subject:(Organizational Commitment)

Addis Ababa University

1. Temesgen, Belay. Antecedents And Consequences Of Organizational Commitment Among Academic Staff In Public Universities Of Ethiopia .

Degree: 2014, Addis Ababa University

URL: http://etd.aau.edu.et/dspace/handle/123456789/7145

► The main purpose of this study was to examine the antecedents and consequences of organizational commitment among academic staff in public universities of Ethiopia. In… (more)

Subjects/Keywords: Organizational commitment

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APA (6^th Edition):

Temesgen, B. (2014). Antecedents And Consequences Of Organizational Commitment Among Academic Staff In Public Universities Of Ethiopia . (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/7145

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Temesgen, Belay. “Antecedents And Consequences Of Organizational Commitment Among Academic Staff In Public Universities Of Ethiopia .” 2014. Thesis, Addis Ababa University. Accessed March 01, 2021. http://etd.aau.edu.et/dspace/handle/123456789/7145.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Temesgen, Belay. “Antecedents And Consequences Of Organizational Commitment Among Academic Staff In Public Universities Of Ethiopia .” 2014. Web. 01 Mar 2021.

Vancouver:

Temesgen B. Antecedents And Consequences Of Organizational Commitment Among Academic Staff In Public Universities Of Ethiopia . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2021 Mar 01]. Available from: http://etd.aau.edu.et/dspace/handle/123456789/7145.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Temesgen B. Antecedents And Consequences Of Organizational Commitment Among Academic Staff In Public Universities Of Ethiopia . [Thesis]. Addis Ababa University; 2014. Available from: http://etd.aau.edu.et/dspace/handle/123456789/7145

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Minnesota

2. Chung, Eun-Chung. The relationship of training and organizational commitment in One Korean organization.

Degree: PhD, Organizational Leadership, Policy, and Development, 2013, University of Minnesota

URL: http://hdl.handle.net/11299/162440

► Current international human resource management research has a strong focus on how organizations can improve employees' commitment to the organization. The benefits of a high… (more)

▼ Current international human resource management research has a strong focus on how organizations can improve employees' commitment to the organization. The benefits of a high level of organizational commitment have been widely researched and have supported the notion that strong commitment relates positively to a variety of desirable outcomes, including job satisfaction and performance, and to a decline in employees' motive to leave the organization. Training has been identified as an important HR intervention to contribute to one's organizational performance. The purpose of this study was to explore the relationship between training and organizational commitment in Korea. The respondents from this study were employees from a large Korean company, and a total of 269 employees participated in this research. Descriptive statistics and correlational and multiple regression analyses were used to answer the research questions. The findings showed that there was a positive relationship between the perceived benefits' of training, as measured by personal, career, and job related benefits, and both affective and normative organizational commitment. Among demographic factors, gender and perceived access to training were positively related to organizational commitment. However, there was no support for a relationship between perceived supervisor's support and organizational commitment. Only recognition for use of what employees learned from training showed a positive relationship with normative commitment. The results of this study clarified the relationship between training and organizational commitment in one Korean context. Theoretically, the results support the notion that cultural and economic changes in Korea have been reflected in the relationship between training and organizational commitment. A clear relationship between training and organizational commitment could help HRD practitioners to promote and communicate the benefits of training for those employees who expect benefits from their participation in training. In addition, HRD practitioners could develop more strategic approaches to link the outcomes of training to both individual and organizational benefits.

Subjects/Keywords: Organizational Commitment; Training

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APA (6^th Edition):

Chung, E. (2013). The relationship of training and organizational commitment in One Korean organization. (Doctoral Dissertation). University of Minnesota. Retrieved from http://hdl.handle.net/11299/162440

Chicago Manual of Style (16^th Edition):

Chung, Eun-Chung. “The relationship of training and organizational commitment in One Korean organization.” 2013. Doctoral Dissertation, University of Minnesota. Accessed March 01, 2021. http://hdl.handle.net/11299/162440.

MLA Handbook (7^th Edition):

Chung, Eun-Chung. “The relationship of training and organizational commitment in One Korean organization.” 2013. Web. 01 Mar 2021.

Vancouver:

Chung E. The relationship of training and organizational commitment in One Korean organization. [Internet] [Doctoral dissertation]. University of Minnesota; 2013. [cited 2021 Mar 01]. Available from: http://hdl.handle.net/11299/162440.

Council of Science Editors:

Chung E. The relationship of training and organizational commitment in One Korean organization. [Doctoral Dissertation]. University of Minnesota; 2013. Available from: http://hdl.handle.net/11299/162440

Addis Ababa University

3. Bekele, Sarbessa. Organizational Climate and Employees’ Organizational Commitment In Commercial Bank of Ethiopia .

Degree: 2014, Addis Ababa University

URL: http://etd.aau.edu.et/dspace/handle/123456789/5188

► The favorable organizational climate is one of the factors which affect employee’s behavior. Studies in the organizational psychology and organizational behavior literatures have shown that… (more)

Subjects/Keywords: Organizational climate; Organizational commitment

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APA (6^th Edition):

Bekele, S. (2014). Organizational Climate and Employees’ Organizational Commitment In Commercial Bank of Ethiopia . (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/5188

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Bekele, Sarbessa. “Organizational Climate and Employees’ Organizational Commitment In Commercial Bank of Ethiopia .” 2014. Thesis, Addis Ababa University. Accessed March 01, 2021. http://etd.aau.edu.et/dspace/handle/123456789/5188.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Bekele, Sarbessa. “Organizational Climate and Employees’ Organizational Commitment In Commercial Bank of Ethiopia .” 2014. Web. 01 Mar 2021.

Vancouver:

Bekele S. Organizational Climate and Employees’ Organizational Commitment In Commercial Bank of Ethiopia . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2021 Mar 01]. Available from: http://etd.aau.edu.et/dspace/handle/123456789/5188.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Bekele S. Organizational Climate and Employees’ Organizational Commitment In Commercial Bank of Ethiopia . [Thesis]. Addis Ababa University; 2014. Available from: http://etd.aau.edu.et/dspace/handle/123456789/5188

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of the Western Cape

4. Cloete, Celeste. The impact of downsizing on surviving employees’ organizational commitment in a retail organization .

Degree: 2012, University of the Western Cape

URL: http://hdl.handle.net/11394/5048

► Organizations are operating within a difficult economic environment and in the face of fierce world competition (George & Jones, 1992 cited in Ndlovu & Brijball… (more)

▼ Organizations are operating within a difficult economic environment and in the face of fierce world competition (George & Jones, 1992 cited in Ndlovu & Brijball Parumasur, 2005). To remain competitive globally and for economic reasons, Theron and Dodd (2011) postulate that organizations sporadically have to retrench workers. In order to reduce expenses as well as costs and losses to the organization, they have to restructure and reduce their headcount and the typical form of engaging in the restructuring is by means of downsizing. Makawatsakul and Kleiner (2003) posit that employee morale and loyalty tend to be the first unintended casualties of a downsizing strategy. The repercussions of downsizing is that it jeopardizes employees’ commitment and morale to a large extent (Muthuvuloo 8Rose, 2005) and survivors thus experience lower job and organizational satisfaction (Baruch & Hind, 2000) as this creates insecurity, anxiety and uncertainty. Survivors are also often forced to make a sideway or downward move in their job, may experience a drop in pay and status, become stressed by the amount of work left by departing colleagues that they would now need to undertake and worry about the security of their new position in the organization (Chipunza & Berry 2010). In light of the above, the aim of the study was to investigate the organizational commitment of those employees who survived and remained with the retail organization following a downsizing process. For the purpose of this study a quantitative, non probability convenience sampling design was utilized. The sample (N=150) comprised of both males and females from different ethnic groups. A self developed biographical questionnaire and the Organizational Commitment Questionnaire (OCQ) were used to gather data. Statistical analyses involved both descriptive and inferential statistics (the Pearson Product-Moment Correlation Coefficient, Multiple Regression Analysis and Analysis of Variance). The results of the study indicate that employees display below average levels of commitment to the organization. More specifically, a direct, positive relationship was found between normative and affective commitment. Furthermore, a statistically significant relationship was found between affective and continuance commitment. Statistically significant relationships were found between the biographical characteristics namely, tenure, gender and age, and organizational commitment. Limitations of the current study are put forth and recommendations are made with respect to future research and for the organization. Advisors/Committee Members: Jano, Rukhsana (advisor).

