versus desespero tendem a reportar níveis mais elevados de
compromisso no relacionamento amoroso, enquanto os indivíduos no estádio generatividade versus
estagnação apresentam níveis de compromisso no trabalho superiores, sendo frequente o desequilíbrio do
compromisso entre domínios. Os resultados são discutidos atendendo às suas implicações teóricas e
futuras.This study aims to explore the association between psychosocial development through the lifespan in adulthood, commitment to the job and within romantic relationships, and the balance of individual commitment between job and romantic relationships. To achieve this goal, we used the Investment Model Scale (IMS; Rusbult et al., 1998) applied to romantic relationships (IMS; Rusbult et al., 1998) and to the job (Lopes, 2020), as well as the Modified Erikson Psychosocial Stage Inventory (MEPSI; Darling-Fisher & Leidy, 1988). In order to integrate the study of commitment in both domains, we computed the commitment match index, a variable that reflects the level of balance between domains. Data were collected through an individual questionnaire, built on Qualtrics and shared via Facebook and LinkedIn for six months. The used sample consisted of 304 individuals, the majority of whom Portuguese, were involved in a romantic relationship and/or were employed at the time of participation. Results show interdependence of commitment between domains as well as differences in both commitment and balace of commitment as a function of psychosocial development. In general, psychosocial development shows a more direct impact on job commitment and a more indirect impact on commitment within romantic relationships. Individuals on intimacy versus isolation stage tend to report higher levels of commitment within the romantic relationship, while individuals in the generativity versus stagnation stage show higher levels of job commitment, with the imbalance in commitment between domains being a frequent occurrance. Results are discussed pertaining to their theoretical and future implications.
22
NI, YU-LING, e 倪玉玲. "The Relationship within Emotional Exhaustion, Organizational Commitment, and Work Well-Being：Insurance Sales Representatives in Southern Taiwan". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/8un4rw.
Testo completoAbstract (sommario):
碩士國立高雄應用科技大學
人力資源發展系碩士班
105
As the progress of time, service industry has become the economic subject of our country, and in recent years the proportion of financial and insurance industry is also growing.The study explores the relationship of emotional exhaustion and work well-being of insurance salesmen in south Taiwan. In addition, the study examines the mediating effect of organizational commitment (affective commitment, continuance commitment, normative commitment) on the relationship of emotional exhaustion and work well-being. The research method includes literature review and survey. The sample of the study was insurance salesmen in south Taiwan. A total of 406 questionnaires were distributed, 356 valid questionnaires returned. The valid return rate is 87.68%. The collected data were analyzed by descriptive statistics, Pearson’s correlation analysis, exploratory factor analysis and hierarchical regression analysis. The results are as follows : 1.Emotional exhaustion has significant negative effect on work well-being. 2.Emotional exhaustion has significant negative effect on affective commitment. 3.Emotional exhaustion has significant negative effect on continuance commitment. 4.Emotional exhaustion has significant negative effect on normative commitment. 5.Affective commitment has significant positive effect on work well-being. 6.Normative commitment has significant positive effect on work well-being. 7.Affective commitment has a mediating effect on the relationship between emotional exhaustion and work well-being. 8.Normative commitment has a mediating effect on the relationship between emotional exhaustion and work well-being. Key words : Emotional Exhaustion, Organizational Commitment, Work Well-Being, Insurance Sales Representatives
23
Teng, Kuo-Feng, e 鄧國豐. "The Study on the Relationship within Work Stress and Organizational Commitment － The Military Repatriate as Example". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/46765075369035070489.
