Статті в журналах з теми "Commitment and dedication"
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Warren, Barbara Jones. "Dedication to Commitment." Journal of the American Psychiatric Nurses Association 8, no. 6 (December 2002): 181–82. http://dx.doi.org/10.1067/mpn.2002.130386.
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Birnbaum, Marvin L. "Commitment and Dedication." Prehospital and Disaster Medicine 11, no. 2 (June 1996): 80–81. http://dx.doi.org/10.1017/s1049023x00042680.
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Kim, Daekil, and Byoungsoo Kim. "An Integrative View of Emotion and the Dedication-Constraint Model in the Case of Coffee Chain Retailers." Sustainability 10, no. 11 (November 19, 2018): 4284. http://dx.doi.org/10.3390/su10114284.
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Following the phenomenal growth of and competition among coffee chain retailers, the coffee chain market has expanded substantially thanks to rising income levels, the increasing young population, and rapidly changing lifestyles. Attracting consumers’ attention and enhancing their loyalty behaviors has become very difficult for coffee chain retailers. This study seeks to understand the mechanisms through which emotions and the dedication-constraint model lead to brand loyalty and willingness to pay more to certain coffee chain retailers. Emotion responses and dedication-constraint model-based factors are major roles in the formation of loyalty behaviors, but few studies have combined them. To fill this knowledge gap, this study synthesizes emotional responses and the dedication-constraint model to develop a theoretical model. Based on the ambivalent view of emotions, it also examines how positive and negative emotions affect the combination of brand loyalty and willingness to pay more to certain coffee chain retailers. Moreover, it identifies the antecedents of affective and calculative commitments. Our findings indicate that affective commitment had significantly positive effects on positive emotion, brand loyalty, and willingness to pay more. It negatively affects negative emotion. Calculative commitment had significantly positive effects on positive emotion, brand loyalty, and willingness to pay more. However, contrary to our expectations, calculative commitment was positively related to negative emotions. Furthermore, service quality, quality of physical environment, and price fairness significantly affect affective commitments, while only price fairness significantly affects calculative commitments.
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Kim, Byoungsoo, and Daekil Kim. "Attracted to or Locked In? Explaining Consumer Loyalty toward Airbnb." Sustainability 12, no. 7 (April 2, 2020): 2814. http://dx.doi.org/10.3390/su12072814.
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In an increasingly complex and dynamic environment, understanding the fundamental mechanisms of customer loyalty toward Airbnb has become very appealing to both researchers and providers in recent years. Most prior studies on Airbnb have focused mainly on dedication-based mechanisms, such as consumer satisfaction or attitude. However, little is currently known about how the theoretical view for adapting dedication-based and constraint-based mechanisms establishes Airbnb consumer loyalty and affects by attributes, such as authentic experience, trust in Airbnb, and social benefits—that is, the vital predictors of affective commitment. It explores social benefits, relative attractiveness, and price fairness as the key antecedents of calculative commitment. This study identifies the relationship using a structural equation modeling method and empirical data collected from 156 Airbnb consumers who use it more than twice. The analysis results show that consumer loyalty toward Airbnb is shaped by dedication- and constraint-based mechanisms. The findings indicate that both affective and calculative commitments significantly affect customer loyalty in the context of Airbnb. Authentic experience, trust in Airbnb, and social benefits significantly affect affective commitment to Airbnb. While both social benefits and relative attractiveness play an important role in enhancing calculative commitment to Airbnb, price fairness is not significantly related to it. Theoretical and practical implications and future research directions are subsequently discussed.
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Vatre, Nancy J. "A Tribute to Nurses' Commitment and Dedication." International Nursing Review 46, no. 2 (March 1999): 34. http://dx.doi.org/10.1046/j.1466-7657.46.no2issue344.1.x.
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Hough, Sigmund. "Not Only Commitment but Dedication as Well." Sexuality and Disability 35, no. 4 (October 20, 2017): 397. http://dx.doi.org/10.1007/s11195-017-9510-z.
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Odekerken-Schröder, Gaby, and Josée Bloemer. "Constraints and Dedication as Drivers for Relationship Commitment." Journal of Relationship Marketing 3, no. 1 (June 18, 2004): 35–52. http://dx.doi.org/10.1300/j366v03n01_03.
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Kuang, Tingyun, Ming Li, and Le Kang. "Commitment and dedication of a Chinese plant physiologist." Protein & Cell 1, no. 10 (October 2010): 886–87. http://dx.doi.org/10.1007/s13238-010-0122-y.
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Johnson, Matthew D., Sarah D. Somerville, Nancy L. Galambos, and Harvey J. Krahn. "Stuck in the middle with you: Predictors of commitment in midlife." International Journal of Behavioral Development 44, no. 3 (October 31, 2019): 273–78. http://dx.doi.org/10.1177/0165025419885025.
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Rooted in commitment theory, this study examines dedication, perceived investments, and felt constraint, three unique aspects of commitment, in midlife using data gathered from a sample of 224 adults surveyed at ages 43 and 50 years. Positive and negative dimensions of couple relations (partner supportiveness and the extent to which one’s partner is demanding and critical, referred to as strain) assessed longitudinally and midlife-specific circumstances, including being in a first marriage or remarriage and parental and empty nest status, were examined as predictors of commitment at age 50. Latent change score modeling revealed partner support and strain as robust predictors of commitment. Higher levels of partner support at age 43 and a more gradual intraindividual decrease in support between ages 43 and 50 predicted higher dedication and perceived investments and less felt constraint at age 50. Higher age 43 levels of partner strain predicted more perceived investments and felt constraint at age 50, while a more rapid increase in strain predicted less dedication and more felt constraint. Being in a first or remarriage, being a parent, or having an empty nest did not predict commitment. These results highlight the importance of initial levels and changes in couple relations for shaping midlife commitment.
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Eason, Christianne M., Stephanie M. Mazerolle, and William A. Pitney. "Athletic Trainers' Facilitators of Professional Commitment in the Collegiate Setting." Journal of Athletic Training 50, no. 5 (May 1, 2015): 516–23. http://dx.doi.org/10.4085/1062-6050-50.1.02.
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Context Professional responsibility, rewards and respect, and time for rejuvenation are factors supporting professional commitment for athletic trainers (ATs) in the high school setting. The inherent complexities of an occupational setting can mitigate perceptions of professional commitment. Thus far, evidence is lacking regarding professional commitment for ATs in other occupational settings. Objective To extend the literature on professional commitment of the AT to the collegiate setting. Design Qualitative study. Setting Collegiate. Patients or Other Participants Thirty-three Board of Certification-certified ATs employed in the collegiate setting (National Collegiate Athletic Association Division I = 11, Division II = 9, Division III = 13) with an average of 10 ± 8 years of clinical experience volunteered. Data saturation guided the total number of participants. Data Collection and Analysis Online journaling via QuestionPro was used to collect data from all participants. Two strategies, multiple-analyst triangulation and peer review, were completed to satisfy data credibility. Data were evaluated using a general inductive approach. Results Likert-scale data revealed no differences regarding levels of professional commitment across divisions. Two themes emerged from the inductive-content analysis: (1) professional responsibility and (2) coworker support. The emergent theme of professional responsibility contained 4 subthemes: (1) dedication to advancing the athletic training profession, (2) ardor for job responsibilities, (3) dedication to the student-athlete, and (4) commitment to education. Our participants were able to better maintain their own professional commitment when they felt their coworkers were also committed to the profession. Conclusions The collegiate ATs investigated in this study, regardless of division, demonstrated professional commitment propelled by their aspiration to advance the profession, as well as their dedication to student-athletes and athletic training students. Maintaining commitment was influenced by a strong sense of coworker support.
