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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Temesgen B. Antecedents And Consequences Of Organizational Commitment Among Academic Staff In Public Universities Of Ethiopia . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2019 Jun 17]. 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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Chung E. The relationship of training and organizational commitment in One Korean organization. [Internet] [Doctoral dissertation]. University of Minnesota; 2013. [cited 2019 Jun 17]. 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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Bekele S. Organizational Climate and Employees’ Organizational Commitment In Commercial Bank of Ethiopia . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2019 Jun 17]. 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 June 17, 2019. 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. 17 Jun 2019.

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 2019 Jun 17]. 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

University of Georgia

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

Degree: DPA, Public Administration, 2003, University of Georgia

URL: http://purl.galileo.usg.edu/uga_etd/yoon_jongin_200305_dpa

► 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. Advisors/Committee Members: Robert T. Golembiewski.

Subjects/Keywords: Organizational commitment

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APA (6^th Edition):

Yoon, J. I. (2003). 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://purl.galileo.usg.edu/uga_etd/yoon_jongin_200305_dpa

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?.” 2003. Thesis, University of Georgia. Accessed June 17, 2019. http://purl.galileo.usg.edu/uga_etd/yoon_jongin_200305_dpa.

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?.” 2003. Web. 17 Jun 2019.

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; 2003. [cited 2019 Jun 17]. Available from: http://purl.galileo.usg.edu/uga_etd/yoon_jongin_200305_dpa.

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; 2003. Available from: http://purl.galileo.usg.edu/uga_etd/yoon_jongin_200305_dpa

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 June 17, 2019. 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. 17 Jun 2019.

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 2019 Jun 17]. 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 (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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Garg R. Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;. [Internet] [Thesis]. Aligarh Muslim University; 2007. [cited 2019 Jun 17]. 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 (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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Garg R. Work Commitment as a Function of HRD Activities, Organizational Culture, and Occupational Stress;. [Internet] [Thesis]. Aligarh Muslim University; 2007. [cited 2019 Jun 17]. 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 June 17, 2019. 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. 17 Jun 2019.

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 2019 Jun 17]. 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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Feleke Y. The Relationship between Leadership Styles and Organizational Commitment at Defense University . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2019 Jun 17]. 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

Nelson Mandela Metropolitan University

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

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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Shandu SD. Improving organisational commitment in a selected telecommunications company. [Internet] [Thesis]. Nelson Mandela Metropolitan University; 2016. [cited 2019 Jun 17]. 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

East Carolina University

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

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

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. (Thesis). East Carolina University. Retrieved from http://hdl.handle.net/10342/4434

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):

Wagy, Megan. “Self-Reported Changes in Organizational Commitment : The Relationship between Present Organizational Commitment and its Perceived Changes over Time.” 2014. Thesis, East Carolina University. Accessed June 17, 2019. http://hdl.handle.net/10342/4434.

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

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. 17 Jun 2019.

Vancouver:

Wagy M. Self-Reported Changes in Organizational Commitment : The Relationship between Present Organizational Commitment and its Perceived Changes over Time. [Internet] [Thesis]. East Carolina University; 2014. [cited 2019 Jun 17]. Available from: http://hdl.handle.net/10342/4434.

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

Council of Science Editors:

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

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

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: http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=231766 ; 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 · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

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 http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=231766 ; 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 June 17, 2019. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=231766 ; 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. 17 Jun 2019.

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 2019 Jun 17]. Available from: http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=231766 ; 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: http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=231766 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.715462

NSYSU

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

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 June 17, 2019. 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. 17 Jun 2019.

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 2019 Jun 17]. 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

Indiana University of Pennsylvania

15. O'Donnell, Kevin, Jr. School Climate and Teacher Commitment in Title I Qualifying School Districts in Pennsylvania.

Degree: Ded, Professional Studies in Education, 2018, Indiana University of Pennsylvania

URL: https://knowledge.library.iup.edu/etd/1642

► This quantitative research study examines teachers’ professional commitment through the administration of the Organizational Commitment Questionnaire (OCQ) (Mowday, Steers, and Porter 1979) to teachers… (more)

Subjects/Keywords: Organizational Climate Index; Organizational Commitment Questionnaire; school climate; teacher commitment

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

APA (6^th Edition):

O'Donnell, Kevin, J. (2018). School Climate and Teacher Commitment in Title I Qualifying School Districts in Pennsylvania. (Thesis). Indiana University of Pennsylvania. Retrieved from https://knowledge.library.iup.edu/etd/1642

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):

O'Donnell, Kevin, Jr. “School Climate and Teacher Commitment in Title I Qualifying School Districts in Pennsylvania.” 2018. Thesis, Indiana University of Pennsylvania. Accessed June 17, 2019. https://knowledge.library.iup.edu/etd/1642.