Testo completoAbstract (sommario):
碩士大葉大學
國際企業管理學系碩士在職專班
96
Along with the economy development and international competition in recent years, it’s critical to realize how to make use of those employees who are talented in interna-tional views to respond this trend. Enterprises conduct its’ business by utilize those overseas personnel to transfer techniques and management systems of their main com-pany, and thus repatriates are the one last important link to complete this international mission. It’s important to help repatriates to adjust their work stress, and let them devote their overseas passion to their work performance successfully when they come back. After studing the relationship within work stress and organizational commitment of Taiwan Military repatriates, we’ve gotten some results: 1. Lacking of the supervisor support and group cohesiveness, causes direct negative in fluence to those repatriates of their affective commitment, continue commitment, and normative commitment. 2. Role ambiguity causes direct negative influence to those repatriates of their affective commitmen. 3. Role conflict causes direct negative influence to those repatriates of their normative commitmen. 4. Lacking of thepromotion opportunity, causes direct negative influence to those repa-triates of their continue commitment and normative commitment. According to our study results, there are some suggestions to personnel manage-ment units: conduct some communication mechanisms to create a fine environment with fair and open working atmosphere, such as establish the message board of opinion ex-changes or make use of the questionnaire method to understand the employees’ view-points, and encourage them to offer their suggestions to the decided policies and regula-tions. Some proper praise on well timing, trust with friendship, support and concerning, will raise the employees’ organization communitment. By the support from their super-visor, the employees believe they can exchange some rewards of the year-end review, promotion, salaries and endorse etc. with their own effort. Then they can experience re-lated satisfaction from their work.
24
Ching-Min, Chuang, e 莊慶民. "The study for the relationship within employee work motivation, organizational commitment, and turnover intentions of hairdressing industry". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/13937667811278650109.
Testo completoAbstract (sommario):
碩士輔仁大學
企業管理學系管理學碩士在職專班
103
Hairdressing is well developed in Taiwan market. Most hairdressing industry pay more attention to the manpower. But the high turnover rate of the hair designers results in scattered hair salon shop, no standard of market prices, professional knowledge, and service. In order to retain good talent, it’s necessary to do it well in human resource management. It will also enhance the image of overall Taiwan hairdressing and social status of hair designers. The objective of the proposed study is to dig out the relationship within employee work motivation, organizational commitment, and turnover intentions of hairdressing industry. In this thesis, the main research object is hair designer. This research issues a questionnaire 194 to recover a valid questionnaire 96 totally. It was a supplement that hierarchical-linear-modeling theory for hypothesis verification. The finding includes: (a) this study revealed a negative relationship between work motivation and turnover intentions; (b) it revealed a positive relationship between work motivation and organizational commitment; (c) hairdresser work motivation will through organization commitment negative influence turnover intentions.
25
Wang, Ting Ho, e 王鼎和. "A Study on the Relationship among Organizational Commitment, Brand Loyalty, and Purchase Intentions of Employees within Business Groups". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/71036485154696408308.
Testo completoAbstract (sommario):
碩士長庚大學
企業管理研究所
97
Past research in the field of marketing for the brand loyalty and purchase intention of influencing factors will be the focus of a long period of time at or upgrading to meet the needs of external customers, the same concept has been extended to internal customers as employees of the organization whether the same relationship can be verified: within a business groups, employees have a positive attitude provided the enterprises products or services weather produce the high tendency of brand loyalty and purchase intention to be the main motive for this study. The purpose of this study is to work on the relationship among business groups employees’ organizational commitment, brand loyalty and purchase intentions. To Chang Gung University and Technical College faculty for the study subjects then explore the commitment of faculty and the impact of brand loyalty and purchase intention with FORMOSA biomedical and Chang Gung biotechnological products. Mining survey on-line research methods, and linear structural equation modeling (SEM) for data analysis, the results are as follows: 1) Chang Gung Faculty have the higher organizational commitment, the higher purchase intention with FORMOSA biomedical and Chang Gung biotechnological products. Implied that the higher organizational commitment of employees within business groups, the higher purchase intentions to buy products produced by business groups, it’s the positive relationship between the organizational commitment and purchase intentions. 2) Chang Gung Faculty have the higher organizational commitment, the higher brand loyalty with FORMOSA biomedical and Chang Gung biotechnological. Implied that the higher organizational commitment of employees within business groups, the higher brand loyalty for the business groups, it’s the positive relationship between the organizational commitment and brand loyalty. 3) Chang Gung Faculty have the higher brand loyalty with FORMOSA biomedical and Chang Gung biotechnological, the higher purchase intention with FORMOSA biomedical and Chang Gung biotechnological products. Implied that the higher organizational commitment of employees within business groups, the higher purchase intentions to buy products produced by business groups, it’s the positive relationship between the brand loyalty and purchase intentions. Research results indicate that organizational commitment positive toward the brand loyalty and purchase intentions. In addition to the business groups committed to improving organizational commitment of staff, the marketer can consider employees as internal customers to maintain a good relationship which enables employees to be the best marketers and reach a win-win situation for both the employees and the organization
26
Jabaar, Rugshana. "The relationship between organisational commitment, career adaptability and retention factors within the retail sector in the Western Cape". Diss., 2017. http://hdl.handle.net/10500/23230.