Subjects/Keywords: Organizational commitment; Normative commitment; Survivor syndrome; Continuance commitment; Affective commitment

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APA (6^th Edition):

Cloete, C. (2012). The impact of downsizing on surviving employees’ organizational commitment in a retail organization . (Thesis). University of the Western Cape. Retrieved from http://hdl.handle.net/11394/5048

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Cloete, Celeste. “The impact of downsizing on surviving employees’ organizational commitment in a retail organization .” 2012. Thesis, University of the Western Cape. Accessed March 01, 2021. http://hdl.handle.net/11394/5048.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Cloete, Celeste. “The impact of downsizing on surviving employees’ organizational commitment in a retail organization .” 2012. Web. 01 Mar 2021.

Vancouver:

Cloete C. The impact of downsizing on surviving employees’ organizational commitment in a retail organization . [Internet] [Thesis]. University of the Western Cape; 2012. [cited 2021 Mar 01]. Available from: http://hdl.handle.net/11394/5048.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Cloete C. The impact of downsizing on surviving employees’ organizational commitment in a retail organization . [Thesis]. University of the Western Cape; 2012. Available from: http://hdl.handle.net/11394/5048

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Nelson Mandela Metropolitan University

5. Shandu, Sizwesihle Derrick. Improving organisational commitment in a selected telecommunications company.

Degree: Faculty of Business and Economic Sciences, 2016, Nelson Mandela Metropolitan University

URL: http://hdl.handle.net/10948/4507

► As human resources become part of strategic management in many organisations, employees are said to play a crucial role in helping their organisations fulfil their… (more)

Subjects/Keywords: Organizational commitment; Employee motivation; Telecommunication

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APA (6^th Edition):

Shandu, S. D. (2016). Improving organisational commitment in a selected telecommunications company. (Thesis). Nelson Mandela Metropolitan University. Retrieved from http://hdl.handle.net/10948/4507

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Shandu, Sizwesihle Derrick. “Improving organisational commitment in a selected telecommunications company.” 2016. Thesis, Nelson Mandela Metropolitan University. Accessed March 01, 2021. http://hdl.handle.net/10948/4507.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Shandu, Sizwesihle Derrick. “Improving organisational commitment in a selected telecommunications company.” 2016. Web. 01 Mar 2021.

Vancouver:

Shandu SD. Improving organisational commitment in a selected telecommunications company. [Internet] [Thesis]. Nelson Mandela Metropolitan University; 2016. [cited 2021 Mar 01]. Available from: http://hdl.handle.net/10948/4507.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Shandu SD. Improving organisational commitment in a selected telecommunications company. [Thesis]. Nelson Mandela Metropolitan University; 2016. Available from: http://hdl.handle.net/10948/4507

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

6. Azar Eskandaricharati. The study of teachers organizational commitment and the factors effective on organisational commitment; a case study of select universities in Hyderabad in India.

Degree: 2014, Osmania University

URL: http://shodhganga.inflibnet.ac.in/handle/10603/23919

newline

Advisors/Committee Members: Kamala Rao P.

Subjects/Keywords: Organizational Commitment

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APA (6^th Edition):

Eskandaricharati, A. (2014). The study of teachers organizational commitment and the factors effective on organisational commitment; a case study of select universities in Hyderabad in India. (Thesis). Osmania University. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/23919

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Eskandaricharati, Azar. “The study of teachers organizational commitment and the factors effective on organisational commitment; a case study of select universities in Hyderabad in India.” 2014. Thesis, Osmania University. Accessed March 01, 2021. http://shodhganga.inflibnet.ac.in/handle/10603/23919.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Eskandaricharati, Azar. “The study of teachers organizational commitment and the factors effective on organisational commitment; a case study of select universities in Hyderabad in India.” 2014. Web. 01 Mar 2021.

Vancouver:

Eskandaricharati A. The study of teachers organizational commitment and the factors effective on organisational commitment; a case study of select universities in Hyderabad in India. [Internet] [Thesis]. Osmania University; 2014. [cited 2021 Mar 01]. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/23919.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Eskandaricharati A. The study of teachers organizational commitment and the factors effective on organisational commitment; a case study of select universities in Hyderabad in India. [Thesis]. Osmania University; 2014. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/23919

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

7. Garg, Richa. Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;.

Degree: Psychology, 2007, Aligarh Muslim University

URL: http://shodhganga.inflibnet.ac.in/handle/10603/51844

Abstract available newline newline

Summary p. 190-192, Bibliography p. 193-222, Appendix p. 223-235

Advisors/Committee Members: Alam, Shah.

Subjects/Keywords: Commitment; Organizational; Culture; Occupational; Activities

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Garg, R. (2007). Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;. (Thesis). Aligarh Muslim University. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/51844

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Garg, Richa. “Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;.” 2007. Thesis, Aligarh Muslim University. Accessed March 01, 2021. http://shodhganga.inflibnet.ac.in/handle/10603/51844.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Garg, Richa. “Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;.” 2007. Web. 01 Mar 2021.

Vancouver:

Garg R. Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;. [Internet] [Thesis]. Aligarh Muslim University; 2007. [cited 2021 Mar 01]. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/51844.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Garg R. Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;. [Thesis]. Aligarh Muslim University; 2007. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/51844

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

8. Garg, Richa. Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;.

Degree: Psychology, 2007, Aligarh Muslim University

URL: http://shodhganga.inflibnet.ac.in/handle/10603/51845

Abstract available newline newline

Summary p. 190-192, Bibliography p. 193-222, Appendix p. 223-235

Advisors/Committee Members: Alam, Shah.

Subjects/Keywords: Commitment; Organizational; Culture; Occupational; Activities

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Garg, R. (2007). Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;. (Thesis). Aligarh Muslim University. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/51845

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Garg, Richa. “Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;.” 2007. Thesis, Aligarh Muslim University. Accessed March 01, 2021. http://shodhganga.inflibnet.ac.in/handle/10603/51845.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Garg, Richa. “Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;.” 2007. Web. 01 Mar 2021.

Vancouver:

Garg R. Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;. [Internet] [Thesis]. Aligarh Muslim University; 2007. [cited 2021 Mar 01]. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/51845.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Garg R. Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;. [Thesis]. Aligarh Muslim University; 2007. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/51845

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Addis Ababa University

9. Gezmu, Mohammed. Job Satisfaction & Organizational Commitment of Teacher Educators: The Case of Arbaminch College of Teacher Education (AMCTE) .

Degree: 2013, Addis Ababa University

URL: http://etd.aau.edu.et/dspace/handle/123456789/4827

► The general objective of this study was to assess the job satisfaction and organizational commitment of the academic staff in Arbaminch College of Teacher Education.… (more)

▼ The general objective of this study was to assess the job satisfaction and organizational commitment of the academic staff in Arbaminch College of Teacher Education. A mixed approach (QUAN→qual), sequential explanatory design was employed. All teachers found in the college in the year 2012/2013 were subjects of the study. From the total of 90 teachers, 79 of them successfully completed the questionnaire. Teachers job satisfaction in the selected nine facets of job and organizational commitment data were collected through questionnaire and interview. Descriptive statistics, correlations (zero order and partial), and multiple regressions were employed in the analysis of the data. The results of the study revealed that a) the majority of teacher educators in AMCTE experience a very low over all job satisfaction. More specifically, teachers in the college were moderately satisfied with the work itself and co-worker relations. They were very slightly satisfied with supervision and autonomy while they were dissatisfied with pay and workload followed by physical environment & facilities. Also, teachers in the college were not satisfied with recognition and promotional opportunities. b) Teachers’ overall commitment towards AMCTE was very low. They had a slight, but relatively better affective commitment compared to other components of organizational commitment. Majority of the teachers were not normatively committed to the college, they feel a very low obligation to remain in the college. Also, teachers in the college underestimated the associated costs of leaving the college. c) The correlation analysis also revealed a significant relationship between satisfaction with the selected facets (recognition, pay, co-worker relation, work itself, autonomy, physical environment and facilities, work load, supervision, and promotion/growth) and overall job satisfaction of teachers. e) Only tenure had a significant negative relationship with job satisfaction of teachers in AMCTE. Tenure and educational level also negatively and significantly correlated with affective commitment. d) Overall job satisfaction significantly explained the variance only in affective commitment of teachers in a positive direction. Therefore, it is recommended that the college administrators should provide different intrinsic and extrinsic rewards in order to raise teachers’ satisfaction and organizational commitment; such as creating an environment which allow teachers to make additional financial benefits by doing extra hours, and appropriate compensations for teachers’ extra workload. It is also recommended that providing an appropriate level of autonomy and recognition, smooth supervision, and good prospects of promotion opportunities might raise teachers satisfaction and commitment; especially for senior and better educated staffs. Finally, further studies on job satisfaction and organizational commitment are recommended.

