Rozprawy doktorskie na temat „Employee commitment”
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Crome, David. "Developing employee commitment to create committed employees". Thesis, Anglia Ruskin University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.400602.
Pełny tekst źródłaLloyd, David. "Improving employee commitment". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0016/MQ47756.pdf.
Pełny tekst źródłaBeck, Karen. "The development of affective organisational commitment /". Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.
Pełny tekst źródłaTaing, Meng Uoy. "Employee Commitment: The Combined Effects of Bases and Foci". [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002893.
Pełny tekst źródłaSucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization". Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.
Pełny tekst źródłaLee, 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.
Pełny tekst źródłaPaz, Jonathan. "Effective Strategies to Increase Employee Commitment and Reduce Employee Turnover". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7323.
Pełny tekst źródłaShepherd, Jeryl Lynne. "Employee commitment after change at work". Thesis, University of Bedfordshire, 1999. http://hdl.handle.net/10547/338907.
Pełny tekst źródłaJohnson, 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.
Pełny tekst źródłaM.S.
Rosen College of Hospitality Management
Hospitality and Tourism Management
Jones, Rebecca. "The Relationship of Employee Engagement and Employee Job Satisfaction to Organizational Commitment". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4860.
Pełny tekst źródłaAkuamoah-Boateng, Robert. "Privatisation, employee job satisfaction and organisational commitment". Thesis, University of Kent, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328078.
Pełny tekst źródłaBeckmann, Michael John. "Dispositional Antecedents to Post- Acquistion Employee Commitment". Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/27116.
Pełny tekst źródłaPh. D.
Miller, Linda J. "Leader-Employee Relationship as an Antecedent to Employee Commitment Mediating Innovative Work Behavior". Thesis, Capella University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13422467.
Pełny tekst źródłaThe focus of the qualitative case study was to understand how innovative work behavior was affected by leaders’ relationship with their employees to enhance job commitment in the grocery retail industry. Specifically, the research involved exploring how the leader and employee relationship can affect employee engagement as a mediator for innovative work behavior. Innovative work behavior is when an employee is generating and implementing useful ideas. The general business problem was that organizations in the grocery retail industry lack innovative work behaviors to meet the market demand for innovation and remain competitive. The study involved triangulating three data sources: open-ended, semistructured interview questions used with one-on-one interviews; a focus group; and public documents from the participating organization headquartered in the western United States. The central research question was as follows: How do grocery retail industry knowledge workers’ relationships with their leaders affect their commitment and ability to generate and implement ideas? Triangulating the data sources helped to better describe the dominant themes that answered the overarching central research question and indicated leadership style is a significant antecedent to employee engagement that can promote the generation and implementation of useful ideas leading to continuous innovation. High-quality leader-member exchanges that promote mutual respect and trust can stimulate employee engagement that may help the employee generate useful ideas and ways to implement these ideas. The unexpected findings were the trends and preferences revealed within generational groupings from all 11 study participants. Understanding the unique generational differences provides insight into leadership practices to promote innovative work behavior. The needs and wants expressed by the millennial participants indicated their leaders should be more of a coach and mentor. The Generation X and baby boomer participants were seeking more autonomy and resources to explore ideas. Future researchers could consider exploring a deeper understanding of the multigenerational knowledge workers’ needs and wants to help leaders stimulate employee engagement and increase innovative work behavior.
DeLoria, Julie Elizabeth. "A Comparative Study of Employee Commitment: Core and Contract Employees in a Federal Agency". Diss., Virginia Tech, 2001. http://hdl.handle.net/10919/29324.
Pełny tekst źródłaPh. D.
Howard, Tara. "High commitment human resource management and employee wellbeing". Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6841.
Pełny tekst źródłaDolfi, Sharon A. Israel. "Correlates of union and organizational commitment : a survey of former Eastern Airlines employees". FIU Digital Commons, 1994. http://digitalcommons.fiu.edu/etd/3072.
Pełny tekst źródłaSouthard, Robyn Nicole. "Employee engagement and service quality". Pullman, Wash. : Washington State University, 2010. http://www.dissertations.wsu.edu/Thesis/Spring2010/R_Southard_042010.pdf.
Pełny tekst źródłaTitle from PDF title page (viewed on July 13, 2010). "Department of Political Science." Includes bibliographical references (p. 28-31).
Cheng, Mei-I. "The prediction of employee turnover behaviour". Thesis, University of Nottingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364661.
Pełny tekst źródłaBarcus, Sydney Anne Guarnaccia Charles Anthony. "The impact of training and learning on three employee retention factors job satisfaction, commitment and turnover intent in technical professionals /". [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9797.
Pełny tekst źródłaYacobucci, Peter. "Antecedents of employee extra work effort: The importance of employee empowerment and organizational commitment". Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280336.