Testo completoAbstract (sommario):
The objectives of the research were to examine the relationship between organizational commitment, career adaptability and retention factors within the retail sector in the Western Cape and to determine whether the demographical variables (age, gender, race, marital status,
tenure and job level) influence an employees’ decision to stay with or to leave the organisation.
A cross-sectional quantitative, correlational research approach was followed wherein a nonprobability convenience sampling (N=224) of permanent customer service employees of a reputable retail store in the Western Cape was used. The data were collected by means of
Organisational Commitment Questionnaire (OCQ by Meyer & Allen, 1997), Career Adapt-Abilities Scale (CAAS by Savickas & Porfeli, 2012) and Retention Factor Measurement Scale (RFMS by Döckel, 2003). Correlational analysis revealded that statistical significant and positive relationships exist between organisational commitment, career adaptability and retention factors. A stepwise regression analysis indicated that organisational commitment and career adaptability significantly and positively predict retention factors. Tests for mean differences revealed that some differences do exists in organisational commitment, career adaptability and retention factors in terms of demographical variables (age, gender, race, marital status, tenure
and job level). Recommendations are suggested for use by human resource managers and practitioners in terms of retention strategies and practices, specifically within the retail sectorHuman Resource Management
M. Com. (Human Resource Management)
27
Yang, Chun-Yun, e 楊淳雲. "The Study of Relationship within Role Stress and Organizational Commitment on Privatization Bank Staff –The T Bank as Example". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/azx6tf.
Testo completoAbstract (sommario):
碩士朝陽科技大學
保險金融管理系碩士班
102
Since 1990, the government has begun to open up the policies of setting up the domestic private banks and promoting privatization of the public banks in order to enhance Taiwan''s international competitiveness and to move towards financial liberalization. After ten years of reform, the business model of the banks has gradually become diversified, and the financial system has been significantly different. The bank employees'' noble images of having secure and lucrative jobs have gradually changed ever since. This study aims to investigate the relationship between the role stress of the privatized bank employees and the organizational commitment with T Bank as an example. In this study, a total of 310 questionnaires for the central region of the T Bank branch were issued, and 270 were returned. The questionnaires were collected to analyze statistical date with a descriptive statistical analysis, reliable analysis, t test, one-way analysis of variance, correlation analysis and other methods of analysis. The results showed that: (1) Single employees feel more role conflict and role overload than married ones while married employees have higher organizational commitment than single ones. (2) The executive-level employees have higher value commitments than non-supervisory level ones. (3) The employees who enter the business after privatization feel more role conflict than those who enter the business before privatization. (4) The younger the employees are, the more role overload they feel while the older the employees are, the higher organizational commitment they have. (5) The employees whose educational backgrounds are university feel more role conflict and role overload than those who have other educational backgrounds. And the employees whose educational backgrounds have much lower value commitments than those who have other educational backgrounds. However, the employees who have master degrees or above have the lowest retention commitments. (6) The employees who have worked for less than 5 years feel the most role ambiguity and role overload while those who have more than 21 years experience feel the least. The higher seniority the employees have, the higher the organizational commitment. (7) The more the role stress is, the lower the organizational commitment is; the less the role stress is, the higher the organization commitment is.
28
Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company /". 2008. http://eprints.ru.ac.za/1717/.
Testo completo
29
Chiu, Chun-Tang, e 邱春堂. "The Study of Relationship within Social Capital, Teaching Organizational Leadership and Teacher Organizational Commitment for Elementary School Principals in Taiwan". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/22073044940025969979.