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Shih, Hung-Pin, and Echo Huang. "Influence Mechanisms That Leverage Participation Quality in a Professional Virtual Community." Journal of Global Information Management 23, no. 4 (October 2015): 77–100. http://dx.doi.org/10.4018/jgim.2015100104.
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Despite the considerable attention paid to the determinants of participation (e.g., time spent and visit frequency) in professional virtual communities (PVCs), what and how to enhance participation quality have seldom been addressed. Participation quality is an affective outcome of social emotion for assessing the success of a PVC. By using the social-relationship perspective, this work develops a theoretical model based on relationship commitment and social psychology theories to examine how dedication-constraint mechanisms influence participation quality in a PVC. Empirical results of a PVC demonstrate that the dedication-based mechanisms (i.e. affective commitment and normative commitment) are more salient than the constraint-based mechanism (i.e. calculative commitment) to leverage participation quality. Additionally, identity-based attachment influences participation quality more than bond-based attachment does. Interestingly, the constraint-based mechanism positively affects identity-based attachment, yet negatively affects bond-based attachment to a virtual community.
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Qais Rezvani, Mohammad, Nirmala Chaudhary, Ragif Huseynov, Maohua Li, Anjali Sharma, Raiba Jafarova, and Chimnaz Huseynova. "Impact of Organisational Commitment on Employee Productivity During Covıd-19: Evidence from Afghanistan And India." Journal of corporate governance, insurance and risk management 8, no. 2 (May 15, 2021): 59–74. http://dx.doi.org/10.51410/jcgirm.8.2.5.
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The paper examines the impact of COVID-19 on competitiveness and how organizational commitment and productivity have changed as a result of changes in processes, practices, or regulations. This paper analyses how employees fared during COVID in two countries, namely Afghanistan and India and the impact on organizational commitment and productivity. The research paper is based on secondary data and conceptual analysis of COVID-19 conditions or how this covetous environment affects their competitors, work environment, or fight for their rights. Moreover, the authors delved into how human capital management lead to organizational efficiency. Factors like (1) workplace safety, (2) targeted recruitment, (3) self-managed decision-making teams and decentralization, and (4) pay policy were all investigated. Employee engagement is widely assumed to influence organizational commitment, employee productivity, employee dedication, and, most importantly, it will generate comparative advantages for organizations. The primary goal of this research was to discover how people work efficiently and effectively with commitment and dedication during COVID-19.
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Begolli, Gent. "CULTURAL MANAGEMENT AND STAFF COMMITMENT IN ORGANIZATION." Knowledge International Journal 28, no. 5 (December 10, 2018): 1553–56. http://dx.doi.org/10.35120/kij28051553g.
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The paper aims to present the importance of managing culture and employee engagement in productivity and contribution to the organization's success. Engaged employees express themselves physically, mentally and emotionally in carrying out their roles in the organization. There has been extensive dissemination and extensive literature support for results that strongly support the idea that engaged employees have a positive impact on the organization's performance and sustainability.Organizations traditionally relying on financial measures such as profitability, revenue, and spending control are raising interest in so-called "soft" human capital measures such as employee attitudes, turnover, level of engagement or non-engagement of employees as determinants organization's efficiency and timely sustainability of competitiveness advantages.Employee engagement and its culture in the organization is defined as a positive attitude and attitude towards work and being fulfilled, characterized by a high level of energy, dedication and absorption.Definition and understanding of employee engagement often seems to overlap concepts such as job engagement, civic organizational behavior, and commitment to the organization. However, academic literature has been defined as a clear and unique construct that consists of cognitive and emotional components of behavior and that are associated with performance of an individual role.Assessing employee engagement rates determines employee productivity and is key to improving the productivity of the company. Employees are committed when organizations have a working culture and communication practices are healthy when they work in an organization where strategies are developed to express their concerns and find opportunities to grow and develop their potential. Competitors today can be measured by the performance of the service they offer but they can not repeat perfectly the energy, dedication and absorption of their employees at work.By increasing passion, dedication and alignment with the organization's strategies and goals, they will enable the achievement of new heights of excellence for their organizations. Engaged employees will demonstrate increased confidence in their organization and will be driven by a sense of loyalty in a competitive environment. The positive environment through engaging and energizing employees in the organization will affect business growth and provide a competitive edge.
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Liu, Jinlin, and Ying Mao. "Continuing medical education and work commitment among rural healthcare workers: a cross-sectional study in 11 western provinces in China." BMJ Open 10, no. 8 (August 2020): e037985. http://dx.doi.org/10.1136/bmjopen-2020-037985.
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AbstractObjectivesContinuing medical education (CME) and work commitment are important for rural healthcare workers (RHWs) and rural medical work. The significant association between continuing education and work commitment has been reported in many studies from several different industries. However, very few studies have analysed the association of CME with work commitment among healthcare workers, let alone among RHWs. This study aimed to identify the significance of CME for the work commitment of RHWs (doctors and nurses) in China.Design and settingThe cross-sectional study interviewed RHWs from 11 western provinces in China.ParticipantsIn total, 4118 RHWs, consisting of 2490 doctors and 1628 nurses who were working clinically, were included in the study.Primary outcome measuresWork commitment (ie, the relative importance of work to one’s sense of self) focussing on the affective component was the dependent variable, and it included four subdomains: pride, concern, and dedication, extracted by exploratory factor analysis of a 5-point Likert scale, and turnover intent, measured by a dichotomous question. CME (ie, a variety of educational and training activities to maintain, develop or increase knowledge, skills and professional performance and relationships) was the independent variable, including three subdomains: opportunity, participation and expectation, measured by three dichotomous questions.ResultsOf the 4118 respondents, 91.2% reported insufficient opportunities for CME, 21.3% had never participated in CME and 83.3% had a high expectation of CME. The mean scores of pride in, concern for and dedication to work were 3.54, 3.81 and 3.61 (out of a maximum of 5), respectively, and 30.6% presented turnover intent. After adjusting for gender, age, marriage, education, technical title, income and type of rural healthcare organisation, the multivariate analyses suggested that there was a significant positive association between CME and work commitment among RHWs. RHWs who had a significant high-level work commitment were those who reported a sufficient opportunity for CME (β and 95% CI for pride in, concern for and dedication to work: 0.33, 0.23 to 0.43; 0.19, 0.09 to 0.28; and 0.25, 0.15 to 0.35), had participated in CME (β and 95% CI for pride in, concern for and dedication to work: 0.11, 0.04 to 0.19; 0.09, 0.02 to 0.15; and 0.10, 0.03 to 0.17) and had a high expectation of CME (β and 95% CI for pride in, concern for and dedication to work: 0.22, 0.15 to 0.30; 0.21, 0.13 to 0.28; and 0.28, 0.20 to 0.36), and having sufficient opportunities for CME significantly increased the odds of having no turnover intent (OR and 95% CI: 1.70, 1.26 to 2.28). Age, marriage, education, technical title, income and type of rural healthcare organisation were significantly associated with the work commitment of RHWs. Differences were observed between rural doctors and nurses in the association of CME with work commitment.ConclusionsCME has a significant positive association with the work commitment of RHWs in China. RHWs’ work commitment should be further improved in future rural health workforce management. In addition, governments, healthcare organisations and professional associations should establish a professional and complete CME system in China to provide sufficient opportunities for CME for RHWs, encourage them to participate and meet their expectations.