Subjects/Keywords: Job Satisfaction & Organizational Commitment

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APA (6^th Edition):

Gezmu, M. (2013). Job Satisfaction & Organizational Commitment of Teacher Educators: The Case of Arbaminch College of Teacher Education (AMCTE) . (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/4827

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Gezmu, Mohammed. “Job Satisfaction & Organizational Commitment of Teacher Educators: The Case of Arbaminch College of Teacher Education (AMCTE) .” 2013. Thesis, Addis Ababa University. Accessed March 01, 2021. http://etd.aau.edu.et/dspace/handle/123456789/4827.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Gezmu, Mohammed. “Job Satisfaction & Organizational Commitment of Teacher Educators: The Case of Arbaminch College of Teacher Education (AMCTE) .” 2013. Web. 01 Mar 2021.

Vancouver:

Gezmu M. Job Satisfaction & Organizational Commitment of Teacher Educators: The Case of Arbaminch College of Teacher Education (AMCTE) . [Internet] [Thesis]. Addis Ababa University; 2013. [cited 2021 Mar 01]. Available from: http://etd.aau.edu.et/dspace/handle/123456789/4827.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Gezmu M. Job Satisfaction & Organizational Commitment of Teacher Educators: The Case of Arbaminch College of Teacher Education (AMCTE) . [Thesis]. Addis Ababa University; 2013. Available from: http://etd.aau.edu.et/dspace/handle/123456789/4827

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Addis Ababa University

10. Feleke, Yeshitila. The Relationship between Leadership Styles and Organizational Commitment at Defense University .

Degree: 2014, Addis Ababa University

URL: http://etd.aau.edu.et/dspace/handle/123456789/6969

► The aim of this study was to examine the relationship between leadership styles and organizational commitment at Defense University. In order to achieve the purpose… (more)

▼ The aim of this study was to examine the relationship between leadership styles and organizational commitment at Defense University. In order to achieve the purpose of the study, a cross sectional survey design was used. The sample of the study consisted of 153 employees from 5 different colleges of Defense University. Both leaders and their subordinates have participated in the study. Two standardized questionnaires i.e. Multifactor Leadership Questionnaire which was developed by Bass and Avolio (1995) and Organizational Commitment Questionnaire developed by Allen and Meyer (1990) were used to gather data. Data were analyzed using both descriptive and inferential statistics. Descriptive statistics such as frequency counts, percentages, mean and standard deviations were used while inferential statistics such as t-test and a two tailed Pearson correlation were used. The t-test analysis showed that leaders and subordinates have different perceptions on leadership styles at Defense University. The two-tailed correlation analysis further revealed that there is a positive and significant relationship between transformational leadership behaviors and organizational commitment (affective commitment, continuance commitment and normative commitment) but the relationship was not strong. Transactional leadership behavior had a weak but significant and positive relationship with affective, continuance and normative commitments. For laissez-faire leadership style, the correlation analysis results indicated that there was no statistically significant correlation between laissez-faire leadership behavior and organizational commitment. From the results, it was possible to conclude that both transformational and transactional leadership behaviors were positively related with affective, continuance and normative commitments whereas laissez-fair leadership behavior had no relationship with organizational commitment at Defense University. Finally, the study recommended that both transformational and transactional leadership behaviors can play a major role in developing and improving affective, continuance and normative commitments at Defense University. Keywords: Leadership styles, Organizational Commitment Advisors/Committee Members: Dr. Befekadu Zeleke (advisor).

Subjects/Keywords: Leadership styles; Organizational Commitment

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APA (6^th Edition):

Feleke, Y. (2014). The Relationship between Leadership Styles and Organizational Commitment at Defense University . (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/6969

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Feleke, Yeshitila. “The Relationship between Leadership Styles and Organizational Commitment at Defense University .” 2014. Thesis, Addis Ababa University. Accessed March 01, 2021. http://etd.aau.edu.et/dspace/handle/123456789/6969.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Feleke, Yeshitila. “The Relationship between Leadership Styles and Organizational Commitment at Defense University .” 2014. Web. 01 Mar 2021.

Vancouver:

Feleke Y. The Relationship between Leadership Styles and Organizational Commitment at Defense University . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2021 Mar 01]. Available from: http://etd.aau.edu.et/dspace/handle/123456789/6969.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Feleke Y. The Relationship between Leadership Styles and Organizational Commitment at Defense University . [Thesis]. Addis Ababa University; 2014. Available from: http://etd.aau.edu.et/dspace/handle/123456789/6969

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

East Carolina University

11. Wagy, Megan. Self-Reported Changes in Organizational Commitment : The Relationship between Present Organizational Commitment and its Perceived Changes over Time.

Degree: MA, Psychology: General - Theoretic, 2014, East Carolina University

URL: http://hdl.handle.net/10342/4434

► A sample of 188 university employees was surveyed about present levels of organizational commitment and beliefs about changes in commitment over time. Both present levels… (more)

Subjects/Keywords: Psychology; Tenure; Organizational commitment

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APA (6^th Edition):

Wagy, M. (2014). Self-Reported Changes in Organizational Commitment : The Relationship between Present Organizational Commitment and its Perceived Changes over Time. (Masters Thesis). East Carolina University. Retrieved from http://hdl.handle.net/10342/4434

Chicago Manual of Style (16^th Edition):

Wagy, Megan. “Self-Reported Changes in Organizational Commitment : The Relationship between Present Organizational Commitment and its Perceived Changes over Time.” 2014. Masters Thesis, East Carolina University. Accessed March 01, 2021. http://hdl.handle.net/10342/4434.

MLA Handbook (7^th Edition):

Wagy, Megan. “Self-Reported Changes in Organizational Commitment : The Relationship between Present Organizational Commitment and its Perceived Changes over Time.” 2014. Web. 01 Mar 2021.

Vancouver:

Wagy M. Self-Reported Changes in Organizational Commitment : The Relationship between Present Organizational Commitment and its Perceived Changes over Time. [Internet] [Masters thesis]. East Carolina University; 2014. [cited 2021 Mar 01]. Available from: http://hdl.handle.net/10342/4434.

Council of Science Editors:

Wagy M. Self-Reported Changes in Organizational Commitment : The Relationship between Present Organizational Commitment and its Perceived Changes over Time. [Masters Thesis]. East Carolina University; 2014. Available from: http://hdl.handle.net/10342/4434

Colorado State University

12. Jacques, Tammy W. Phenomenological study of the organizational commitment of new student affairs professionals, A.

Degree: PhD, Education, 2020, Colorado State University

URL: http://hdl.handle.net/10217/208536

► In this phenomenological study, the author examined the experiences of how 13 new student affairs professionals made meaning of organizational commitment in the workplace. Using… (more)

Subjects/Keywords: student affairs; organizational commitment

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APA (6^th Edition):

Jacques, T. W. (2020). Phenomenological study of the organizational commitment of new student affairs professionals, A. (Doctoral Dissertation). Colorado State University. Retrieved from http://hdl.handle.net/10217/208536

Chicago Manual of Style (16^th Edition):

Jacques, Tammy W. “Phenomenological study of the organizational commitment of new student affairs professionals, A.” 2020. Doctoral Dissertation, Colorado State University. Accessed March 01, 2021. http://hdl.handle.net/10217/208536.