Testo completoAbstract (sommario):
博士國立臺北教育大學
教育政策與管理研究所
98
This present study investigated the relation among social capital, teaching organizational leadership and teacher organizational commitment for elementary school principals in Taiwan. It began with the literature review by relating previous analyses of these concepts, which served as the analytical framework for the present study. Two methods of survey were then adopted, i.e., interview and questionnaire. 558 elementary school teachers were asked to fill in an questionnaire about the current research topic and 10 educational specialists were interviewed for their opinions. The subjects of the questionnaire included elementary school teachers from Taipei City, Taipei County, Taoyuan County and Keelung City. Descriptive statistics, t-test, correlation, ANOVA, multiple regression and LISREL model were used for data analysis, which yields the following results： A. In the aspect of principals’ social capital: 1. The principals’ social capital includes four parts: (1) network, (2) norms, (3) beliefs, (4) trustworthiness. The overall score and the score of individual dimensions were all above average, with the dimension “network” scoring the highest. 2. The gender, age, and position of service of teachers, school size and school age all have significant influences on principals social capital. But teachers’ highest educational degree, teacher training institutes, and years of service do not have any significant influence. B. In the aspect of teaching organizational leadership: 1. The teaching organizational leadership includes four parts: (1) idea, (2) values, (3) emotional energy, (4) edge. The overall score and the score of individual dimensions were all above average, with the dimension “idea” and “edge” scoring the highest. 2. Position of service, school size, and school age have significant influences on teaching organizational leadership. But the gender and age of teachers, their highest educational degree, teacher training institutes, and years of service do not have any significant influence. C. In the aspect of teacher organizational commitment: 1. The teacher organizational commitment includes three parts: (1) organizational identification, (2) effort intention, (3) turnover intention. The overall score and the score of individual dimensions were all above average, with the dimension “effort intention” scoring the highest. 2. Teachers’ age, position of service, years of service, and school age have significant influences on teacher organizational commitment. But teachers’ gender, their highest educational degree, teacher training institutes, and school size do not have any significant influence. D. In the aspect of relationships among social capital, teaching organizational leadership and teacher organizational commitment: 1. There was positive correlation and regression among principals social capital, teaching organizational leadership and teacher organizational commitment. 2. Principals social capital and teaching organizational leadership did promote teacher organizational commitment. Based on the findings, the study offered suggestions for the education authorities, the elementary schools, the principals of elementary schools, and the future researchers, hoping to shed light on the development of elementary school education in the future.
30
Ngcobo, Nathi Cedrick. "The relationship between quality of work life factors and organizational commitment within the pulp and paper industry in the Durban Metropolitan Area". Thesis, 2013. http://hdl.handle.net/10321/860.
Testo completoAbstract (sommario):
Submitted in the fulfilment of the requirements for the Degree of
Doctor of Technology: Management, Durban University of Technology, 2012.It has become imperative for organisations to create family-friendly work-environments, where employees can effectively balance work and family life, in order to ensure employee satisfaction and increased productivity. A critical review of the quality of work life factors and organizational commitment literature was therefore conducted, in order to ascertain their psychometric applicability to knowledge workers within the Pulp and Paper industry in the greater eThekwini Metropolitan Area. A total of 450 questionnaires were distributed to employees in the pulp and paper industry within the eThekwini metropolitan area. The employees were randomly selected, while the organisations were stratified selected. A questionnaire was used to measure the different dimensions of quality of work life factors as well as the different dimensions of organisational commitment. The gathered data was processed through an SPSS program. A number of statistical tests were then performed on the collected data, where biographical variables were compared with the independent variables. The questionnaire was considered moderately reliable because the overall coefficient alpha was 0.525. The Pearson’s value indicated that there was a positive relationship at 0.01 level of significance between the majority of the quality of work factors (organizational climate, task characteristics, job satisfaction, role behaviour, utilization and future orientation) and the organisational commitment. No relationship was found between remuneration and organizational commitment. There was no significant difference in organizational commitment across the biographical variables of marital status, age, length of service and span of control. There was, however, a significant difference in organizational commitment across different levels of education. The Analysis of variance indicated that there was no significant difference in organizational commitment across marital status group. There was however a significant difference in organizational commitment across length of service. There was a significant difference I organizational commitment across supervisory span of control. The results from the hierarchical multiple regression indicated that with the exception of age, education and experience, all other demographics variables do not have an impact on affective commitment. The results also indicated that age, education and experience had an impact on continuance commitment. Similarly, age and education contribute significantly to normative commitment. The structural equation model comparative technique was performed to all constructed models and indicated that all models had a good fit in relation to the data based on the GFI. The best-fitting model for consequences demonstrated that organisational citizenship behaviour and procedural justice were important variables. Apart from that, affective, continuance and normative commitment were also found to be part of the model.