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Chou, Shih-Wei, and I. H. Hung. "Understanding knowledge outcome improvement at the post-adoption stage in a virtual community." Information Technology & People 29, no. 4 (November 7, 2016): 774–806. http://dx.doi.org/10.1108/itp-05-2015-0121.
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Purpose The purpose of this paper is to solve the challenges in knowledge outcome (e.g. knowledge contribution, knowledge exploration) improvement at the post-adoption phase in the context of e-communities. This study develops a model by integrating dedication-constraint framework and self-presentation theory. The model proposes that knowledge outcomes at the post-adoption phase rely on relationship development between community members, conceptualized as commitment. The authors also hypothesize that members’ perceived online self-presentation quality, theorized as personal control and social influence, serves as the key means to motivate members’ commitment. Design/methodology/approach This study used survey instrument to collect data and adopted partial least squares to test the proposed hypotheses. Findings The results show that perceived online self-presentation quality positively affects relationship development, which in turn affects continuance intention for knowledge outcomes. Research limitations/implications This study expands the dedication-constraint framework by integrating the self-presentation theory. This study contributes new knowledge by proposing a model that delineates the relationship between online self-presentation quality, relationship development, and knowledge outcomes at the post-adoption stage. Practical implications This study shows that members’ perceived online self-presentation quality affects both affective commitment and calculative commitment, which in turn affect knowledge outcomes, suggesting the important role of the perceived quality in stimulating a member’s post-adoption reactions. Originality/value This study contributes to the research on post-adoption behavior in an e-community context by accounting for the influence of e-community features in self-presentation quality and dedication-constraint mechanisms on post-adoption phenomena.
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Supriadi, Iman, Wulandari Harjanti, and Rahma Ulfa Maghfiroh. "Mediating Effects of Auditor Expertise on the Effect of Locus Of Control and Organizational Commitment on Auditor Performance." Ilomata International Journal of Tax and Accounting 2, no. 2 (April 29, 2021): 146–58. http://dx.doi.org/10.52728/ijtc.v2i2.222.
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The bookkeeping occupation has actually an essential function in offering dependable monetary info for the federal authorities, financiers, creditors, investors, workers, debtors, in addition to for the general public as well as various other curious celebrations. This study intends towards analyze the effect of locus of control, auditor expertise, and organizational commitment on auditor performance, towards analyze as well as evaluate whether auditor proficiency mediates the impact of locus of command as well as business dedication on auditor efficiency. This type of research is a quantitative study with a causal approach. Data collection was carried out by dispersing questionnaires straight towards auditors that operate at the Tax obligation Bookkeeping Solid in Surabaya. The results showed that locus of control had a positive effect on auditor expertise and auditor performance. The same thing happened to the organizational commitment variable. Auditor expertise has a significant effect on auditor performance and auditor expertise variable has the ability to moderate the impact of locus of command as well as business dedication on auditor efficiency. This examine shows the impact of locus of command as well as business dedication on auditor efficiency. The outcomes revealed that if the auditors have actually a higher dedication towards the company, it will result in increased performance. These findings have implications for the inculcation of organizational and professional values in auditors.
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Siswanto, Siswanto. "Strengthening Spiritual Leadership in Preserving Religious Culture and Local Wisdom in Madrasah." AL-TANZIM: Jurnal Manajemen Pendidikan Islam 6, no. 3 (July 9, 2022): 907–20. http://dx.doi.org/10.33650/al-tanzim.v6i3.3357.
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This study focused on applying spiritual leadership behavior, religious culture, and local wisdom preserved and its implications on students' character at MTs Sunan Kalijaga Pamekasan Madura. It used a qualitative approach based on phenomenology type. This study found that spiritual leadership behavior in preserving religious culture and local wisdom is reflected by making divine and prophetic values as the foundation of his leadership vision, the spiritual commitment shown in thought, speech, and action, dedicating his efforts as worship. Religious culture leads to individual and social piety through the habituation of reading the Qur'an, praying together, and sympathizing with orphans and poor people. Preserved local wisdom is closely related to Islamic traditions in Madura, such as tatele', Ashura' celebrations, istighatsah, and the Islamic culture of hadrah banjari. This preservation impacts the affective dimension and the growth of student behavior by vertically and horizontally religious values. The spiritual commitment becomes dedication values as a form of worship and empowering personnel by jihad and good service.
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Radhakrishnan, Kurupath. "Compassion, commitment, and dedication: Epilepsy & Behavior on its 15th Anniversary." Epilepsy & Behavior 40 (November 2014): 104. http://dx.doi.org/10.1016/j.yebeh.2014.09.002.
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Forootan Eghlidi, Fatemeh, and Fariba Karimi. "The Relationship between Components of Work Engagement and Organizational Commitment of Female Employees of University." International Journal of Human Resource Studies 6, no. 3 (August 18, 2016): 63. http://dx.doi.org/10.5296/ijhrs.v6i3.9689.
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Aim: The present research was conducted with the aim of determining the relationship between the components of work engagement and organizational commitment of female employees working at University of Isfahan. Methods: The type of the research was an applied research by purpose and a descriptive correlational-type research by nature. The study population consisted of female employees at University of Isfahan, 428 individuals, of whom 202 individuals were chosen as sample according to stratified random sampling fit for the size. The measuring instrument was a questionnaire about organizational commitment by Mowday el al and a questionnaire on work engagement by Shaufeli et al. In the analysis of the findings of the research, Pearson correlation coefficient, stepwise regression, and multiple-way analysis of variance were used to examine the research hypotheses. Result: The results of the analyses indicated that correlation coefficient between work engagement and its components vigor (the desire for job), dedication, and absorption and organizational commitment is significant. Among the components of work engagement, dedication to work was the best predictor for organizational commitment. No significant difference was observed between opinions of respondents according to demographic factors concerning work engagement and organizational commitment. Conclusions: Manager implement professional standards and rules in organizations in order to maintain and promote the variables, provide employees with freedom of action and power in accordance with their duties and provide an intimate climate by involving them in decision makings
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An-Nazih, Jadwa, and Hasan Baharun. "Patriot Santri Caderisation in Improving Organisational Commitment at Islamic Boarding School." EDUKATIF : JURNAL ILMU PENDIDIKAN 4, no. 4 (May 28, 2022): 5042–52. http://dx.doi.org/10.31004/edukatif.v4i4.2862.
