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Dissertations / Theses on the topic 'Affective commitments'

Author: Grafiati

Published: 4 June 2025

Last updated: 1 August 2025

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1

Persson, Brage Hedvig, and Andreas Olofsson. "Three-Component Model (TCM) of commitment i svensk kontext : En undersökning av relationen mellan commitment gentemot organisation och närmaste chef." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-16912.

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Syftet med studien var att undersöka relationen mellan commitment gentemot organisationen och chefs-commitment i en svensk kontext med hjälp av TCM Employee Commitment Survey. Metoden för att undersöka detta var en webbenkät som delades ut till sammanlagt 188 personer, med en svarsfrekvens på 35%. Respondenterna arbetade i tre olika organisationer inom offentlig sektor. I enkäten fick respondenterna ta ställning till påståenden rörande sin organisation och sin närmaste chef. Resultatet visade att ju lägre continuance commitment är gentemot närmaste chef, desto högre är affective commitment gen

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Beck, Karen. "The development of affective organisational commitment /." Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.

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Liu, Yu, and Patience Attakora Inkabi. "Commitment in NGOs : A Dual Case Study in Sweden." Thesis, Linköpings universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-120530.

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Background: A successful organization is the one that recognizes the importance of its human element and take into account their commitment to ensure the attainment of its objectives. However, the focus into the study of commitment among workers is often directed towards for-profit organizations with NGOs receiving less attention. This HRM related issue accord several scholars, is said to be an important factor to be considered in order to ensure a successful organization be it for-profit or NGO. The issue of commitment among workers however tend to take several direction as the result of the

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Cloete, Celeste. "The impact of downsizing on surviving employees’ organizational commitment in a retail organization." University of the Western Cape, 2012. http://hdl.handle.net/11394/5048.

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Masters of Commerce<br>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 th

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Almgren, Daniel, Peter Ek, and Oliver Göransson. "The Relationship Between Internal Branding and Affective Commitment." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19388.

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Service firms increasingly need to rely on other attributes than traditional quality and performance of their service employees to become and stay truly competitive. Strong brands are essential for differentiation in today's marketplace and it becomes naturally important to align the customer contact employees with the company brand to ensure consistency in all communication externally. For a service firm employee to fully enact the brand and display on brand behavior outwards it is pivotal to make them truly committed to the brand and organization. Internal branding processes have been shown

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Parker, Shameema. "Conceptualisation of a structural model to predict organisational commitment." University of Western Cape, 2020. http://hdl.handle.net/11394/8065.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>As local textile manufacturing come under pressure from global competition, the competitive advantage of organisations in this sector have become an important research topic. As a key input in the manufacturing process, human resources can either be a burdensome cost or a source of competitive advantage for organisations in the textile industry. The effectiveness of human resources depends to a large extend on the ability of organisations to keep them motivated and productive.

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Mokonyane, Priscilla Onkgodisitse. "The professional commitment of actuaries." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30321.

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This study examines the nature and outcomes of the professional commitment of actuaries. The affective and continuance levels of professional commitment among actuaries are high. Overall, actuaries are more committed to their profession than to their employing organisations. Actuaries who have a high affective commitment to their profession and/or professional association are likely to have become involved in their profession recently and intend to remain in the profession for the foreseeable future. The overall professional-organisational conflict level for actuaries is very low. The outcomes

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Bonds, Andrea Annette. "Employees' Organizational Commitment and Turnover Intentions." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3983.

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Employees who want to leave their companies may exhibit low morale and commitment to organizations, which may affect the way employees interact with customers. The purpose of this correlational study was to examine the relationship between employees' affective, continuance, and normative commitment to their organizations and their turnover intentions. The target population consisted of individuals with 2 or more years of call center experience who resided in the United States. Meyer, Allen, and Smith's 3-component model of commitment provided the study's theoretical framework. A purposive samp

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Hawkins, Delanor Wilbert Jr. "Predictors of Affective Organizational Commitment Among High School Principals." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30420.