MLA Handbook (7^th Edition):

Jacques, Tammy W. “Phenomenological study of the organizational commitment of new student affairs professionals, A.” 2020. Web. 01 Mar 2021.

Vancouver:

Jacques TW. Phenomenological study of the organizational commitment of new student affairs professionals, A. [Internet] [Doctoral dissertation]. Colorado State University; 2020. [cited 2021 Mar 01]. Available from: http://hdl.handle.net/10217/208536.

Council of Science Editors:

Jacques TW. Phenomenological study of the organizational commitment of new student affairs professionals, A. [Doctoral Dissertation]. Colorado State University; 2020. Available from: http://hdl.handle.net/10217/208536

University of Aberdeen

13. Keawchaum, Supannee. How transformational leadership influences organisational learning capability, psychologial contract and performance : a mixed methodology research in a Thai case study.

Degree: PhD, 2017, University of Aberdeen

URL: https://abdn.alma.exlibrisgroup.com/view/delivery/44ABE_INST/12152892050005941 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.715462

► This study aims to contribute to our understanding of how transformational leadership (TFL) influences organisational learning capability (OLC), psychological contract and performance, as well as… (more)

▼ This study aims to contribute to our understanding of how transformational leadership (TFL) influences organisational learning capability (OLC), psychological contract and performance, as well as the process by which OLC and psychological contract mediate the relationship between TFL and performance. These concepts are widely studied in the western context. This study also aims to examine how applicable these concepts are to a nonwestern context. This study furthermore focuses on investigating two sample groups, namely subordinates and managers, who represent the employee as well as the employer perspective, in contrast to the vast majority of existing works which focus only on one of these two perspectives. This study selected a mixed-methodology case study as its research methodology. This study selected a market-leading company in the consumer-electronics business in Thailand for its single case study, in order to investigate the contextual dimension through in-depth analysis, particularly looking at the relationship and friendship culture emphasised in Thai culture, which is ignored in the western context. The mixed-methodology approach, including quantitative and qualitative methodologies, is utilised. The quantitative research focuses on surveys. In the qualitative research, semi-structured interviews are conducted, together with observations and documentary analysis. The findings reveal that TFL directly influences OLC, psychological contract and performance. However, the challenge comes when we seek links in the research with OLC and work performance. This study suggests that the TFL concept based on Bass (1985) may not be entirely applicable to the Asian context. This research found instead that managers who support only the development of their subordinates' competence cannot be expected to enhance performance. It is important for managers to engender commitment in subordinates. The relationship between managers and followers is a significant factor for performance improvement. If the relationship between managers and subordinates is good, they will help each other to achieve their goals. Therefore, this study suggests that, in applying the TFL concept to the Asian culture, the definition of TFL should be changed to focus not only on the development of subordinates' competence, but also their commitment. This research suggests that HR plays a key role in the organisation by developing managers so that they feel effective enough to develop their subordinates. This research also identifies that senior management has a powerful role to play in reinforcing trust and loyalty to the employees.

Subjects/Keywords: 658.4; Transformational leadership; Organizational commitment

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APA (6^th Edition):

Keawchaum, S. (2017). How transformational leadership influences organisational learning capability, psychologial contract and performance : a mixed methodology research in a Thai case study. (Doctoral Dissertation). University of Aberdeen. Retrieved from https://abdn.alma.exlibrisgroup.com/view/delivery/44ABE_INST/12152892050005941 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.715462

Chicago Manual of Style (16^th Edition):

Keawchaum, Supannee. “How transformational leadership influences organisational learning capability, psychologial contract and performance : a mixed methodology research in a Thai case study.” 2017. Doctoral Dissertation, University of Aberdeen. Accessed March 01, 2021. https://abdn.alma.exlibrisgroup.com/view/delivery/44ABE_INST/12152892050005941 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.715462.

MLA Handbook (7^th Edition):

Keawchaum, Supannee. “How transformational leadership influences organisational learning capability, psychologial contract and performance : a mixed methodology research in a Thai case study.” 2017. Web. 01 Mar 2021.

Vancouver:

Keawchaum S. How transformational leadership influences organisational learning capability, psychologial contract and performance : a mixed methodology research in a Thai case study. [Internet] [Doctoral dissertation]. University of Aberdeen; 2017. [cited 2021 Mar 01]. Available from: https://abdn.alma.exlibrisgroup.com/view/delivery/44ABE_INST/12152892050005941 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.715462.

Council of Science Editors:

Keawchaum S. How transformational leadership influences organisational learning capability, psychologial contract and performance : a mixed methodology research in a Thai case study. [Doctoral Dissertation]. University of Aberdeen; 2017. Available from: https://abdn.alma.exlibrisgroup.com/view/delivery/44ABE_INST/12152892050005941 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.715462

University of Illinois – Urbana-Champaign

14. Abdallah Yassine, Raghida. The relationships among participation in employee development programs, organizational commitment, and turnover of non-medical staff in a nonprofit medical institution in Lebanon.

Degree: PhD, Educ Policy, Orgzn & Leadrshp, 2019, University of Illinois – Urbana-Champaign

URL: http://hdl.handle.net/2142/107840

► The purpose of this study was to examine the relationships among participation in employee development programs, organizational commitment and turnover of non-medical staff in a… (more)

Subjects/Keywords: Employee Development; Organizational Commitment; Organizational Performance

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APA (6^th Edition):

Abdallah Yassine, R. (2019). The relationships among participation in employee development programs, organizational commitment, and turnover of non-medical staff in a nonprofit medical institution in Lebanon. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/107840

Chicago Manual of Style (16^th Edition):

Abdallah Yassine, Raghida. “The relationships among participation in employee development programs, organizational commitment, and turnover of non-medical staff in a nonprofit medical institution in Lebanon.” 2019. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed March 01, 2021. http://hdl.handle.net/2142/107840.

MLA Handbook (7^th Edition):

Abdallah Yassine, Raghida. “The relationships among participation in employee development programs, organizational commitment, and turnover of non-medical staff in a nonprofit medical institution in Lebanon.” 2019. Web. 01 Mar 2021.

Vancouver:

Abdallah Yassine R. The relationships among participation in employee development programs, organizational commitment, and turnover of non-medical staff in a nonprofit medical institution in Lebanon. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2019. [cited 2021 Mar 01]. Available from: http://hdl.handle.net/2142/107840.

Council of Science Editors:

Abdallah Yassine R. The relationships among participation in employee development programs, organizational commitment, and turnover of non-medical staff in a nonprofit medical institution in Lebanon. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2019. Available from: http://hdl.handle.net/2142/107840

University of Houston

15. Zheng, Dianhan. Improving Employees' Goal Commitment: The Contribution of Perceived Organizational Support.

Degree: PhD, Psychology, Industrial and Organizational, 2015, University of Houston

URL: http://hdl.handle.net/10657/5466

► I carried out a study with 355 employees of a social welfare agency to investigate the relationship between perceived organizational support (POS), involving employees’ perceptions… (more)

Subjects/Keywords: Perceived organizational support; Goal commitment; Organizational competence

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APA (6^th Edition):

Zheng, D. (2015). Improving Employees' Goal Commitment: The Contribution of Perceived Organizational Support. (Doctoral Dissertation). University of Houston. Retrieved from http://hdl.handle.net/10657/5466

Chicago Manual of Style (16^th Edition):

Zheng, Dianhan. “Improving Employees' Goal Commitment: The Contribution of Perceived Organizational Support.” 2015. Doctoral Dissertation, University of Houston. Accessed March 01, 2021. http://hdl.handle.net/10657/5466.

MLA Handbook (7^th Edition):

Zheng, Dianhan. “Improving Employees' Goal Commitment: The Contribution of Perceived Organizational Support.” 2015. Web. 01 Mar 2021.

Vancouver:

Zheng D. Improving Employees' Goal Commitment: The Contribution of Perceived Organizational Support. [Internet] [Doctoral dissertation]. University of Houston; 2015. [cited 2021 Mar 01]. Available from: http://hdl.handle.net/10657/5466.

Council of Science Editors:

Zheng D. Improving Employees' Goal Commitment: The Contribution of Perceived Organizational Support. [Doctoral Dissertation]. University of Houston; 2015. Available from: http://hdl.handle.net/10657/5466

NSYSU

16. Chung, Wu-chung. A Study on the Relationships between training, organizational commitment, professional commitment, and organizational citizenship behaviorï¼The Moderating Effect of attitude for the supervisor.