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

MLA Handbook (7^th Edition):

O'Donnell, Kevin, Jr. “School Climate and Teacher Commitment in Title I Qualifying School Districts in Pennsylvania.” 2018. Web. 17 Jun 2019.

Vancouver:

O'Donnell, Kevin J. School Climate and Teacher Commitment in Title I Qualifying School Districts in Pennsylvania. [Internet] [Thesis]. Indiana University of Pennsylvania; 2018. [cited 2019 Jun 17]. Available from: https://knowledge.library.iup.edu/etd/1642.

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

Council of Science Editors:

O'Donnell, Kevin J. School Climate and Teacher Commitment in Title I Qualifying School Districts in Pennsylvania. [Thesis]. Indiana University of Pennsylvania; 2018. Available from: https://knowledge.library.iup.edu/etd/1642

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

University of Western Ontario

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

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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Espinoza JA. Goal Alignment: Construct Development and Measurement of a Moderator of Commitment. [Internet] [Thesis]. University of Western Ontario; 2016. [cited 2019 Jun 17]. 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

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

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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Huang W. Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Organizational Commitment. [Internet] [Thesis]. NSYSU; 2016. [cited 2019 Jun 17]. 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

NSYSU

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

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 June 17, 2019. 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. 17 Jun 2019.

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 2019 Jun 17]. 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

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

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 June 17, 2019. 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. 17 Jun 2019.

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 2019 Jun 17]. 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

20. 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 June 17, 2019. 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. 17 Jun 2019.

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 2019 Jun 17]. 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

Louisiana State University

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

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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Russ MJ. Individual and organizational differences in organizational commitment and escalation of commitment. [Internet] [Doctoral dissertation]. Louisiana State University; 2007. [cited 2019 Jun 17]. 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

Duquesne University

22. 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 June 17, 2019. 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. 17 Jun 2019.

Vancouver:

Sun J. Gender Differences on Organizational Commitment of U.S. and Japanese Firms in Thailand. [Internet] [Masters thesis]. Duquesne University; 2006. [cited 2019 Jun 17]. 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

University of Alberta

23. Rivard Magnan, Annette M. Effects of professional commitment and organizational context on the professional development of Canadian occupational therapists.

Degree: PhD, Faculty of Rehabilitation Medicine, 2010, University of Alberta

URL: https://era.library.ualberta.ca/files/bn999845c

► Over the past two decades, health care has undergone massive change, both in scientific and technological advancements, and in the manner in which services are… (more)

▼ Over the past two decades, health care has undergone massive change, both in scientific and technological advancements, and in the manner in which services are structured and delivered (Angus, Auer, Cloutier, & Albert, 1995). Social, political, and financial pressures have resulted in organizational restructuring, which in turn influenced the delivery of health care at all levels. The knowledge base of the occupational therapy profession has continued to expand and there is increasing evidence of the effectiveness of its services. For these many reasons professional development has become especially critical as it enhances practitioners’ abilities to respond appropriately to these ever-changing external forces (Nolan, Owens, & Nolan, 1995) and ensures evidence-based practice (Craik & Rappolt, 2006), thus benefitting both patients and organizations. As professionals, occupational therapists are personally accountable for the quality and outcomes of the services they provide (Friedson, 1994). This study examined the factors that induce occupational therapists - important resources for the health care system - to maintain, adapt, and enhance their competencies. I explored the potential drivers of professional development using a combination of commitment theory and organizational support theory (Eisenberger, Huntington, Hutchison, & Sowa, 1986; Meyer & Herscovitch 2001). Hierarchical regression analysis showed that, though perceived organizational support and development-oriented human resource management practices play a role in professional development, occupational therapists’ professional commitment is the most important influence on professional development. Moreover, in the population studied, performance appraisals did not appear to influence professional development. Participants’ open-ended comments suggested that occupational therapists do not perceive such appraisals as relevant to their practice or learning needs. These findings have important implications. The education of occupational therapists and the role of professional bodies become important for instilling and supporting professional commitment. For employers, the hiring process for occupational therapists and the policies and human resource management practices related to encouraging professional commitment become especially critical.