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This study was an assessment of the importance of age, gender, organizational tenure, perceived organizational support, perceived fairness, and perceived autonomy in explaining affective organizational commitment among high school principals in the United States. Stepwise multiple regression was used to determine which independent variables explained a portion of the dependent variable, affective organizational commitment. A sample of 396 high school principals, stratified by gender, was drawn from a national data base developed by Quality Education Data of Denver, CO. The sample consisted

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10

Riley, Derek. "Turnover Intentions: The Mediation Effects of Job Satisfaction, Affective Commitment and Continuance Commitment." The University of Waikato, 2006. http://hdl.handle.net/10289/2415.

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Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment. Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike. This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with

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Carder, James Curtis. "The relationship between servant leadership and affective organizational commitment." Thesis, Indiana Wesleyan University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3602281.

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<p> Recent correlation studies in leadership literature have shown that organizational as well as individual outcomes often can be explained by examining leader behaviors and associating those behaviors with those outcomes (Barbuto & Wheeler, 2006; Dannhauser & Boshoff, 2006; Cerit, 2010; Drury, 2004; Hayden, 2011; Laub, 1999; Liden, Wayne, Zhao & Henderson, 2008; Rauch, 2007; Scuderi, 2010; Washington, 2007). Drury (2004) documented that servant leadership can be measured in an organization, and noted a statistically significant relationship between the perception of servant leade

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Basson, Bruce Ahswin. "Organisational commitment after a transformation process at a provincial government department." Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_4414_1260521840.

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<p>Organisations are by nature, dynamic entities that continuously undergo transformation in response to both internal and external pressures, which are imposed on them (Robbins, Odendaal &amp<br>Roodt, 2003). Government departments are by no means immune to these changes, which pose challenges that affect their service delivery. During periods of fundamental transformation, individuals typically experience changes in their levels of organisational commitment, which impacts on effective and efficient service delivery. Organisational commitment as an area of research is one of the factors that

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Schulkers, Jeffrey. "Servant Leadership and Affective Commitment to Change in Manufacturing Organizations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3472.

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Organizational change initiatives in the United States frequently fail with estimated failure rates as high as 90%. Change failure rates resulting from underused and poorly trained front-line managers (FLMs) remained high, with no signs of improvement in the past 2 decades. The purpose of the correlational study, grounded in servant leadership theory, was to examine the relationship between employee perceptions of their FLM's servant leadership dimensions and employee affective commitment to change. A purposive, nonprobability sample of 107 employees of a U.S. manufacturing organization that h

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Sousa, Eva Catarina Santos Ferreira de. "Compromisso afectivo, normativo e cooperação em ambiente organizacional." Master's thesis, ISPA - Instituto Universitário, 2012. http://hdl.handle.net/10400.12/2286.

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O presente trabalho pretende analisar a relação entre o compromisso organizacional afectivo e normativo com a cooperação em contexto organizacional, numa amostra de 150 colaboradores em três organizações distintas, a saber, sector automóvel, telecomunicações e indústria da madeira e cimento. O instrumento é composto pelo Questionário de Compromisso organizacional de Meyer e Allen (1997), adaptado à população Portuguesa por Nascimento, Lopes e Salgueiro (2008), pelo Questionário de Cooperação Desportiva de Almeida, Lameiras, Olmedilla, Ortega e Garcia-Mas, (2012), o qual foi linguisticamente ad

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Olsson, Maria, and Johan Matsson. "It takes two to innovate : Attitudinal commitment and business model innovation." Thesis, Mittuniversitetet, Avdelningen för ekonomivetenskap och juridik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-26105.

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Barros, Cristiane SabÃia. "Internal social responsibility and comprometimento organizacional: a comparative study in pertaining to the state of CearÃ companies." Universidade Federal do CearÃ, 2007. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=3526.

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nÃo hÃ<br>This work aimed to investigate the existing links between the Internal Social Responsibiliy (ISR) and the Organizational Commitment. The practices on the Internal Social Responsibility considered herein were the social indications from ETHOS Institute of Companies and Social Responsibility, focusing the following points: dialogues and participation; human respect and decent work (ETHOS, 2006). This study has taken use of a documental and exploratory research(CERVO; BERVIAN, 1983). The research bibliography approached the social responsibility according to Ashley (2003), Mcintosh et a

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Adnan, Sonia, Abir Nhaily, and Hongyu Wang. "To Evaluate and Study the relationship between employees’ commitment and individual performance : A Quantitative Approach- Case Study of Kansai Paints." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75648.