Pełny tekst źródłaPhilamon, Jan Elizabeth, i n/a. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20041013.114742.
Pełny tekst źródłaPhilamon, Jan Elizabeth. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365192.
Pełny tekst źródłaThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
Barcus, Sydney Anne. "The impact of training and learning on three employee retention factors: Job satisfaction, commitment and turnover intent in technical professionals". Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9797/.
Pełny tekst źródłaLeong, Pun Lai. "A study of employee commitment in organizations in Macao". Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1950739.
Pełny tekst źródłaHolder, Julie. "Supporting employee passion and commitment in non-profit organizations". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59451.pdf.
Pełny tekst źródłaFreund, Ron. "Determining the effects of employee trust on organizational commitment". Thesis, Pepperdine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3622264.
Pełny tekst źródłaAn employee's trust in their leadership is an important antecedent to organizational commitment. It is commonly believed that committed employees will work harder to achieve organizational objectives, so organizations often try to foster commitment in their employees to achieve improved organizational performance. The purpose of this qualitative study was to examine the relationship between trust and organizational commitment. The population consisted of 31 employees from 3 high-technology organizations in the United States. The study consisted of 2 research instruments and 5 demographic questions that were administered to employees of 3 high-technology organizations. The survey instrument used to measure trust was Cummings and Brimley's Organizational Trust Inventory. This instrument separates trust into the 3 dimensions of keeping commitments, negotiating honestly, and not taking advantage. The survey instrument used to measure organizational commitment was Meyer and Allen's Three Component Model. This second instrument separates organizational commitment into the 3 dimensions of affective commitment, normative commitment, and continuance commitment. The study revealed a strong positive correlation (r =.38) between an employees' total trust and their total organizational commitment. The study revealed that 12 of the 16 possible correlations between trust and organizational commitment were positively correlated. The study findings indicate that leadership skills are critical to increasing trust levels that enable organizational commitment. By improving the leadership and organizational antecedents that promote a trustworthy environment, employees become more committed and organizational performance improves.
Laage, Lelanie. "Psychological empowerment, job satisfaction and organisational commitment in a chemical industry / Lelanie Laage". Thesis, North-West University, 2003. http://hdl.handle.net/10394/2344.
Pełny tekst źródłaSAMARAKOON, S. M. P. "Employer-Employee Relational Change (from Pull-Pull to Push-Push), Living Commitment and Self-Organizing Capability". 名古屋大学大学院経済学研究科, 2002. http://hdl.handle.net/2237/10703.
Pełny tekst źródłaJohanns, Renée C. "Exchange relationships at work, impact of violation, trust and commitment on employee behaviours and employer obligations". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq24477.pdf.
Pełny tekst źródłaZobal, Cheryl. "Employee Engagement: The Impact of Spiritual, Mental, Emotional and Physical Elements on the Relationship Between Employee Engagement and Behavioral Outcomes". Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc799489/.
Pełny tekst źródłaTarara, Marissa J. "A content analysis of how participatory decision making and teamwork affects employee satisfaction and employee commitment". Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005tararam.pdf.
Pełny tekst źródłaKanyi, Juliet. "A frame for improving employee commitment to a sustainability strategy". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/3832.
Pełny tekst źródłaCharlier, Constance C. P. "The effects of communication on organizational climate and employee commitment". Doctoral thesis, Universite Libre de Bruxelles, 1993. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212760.
Pełny tekst źródłaGarcia, Gilbert F. "The Relationship Between Self-Efficacy and Employee Commitment Among Perfusionists". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1309.
Pełny tekst źródłaLee, Wing-yee Angela, i 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.
Pełny tekst źródłaShandu, Sizwesihle Derrick. "Improving organisational commitment in a selected telecommunications company". Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4507.
Pełny tekst źródłaVan, Blerk Elsabè Johanna. "Employee commitment and its impact on process quality in a manufacturing concern / Elsabè van Blerk". Thesis, North-West University, 2012. http://hdl.handle.net/10394/9222.
Pełny tekst źródłaThesis (MBA)--North-West University, Potchefstroom Campus, 2013.
Ljungblom, Mia, i Raine Isaksson. "Leadership and employee commitment for quality management : a critical analysis of quality management literature". Högskolan på Gotland, Avdelningen för Kvalitetsteknik, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hgo:diva-376.
Pełny tekst źródłaDe, 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.
Pełny tekst źródłaAbstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
Struwig, Anton. "Commitment as a factor to facilitate change in the workplace". Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50298.