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This study aims to determine the regeneration efforts of the Nurul Jadid Islamic Boarding School in increasing organizational commitment. The method used is a qualitative case study approach. This research was conducted at the santri patriot organization at the Nurul Jadid Islamic Boarding School Paiton Probolinggo. The efforts of the Nurul Jadid Islamic Boarding School to increase students' organizational commitment are the regeneration program; Character education, scholarships, training, and dedication in the form of direction that can motivate patriotic students to encourage the spirit of learning so that it is expected to increase the commitment of the patriot santri organization.
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Terlinden, Ulf. "A Failure of Dedication: International Development NGOs in the Field of Violence Prevention." Journal of Peacebuilding & Development 1, no. 1 (September 2002): 57–68. http://dx.doi.org/10.1080/15423166.2002.707153231219.
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Most development NGOs have not explicitly committed themselves to the task of violence prevention in African armed conflicts, even though a growing number of the organisations are somehow active in this field. The article summarizes a study about the reasons behind this lack of commitment, which becomes visible in the discrepancy between NGOs' limited practice and their far greater potential and also harms the quality of the organisations’ activities. NGOs face difficulties that relate to the characteristics of violence prevention; however, these obstacles are not only a cause of the NGOs' hesitance, but also a consequence of it. This insight, together with the undeniable linkages between violence prevention and development and the account of a number of good experiences, call for an explicit and comprehensive commitment by the organisations to preventive action in violent conflicts. Such a commitment must involve an advocacy strategy that complements NGO field activities, mobilising donor governments for peaceful conflict resolution instead of facilitating their disengagement.
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Ollor, Helen, and Mercy Harry. "ORGANIZATIONAL COMMUNICATION AND EMPLOYEE COMMITMENT IN THEHOTEL ESTABLISHMENTS IN ABONEMA, AKUKU-TORU LOCAL GOVERNMENT AREA (LGA) IN RIVERS STATE." International Journal of Innovative Research in Social Sciences and Strategic Management Techniques 9, no. 1 (January 9, 2022): 123–41. http://dx.doi.org/10.48028/iiprds/ijirsssmt.v9.i1.12.
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This study investigated Organizational Communication and Employee Commitment in Hotel Establishments in Abonema, Akuku-Toru Local Government Area, Rivers State. The objectives of this study were to ascertain how upward communication relates to work morale in the Hotel Establishments in Abonema; determine the relationship between downward communication and employee dedication in Hotel Establishments in Abonema. A sample size of 100 employee was selected using Taro Yamane Formula. The study adopted cross sectional research design. Face and content validity were employed to assess the relevance of the instrument. The research questions were analysed using descriptive statistics while the Null Hypotheses were statistically tested using Pearson Product Moment Correlation Coefficient with the aid of Statistical Package for Social Sciences (SPSS). The findings showed that there was significant relationship between Upward Communication and Work Morale (r = 0576; p = 0.000; p < 0.05). Meaning, significant relationship exists between Upward Communication and Employee Dedication (r = 0.882; p = 0.000; p < 0.05). Therewas no significant relationship between Downward Communication and Work Morale (r = 0.620; p = 0.000; p < 0.05). Meaning, no significant relationship exists between Downward Communication and Employee Dedication (r = 0.911; p = 0.000; p < 0.05). Based on the findings, it was concluded that: Downward Communication had the greatest effect on Work Morale and Employee Dedication; and so, Management should be clear and objective concerning the quality of communication from their positions to their subordinates. It was therefore, recommended that Top Management should ensureclear messages in their Downward Communication Processes to enhance the level of understanding of the Employees.
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Herda, David N., and James J. Lavelle. "How Client Identification and Client Commitment Uniquely Influence Auditor Objectivity." Current Issues in Auditing 9, no. 2 (September 1, 2015): P36—P41. http://dx.doi.org/10.2308/ciia-51279.
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SUMMARY This article summarizes our recent study, “Client Identification and Client Commitment in a Privately Held Client Setting: Unique Constructs with Opposite Effects on Auditor Objectivity” (Herda and Lavelle 2015), which examines how individual auditors' identification with, and commitment to, privately held audit clients affects their objectivity. Based on a survey of 102 external auditors, we find that client identification is distinct from client commitment. This distinction is important because identification as a construct is easily and often confused with commitment, and the terms are often used interchangeably. Client identification entails auditors perceiving themselves as one with the client. In contrast, client commitment reflects a responsibility for and dedication to the client, but the auditor and client remain separate psychological entities. Consistent with prior research, we find that client identification impairs auditor objectivity. Conversely, we find that client commitment enhances auditor objectivity.
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Mironova, Vera, Loubna Mrie, and Sam Whitt. "Commitment to Rebellion: Evidence from Syria." Journal of Conflict Resolution 64, no. 4 (August 19, 2019): 614–39. http://dx.doi.org/10.1177/0022002719867472.
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What sustains commitment to rebel fighting during civil war? Using original survey data from the ongoing conflict in Syria, we examine whether self-ascribed rebel fighters, former fighters, civilians, and refugees can be clearly differentiated based on commitment to rebellion. We ask whether such groups are better characterized as a broadly holistic fighting community or a heterogeneous mix of actors with different levels of support for violence. Using a well-balanced sample of over 300 active and former rebel fighters, civilians from within the conflict zone, and externally displaced refugees, we observe that fighting commitment is greater among active combatants compared to other cohorts. To understand why, we examine underexplored psychological mechanisms and find that individuals with higher risk tolerance, optimism bias, and identity fusion with rebel forces display greater dedication to fighting. We discuss the implications of our results for understanding who participates in civil war violence and why.
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Batubara, Megawati, Fasya Hadiyan Aprilingga, and Alya Bunga Fadlillah. "Organizational Commitment as a Personal Resource in Forming of Work Engagement." Psikostudia : Jurnal Psikologi 11, no. 2 (May 30, 2022): 259. http://dx.doi.org/10.30872/psikostudia.v11i2.7526.