Degree: Master, Business Management, 2011, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0815111-224517

► Besides offering good salary, companies in China start to enhance the job satisfaction of employee to retain employees. The demission rate Uni-President Group has always… (more)

Subjects/Keywords: Job involvement; Organizational citizenship behavior; Organizational commitment; Training; Professional commitment

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APA (6^th Edition):

Chung, W. (2011). A Study on the Relationships between training, organizational commitment, professional commitment, and organizational citizenship behaviorï¼The Moderating Effect of attitude for the supervisor. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0815111-224517

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Chung, Wu-chung. “A Study on the Relationships between training, organizational commitment, professional commitment, and organizational citizenship behaviorï¼The Moderating Effect of attitude for the supervisor.” 2011. Thesis, NSYSU. Accessed March 01, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0815111-224517.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Chung, Wu-chung. “A Study on the Relationships between training, organizational commitment, professional commitment, and organizational citizenship behaviorï¼The Moderating Effect of attitude for the supervisor.” 2011. Web. 01 Mar 2021.

Vancouver:

Chung W. A Study on the Relationships between training, organizational commitment, professional commitment, and organizational citizenship behaviorï¼The Moderating Effect of attitude for the supervisor. [Internet] [Thesis]. NSYSU; 2011. [cited 2021 Mar 01]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0815111-224517.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Chung W. A Study on the Relationships between training, organizational commitment, professional commitment, and organizational citizenship behaviorï¼The Moderating Effect of attitude for the supervisor. [Thesis]. NSYSU; 2011. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0815111-224517

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Western Ontario

17. Espinoza, Jose A. Goal Alignment: Construct Development and Measurement of a Moderator of Commitment.

Degree: 2016, University of Western Ontario

URL: https://ir.lib.uwo.ca/etd/3966

► Previous research has provided evidence that commitment to one target can have implications for outcomes of relevance to another. In this research, I propose a… (more)

Subjects/Keywords: goals; goal alignment; occupational commitment; professional commitment; organizational commitment; Industrial and Organizational Psychology

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APA (6^th Edition):

Espinoza, J. A. (2016). Goal Alignment: Construct Development and Measurement of a Moderator of Commitment. (Thesis). University of Western Ontario. Retrieved from https://ir.lib.uwo.ca/etd/3966

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Espinoza, Jose A. “Goal Alignment: Construct Development and Measurement of a Moderator of Commitment.” 2016. Thesis, University of Western Ontario. Accessed March 01, 2021. https://ir.lib.uwo.ca/etd/3966.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Espinoza, Jose A. “Goal Alignment: Construct Development and Measurement of a Moderator of Commitment.” 2016. Web. 01 Mar 2021.

Vancouver:

Espinoza JA. Goal Alignment: Construct Development and Measurement of a Moderator of Commitment. [Internet] [Thesis]. University of Western Ontario; 2016. [cited 2021 Mar 01]. Available from: https://ir.lib.uwo.ca/etd/3966.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Espinoza JA. Goal Alignment: Construct Development and Measurement of a Moderator of Commitment. [Thesis]. University of Western Ontario; 2016. Available from: https://ir.lib.uwo.ca/etd/3966

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

NSYSU

18. Huang, Wei-shiun. Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment.

Degree: Master, Business Management, 2016, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517

► The purposes of this study were to investigate how ethical leadership is related to counterproductive work behavior, and to examine whether organizational commitment acts as… (more)

Subjects/Keywords: Normative Commitment; Ethical Leadership; Affective Commitment; Continuance commitment; Workplace deviance; Counterproductive Work Behavior; Organizational Commitment

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APA (6^th Edition):

Huang, W. (2016). Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Huang, Wei-shiun. “Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment.” 2016. Thesis, NSYSU. Accessed March 01, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Huang, Wei-shiun. “Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment.” 2016. Web. 01 Mar 2021.

Vancouver:

Huang W. Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment. [Internet] [Thesis]. NSYSU; 2016. [cited 2021 Mar 01]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Huang W. Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment. [Thesis]. NSYSU; 2016. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-1130116-161517

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Georgia

19. Yoon, Jong In. A comparative study of organizational commitment among korean public and business sector employees: why and to whom are they committed?.

Degree: 2014, University of Georgia

URL: http://hdl.handle.net/10724/20962

► Although organizational commitment (OC) has been a popular topic during the past three decades, there still remains confusion over its definitions and measurements. And research… (more)

▼ Although organizational commitment (OC) has been a popular topic during the past three decades, there still remains confusion over its definitions and measurements. And research on public employees’ OC is relatively small in quantity, limited in quality, and has yielded mixed results. This dissertation adopts a multi-base and multi-focus OC approach — the existence of 15 commitments (3 bases X 5 foci) suggested by Meyer and Allen (1997) — and investigates how differently individual employees’ commitment are manifested in Korean public and business organizations. Analyzing 508 questionnaires collected from five organizations (response rate = 70.6), this dissertation found that Korean respondents could distinguish affective commitments (AC) to four foci — organization and top management, supervisor, coworkers, and citizens/customers. Normative Commitment (NC) items loaded on three factors — (1) organization, (2) top management and supervisor, and (3) coworkers and citizens/customers — in the public employee sample, while two–factor solution — (1) organization, top management, and supervisor, and (2) coworkers and citizens/customers — emerged in the business employee sample. However, the distinction between AC and NC to individual focus was weak. And the inclusion of multiple foci and bases increased marginally variances of such variables as withdrawal intention from organization, search behavior, and extra-efforts for organization after considering the variances explained by the OCQ. This dissertation also found that public employees show higher level of AC and NC to organization, top management, and citizens/customers than business sector employees. However, there were no differences in terms of commitment to supervisor and coworkers. These suggest that, although not psychometrically solid, the multi-base and multi-focus approach may be a useful tool in comparing public and private employees’ OC patterns. Both the Public Service Motivation and the collectivistic tendency had considerable effects on commitment of Korean public employees. The applicability of the PSM was affirmed in Korean settings.

Subjects/Keywords: Organizational commitment; Korean employees; Multi-base and multi-focus commitment approach; Affective commitment; Normative commitment; Continuance commitment; Public service motivation; Collectivism

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APA (6^th Edition):

Yoon, J. I. (2014). A comparative study of organizational commitment among korean public and business sector employees: why and to whom are they committed?. (Thesis). University of Georgia. Retrieved from http://hdl.handle.net/10724/20962

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Yoon, Jong In. “A comparative study of organizational commitment among korean public and business sector employees: why and to whom are they committed?.” 2014. Thesis, University of Georgia. Accessed March 01, 2021. http://hdl.handle.net/10724/20962.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Yoon, Jong In. “A comparative study of organizational commitment among korean public and business sector employees: why and to whom are they committed?.” 2014. Web. 01 Mar 2021.

Vancouver:

Yoon JI. A comparative study of organizational commitment among korean public and business sector employees: why and to whom are they committed?. [Internet] [Thesis]. University of Georgia; 2014. [cited 2021 Mar 01]. Available from: http://hdl.handle.net/10724/20962.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Yoon JI. A comparative study of organizational commitment among korean public and business sector employees: why and to whom are they committed?. [Thesis]. University of Georgia; 2014. Available from: http://hdl.handle.net/10724/20962

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

NSYSU

20. Li, Tz-yung. A study on the relationships among the primary school organizational culture ,teachersâ organizational commitment and organizational citizenship behavior in Ping-tung County.

Degree: Master, Education, 2008, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621108-145214

► This research was targeted on the primary school teachers in Ping-tung County and aims to look into the relation of organizational culture, teachersâ organizational commitment… (more)

Subjects/Keywords: teacher's organizational commitment; organizational citizenship behavior; school's organizational culture

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APA (6^th Edition):

Li, T. (2008). A study on the relationships among the primary school organizational culture ,teachersâ organizational commitment and organizational citizenship behavior in Ping-tung County. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621108-145214

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Li, Tz-yung. “A study on the relationships among the primary school organizational culture ,teachersâ organizational commitment and organizational citizenship behavior in Ping-tung County.” 2008. Thesis, NSYSU. Accessed March 01, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621108-145214.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Li, Tz-yung. “A study on the relationships among the primary school organizational culture ,teachersâ organizational commitment and organizational citizenship behavior in Ping-tung County.” 2008. Web. 01 Mar 2021.