Subjects/Keywords: organizational context; professional commitment; professional development

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APA (6^th Edition):

Rivard Magnan, A. M. (2010). Effects of professional commitment and organizational context on the professional development of Canadian occupational therapists. (Doctoral Dissertation). University of Alberta. Retrieved from https://era.library.ualberta.ca/files/bn999845c

Chicago Manual of Style (16^th Edition):

Rivard Magnan, Annette M. “Effects of professional commitment and organizational context on the professional development of Canadian occupational therapists.” 2010. Doctoral Dissertation, University of Alberta. Accessed June 17, 2019. https://era.library.ualberta.ca/files/bn999845c.

MLA Handbook (7^th Edition):

Rivard Magnan, Annette M. “Effects of professional commitment and organizational context on the professional development of Canadian occupational therapists.” 2010. Web. 17 Jun 2019.

Vancouver:

Rivard Magnan AM. Effects of professional commitment and organizational context on the professional development of Canadian occupational therapists. [Internet] [Doctoral dissertation]. University of Alberta; 2010. [cited 2019 Jun 17]. Available from: https://era.library.ualberta.ca/files/bn999845c.

Council of Science Editors:

Rivard Magnan AM. Effects of professional commitment and organizational context on the professional development of Canadian occupational therapists. [Doctoral Dissertation]. University of Alberta; 2010. Available from: https://era.library.ualberta.ca/files/bn999845c

24. Faranak Joolideh. Organizational commitment and work values of teachers and leadership behavior of heads of high schools in Bangalore (India) and Sanandaj (Iran): a comparative study; -.

Degree: Education, 2008, University of Mysore

URL: http://shodhganga.inflibnet.ac.in/handle/10603/11050

►

The present investigation is essentially a descriptive-cum-comparative and co relational study on Organizational Commitment and Work Values of Teachers and Leadership Behavior of Heads of… (more)

▼

The present investigation is essentially a descriptive-cum-comparative and co relational study on Organizational Commitment and Work Values of Teachers and Leadership Behavior of Heads of High Schools in Bangalore (India) and Sanandaj(Iran). The study is conducted with the following purposes: I. To study and compare the Organizational Commitment and Work Values of Teachers and Leadership Behavior of Heads of High Schools in Bangalore (India) and Sanandaj(Iran). II. To study the difference in Organizational Commitment and Work Values of Teachers and Leadership Behavior of Heads of High Schools in newlineBangalore (India) and Sanandaj(Iran) with respect to their background variables like, gender, length of experience and type of schools. III. To study the relationship between Organizational Commitment and Work Values of High Schools Teachers in Bangalore (India) and Sanandaj(Iran) separately. IV. To study the relationship between Organizational Commitment of Teachers and Leadership Behavior of Heads of High Schools in Bangalore (India) and Sanandaj(Iran) separately. V. To study the relationship between Work Values of Teachers and Leadership Behavior of Heads of High Schools in Bangalore (India) and Sanandaj(Iran) separately. In the present study, Organizational Commitment, Work Values and Leadership Behavior are considered as main variables and gender, length of experience and type of schools are considered as background variables. The sample for the present study was drawn using random sampling technique and consisted of 800 high school teachers and 80 heads of high schools (400 teachers from 40 high schools in Bangalore city in India and 400 teachers from 40 high schools in Sanandaj in Iran); 40 heads from each high school selected in both the cities making the total 80 heads. The data was collected using Organizational Commitment Scale by Meyer and Allen (1997), Work Values Questionnaire by Elizur (1991) and Leadership Behavior Questionnaire by Bass and Avolio(1995) and was analyzed using SPSS package version 11.0

Appendix included

Advisors/Committee Members: Yeshodhara, K.

Subjects/Keywords: Education; Organizational commitment; high schools; work values

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APA (6^th Edition):

Joolideh, F. (2008). Organizational commitment and work values of teachers and leadership behavior of heads of high schools in Bangalore (India) and Sanandaj (Iran): a comparative study; -. (Thesis). University of Mysore. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/11050

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):

Joolideh, Faranak. “Organizational commitment and work values of teachers and leadership behavior of heads of high schools in Bangalore (India) and Sanandaj (Iran): a comparative study; -.” 2008. Thesis, University of Mysore. Accessed June 17, 2019. http://shodhganga.inflibnet.ac.in/handle/10603/11050.