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JD-R model menyatakan bahwa work engagement dapat diprediksi dari kombinasi karakteristik pekerjaan yang berupa sumber daya pekerjaan dan karakteristik individu yang berupa sumber daya pribadi dengan tuntutan pekerjaan. Sumber daya pribadi menjadi tantangan karena langsung melibatkan individu/karyawan. Tujuan dari penelitian ini adalah untuk mengukur kontribusi yang diberikan oleh organizational commitment sebagai sumber daya pribadi terhadap keterlibatan kerja. Penelitian ini merupakan penelitian kuantitatif non-eksperimen dengan menggunakan metode korelasional, dengan purposive sampling sebanyak 60 responden. Alat ukur yang digunakan adalah kuesioner yang diadaptasi dan dikembangkan dari Meyer dan Allen (1991) dan Utrecht Work Engagement Scale (UWES) dari Schaufeli dan Bakker (2004). Hasil penelitian menunjukkan bahwa organizational commitment memberikan kontribusi yang signifikan (moderat) terhadap terbentuknya work engagement. Secara rinci, terdapat hubungan yang kuat dan signifikan antara normative commitment terhadap vigor, dedication dan absorption.JD-R model menyatakan bahwa work engagement dapat diprediksi dari kombinasi karakteristik pekerjaan yang berupa sumber daya pekerjaan (job resource) dan karakteristik individu yang berupa sumber daya pribadi (personal resource) terhadap tuntutan pekerjaan (job demand). Personal resource telah terbukti dapat membantu individu dalam mengelola tuntutan pekerjaan, menerima kegagalan dengan lebih baik dan memiliki cara yang tangguh untuk bangkit kembali. Dengan kondisi ini, sangat penting untuk mencari variabel yang dapat berperan sebagai personal resource. Untuk itu, tujuan dari penelitian ini adalah untuk mengukur kontribusi yang diberikan oleh organizational commitment sebagai sumber daya pribadi terhadap work engagement. Penelitian ini merupakan penelitian kuantitatif non-eksperimen dengan menggunakan metode korelasional, dengan purposive sampling sebanyak 60 responden. Alat ukur yang digunakan adalah kuesioner yang diadaptasi dan dikembangkan dari Meyer & Allen (2012) dan Utrecht Work Engagement Scale (UWES) dari Schaufeli & Bakker (2017). Hasil penelitian menunjukkan bahwa organizational commitment memberikan kontribusi yang signifikan (moderat) terhadap terbentuknya work engagement. Secara rinci, terdapat hubungan yang kuat dan signifikan antara normative commitment terhadap vigor, dedication dan absorption.
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Silva, Claudio Cesar, Nildes Raimunda Pitombo Leite, and Leonel Cezar Rodrigues. "Gestão estratégica de pessoas e comprometimento organizacional em organizações hospitalares." Revista de Administração da UFSM 9, no. 2 (May 18, 2016): 192–209. http://dx.doi.org/10.5902/1983465918169.
Повний текст джерелаАнотація:
This research is characterized as a qualitative approach based on multiple-case studies in hospital organizations. These findings enhance our understanding of how the strategic management of people can foster organizational commitment, using managers of hospital organizations as subjects, and expanding discussions about the concept of organizational commitment. Data were collected using in-depth interviews, qualitative survey questionnaires and documentary research. Data management and analysis were performed using analysis strategies, reflective analysis, document analysis and, consequently, triangulation of data. Overall, these results show that when the policies and practices of strategic management of people are integrated into organizational strategies, there is a tendency of people management act more focused on commitment model. Moreover, the central aspects of the concepts and perceptions about organizational commitment drawn up by managers highlight the commitment, dedication and identification with the organization as affective dimension characteristics of commitment found in the literature. However, no references were found to normative and instrumental dimensions.
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Chen, Shi, Yan Xue, Huaruo Chen, Hairong Ling, Jiajing Wu, and Xueying Gu. "Making a Commitment to Your Future: Investigating the Effect of Career Exploration and Career Decision-Making Self-Efficacy on the Relationship between Career Concern and Career Commitment." Sustainability 13, no. 22 (November 19, 2021): 12816. http://dx.doi.org/10.3390/su132212816.
Повний текст джерелаАнотація:
Career commitment refers to individuals’ dedication to their career; in the field of vocational psychology, career commitment is considered a vital factor for promoting a sustainable career. The current study examined a mediation model of career concern related to career commitment with career exploration and Career Decision-Making Self-Efficacy (CDMSE) as two mediators. The participants were 1105 high school students (males = 594, females = 511) recruited from three main cities in Jiangsu Province, China. Results indicated that the hypotheses were all confirmed: the direct effect of career concern on career commitment was significant (β = 0.598, p < 0.001); the indirect effect of career concern on career commitment through career exploration and CDMSE was also significant (β = 0.255, p < 0.001); and career exploration and CDMSE mediated the relation from career concern to career commitment. Finally, the authors discussed the implications of the findings which could be applied to improve a high school student’s career commitment and the sustainability of career development. The limitations of the study and the future research needed to complement the current work are also discussed.
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Kadhum, Mohaimen Ismael. "Commitment to Passenger Safety in Arab Jurisdictions." Al Hikmah International Journal of Islamic Studies and Human Sciences 5, no. 1 (February 28, 2022): 27–49. http://dx.doi.org/10.46722/hkmh.5.1.22b.
Повний текст джерелаАнотація:
Considering the expanding literature on public transportation, which covers topics as diverse as railway disruption management and electric vehicle scheduling, few people are aware of the legal frameworks that support public transportation networks. Nonetheless, such regimes are critical to successful public transportation management because they define the rights and duties of public transportation operators and passengers, with the goal of limiting passenger annoyance and injury while also improving their overall safety. We look at a key component of public transportation, namely the transporter's dedication to passenger safety, as it is practiced in Arab countries like Egypt and Iraq. We do so by drawing on the French legal system, which has impact-ed the development of pertinent legislation in those countries substantially. Our research is qualitative and analytic in nature, and it is based on legislation, textbooks, journals, and official governmental publications. It helps to raise knowledge about the legal implications of public transportation.
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Schumm, Walter R., Paul A. Gade, and D. Bruce Bell. "Dimensionality of Military Professional Values Items: An Exploratory Factor Analysis of Data from the Spring 1996 Sample Survey of Military Personnel." Psychological Reports 92, no. 3 (June 2003): 831–41. http://dx.doi.org/10.2466/pr0.2003.92.3.831.
Повний текст джерелаАнотація:
The Sample Survey of Military Personnel in Spring 1996 included detailed questions specifically about soldiers' professional values, centered on personal beliefs about loyalty and integrity values. Maximum likelihood factor analysis yielded four factors, labeled military dedication, integrity, job commitment, and military bearing. Scales developed from these factors showed acceptable internal consistency reliability and correlated as expected with measures of satisfaction with Army life, retention, soldier morale, combat preparedness, and overall job satisfaction. A regression analysis indicated that the best predictors of loyalty to the Army and to the United States were job commitment and military bearing, not integrity, as had been expected.