Pełny tekst źródłaENGLISH ABSTRACT: Today's economy demands that organisations' continually change the way they do business. The agility and efficiency with which organisations can implement change are vital in ensuring their continued competitiveness. Unfortunately, people's fear of the unknown results in a natural propensity to resist change. This presents significant challenges that management must overcome in order to implement desired changes to improve organisational efficiencies and overall stakeholder value. This study investigates the importance of employee commitment in implementing workplace change through a review of related literature and the analyses of primary data collected. The data was collected by means of a questionnaire that was sent to all employees within Media24 IT. The findings indicate a strong relationship between commitment and change. Especially one type of commitment displays significant importance with respect to workplace change, i.e. commitment that deals with an employee's emotional attachment to, identification with and involvement in the organisation. Additionally, certain drivers of commitment are investigated and conclusions presented. However, it is recommended that further research might be necessary. This is mainly due to the fact that the primary data collected could be seen as merely a reflection of the situation within a single organisation at a certain period in time.
AFRIKAANSE OPSOMMING: Vandag se ekonomie vereis dat organisasies vooortdurend die wyse waarop hulle besigheid doen, moet verander. Die tempo en doeltreffendheid waarmee organisasies verandering kan implementeer, is van deurslaggewende belang vir hul voortgesette kompeterendheid. Ongelukkig veroorsaak mense se vrees vir die onbekende 'n natuurlike geneigdheid om verandering teen te staan. Dit bied aan bestuur aansienlike uitdagings wanneer gewenste veranderings om organisatoriese doeltreffendheid en belanghebberwaarde te verbeter, geimplemenleer moet word. Hierdie werkstuk ondersoek die belangrikheid van werknemers se toegewydheid ten opsigte van die implementering van verandering by die werkplek deur middel van 'n literatuurstudie en die analise van primere data wat ingesamel is. Die data is deur middel van 'n vraelys wat aan al Media24 IT se personeellede gestuur is, ingesamel. Die bevindings dui 'n sterk verwantskap tussen toegewydheid en verandering aan. Veral een tipe toegewydheid wat handel oor 'n werknemer se emosionele verbintenis tot die organisasie, asook identifikasie met en betrokkenheid by die organisasie, toon 'n sterk invloed op verandering in die werkplek. Addisioneel word sekere drywers van toegewydheid ondersoek en afleidings gemaak. Daar word egter aanbeveel dat verdere navorsing moontlik nodig mag wees. Dit is hoofsaaklik weens die feit dat die primere data wat ingesamel is, gesien kan word as 'n blote weerspieeling van die situasie binne 'n enkele organisasie op 'n gegewe tydstip.
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.
Pełny tekst źródłaCooper, David John. "Employee commitment : the motivational role of senior management : theory of action". Thesis, University of Salford, 2001. http://usir.salford.ac.uk/2147/.
Pełny tekst źródłaBenkhoff, 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.
Pełny tekst źródłaCarter, Liam Leslie. "Investigating the relationship between corporate brand personality and employee brand commitment". Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/25805.
Pełny tekst źródłaDissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted
Clifford, Melanie Kacho. "Employee Engagement: Antecedents and Consequences". NSUWorks, 2010. http://nsuworks.nova.edu/hsbe_etd/19.
Pełny tekst źródłaHekman, David R. "Contingencies between organizational identification and professional employee performance /". Thesis, Connect to this title online; UW restricted, 2007. http://hdl.handle.net/1773/8802.
Pełny tekst źródłaGeorge, Tania Arlene. "Employee empowerment of frontline administrative staff at a University Of Technology, Western Cape Province, South Africa". Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2445.
Pełny tekst źródłaWhen one refers to tertiary education in general or specific institutions, its academic functions and features are paramount. Often, there is little dialogue around those who constitute most of the workforce, the administrative staff, and more specifically, the frontline administrators. Given that frontline administrators are ‘customer-facing’ and that their behaviour could significantly influence perceptions of the organisation, these staff members are often portrayed as ones who do not have any authority at work but merely serve a support role. Ensuring that these staff members are ‘taken care of’ is an operational way of guaranteeing that the customers (staff and stakeholders) have a pleasant experience that could positively affect the bottom line. The working lives, feelings of efficiency, job satisfaction and overall empowerment of frontline administrative staff, especially in tertiary education, have not been well documented in scholarly literature. This research project attempts to identify areas where universities of technology could take cognisance of the power that frontline administrative staff hold and also to ascertain how to improve their overall work experience.
Jaworski, Caitlin D. "THE EFFECT OF TRAINING, EMPLOYEE BENEFITS, AND INCENTIVES ON JOB SATISFACTION AND COMMITMENT IN PART-TIME HOTEL EMPLOYEES". Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1353378997.
Pełny tekst źródłaTownsend, 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/.
Pełny tekst źródłaWombacher, Jörg [Verfasser]. "Dual Commitment - Risks and Benefits of Team and Organizational Commitment For Conflict Handling and Employee Effectiveness / Jörg Wombacher". Hamburg : Helmut-Schmidt-Universität, Bibliothek, 2016. http://d-nb.info/1121109977/34.
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