Vancouver:

Li T. A study on the relationships among the primary school organizational culture ,teachersâ organizational commitment and organizational citizenship behavior in Ping-tung County. [Internet] [Thesis]. NSYSU; 2008. [cited 2021 Mar 01]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621108-145214.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Li T. A study on the relationships among the primary school organizational culture ,teachersâ organizational commitment and organizational citizenship behavior in Ping-tung County. [Thesis]. NSYSU; 2008. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0621108-145214

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

NSYSU

21. Lin, Li-chuan. An Empirical Study on the Relationships among Perception of Organizational Change and Knowledge Sharing for the Public Sectors: The Mediating Effects of Organizational Learning and Organizational Commitment.

Degree: Master, Human Resource Management, 2009, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0331109-223100

► The study mainly takes the viewpoints of civil staff members to investigate the perception of organizational change, and whether the perception has caused any impacts… (more)

Subjects/Keywords: Perception of Organizational Change; Organizational Learning Behavior; Organizational Commitment; Knowledge Sharing

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APA (6^th Edition):

Lin, L. (2009). An Empirical Study on the Relationships among Perception of Organizational Change and Knowledge Sharing for the Public Sectors: The Mediating Effects of Organizational Learning and Organizational Commitment. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0331109-223100

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Lin, Li-chuan. “An Empirical Study on the Relationships among Perception of Organizational Change and Knowledge Sharing for the Public Sectors: The Mediating Effects of Organizational Learning and Organizational Commitment.” 2009. Thesis, NSYSU. Accessed March 01, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0331109-223100.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Lin, Li-chuan. “An Empirical Study on the Relationships among Perception of Organizational Change and Knowledge Sharing for the Public Sectors: The Mediating Effects of Organizational Learning and Organizational Commitment.” 2009. Web. 01 Mar 2021.

Vancouver:

Lin L. An Empirical Study on the Relationships among Perception of Organizational Change and Knowledge Sharing for the Public Sectors: The Mediating Effects of Organizational Learning and Organizational Commitment. [Internet] [Thesis]. NSYSU; 2009. [cited 2021 Mar 01]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0331109-223100.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lin L. An Empirical Study on the Relationships among Perception of Organizational Change and Knowledge Sharing for the Public Sectors: The Mediating Effects of Organizational Learning and Organizational Commitment. [Thesis]. NSYSU; 2009. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0331109-223100

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

NSYSU

22. Lin, Chia-Chen. The Research of MA Training System Applied in Taiwanese Banks: The Comparison of Organizational Conflicts, Organizational Equity and Organizational Commitment Between Two kinds of Employees.

Degree: Master, Business Management, 2010, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0114110-192025

► Taiwan local banks import MA(Management Associate) system from international banks to train their own apprentices for the future. They attract excellent talents by high payments… (more)

Subjects/Keywords: organizational commitment; organizational conflict; MA; existed employees; organizational equity

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APA (6^th Edition):

Lin, C. (2010). The Research of MA Training System Applied in Taiwanese Banks: The Comparison of Organizational Conflicts, Organizational Equity and Organizational Commitment Between Two kinds of Employees. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0114110-192025

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Lin, Chia-Chen. “The Research of MA Training System Applied in Taiwanese Banks: The Comparison of Organizational Conflicts, Organizational Equity and Organizational Commitment Between Two kinds of Employees.” 2010. Thesis, NSYSU. Accessed March 01, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0114110-192025.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Lin, Chia-Chen. “The Research of MA Training System Applied in Taiwanese Banks: The Comparison of Organizational Conflicts, Organizational Equity and Organizational Commitment Between Two kinds of Employees.” 2010. Web. 01 Mar 2021.

Vancouver:

Lin C. The Research of MA Training System Applied in Taiwanese Banks: The Comparison of Organizational Conflicts, Organizational Equity and Organizational Commitment Between Two kinds of Employees. [Internet] [Thesis]. NSYSU; 2010. [cited 2021 Mar 01]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0114110-192025.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lin C. The Research of MA Training System Applied in Taiwanese Banks: The Comparison of Organizational Conflicts, Organizational Equity and Organizational Commitment Between Two kinds of Employees. [Thesis]. NSYSU; 2010. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0114110-192025

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Duquesne University

23. Sun, Jian. Gender Differences on Organizational Commitment of U.S. and Japanese Firms in Thailand.

Degree: MA, Graduate Center for Social and Public Policy, 2006, Duquesne University

URL: https://dsc.duq.edu/etd/1252

► This study focuses on gender differences on identity commitment and behavioral commitment of ten U.S. and Japanese transplants in Thailand. The study proceeds in two… (more)

Subjects/Keywords: Behavioral Commitment; Identity Commitment; Organizational Commitment

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APA (6^th Edition):

Sun, J. (2006). Gender Differences on Organizational Commitment of U.S. and Japanese Firms in Thailand. (Masters Thesis). Duquesne University. Retrieved from https://dsc.duq.edu/etd/1252

Chicago Manual of Style (16^th Edition):

Sun, Jian. “Gender Differences on Organizational Commitment of U.S. and Japanese Firms in Thailand.” 2006. Masters Thesis, Duquesne University. Accessed March 01, 2021. https://dsc.duq.edu/etd/1252.

MLA Handbook (7^th Edition):

Sun, Jian. “Gender Differences on Organizational Commitment of U.S. and Japanese Firms in Thailand.” 2006. Web. 01 Mar 2021.

Vancouver:

Sun J. Gender Differences on Organizational Commitment of U.S. and Japanese Firms in Thailand. [Internet] [Masters thesis]. Duquesne University; 2006. [cited 2021 Mar 01]. Available from: https://dsc.duq.edu/etd/1252.

Council of Science Editors:

Sun J. Gender Differences on Organizational Commitment of U.S. and Japanese Firms in Thailand. [Masters Thesis]. Duquesne University; 2006. Available from: https://dsc.duq.edu/etd/1252

Louisiana State University

24. Russ, Molly J. Individual and organizational differences in organizational commitment and escalation of commitment.

Degree: PhD, Psychology, 2007, Louisiana State University

URL: etd-11082007-204227 ; https://digitalcommons.lsu.edu/gradschool_dissertations/3972

► The present study extended the literature on employee commitment and escalation bias to include individual and organizational difference factors. Escalation bias refers to the tendency… (more)

Subjects/Keywords: organizational commitment; escalation of commitment; commitment

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APA (6^th Edition):

Russ, M. J. (2007). Individual and organizational differences in organizational commitment and escalation of commitment. (Doctoral Dissertation). Louisiana State University. Retrieved from etd-11082007-204227 ; https://digitalcommons.lsu.edu/gradschool_dissertations/3972

Chicago Manual of Style (16^th Edition):

Russ, Molly J. “Individual and organizational differences in organizational commitment and escalation of commitment.” 2007. Doctoral Dissertation, Louisiana State University. Accessed March 01, 2021. etd-11082007-204227 ; https://digitalcommons.lsu.edu/gradschool_dissertations/3972.

MLA Handbook (7^th Edition):

Russ, Molly J. “Individual and organizational differences in organizational commitment and escalation of commitment.” 2007. Web. 01 Mar 2021.

Vancouver:

Russ MJ. Individual and organizational differences in organizational commitment and escalation of commitment. [Internet] [Doctoral dissertation]. Louisiana State University; 2007. [cited 2021 Mar 01]. Available from: etd-11082007-204227 ; https://digitalcommons.lsu.edu/gradschool_dissertations/3972.