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Nowadays the companies want to make sure that they have strong resources that can face the rapid changes in the environment. One of the most important resources is human resources. The interest of the companies to have committed employees have been increased because there is a big difference between the performance of committed employees and the rest of the employees. Committed employees perform well in the organization and help the organization to grow and face the competitive environment. Based on this, this research aims to evaluate and study the relationship between organizational commitme

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Al-Abdi, Yaser. "A three-dimensional customer commitment model : its impact on relational outcomes." Thesis, University of Manchester, 2010. https://www.research.manchester.ac.uk/portal/en/theses/a-threedimensional-customer-commitment-model-its-impact-on-relational-outcomes(229fec62-bf7b-4f47-a8c0-480f45be8879).html.

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Customer's ever increasing bargaining power makes it particularly important that practitioners and researchers more thoroughly understand the complex nature of customer commitment. Not surprisingly, however, although the construct of commitment has emerged as one of the key constructs in relationship marketing and has been widely studied in literature, there has been very little agreement on the conceptualisation of the construct. Building upon relationship marketing and organisational behaviour literature, the aim of this research is to extend our understanding of the nature of customer commi

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Jonsson, Caroline, and Marika Lilja. "Affective organizational commitment: Känslomässigt engagemang till en av Sveriges största arbetsgivare." Thesis, Stockholms universitet, Psykologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-78008.

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Dagens arbetstagare anses vara mer intresserade av att göra karriär än att vara lojal mot en enda arbetsgivare (Parment & Dyhre, 2009). Vad kan då arbetsgivaren göra för att skapa ett engagemang och en lojalitet som knyter arbetstagaren till organisationen så att denne stannar kvar? Denna studie handlar om känslomässigt engagemang, så kallat affective organizational commitment, och är en kvalitativ undersökning. Genom semistrukturerade intervjuer med åtta förskolepedagoger/arbetsledare samt två anställda inom Human Resources (HR) avdelningen på Stockholms stad undersöktes känslomässigt eng

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Jaaron, Ayham A. M. "Organic structures for manufacturing support services : the role of affective commitment." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/6338.

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Manufacturing support services, operating as call centres, are one of the fastest growing and preferred means of service delivery in today's ever-changing manufacturing environment. The call centre has a significant potential to provide support to manufacturing organizations with business intelligence captured during contacts with customers. Research has shown that affective commitment is of particular significance in the workplace since this has been found to have the greatest impact on individuals performance, on-work behaviour and ultimately organisational effectiveness (Porter, Steers & Bo

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Brandi, Simone. "The impact of a supportive work-life culture on affective commitment." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/5853.

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Bingham, George D. "PERSONAL POWER AND TRUST AS MEDIATORS OF THE RELATIONSHIP BETWEEN SERVANT LEADERSHIP AND AFFECTIVE ORGANIZATIONAL COMMITMENT." NSUWorks, 2017. http://nsuworks.nova.edu/hsbe_etd/130.

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This research was designed to investigate the potential mediating role of personal power and of trust in the relationship between servant leadership and affective organizational commitment. The research responds to calls for increased understanding of the mechanisms at work between leadership models and outcomes. Especially unique in the available literature is the quantitative study of the relationship between servant leadership and personal power. All of the constructs in the research model are based on existing instruments, including those developed for personal power (PP; Hinkin & Schriesh

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McKenzie, Hamish. "Secondary employment by Western Australia police officers: Factors influencing multiple jobholding and the relationship to organisational commitment." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2017. https://ro.ecu.edu.au/theses/1962.

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The purpose of this study was to determine if there is a significant relationship between secondary employment by Western Australia police officers and organisational commitment. The study also examined whether there was a relationship between secondary employment of Western Australia police officers and, gender, work location, employment hours, rank and tenure. Finally, the study sought to understand why Western Australia police officers undertook secondary employment. A mixed methods approach to research was undertaken with 5756 Western Australia police officers sent a survey adapted from Me

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Groff, Kyle W. "Examining a multidimensional model of attitudinal commitment." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002914.