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

MLA Handbook (7^th Edition):

Joolideh, Faranak. “Organizational commitment and work values of teachers and leadership behavior of heads of high schools in Bangalore (India) and Sanandaj (Iran): a comparative study; -.” 2008. Web. 17 Jun 2019.

Vancouver:

Joolideh F. Organizational commitment and work values of teachers and leadership behavior of heads of high schools in Bangalore (India) and Sanandaj (Iran): a comparative study; -. [Internet] [Thesis]. University of Mysore; 2008. [cited 2019 Jun 17]. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/11050.

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

Council of Science Editors:

Joolideh F. Organizational commitment and work values of teachers and leadership behavior of heads of high schools in Bangalore (India) and Sanandaj (Iran): a comparative study; -. [Thesis]. University of Mysore; 2008. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/11050

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

25. Aggarwal, Neha. Faculty in indian academic environment: an evaluation of job satisfaction and organizational commitment.

Degree: Management, 2014, Jaypee University of Information Technology, Solan

URL: http://shodhganga.inflibnet.ac.in/handle/10603/18805

►

This study examines the job satisfaction and organizational commitment of faculty in the Indian academic environment. It is argued here that the satisfaction with facets… (more)

Subjects/Keywords: Indian Academic Environment; Job Satisfaction; Organizational Commitment

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APA (6^th Edition):

Aggarwal, N. (2014). Faculty in indian academic environment: an evaluation of job satisfaction and organizational commitment. (Thesis). Jaypee University of Information Technology, Solan. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/18805

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):

Aggarwal, Neha. “Faculty in indian academic environment: an evaluation of job satisfaction and organizational commitment.” 2014. Thesis, Jaypee University of Information Technology, Solan. Accessed June 17, 2019. http://shodhganga.inflibnet.ac.in/handle/10603/18805.

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

MLA Handbook (7^th Edition):

Aggarwal, Neha. “Faculty in indian academic environment: an evaluation of job satisfaction and organizational commitment.” 2014. Web. 17 Jun 2019.

Vancouver:

Aggarwal N. Faculty in indian academic environment: an evaluation of job satisfaction and organizational commitment. [Internet] [Thesis]. Jaypee University of Information Technology, Solan; 2014. [cited 2019 Jun 17]. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/18805.

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

Council of Science Editors:

Aggarwal N. Faculty in indian academic environment: an evaluation of job satisfaction and organizational commitment. [Thesis]. Jaypee University of Information Technology, Solan; 2014. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/18805

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

Addis Ababa University

26. Geda, Jebel. Quality of work life and organizational commitment of employees in Commercial Bank of Ethiopia .

Degree: 2013, Addis Ababa University

URL: http://etd.aau.edu.et/dspace/handle/123456789/5558

► In any country, banking sector plays a vital role for overall development of primary and industrial sectors. The employees in banking company take painful effort… (more)

Subjects/Keywords: Quality of Work Life; Organizational Commitment

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APA (6^th Edition):

Geda, J. (2013). Quality of work life and organizational commitment of employees in Commercial Bank of Ethiopia . (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/5558

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):

Geda, Jebel. “Quality of work life and organizational commitment of employees in Commercial Bank of Ethiopia .” 2013. Thesis, Addis Ababa University. Accessed June 17, 2019. http://etd.aau.edu.et/dspace/handle/123456789/5558.

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

MLA Handbook (7^th Edition):

Geda, Jebel. “Quality of work life and organizational commitment of employees in Commercial Bank of Ethiopia .” 2013. Web. 17 Jun 2019.

Vancouver:

Geda J. Quality of work life and organizational commitment of employees in Commercial Bank of Ethiopia . [Internet] [Thesis]. Addis Ababa University; 2013. [cited 2019 Jun 17]. Available from: http://etd.aau.edu.et/dspace/handle/123456789/5558.