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Yuliani, Indah, and Katim Katim. "PENGARUH KOMITMEN ORGANISASI DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Jurnal Riset Manajemen dan Bisnis (JRMB) Fakultas Ekonomi UNIAT 2, no. 3 (October 31, 2017): 401–8. http://dx.doi.org/10.36226/jrmb.v2i3.74.
Повний текст джерелаАнотація:
This study aims to analyze the effect of job satisfaction and commitment to OCB.Data used in this study is the primary data obtained from the questionnaire. The number of samples as many as 62 respondents who are the entire population of PT. TAW area west Jakarta. The analysis technique used is multiple regression methods. The results showed that Organizational Commitment has a significant positive effect on OCB. Job satisfaction has a significant positive effect on OCB and Organizational Commitment and Job Satisfaction has a significant positive effect on OCB. Suggestion in this research job satisfaction most dominantly influence to OCB on salary indicator, promotion in this case company expected to increase employee job satisfaction by increasing employee salary, clarify system of appointment of permanent employees and career ladder, expected to increase organizational commitment to every employee for example with reward employees with integrity and high dedication to the company. Keywords: job satisfaction, commitment, OCB
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Herda, David N., and James J. Lavelle. "Client Identification and Client Commitment in a Privately Held Client Setting: Unique Constructs with Opposite Effects on Auditor Objectivity." Accounting Horizons 29, no. 3 (March 1, 2015): 577–601. http://dx.doi.org/10.2308/acch-51091.
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SYNOPSIS In this paper, we examine individual auditors' identification with, and commitment to, privately held clients, and their effects on auditor objectivity. Client identification reflects the extent to which an auditor's self-concept and self-definition are derived from a perceived oneness with the client. In contrast, client commitment reflects a responsibility for and a dedication to the client, but the auditor and client remain separate psychological entities. Drawing from the unique perspectives of social identity theory and social exchange theory, we hypothesize and find that client identification is distinct from client commitment. Further, we hypothesize and find that client identification and client commitment have different effects on auditor objectivity. Specifically, client identification is negatively related to auditor objectivity, whereas client commitment is positively related. The findings of this study apply predominantly to the audit of private companies where clients are more likely to exert influence over auditors and auditors may be less likely to withstand client pressures. Data Availability: Please contact the first author.
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Santos, Gildenir Carolino. "Editorial English." ETD - Educação Temática Digital 12, no. 1 (January 2, 2012): 5. http://dx.doi.org/10.20396/etd.v12i1.838.
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We are launching another edition of ETD - Digital Thematic Education, (v. 12, n.1, 2010), consisting of seven ARTICLES, eight DOSSIERS and one ESSAY. We are truly thankful to Dr. Alexandre Filordi de Carvalho, professor of UNIFESP for his willingness to organize this number with great commitment and dedication bringing the theme: "Foucault and education: we must think and act in other ways."
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Gold, Marvin J., and Fay L. Gold. "Where Excellence, Dedication, and Commitment Make a Difference: The Lincoln Schools' GCT Program." Gifted Child Today Magazine 10, no. 3 (May 1987): 58–60. http://dx.doi.org/10.1177/107621758701000341.
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Sekar Palupi, Yosephin Dila Sintka, Nang Among Budiadi, Sugiyarmasto ., and Ariefah Yulandari. "PERAN MEDI ASI MODAL PSI KOLOGI S: HUBUNGAN ANTARA KEPEMI MPI NAN AUTENTI K DAN KOMI TMEN ORGANI SASI ONAL STUDI PADA RUMAH SAKI T JI WA DAERAH SURAKARTA DAN RUMAH SAKI T PKU MUHAMMADI YAH SURAKARTA." Jurnal Bisnis dan Kewirausahaan 13, no. 1 (April 1, 2020): 41–54. http://dx.doi.org/10.31001/jbk.v13i1.1026.
Повний текст джерелаАнотація:
This study aims to examine the mediating role of pshychological capital in the rlationship between authentic leadership and organizational commitment. Organizational commitment is an important factor in improving hospital performance. Commitment as a type of pshchological bond that reflects the dedication and responbility of employees to the work targets and goals of the hospital so that when organizational commitment is built the hospital will lead to various beneficial results. Data was obtained through distributing questionnaires to employees who worked at Surakarta Regional Mental Hospital and PKU Muhammadiyah Surakarta Hospital. The research sample used amounted to 159. The sampling technique used in this study was the Cluster Sampling technique. Hypothesis testing is done using regression analysis with mediating variables. The results in this study indicate that authentic leadership has a positive and significant effect on organizational commitment, authentic leadership has a positive and significant effect on psychological capital, psychological capital has a positive and significant effect on organizational commitment. This means psychological capital mediates the relationship between authentic leadership and psychological capital
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Wahlke, John C. "Tom Wiegele: Man of Many Gifts." Politics and the Life Sciences 11, no. 1 (February 1992): 97–100. http://dx.doi.org/10.1017/s0730938400017299.
Повний текст джерелаАнотація:
I first met Tom Wiegele sometime in the early 1970s. Our chats about kindred interests became increasingly frequent thereafter, whether they occurred at professional meetings, by phone, or by letter. By 1976, when we spent some time together at the IPSA Congress in Edinburgh, I had become greatly impressed with his talents and dedication as a scholar, and with his commitment to promoting biopolitical study.
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Baharun, Hasan, Muhammad Mushfi El Iq Bali, Chusnul Muali, and Laili Munawaroh. "SELF-EFFICACY SEBAGAI MEDIA PENINGKATAN PROFESIONALISME GURU DI MADRASAH." Risâlah, Jurnal Pendidikan dan Studi Islam 6, no. 2 (December 3, 2020): 344–57. http://dx.doi.org/10.31943/jurnal_risalah.v6i2.158.
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This study aims to analyze self-efficacy in building the professionalism of Islamic Education teachers at MTs Darul Ulum, Bungatan, Situbondo, East Java. This study uses a qualitative approach with phenomenology. Data collection techniques are carried out through interviews, observation, and documentation. While the data analysis was carried out in a circular manner by following the Spradley model, namely; domain analysis, taxonomy analysis, componential analysis, and discovering cultural themes. The results showed that increasing the professionalism of Islamic Religious Education teachers through self-efficacy at MTs Darul Ulum Bungatan, Situbondo was carried out through; delegation of authority given by the leadership to teachers, strengthening of self-commitment as the basis for strengthening dedication, quality-oriented teacher behavior as an organizational culture and building a positive thinking attitude to strengthen performance and a spirit of dedication.
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Irman, Irman, Murisal Murisal, Fadhillah Syafwar, Silvianetri Silvianetri, Zubaidah Zubaidah, and Putri Yeni. "Membangun Kesadaran Spritual melalui Konseling Berbasis Surau dalam Pengembangan Pariwisata." Islamic Counseling: Jurnal Bimbingan Konseling Islam 4, no. 1 (May 15, 2020): 51. http://dx.doi.org/10.29240/jbk.v4i1.1421.