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Srisrankulwong, Surakit. "Factors affecting teacher commitment in Thai private schools." Thesis, University of Nottingham, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.429074.

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Chia, Linda Su Yin. "Investigating the role of affective and normative commitment between psychological contract breach and performance : evidence from Singapore nurses /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19348.pdf.

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Jorge, Anita Caldeira. "The relationship between job insecurity, organisational citizenship behaviours and affective organisational commitment / Anita Caldeira Jorge." Thesis, North-West University, 2005. http://hdl.handle.net/10394/2443.

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Kwatsha, Ntombizanele Nangamso. "The role of employee motivation and reward structures as drivers of organisational commitment." University of Western Cape, 2021. http://hdl.handle.net/11394/8360.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>Robbins and Judge (2013, p. 13) define an organisation as a “consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals.” Since an organisation’s effectiveness is the result of the level of individual and collective employee performance (i.e. teams and organisational units) and their success in attaining these shared goals, organisations have realised the potential of people as a source of competitive advantage (Pfeffer, 1994). The financ

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Hansson, Gustav, and Daniel Zätterqvist. "Sustainability Commitment : A study how identity (in)congruence affects organizational commitment." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-413845.

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Sustainability has become an important topic in many parts of society. However, companies struggle to translate it into their processes. If an individual values sustainability but is not able to fulfill these values an individual may feel a discrepancy; it may force individuals to feel an (in)congruence in their identity, leading to the question, How does sustainability identity (dis)congruence affect commitment? To answer the question a theoretical model was developed from different nuances of identity theory and organizational commitment. A mixed-method was used to capture the data. The resu

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Hopper, Melissa Loraine. "Communication satisfaction, job satisfaction, organisational commitment and intention to leave." The University of Waikato, 2009. http://hdl.handle.net/10289/2801.

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The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and manag

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Singh, Jatinder J. "Consumer ethics : the role of incidental emotion, moral intensity and affective commitment /." Full text available from ProQuest UM Digital Dissertations, 2009. http://0-proquest.umi.com.umiss.lib.olemiss.edu/pqdweb?index=0&did=1913311821&SrchMode=1&sid=1&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1278616781&clientId=22256.

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Thesis (Ph.D.)--University of Mississippi, 2009.<br>Typescript. Vita. "June 2009." Dissertation chair: Scott J. Vitell Includes bibliographical references (leaves 131-137). Also available online via ProQuest to authorized users.

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Wray, Josephine. "Goal perceptions and their effects on commitment and affective responses to goals." Thesis, Bangor University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.250749.

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Knight, Edith C. "A multi-foci integration of justice, commitment, and positive affective well-being /." Halifax, N.S. : Saint Mary's University, 2009. http://library.smu.ca:2048/login?url=.

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Sinclair, Melvin Jr. "The Influence of Trust and Affective Organizational Commitment on Intent to Leave." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1050.

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As global competition has increased and organizations have become more competitive, a reliance on knowledge workers for innovation, initiative, and commitment is necessary. Having the ability to predict personnel intent to leave (ITL) provides business leaders the opportunity to reduce turnover and retain institutional knowledge. In the current study, a structural equation model was used to examine the degree to which organizational trust and commitment, as correlated variables, predicted ITL. Organizational citizenship behavior, social exchange, and organizational commitment theories formed t

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Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism a

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Brini, Mohamed Fares. "Engagement et spiritualité au travail : le cas de Sodexo Tunisie." Thesis, La Rochelle, 2015. http://www.theses.fr/2015LAROD002/document.