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

Council of Science Editors:

Geda J. Quality of work life and organizational commitment of employees in Commercial Bank of Ethiopia . [Thesis]. Addis Ababa University; 2013. Available from: http://etd.aau.edu.et/dspace/handle/123456789/5558

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

University of Nairobi

27. Okumu, Pamela A. The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya .

Degree: 2014, University of Nairobi

URL: http://hdl.handle.net/11295/75360

► According to walgenbach (2009), Human resource development involves a process of observation, planning, action and review to manage the cognitive capacities, capabilities and behaviors needed… (more)

▼ According to walgenbach (2009), Human resource development involves a process of observation, planning, action and review to manage the cognitive capacities, capabilities and behaviors needed to enable and improve individual, team and organizational performance in work organizations. It has multiple dimensions, covering educational attainment, workforce skills, population health and the set of employment policies that provide businesses with workers with appropriate skills and the ability to adapt quickly to new challenges. The quality and adaptability of the labor force is a key driver in creating a favorable environment for both domestic and foreign enterprises to grow through new investment and to adapt quickly to changing circumstances. The objective of the research paper was to establish the effects of human resource development on employee organizational commitment in commercial bank in Kenya. This study adopted a cross section survey which involved observation of an entire population or a representative sample at one specific point in time. Since the study was a survey, the study used all commercial banks in the County. The study population comprised of 36 commercial banks within Mombasa County as per Central Bank of Kenya report of 2014.The study used primary data collected through the use of structured questionnaires. Completeness, reliability and consistency of the collected data was then checked through the analysis of reliability and internal consistency, corded and analyzed using descriptive statistics. The results from the study indicated that that the Human Resource Development practices conducted by the firms are more for intrinsic use within the banks rather than holistic development of the employee as a productive member of the society. This narrow approach as advanced for by the human capital theory is however over taken by time and new approaches need to be advanced or the present practices expanded to ensure that the human capital in the banks is developed not just as human capital within the business realms but as human beings who need to have other duties in the society. The study recommends that undertaken in a blend of industries to compare the findings between the studies in different industries such as to determine whether the findings are universal to all industries or specific to certain industries. An explorative study also needs to be conducted to determine all the factors that enhance employee organizational commitment since the study has found that Human Resource Development practices do not have a perfect correlation with employee organizational commitment to indicate that apart from Human Resource Development practices, there are still other factors that enhance employee organizational commitment.

Subjects/Keywords: Human resource development; Employee Organizational Commitment

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APA (6^th Edition):

Okumu, P. A. (2014). The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya . (Thesis). University of Nairobi. Retrieved from http://hdl.handle.net/11295/75360

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):

Okumu, Pamela A. “The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya .” 2014. Thesis, University of Nairobi. Accessed June 17, 2019. http://hdl.handle.net/11295/75360.

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

MLA Handbook (7^th Edition):

Okumu, Pamela A. “The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya .” 2014. Web. 17 Jun 2019.

Vancouver:

Okumu PA. The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya . [Internet] [Thesis]. University of Nairobi; 2014. [cited 2019 Jun 17]. Available from: http://hdl.handle.net/11295/75360.

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

Council of Science Editors:

Okumu PA. The effects of human resource development on employee organizational commitment in Commercial Bank in Mombasa County, Kenya . [Thesis]. University of Nairobi; 2014. Available from: http://hdl.handle.net/11295/75360

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

University of Kansas

28. Payne, Beverly. Messages from the Battlefield: Relationships of Communication Between Deployed Citizen-Soldiers and Colleagues on Organizational Commitment.

Degree: PhD, Communication Studies, 2010, University of Kansas

URL: http://hdl.handle.net/1808/6465

► Organizational commitment, or the extent to which employees are psychologically attached to or involved in their organization, is important to overall organizational success. The strength… (more)

Subjects/Keywords: Communication; Organization theory; Citizen-soldiers; Organizational commitment

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APA (6^th Edition):

Payne, B. (2010). Messages from the Battlefield: Relationships of Communication Between Deployed Citizen-Soldiers and Colleagues on Organizational Commitment. (Doctoral Dissertation). University of Kansas. Retrieved from http://hdl.handle.net/1808/6465

Chicago Manual of Style (16^th Edition):

Payne, Beverly. “Messages from the Battlefield: Relationships of Communication Between Deployed Citizen-Soldiers and Colleagues on Organizational Commitment.” 2010. Doctoral Dissertation, University of Kansas. Accessed June 17, 2019. http://hdl.handle.net/1808/6465.

MLA Handbook (7^th Edition):

Payne, Beverly. “Messages from the Battlefield: Relationships of Communication Between Deployed Citizen-Soldiers and Colleagues on Organizational Commitment.” 2010. Web. 17 Jun 2019.