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This research aims to build spiritual awareness through surau-based counseling. Spiritual awareness is a supporting factor for tourism in the Minang realm, because the community adheres to the customary philosophy of sarak jointed, sarak jointed Kitabullah. The target of service is the young generation and mothers in Nagari Pariangan, Tanah Datar District, West Sumatra. The dedication method uses the Parcipatory Action Reserach technique. The results of the dedication found that surau-based counseling was able to foster spiritual awareness of the younger generation and mothers, the birth of a commitment to make spiritual values as a force in developing tourism, increasing the enthusiasm of young people and mothers to develop tourism based on spiritual values, and the desire to restore the function of the surau as central in building spiritual values.
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Mérida-López, Sergio, Natalio Extremera, and Maria José Chambel. "Linking Self- and Other-Focused Emotion Regulation Abilities and Occupational Commitment among Pre-Service Teachers: Testing the Mediating Role of Study Engagement." International Journal of Environmental Research and Public Health 18, no. 10 (May 19, 2021): 5434. http://dx.doi.org/10.3390/ijerph18105434.
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This investigation aimed to explore the mediator role of study engagement (i.e., study vigor and dedication) in the association between self- and other-focused emotion regulation abilities and occupational commitment in a sample of pre-service teachers. The sample was comprised of 249 students (65.5% female; Mage = 27 years) of a master’s degree in teacher training for secondary education. Results showed the relationship between self-focused emotion regulation ability and occupational commitment to be fully mediated by levels of vigor. No significant results were found regarding a mediator model involving other-focused emotion regulation as predictor. Although these findings warrant prospective replication, they provide evidence that development of self-focused emotion regulation skills (rather than other-focused skills) may facilitate occupational commitment among beginning teachers through desirable states that facilitate energy and reduce the likelihood of fatigue at work. These results are discussed in terms of their practical implications for developing interventions to improve pre-service teachers’ well-being and commitment.
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Hidayat, Darra Pradita. "PENGARUH KEADILAN ORGANISASI TERHADAP KOMITMEN AFEKTIF MELALUI KEPUASAN KERJA PADA PERUSAHAAN PERBANKAN SWASTA DI DKI JAKARTA." Jurnal Manajemen dan Pemasaran Jasa 8, no. 2 (August 16, 2016): 1. http://dx.doi.org/10.25105/jmpj.v8i2.1589.
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<p>This research refers to a previous study conducted by Matthew S. Crow, Chang-Bae Lee Jae-Jin and Joo (2011) and completed by Andy Myhill & Ben Bradford (2012). This research is about “The Impact of Organizational Justice to Affective Commitment mediated by Job Satisfaction on Banking Companies In Jakarta”. The background of this research is to analyze the Affective Commitment as determining factors dedication and loyalty in banking industry. The purpose of this research was to examine the impact of Organizational Justice to Affective Commitment mediated by Job Satisfaction. The design of this research using primary data obtained by distributing questionnaires to 130 employees of Private Bank in Jakarta. Data analysis method used in this research is Structural Equation Model (SEM). The results of this research concluded that there is a positive effect of Organizational Justice, Procedural Justice, Distributive Justice, Interactional Justice against Affective Commitment through Job Satisfaction.<br /><br /></p>
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M. A. Alshammary, Assist prof Hafidh. "Commitment in the poetry of Sayyid Qutb." ALUSTATH JOURNAL FOR HUMAN AND SOCIAL SCIENCES 216, no. 1 (November 10, 2018): 54–37. http://dx.doi.org/10.36473/ujhss.v216i1.586.
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The varying degrees of commitment, and may be raised in this area, the aesthetics of language, the fact that beauty alone is the spirit of literature, not what distinguishes literature from other form of knowledge but the boundary between literature and the language of scientific language is a beauty. the poet SayyidQutb through his poetry obligated to live up his ideas and objectives tagged to maintain that poetry that has not only written in his ownburning blood, until it snaps dictated by what his heart for others. The poet has made vocabulary glowing vibrant tender. We introduced us spaces lover of freedom and patriotism and the defense of the crucial issues of the people . Introduced the poet through his poetry squeezer committed his ideas to be a light to the generations. He was ordained in his poetry stand it deserves approach and analysis, being a breeding carries the tastes of the people, and to maximize the virtues and altruism for the unity of the community and dedication to work To survive to be hope for future generations and for the fulfillment of its freedom and dignity and unity
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TÜRK, Ender Faruk, and Özgen KORKMAZ. "Teachers' Levels of Dedication and Commitment to Their Professions and Attitudes to Their Professions." Participatory Educational Research 9, no. 5 (September 1, 2022): 1–25. http://dx.doi.org/10.17275/per.22.101.9.5.
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Satata, Dian Bagus Mitreka. "PENGARUH ORGANIZATIONAL COMMITMENT TERHADAP WORK ENGAGEMENT PADA PEKERJA DI BIDANG PENGEMBANGAN TEKNOLOGI INFORMASI." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 4, no. 2 (October 31, 2020): 349. http://dx.doi.org/10.24912/jmishumsen.v4i2.9306.2020.
Повний текст джерелаАнотація:
This study aims to examine the effect of organizational commitment toward work engagement on information technology development-based workers. Organizational commitment is an attitude of full loyalty, dedication, willingness, and interest shown by workers in an organization. Work engagement is a positive psychological condition that an individual has about the organization and the values in it. There were 32 subjects studied (84% male, 16% female) by purposive sampling technique. The instruments used were the Organizational Commitment Questionnaire (OCQ) and Utrecht Work Engagement Scale (UWES). Analysis using a linear regression test between variables. The results show that organizational commitment does not significantly influence the level of work engagement in workers in the field of information technology development. Penelitian ini bertujuan untuk menguji pengaruh organizational commitment terhadap work engagement pada pekerja berbasis pengembangan teknologi informasi. Organizational commitment merupakan sikap penuh loyalitas, dedikasi, kerelaan, dan ketertarikan yang ditunjukkan oleh pekerja pada sebuah organisasi. Work engagement merupakan kondisi psikologis seseorang secara positif yang dimiliki individu terhadap organisasi dan nilai-nilai di dalamnya. Terdapat 32 subjek (84% laki-laki, 16% perempuan) dengan teknik pengambilan sampel purposive sampling. Instrumen yang digunakan adalah Organizational Commitment Quistionnaire (OCQ) dan Utrecht Work Engagement Scale (UWES). Analisis dengan menggunakan uji regresi linear antar variabel. Hasil menunjukkan bahwa organizational commitment tidak berpengaruh signifikan terhadap tingkat work engagement pada pekerja di bidang pengembangan teknologi informasi.
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Wibowo, Yogi Sumarsana, Muchlis R. Luddin, and Eliana Sari. "Understanding Organizational Commitments in the Public Sector: A Case Study of Commissioners and Investigators at The Business Competition Supervisory Commission (KPPU)." Policy & Governance Review 3, no. 3 (September 6, 2019): 208. http://dx.doi.org/10.30589/pgr.v3i3.152.