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Les entreprises affrontent des conditions difficiles liées au rythme des changements observés en ce début de XXIème siècle et ont du mal à susciter l’engagement des salariés. L’objet de cette recherche a été d’investir de nouvelles réflexions managériales en s’interrogeant sur la contribution de la spiritualité au travail à l’engagement affectif des salariés. Pour vérifier l’existence de ce lien, une étude du cas « Sodexo Tunisie » a été réalisée à travers des entretiens semi-directifs. Ces entretiens ont fait l’objet d’un double traitement, statistique, à l’aide du logiciel Alceste, puis qual

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Lodewyk, Faatiemah. "An investigation into the relationship between organisational commitment and the intention to quit within a Financial Services division in the Western Cape." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2042_1320670343.

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Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff

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Ozturk, Funda. "Determinants Of Organizational Citizenship Behavior Among Knowledge Workers: The Role Of Job Charcteristics, Job Satisfaction, And Organizational Commitment." Thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612296/index.pdf.

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Organizational citizenship behavior (OCB) has been an important and growing area of research for past two decades. Numerous empirical research have identified consequences and antecedents of this extra

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Žilienė, Judita. "Darbuotojų įsipareigojimas organizacijai, jį lemiantys veiksniai ir ryšys su migracinėmis nuostatomis Palangos reabilitacijos ligoninėje." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130605_160349-88200.

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Darbo tikslas - ištirti ir išanalizuoti galimą ryšį tarp darbuotojų įsipareigojimo organizacijai ir migracinių nuostatų. Uždaviniai: 1.Apibrėžti darbuotojų įsipareigojimo organizacijai sąvokos reikšmę, išskiriant darbuotojų įsipareigojimą lemiančius veiksnius. 2. Atlikti darbuotojų įsipareigojimo organizacijai veiksnių tyrimą, nustatant sąsajas tarp darbuotojų įsipareigojimo organizacijai ir jų migracinių nuostatų. 3.Pateikti organizacijai rekomendacijas, kaip stiprinti darbuotojų įsipareigojimą organizacijai ir paveikti migracines nuostatas. Tyrimo metodika: Palangos reabilitacijos ligoninėje

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Vieira, Sílvia Belim. "O papel da partilha de conhecimento na relação entre confiança e compromisso organizacional." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/11818.

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Mestrado em Ciências Empresariais<br>Os recursos humanos e o conhecimento são considerados fatores essenciais para que as organizações atinjam a vantagem competitiva sustentada. Contudo, para obter uma vantagem baseada no conhecimento, as organizações devem preservar o seu capital humano e desenvolver estratégias que aumentem o compromisso dos colaboradores com a organização. O presente estudo testa o efeito mediador da partilha de conhecimento na relação entre a confiança e o compromisso organizacional, explorando as ligações entre a gestão de recursos humanos e a gestão do conhecimento. O es

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Van, Blerk Elsabè Johanna. "Employee commitment and its impact on process quality in a manufacturing concern / Elsabè van Blerk." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9222.

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The aim of this study was to evaluate employee commitment to achieve the primary objective, which was to evaluate employee commitment towards product and process quality. Employees who are engaged in their work and committed to their organisations give companies crucial competitive advantages – including higher productivity, better quality products and lower employee turnover. A thorough literature study was conducted by using the views of different authors and combining them. The concept of quality was defined by making use of the five quality gurus; Deming, Juran, Feigenbaum, Crosby and Ishi

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Lamprou, Sofoklis Per, and Carolina Jönsson. "Business relations and reputation : A study on the impact of negative reputation in a buyer-supplier relationship." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-27246.

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Research gap: Reputation is seen as an important asset for companies and can create competitive advantages. Within business-to-business the reputation of the company is argued to affect the relationship between buyers and suppliers and although the area is stressed to be important, it is still under-researched. Previous literature is not aligning when it comes to the importance of reputation and the duration of the relationship and it also states trust to have impact on important parts of the relationship, such as affective commitment and the willingness to invest. Purpose: The purpose of the

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Barbosa, Sandra Cristina Rodrigues. "ob insecurity, job satisfaction, affective organisational commitment and sense of coherence in an educational ins[t]itution / Sandra Cristina Rodrigues Barbosa." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4762.