Vancouver:

Payne B. Messages from the Battlefield: Relationships of Communication Between Deployed Citizen-Soldiers and Colleagues on Organizational Commitment. [Internet] [Doctoral dissertation]. University of Kansas; 2010. [cited 2019 Jun 17]. Available from: http://hdl.handle.net/1808/6465.

Council of Science Editors:

Payne B. Messages from the Battlefield: Relationships of Communication Between Deployed Citizen-Soldiers and Colleagues on Organizational Commitment. [Doctoral Dissertation]. University of Kansas; 2010. Available from: http://hdl.handle.net/1808/6465

Univerzitet u Beogradu

29. Dostanić, Jelena S., 1986-. Kaрактеристике запослених и опажене карактеристике радне средине као предиктори преданости организацији.

Degree: Filozofski fakultet, 2017, Univerzitet u Beogradu

URL: https://fedorabg.bg.ac.rs/fedora/get/o:16874/bdef:Content/get

►

Психологија - Психологија рада / Psychology - Work and Organizational Psychology

Због велике корисности конструкта преданости организацији, која се на првом месту огледа у томе… (more)

Subjects/Keywords: Organizational commitment; Meyer & Allen‗s three – dimensional model of organizational commitment; KUD model of organizational commitment; Percieved characteristics of work environment; НЕХАСО personality model; Organizational commitment profiles

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APA (6^th Edition):

Dostanić, Jelena S., 1. (2017). Kaрактеристике запослених и опажене карактеристике радне средине као предиктори преданости организацији. (Thesis). Univerzitet u Beogradu. Retrieved from https://fedorabg.bg.ac.rs/fedora/get/o:16874/bdef:Content/get

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):

Dostanić, Jelena S., 1986-. “Kaрактеристике запослених и опажене карактеристике радне средине као предиктори преданости организацији.” 2017. Thesis, Univerzitet u Beogradu. Accessed June 17, 2019. https://fedorabg.bg.ac.rs/fedora/get/o:16874/bdef:Content/get.

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

MLA Handbook (7^th Edition):

Dostanić, Jelena S., 1986-. “Kaрактеристике запослених и опажене карактеристике радне средине као предиктори преданости организацији.” 2017. Web. 17 Jun 2019.

Vancouver:

Dostanić, Jelena S. 1. Kaрактеристике запослених и опажене карактеристике радне средине као предиктори преданости организацији. [Internet] [Thesis]. Univerzitet u Beogradu; 2017. [cited 2019 Jun 17]. Available from: https://fedorabg.bg.ac.rs/fedora/get/o:16874/bdef:Content/get.

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

Council of Science Editors:

Dostanić, Jelena S. 1. Kaрактеристике запослених и опажене карактеристике радне средине као предиктори преданости организацији. [Thesis]. Univerzitet u Beogradu; 2017. Available from: https://fedorabg.bg.ac.rs/fedora/get/o:16874/bdef:Content/get

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

University of Nairobi

30. Igecha, Edwin N. Determinants of strategy implementation at the institute of quantity surveyors of Kenya .

Degree: 2014, University of Nairobi

URL: http://hdl.handle.net/11295/75779

► Strategy implementation or strategy execution task is easily the most complicated and time consuming part of strategic management. While strategy formulation is primarily an intellectual… (more)

Subjects/Keywords: strategy implementation; commitment; communication and organizational

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

APA (6^th Edition):

Igecha, E. N. (2014). Determinants of strategy implementation at the institute of quantity surveyors of Kenya . (Thesis). University of Nairobi. Retrieved from http://hdl.handle.net/11295/75779

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):

Igecha, Edwin N. “Determinants of strategy implementation at the institute of quantity surveyors of Kenya .” 2014. Thesis, University of Nairobi. Accessed June 17, 2019. http://hdl.handle.net/11295/75779.

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

MLA Handbook (7^th Edition):

Igecha, Edwin N. “Determinants of strategy implementation at the institute of quantity surveyors of Kenya .” 2014. Web. 17 Jun 2019.

Vancouver:

Igecha EN. Determinants of strategy implementation at the institute of quantity surveyors of Kenya . [Internet] [Thesis]. University of Nairobi; 2014. [cited 2019 Jun 17]. Available from: http://hdl.handle.net/11295/75779.

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

Council of Science Editors:

Igecha EN. Determinants of strategy implementation at the institute of quantity surveyors of Kenya . [Thesis]. University of Nairobi; 2014. Available from: http://hdl.handle.net/11295/75779

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

Open Access Theses and Dissertations