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Considering that KPPU is the only institution that handles law enforcement in the field of business competition, it is necessary to have high employee commitment and organizational strength. This study aims to explore the commitment of KPPU’s commissioner and investigator organizations. This research is a qualitative design study of a case study. The data were collected from interviews with six commissioners and twenty-one investigators. This study found that the commitment of commissioners and investigators to achieving the vision and mission in the field of law enforcement has been indicated by the emotional ties and involvement with the organization through the egalitarian principles instilled by the previous commissioners. The commitment of the commissioners and investigator is built on the agreement that the place of dedication realize ideas and contributions to the state in improving people’s welfare that is appropriate. By considering these findings, KPPU needs to strengthen its internal function of supervision to maintain high organizational ethics, integrity, and independence in performing its tasks. Considering the organizational culture, KPPU needs to build a higher levels of public service motivation to get a greater organizational commitment.
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Dwimawanti, Ida Hayu, and Endang Larasati Setianingsih. "The Development of IT- Based Human Resources in Universitas Diponegoro." E3S Web of Conferences 73 (2018): 13010. http://dx.doi.org/10.1051/e3sconf/20187313010.
Повний текст джерелаАнотація:
Universitas Diponegoro (Undip) is a legal entity State University. Therefore, Undip is required to improve the quality of service. Human resources are the important aspect in improving services in Undip. The development of human resources in Undip is necessary; in the form of learning task, research and dedication, training, comparative study, professorships program, awards, coaching and career development. In this modern world, one aspect that needs to be considered is the ability of human resources in using IT. For example, Undip has to make sure that lecturers are required and able to write published scientific journals online. This research concluded that the success of human resource development in Undip depends on th Rector, employee commitment in the field of human resources of Undip, and the role of the Institute for Research and Community Service (LPPM) in encouraging and monitoring the implementation of research, dedication, and training.
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Bing-quan, Li, and Du Hai-xin. "The Roots of Chinese Cultural Psychology that China Cope With COVID-19 Disease." Advances in Social Sciences Research Journal 7, no. 7 (August 7, 2020): 872–81. http://dx.doi.org/10.14738/assrj.77.8782.
Повний текст джерелаАнотація:
Chinese successful campaign against the COVID-19 disease has its roots of Chinese cultural psychology. The characteristics of Chinese cultural psychology, such as unremitting self-improvement, social commitment, people-oriented thoughts, collectivism, positive attribution and self-reflection, responsibility and dedication, etc, have provided spiritual support and inexhaustible power for China to overcome this disease. It is the reasons that we should further enhance our cultural confidence, vigorously carry forward and develop China's fine traditional culture, and actively carry out Chinese cultural psychological education.
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Fishman, Laura. "Calude d'Abbeville and the Tupinamba: Problems and Goals of French Missionary Work in Early Seventeenth-Century Brazil." Church History 58, no. 1 (March 1989): 20–35. http://dx.doi.org/10.2307/3167676.
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The Catholic church during the era of the Catholic Reformation experienced great vitality and vigor. Missionary activity was one of the clearest indications of this renewed spiritual energy. Simultaneously with Catholic revitalization there occurred the expansion of European commerce and colonization. In the wake of the Age of Discovery portions of Africa, Asia, and the New World became more accessible to Europeans. The Catholic church, by means of its religious orders, carried Christianity to the inhabitants of these regions. The drive and dedication which led to reform of the church within Europe also fueled an intense missionary commitment towards the people of other continents. The dedication and zeal of the regular clergy reflected the apostolic tradition within the church, but this older ideal was enhanced by a new spirit of expansionism. The Catholic religious orders shared the urge of many of their secular contemporaries to take advantage of new opportunities for growth overseas.
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Mahdi, Syed Sarosh, and Francesco Amenta. "Eighty years of CIRM. A journey of commitment and dedication in providing maritime medical assistance." International Maritime Health 67, no. 4 (December 23, 2016): 187–95. http://dx.doi.org/10.5603/imh.2016.0036.
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Başkan, Birol. "Turkey's Islamists: Accidental Democrats." Review of Middle East Studies 49, no. 1 (February 2015): 38–47. http://dx.doi.org/10.1017/rms.2015.48.
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When it was founded in 2001, the current ruling party in Turkey, the Justice and Development Party (JDP), unequivocally declared its commitment to democracy and secularism (JDP 2014). Nevertheless, the party's implementation of reforms aimed at strengthening Turkey's democracy after coming to power in 2002 surprised many observers because the JDP's top leaders had been known Islamists. The speed and dedication with which the government introduced and implemented laws aimed at “European-style normalization” even impressed the EU, leading to the historic decision of 17 December 2004 to open negotiations with Turkey for full membership (Kirişҫi 2004). Such commitment seemed to be a rarity and therefore did not escape the attention of scholars either. It led to the publication of several academic works, four of which are the subject of this review essay.
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Kim, Ji-Yeong, and Eun-Jun Park. "Relationships among Job Fulfillment on the Empowerment and Job Commitment in Hair Salon Employees." Korean Society of Beauty and Art 21, no. 3 (September 20, 2020): 249–65. http://dx.doi.org/10.18693/jksba.2020.21.3.249.
Повний текст джерелаАнотація:
This study investigated relationships among job fulfillment, empowerment and job commitment among hair salon workers and suggest a way to enhance business management performances. For this, a self-administered questionnaire survey was performed among hair salon employees in their 20-40s. A total of 468 copies were used for final analysis, and the results found the following: First, job fulfillment had a partial influence on empowerment with statistical significance. In particular, it became more meaningful as compensation, prospect and motivation increased, showing the highest overall explanatory power. Second, job fulfillment had a statistically significant effect on job commitment. Specifically, as prospect and motivation increased, job commitment improved, revealing the highest overall explanatory power. Third, empowerment showed a partial influence on job commitment with statistical significance. In particular, as its influence and significance improved, job commitment increased, showing the highest overall explanatory power. Therefore, there should be continued efforts to increase beauty salon workers’ commitment to their work by providing environments in which they are motivated to work hard with dedication, which would in turn enhance business performances. It is anticipated that more extensive and more systematic studies would follow if subjects with a broader age range are examined. Furthermore, this study is necessary and meaningful in that it provides basic data which are needed in other related studies.
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Kedzierska, Aleksandra. "Women’s Writing of The First World War." Armenian Folia Anglistika 3, no. 1 (3) (April 16, 2007): 130–40. http://dx.doi.org/10.46991/afa/2007.3.1.130.
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The article aims to withdraw the works of women writers from years of oblivion and neglect. These are the writers who depicted the dire consequence of war and its impact on women. The article draws parallels between the dedication, commitment of female factory workers, their readiness to sacrifice their own health for the common sacred cause and the heroic deeds of the soldiers fighting in the battlefield. The article also includes a number of works by women writers together with their interpretations which come to confirm the creative skills of the latter.