Council of Science Editors:

Russ MJ. Individual and organizational differences in organizational commitment and escalation of commitment. [Doctoral Dissertation]. Louisiana State University; 2007. Available from: etd-11082007-204227 ; https://digitalcommons.lsu.edu/gradschool_dissertations/3972

NSYSU

25. Tu, Shih-Ping. The antecedents and consequences of the leadersâ interpersonal attraction.

Degree: Master, Human Resource Management, 2014, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0217114-151738

► Interpersonal attraction is an indispensable mediation in the interpersonal relationship, but there was rare reference discussed the importance of interpersonal attraction in the workplace. In… (more)

▼ Interpersonal attraction is an indispensable mediation in the interpersonal relationship, but there was rare reference discussed the importance of interpersonal attraction in the workplace. In organization, leaders represent the organization to develop the value and objective. Therefore, the relationship between the leaders and subordinates become very important. The function of leadersâ interpersonal attraction is to make sure that the goals of organization can be completed and the subordinates can feedback continually. First of all, present study discusses the possible leadersâ attraction factors. Secondly, to inspect these possible leadersâ factor can create leadersâ interpersonal attraction. Last but not least, which leadersâ attraction factors can reach different objectives via leadersâ interpersonal attraction. Present study builds the research hypotheses after finished the literature review, and the questionnaires are based on the architecture. We view the relationship between leadersâ attraction factors, leadersâ interpersonal attraction, subordinatesâ organizational commitment, supervisory commitment and task performance via quantifiable way. Present study based on Taiwanâs enterprises, and didnât limit the industry and work types as object of the study. A total 360 questionnaires were issued and 306 questionnaires were collected with responding rate of 85%. After deleting 88 invalid questionnaires, the number of valid questionnaires was 218.Statistical analysis, such as correlation and regression, was conducted with SPSS software. Empirical findings are as followsï¼ 1. Except for coercive power and propinquity, physical appearance, competence, expert power, referent power, reward power, attitude similarity and exposure can make positively significant influence on leadersâ interpersonal attraction. 2. Leadersâ interpersonal has significant influence on subordinatesâ organizational commitment, supervisory commitment and task performance. 3. Leadersâ attraction factors are not all affect subordinatesâ organizational commitment, supervisory commitment and task performance through leadersâ interpersonal attraction.(ex: leadersâ competence affect subordinatesâ organizational commitment and supervisory commitment, though the effect were mild. But the leadersâ competence canât affect subordinatesâ task performance through leadersâ interpersonal attraction.) Advisors/Committee Members: Jen-Tsung Huang (chair), I-Heng Chen (committee member), Chin-Kang Jen (chair).

Subjects/Keywords: exposure; power; interpersonal attraction; competence; physical appearance; supervisory commitment; organizational commitment

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APA (6^th Edition):

Tu, S. (2014). The antecedents and consequences of the leadersâ interpersonal attraction. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0217114-151738

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Tu, Shih-Ping. “The antecedents and consequences of the leadersâ interpersonal attraction.” 2014. Thesis, NSYSU. Accessed March 01, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0217114-151738.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Tu, Shih-Ping. “The antecedents and consequences of the leadersâ interpersonal attraction.” 2014. Web. 01 Mar 2021.

Vancouver:

Tu S. The antecedents and consequences of the leadersâ interpersonal attraction. [Internet] [Thesis]. NSYSU; 2014. [cited 2021 Mar 01]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0217114-151738.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Tu S. The antecedents and consequences of the leadersâ interpersonal attraction. [Thesis]. NSYSU; 2014. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0217114-151738

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

26. Glenda Michelle Marques Fonsêca Ferreira. A liderança e suas relações com o comprometimento organizacional.

Degree: 2006, Universidade Federal do Rio Grande do Norte

URL: http://bdtd.bczm.ufrn.br/tedesimplificado//tde_busca/arquivo.php?codArquivo=1113

►

This study presents the results of field research of an exploratory descriptive character that seeks to identify the latent dimensions of leadership and organizational commitment… (more)

▼

This study presents the results of field research of an exploratory descriptive character that seeks to identify the latent dimensions of leadership and organizational commitment as well as to discover the relationship between these two sets of indicators. In the study, 236 respondents were interviewed, 84 being managers or owners and 152 being sales personnel. The research was undertaken in five shopping centers in the municipality of Natal, capital of Rio Grande do Norte, and employed two different questionnaires. One of them was developed by Bass and Avolio, 1992 (in NORTHOUSE, 2004), contained 21 indicators of leadership and was completed by store managers. The other instrument, completed by sales personnel in the stores, was developed by Medeiros, Albuquerque, Marques and Siqueira (2003) and contained a total of 28 indicators of organizational commitment. For the analysis of the data, factor analysis techniques and structural equations modeling were used. Using the factor analysis, five dimensions of leadership and seven dimensions of organizational commitment were found, all of which have a theoretical basis for their explanation. Through the structural equations modeling, a relationship was established between leadership and organizational commitment, in which it was possible to observe that certain leadership styles influence in a positive form the commitment of the employee

Este estudo apresenta os resultados de uma pesquisa de campo de caráter exploratório-descritivo que buscou identificar as dimensões latentes da liderança, e do comprometimento organizacional, bem como encontrar relações existentes entre esses dois conjuntos de indicadores. Na pesquisa foram entrevistados 236 respondentes, sendo 84 gerentes ou proprietários de lojas e 152 vendedores. A pesquisa foi realizada em 84 lojas localizadas em cinco shopping centers do município de Natal, capital do Rio Grande do Norte, e utilizou dois questionários diferentes. Um deles foi desenvolvido por Bass e Avolio, 1992 (apud NORTHOUSE, 2004), contou com 21 indicadores de liderança e foi respondido pelos gerentes de lojas. O outro instrumento, respondido pelos vendedores das lojas, foi desenvolvido por Medeiros, Albuquerque, Marques e Siqueira (2003), e conta com um total de 28 indicadores do comprometimento organizacional. Para a análise dos dados, foram utilizadas as técnicas de análise fatorial e a modelagem de equações estruturais. Utilizando a análise fatorial, foram encontradas cinco dimensões da liderança e sete dimensões do comprometimento organizacional, todas elas com respaldo teórico em suas explicações. Através da Modelagem de equações estruturais, foi estabelecido um modelo de relações entre a liderança e o comprometimento organizacional, em que foi possível observar que determinados estilos de liderança influenciam positivamente o comprometimento do empregado

Advisors/Committee Members: José Arimatés de Oliveira, Antônio Virgílio Bittencourt Bastos, Carlos Alberto Freire Medeiros.

Subjects/Keywords: Liderança; Comprometimento; Comprometimento organizacional; ADMINISTRACAO DE EMPRESAS; Leadership; Commitment; Organizational commitment

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APA (6^th Edition):

Ferreira, G. M. M. F. (2006). A liderança e suas relações com o comprometimento organizacional. (Thesis). Universidade Federal do Rio Grande do Norte. Retrieved from http://bdtd.bczm.ufrn.br/tedesimplificado//tde_busca/arquivo.php?codArquivo=1113

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Ferreira, Glenda Michelle Marques Fonsêca. “A liderança e suas relações com o comprometimento organizacional.” 2006. Thesis, Universidade Federal do Rio Grande do Norte. Accessed March 01, 2021. http://bdtd.bczm.ufrn.br/tedesimplificado//tde_busca/arquivo.php?codArquivo=1113.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Ferreira, Glenda Michelle Marques Fonsêca. “A liderança e suas relações com o comprometimento organizacional.” 2006. Web. 01 Mar 2021.

Vancouver:

Ferreira GMMF. A liderança e suas relações com o comprometimento organizacional. [Internet] [Thesis]. Universidade Federal do Rio Grande do Norte; 2006. [cited 2021 Mar 01]. Available from: http://bdtd.bczm.ufrn.br/tedesimplificado//tde_busca/arquivo.php?codArquivo=1113.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Ferreira GMMF. A liderança e suas relações com o comprometimento organizacional. [Thesis]. Universidade Federal do Rio Grande do Norte; 2006. Available from: http://bdtd.bczm.ufrn.br/tedesimplificado//tde_busca/arquivo.php?codArquivo=1113

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

San Jose State University

27. Sullivan, Caitlin. The Moderating Effect of Leader-Member Exchange on the Relationship between Job Characteristics and Organizational Commitment.