31
Yin, Hui-Chun, e 鄞惠君. "The relationship of sea-land transfer service system within job satisfaction and organizational commitment for sea-land transfer personal reshuffle – sea-land transfer personal reshuffle of A company". Thesis, 2002. http://ndltd.ncl.edu.tw/handle/00261340721927471243.
Testo completoAbstract (sommario):
碩士國立中山大學
人力資源管理研究所
90
The Asia Pacific Region has become the center for development of the world and trade in 21st century. Kaohsiung Port enjoys a pivotal location within the region and the local government is determined to capitalize on its geographic advantages. Kaohsiung is already a major container transshipment hub. With frequent links to ports all over the world, Kaohsiung is also set to become one of the world’s leading production and distribution centers. The most important resource of organization is “human resource”, so how to make people work for organization hardly is important for organization. Every shipping company aims to offer the most efficient service with highest quality to enable its customers. So how to reinforce the quality of manpower, improve job performance and service quality are the most important targets for shipping company. Therefore, this study used individual variables of sea-land transfer personal reshuffle as independent variables, job satisfaction and organizational commitment as dependent variables to probe into the relation among the individual variables, job satisfaction and organizational commitment. This thesis did the analysis through issuing questionnaires. Effective questionnaires sent back are 110. By using statistical method, the results of this research indicate that: 1.The different education to extrinsic satisfaction and continuance commitment comes out remarkable discrepancy. 2.The different age to continuance commitment comes out remarkable discrepancy. 3.The different land experienced year to normative commitment and continuance commitment comes out remarkable discrepancy. 4.Three factors of job satisfaction have positive relation to three factors of organizational commitment. 5.Three factors of job satisfaction have impact on three factors of organizational commitment According to the results of research, the organization needs to strengthen internal management system, fortify employees’ loyalty, to enhance job satisfaction of employee to increase the employees’ commitment. Therefore, the organization can promote the job performance and reinforce its competition.
32
Yang, Wen-hsueh, e 楊文學. "A STUDY on the Relationship within Person-Organization Fit、Work Stress and Organizational Commitment-The Military Training Officers in The Senior High Schools and Vocational Schools Taipei as Example". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/85187265336672939668.
Testo completoAbstract (sommario):
碩士國立臺北商業技術學院
商學研究所
98
It goes without saying that the issues of person-organization fit are thought of as great importance as time goes by. On the basis of some valuable essays reveal the fact that the levels of person-organization fit have great influence upon their promises to the organization. Wasti(2005)-who is a well known scholar verified the fact that all the pressures which are stemmed from various surroundings of heavy jobs will sharply reduce their promises to the organizations. All the scholars who have been devoted to researching all these issues are deeply partial to the dimension of competitive enterprises, leaving the scope of all the military training officers who work in all the senior high schools and vocational school to be will studied. In this issue I think no end of the necessity for the research on all the relationships with the levels of person-organization fit、work stress and organization commitment. In order to carry out this intention effectively. I made a useful questionnaire with 240 copies, in which 186copies were valid. Through the approaches of descriptive statistics and analysis of regression, I make some verifications on the all the hypotheses of this domain. They reveal the facts that the levels of person-organization fit have positive correlation to organizational commitment, on the other hand, the work stress have negative correlation to the organizational commitment. I offer something meaningful in the scope of management for this essay in the long run.