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Organisations are faced with the reality of a constantly changing environment surrounding them. This brings about the need for changes and adaptations to the changing world around them (Rothmann, 2003). These changes are implemented in the form of restructuring, downsizing, mergers, evolving governmental policies and organisational change initiatives, which can result in high costs, lower productions and poor employee wellness (Van Tonder,2005). In South Africa, the organisations have to cope with change and adaptations to the global world which brings about the need for innovation, competitiv

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Kroh, Julia. "Corporate social responsibility: how internal and external CSR perceptions influence employee outcomes." Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11902.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics<br>Employees can be considered the inner workings of an organization. With CSR on the rise it is surprising to find comparatively little research exploring how CSR impacts such an existential stakeholder group. This study aims to theoretically explore and empirically test if internal and external CSR perceptions affect employees’ organizational citizenship behavior, affective commitment, and turnover intention. Additionally, possible interposed

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Geldenhuys, Ashley. "The influence of perceived supervisor support, psychological empowerment and affective commitment on turnover intention among support staff at a selected tertiary institution in the Western Cape." University of Western Cape, 2020. http://hdl.handle.net/11394/7841.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>Literature on turnover intentions revealed that various factors predict employee turnover intention. For higher education, the ongoing transformation that has been taking place has posed many challenges, one of them being the recruitment and retention of staff in academia. However, there is the notion that employees who experience sufficient support and acknowledgement from their supervisors are more likely to develop a sense of empowerment, thus helping in either creating or increasing feelings of commitment which could decrease turnov

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O'Shea, Patrick Gavan. "A Different Way of Looking: Application of a Pattern Approach to Understanding Transformational and Transactional Leadership." Diss., Virginia Tech, 2002. http://hdl.handle.net/10919/26990.

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Prior work in the transformational leadership realm has focused primarily on relations among leader behaviors and various criteria such as subordinate satisfaction and effectiveness. This restrictive focus has limited the degree to which one of Bassâ s (1985a) central arguments can be directly assessed; namely, that optimally effective leaders engage in both transformational and transactional behaviors. In this study, an analytic technique known as the pattern approach was employed to effectively discern which particular pattern of leader behaviors was associated with the highest levels of

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Inanc, Ebru Evrensel. "The Mediating Effect of Leader Member Exchange on Personality Congruence and Affective Commitment." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10747394.

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<p> The personality congruence of supervisors and subordinates and its influence on work outcomes is a relatively new topic in social and behavioral sciences. Most well-known personality theory is Big Five that includes openness, conscientiousness, neuroticism, extraversion and agreeableness traits. LMX theory focuses on the mutual relationship between a supervisor and a subordinate. There is a gap in the literature regarding the mediating role of LMX perceptions of subordinates on the relationship between personality congruence of supervisors and subordinates and affective commitment (AC). Th

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O'Connor, Johnny Ray. "The impact of affective factors related to work on the turnover intent of speech language pathologists in Texas." [College Station, Tex. : Texas A&M University, 2007. http://hdl.handle.net/1969.1/ETD-TAMU-2494.

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Groff, Kyle. "Examining the Moderating Role of Organizational Commitment in the Relationship between Shocks and Workplace Outcomes." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4058.

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Little attention has been given to the role organizational commitment plays within broader models of turnover and withdrawal behavior. Understanding and integrating organizational commitment into such models is an important step to fully appreciating the role that commitment plays in the workplace. The purpose of the current study was twofold. First, this study aimed to examine the moderating role that organizational commitment plays in the unfolding model of voluntary turnover. Second, this study set out to examine the role that the various forms of commitment play in the relationship between

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Dubé, Marie-Elen. "Les réactions affectives à un évènement corporatif et les attitudes au travail." Thèse, 2014. http://hdl.handle.net/1866/10634.

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Ce mémoire vise à vérifier l’impact des réactions affectives à un évènement corporatif sur les attitudes des employés d’une institution financière à l’égard de l’organisation et d’un changement organisationnel. Plus précisément, nous tenons à déterminer si les réactions affectives positives ou négatives des employés à l’évènement corporatif auquel ils ont assisté améliorent ou diminuent leur engagement organisationnel affectif, leur désir de collaborer dans le cadre du changement organisationnel et leur satisfaction anticipée à l’égard du changement organisationnel. Basée sur les données recue

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