Degree: MS, Psychology, 2017, San Jose State University

URL: https://doi.org/10.31979/etd.2ku8-6d8p ; https://scholarworks.sjsu.edu/etd_theses/4862

► There is a phrase “You don’t leave the company; you leave a manager.” But what if the job is perfectly designed to lead to… (more)

Subjects/Keywords: Commitment; JCM; Job Characteristics Model; Leader-Member Exchange; LMX; organizational commitment

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APA (6^th Edition):

Sullivan, C. (2017). The Moderating Effect of Leader-Member Exchange on the Relationship between Job Characteristics and Organizational Commitment. (Masters Thesis). San Jose State University. Retrieved from https://doi.org/10.31979/etd.2ku8-6d8p ; https://scholarworks.sjsu.edu/etd_theses/4862

Chicago Manual of Style (16^th Edition):

Sullivan, Caitlin. “The Moderating Effect of Leader-Member Exchange on the Relationship between Job Characteristics and Organizational Commitment.” 2017. Masters Thesis, San Jose State University. Accessed March 01, 2021. https://doi.org/10.31979/etd.2ku8-6d8p ; https://scholarworks.sjsu.edu/etd_theses/4862.

MLA Handbook (7^th Edition):

Sullivan, Caitlin. “The Moderating Effect of Leader-Member Exchange on the Relationship between Job Characteristics and Organizational Commitment.” 2017. Web. 01 Mar 2021.

Vancouver:

Sullivan C. The Moderating Effect of Leader-Member Exchange on the Relationship between Job Characteristics and Organizational Commitment. [Internet] [Masters thesis]. San Jose State University; 2017. [cited 2021 Mar 01]. Available from: https://doi.org/10.31979/etd.2ku8-6d8p ; https://scholarworks.sjsu.edu/etd_theses/4862.

Council of Science Editors:

Sullivan C. The Moderating Effect of Leader-Member Exchange on the Relationship between Job Characteristics and Organizational Commitment. [Masters Thesis]. San Jose State University; 2017. Available from: https://doi.org/10.31979/etd.2ku8-6d8p ; https://scholarworks.sjsu.edu/etd_theses/4862

NSYSU

28. Yang, Shu-han. A Study on the Relationship among the NursesâRole Perception and Organizational Commitment of the Elementary School in Kaohsiung County.

Degree: Master, Education, 2008, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624108-115818

► The research is to inquire into the circumstances and correlation among role perception and organizational commitment to the elementary school nurses in Kaohsiung county.For acquiring… (more)

▼ The research is to inquire into the circumstances and correlation among role perception and organizational commitment to the elementary school nurses in Kaohsiung county.For acquiring objective factual data, the researcher also studied whether there was an evident discrepancy of elementary school nursesâ role perception and organizational commitment in different situations. The study chose the school nurses of the elementary school in Kaohsiung county as the subjects.The tool was self-editedâThe Questionnaire of The School NursesâRole Perception and Organizational Commitment of The Elementary Schoolâ;the researcher interviewed also part of the subject to deeply explore the reality of the circumstances.The data were analyzed by the method of descriptive,t-test,one-way ANOVA,Pearsonâs product-moment correlation and Stepwise multiple regressions. According to the outcome of data analysis,the research provides some suggestions for improvement: 1.The scores are above middle on elementary school nursesârole percept,the best value of work onâhealth serviceâ. 2.The scores are above middle on elementary school nurses organizational commitment,the best value of work onâhard-workingâ. 3.The nurses whose school nurse working years are from 6 to 15 years,working in the small scale school and medium scale school,the higher role perception they have. 4.The nurses whose married, working in the small scale school and medium scale school,the higher organization commitment they have. 5.The higher role perception elementary school nurses have, the higher organization commitment they have. 6.There were significant differences existed among variables of school nurse working years and school size on role perception . 7.There were significant differences existed among variables of marital status and school size on organization commitment. 8.The school nurse working years,marital ststus and school size are significantly predictive to organization commitment. 9.Role perception can efficiently predict organization commitment,andâhealth counselorâis the most powerful predictor among all variables for organization commitment. According to the results above,the research has provided some suggestions to the administrative organizations of education,schools,school nurses, and future research. Advisors/Committee Members: TSAI FENG CHENG (chair), CHIN TING CHENG (committee member), RUEY HSIA WANG (chair).

Subjects/Keywords: Organizational Commitment; Elementary School Nurse; Role Perception

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Yang, S. (2008). A Study on the Relationship among the NursesâRole Perception and Organizational Commitment of the Elementary School in Kaohsiung County. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624108-115818

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Yang, Shu-han. “A Study on the Relationship among the NursesâRole Perception and Organizational Commitment of the Elementary School in Kaohsiung County.” 2008. Thesis, NSYSU. Accessed March 01, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624108-115818.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Yang, Shu-han. “A Study on the Relationship among the NursesâRole Perception and Organizational Commitment of the Elementary School in Kaohsiung County.” 2008. Web. 01 Mar 2021.

Vancouver:

Yang S. A Study on the Relationship among the NursesâRole Perception and Organizational Commitment of the Elementary School in Kaohsiung County. [Internet] [Thesis]. NSYSU; 2008. [cited 2021 Mar 01]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624108-115818.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Yang S. A Study on the Relationship among the NursesâRole Perception and Organizational Commitment of the Elementary School in Kaohsiung County. [Thesis]. NSYSU; 2008. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624108-115818

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

NSYSU

29. Huang, Chin-Ping. The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC.

Degree: Master, Business Management, 2014, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110114-124738

► In Taiwan, maritime administration covers both administrative supervision and operations. The mission of the Maritime and Port Bureau(MPB) under the Ministry of Transportation and Communication… (more)

Subjects/Keywords: turnover intention; organizational commitment; job satisfaction

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APA (6^th Edition):

Huang, C. (2014). The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110114-124738

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Huang, Chin-Ping. “The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC.” 2014. Thesis, NSYSU. Accessed March 01, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110114-124738.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Huang, Chin-Ping. “The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC.” 2014. Web. 01 Mar 2021.

Vancouver:

Huang C. The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC. [Internet] [Thesis]. NSYSU; 2014. [cited 2021 Mar 01]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110114-124738.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Huang C. The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC. [Thesis]. NSYSU; 2014. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110114-124738

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

San Jose State University

30. Chellani, Tanya. Leadership Style as a Moderator of the Relationships Between Role Stressors and Organizational Commitment.

Degree: MS, Psychology, 2019, San Jose State University

URL: https://doi.org/10.31979/etd.ax6p-q8bm ; https://scholarworks.sjsu.edu/etd_theses/4997

► The purpose of the present study was to examine the moderating effect of leadership style on the relationships between role stressors and organizational commitment.… (more)

Subjects/Keywords: leadership style; organizational commitment; role stress

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Chellani, T. (2019). Leadership Style as a Moderator of the Relationships Between Role Stressors and Organizational Commitment. (Masters Thesis). San Jose State University. Retrieved from https://doi.org/10.31979/etd.ax6p-q8bm ; https://scholarworks.sjsu.edu/etd_theses/4997

Chicago Manual of Style (16^th Edition):

Chellani, Tanya. “Leadership Style as a Moderator of the Relationships Between Role Stressors and Organizational Commitment.” 2019. Masters Thesis, San Jose State University. Accessed March 01, 2021. https://doi.org/10.31979/etd.ax6p-q8bm ; https://scholarworks.sjsu.edu/etd_theses/4997.

MLA Handbook (7^th Edition):

Chellani, Tanya. “Leadership Style as a Moderator of the Relationships Between Role Stressors and Organizational Commitment.” 2019. Web. 01 Mar 2021.

Vancouver:

Chellani T. Leadership Style as a Moderator of the Relationships Between Role Stressors and Organizational Commitment. [Internet] [Masters thesis]. San Jose State University; 2019. [cited 2021 Mar 01]. Available from: https://doi.org/10.31979/etd.ax6p-q8bm ; https://scholarworks.sjsu.edu/etd_theses/4997.

Council of Science Editors:

Chellani T. Leadership Style as a Moderator of the Relationships Between Role Stressors and Organizational Commitment. [Masters Thesis]. San Jose State University; 2019. Available from: https://doi.org/10.31979/etd.ax6p-q8bm ; https://scholarworks.sjsu.edu/etd_theses/4997

Open Access Theses and Dissertations