33
Tao, Ye. "Relationship between emotional labor, leader member social exchange, and affective commitment: a empirical study of Clinicians in Hospitals in China". Master's thesis, 2016. http://hdl.handle.net/10071/13599.
Testo completoAbstract (sommario):
JEL: J53; M100The aim of the present study is to investigate how the level of emotional labor is related to affective commitment and how the level of emotional labor with the patient is performed differently from those performed to the colleague and also to examine the relationship among emotional labor, leader member social exchange, and affective commitment. Data were collected through self-report questionnaires (N=218), targeting groups of clinicians in the public hospitals in China. The findings indicate that there is a significant relationship in the level of emotional labor and affective commitment, except surface acting with colleagues. And there is a significant difference in the level of emotional labor with colleague and emotional labor with the patient. The result also shows that LMSX mediates the relationship between emotional labor and affective commitment. Management implications of the findings, limitations, and suggestions for future research are discussed.
O objetivo do presente estudo é investigar como o nível de trabalho emocional está relacionada ao comprometimento afetivo e como o nível de trabalho emocional com o paciente é realizada de forma diferente daqueles realizados para o colega e também para examinar a relação entre trabalho emocional, líder intercâmbio social membro e comprometimento afetivo. Os dados foram coletados por meio de questionários de auto-relato (n = 218), grupos de médicos focalização nos hospitais públicos na China. Os resultados indicam que existe uma relação significativa no nível de trabalho emocional e comprometimento afetivo, exceto superfície agindo com os colegas. E há uma diferença significativa no nível de trabalho emocional com o colega e trabalho emocional com o paciente. O resultado também mostra que LMSX medeia a relação entre o trabalho emocional e comprometimento afetivo. implicações de gestão das conclusões, limitações e sugestões para futuras pesquisas são discutidas.
34
Taskovská, Kristýna. "Konzistence a vliv otců na výběr partnera u heterosexuálních žen". Master's thesis, 2018. http://www.nusl.cz/ntk/nusl-388092.
Testo completoAbstract (sommario):
People choose partners based on different characteristics, however it is not clear whether they systematically choose partners with specific characteristics. It is also not clear what modulates partner preferences. One of the factors are parents, however the question is, whether parents influence all types of relationships (e.g. one-night stand, marriage etc.). The main objective was to analyze the consistency of mate choice in physical characteristics in heterosexual women. Another objective was to test paternal influence on the mate choice, and whether this influence differs among partners with whom women have children and partners with whom they don't. Last objective was to test whether the similarity between father and current partner influences the relationship and sexual satisfaction of the respondent. In total 693 heterosexual women, aged 18-45, participated in the research (average age = 30,7; SE = 5,9) and provided physical characteristics (weight, height, attractiveness, masculinity, eye color, hair color, facial masculinity, facial hair, musculature, BMI, relative height, body hair and leg length) of their father, current partner (with whom they had/were expecting children) and long term ex-partners (with whom they had no children), they completed the standardized questionnaire s-EMBU...
35
Oyewo, Saheed Adekunle. "The challenges of teaching at-risk learners at a secondary school in Cape Town". Diss., 2021. http://hdl.handle.net/10500/27149.
Testo completoAbstract (sommario):
The study focused on the challenges of teaching at-risk learners at secondary schools. A qualitative investigation based on interviewing and observation was conducted with sixteen teachers teaching at-risk learners. Findings revealed that pre-service teacher training does not prepare teachers adequately to teach learners at risk constructively. Findings also revealed that at-risk learners have no control over themselves due to lack of parental support as parents show no commitment and support for their children’s education. Interventions to counter challenges with teaching at-risk learners relate to applicable preservice teacher training to engage with at-risk learners constructively and continuous in-service teacher training as professional development to empower teachers to engage with at-risk learners appropriately. At-risk learners must value second-chance education opportunities with schools ensuring that a supportive school culture prevails.
The study contributes to the discourse on effective teaching practices to support at-risk learners for acceptable academic attainment.Educational Management and Leadership
M. Ed. (Education Management)