Academic literature on the topic 'Commitement'
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Journal articles on the topic "Commitement"
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Andriyanto, Irsad, and Haerudin Haerudin. "PERAN KOMITMEN ORGANISASI SEBAGAI MEDIATOR PENGARUH ETIKA KERJA ISLAM TERHADAP SIKAP PADA PERUBAHAN." El Dinar 5, no. 1 (2018): 17. http://dx.doi.org/10.18860/ed.v5i1.5232.
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The aim of this this study is to uncover the impact of Islamic Work Ethics on Attitude toward Change trough organizational commitment as mediating variable. CEO of BPRS (Bank Pembiayaan Rakyat Syariah) in Indonesia was asked to express their opinion about the statements in the questionaire. Structural Equation Modelling (SEM) was used to analyze the complect relationship in the model aided by Visual Partial Least Square (VPLS) software.The results indicated that there is no direct effect from Islamic work ethics on attitude toward change. The interested finding in this research showed that organizational commitement mediated Islamic work ethic in only one dimension, affective commitment. The implication of this research is that management need to develop the application of Islamic work ethic to increase organizational commitment, so that can bring up attitude of employees ready to face change even if only on affective dimension only.
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Kuntari, Ira, and Irfan Helmy. "Pengaruh Job Involvement dan Transformational Leadership Terhadap Job Satisfaction dan Organizational Commitment." Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 2, no. 1 (2020): 121–28. http://dx.doi.org/10.32639/jimmba.v2i1.450.
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Penelitian ini bertujuan untuk menganalisis organizational commitment guru MTs Negeri 8 Kebumen. Penelitian ini menggunakan variabel job involvement dan transformational leader untuk menganalisis pengaruh organizational commitement pada guru tersebut. Selain itu, penelitian ini juga menggunakan job satisfaction sebagai variabel intervening untuk menganalisis pengaruh antara job involvement dan transformational leadership terhadap organizational commitment guru MTs Negeri 8 Kebumen. Populasi dalam penelitian ini adalah guru MTs Negeri 8 Kebumen yang berjumlah 37. Teknik pengambilan sampel yang digunakan adalah sampel jenuh sehingga jumlah seluruh populasi digunakan untuk dijadikan sampel. Teknik pengumpulan data dengan menggunakan kuesioner. Analisis data yang digunakan adalah uji instrument validitas dan reliabilitas, uji asumsi klasik, analisis jalur, uji hipotesis dan analisis korelasi. Alat bantu pengolahan data menggunakan SPSS 22.0 for windows. Hasil penelitian menunjukkan bahwa job involvement berpengaruh positif dan signifikan terhadap job satisfaction. Transformational leadership berpengaruh secara positif dan signifikan terhadap job satisfaction. Job involvement berpengaruh secara positif dan signifikan terhadap organizational commitment. Transformational leadership berpengaruh secara positif dan signifikan terhadap organizational commitment, dan job satisfaction berpengaruh secara positif dan signifikan terhadap organizational commitment.
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Dwijayanthy, Meta. "Studi Deskriptif mengenai Occupational Commitment pada Dosen Tetap Universitas “X” Kota Bandung." Humanitas (Jurnal Psikologi) 2, no. 3 (2018): 227–42. http://dx.doi.org/10.28932/hmn.v2i3.1749.
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This research use descriptive desain about occupational commitment. In this research will be tell in more thorough and detail about the reasons someone choose, decide and have commitement in one job as tenure in the university. Occupational commitment as the degree of attachment to an occupation, where involvement on this occupational define by occupational commitment component that dominate (Meyer, Allen and Smith, 1993). Occupational commitment has three components, Affective Occupational Commitment, Continuance Occupational Commitment, and Normative Occupational Commitment. This research give quesionner to 80 sample from all faculty in university “x”. Validity value for Affective Occupational Commitment is between 0.515 – 0.764, 0.395 – 0.818 for continuance occupational commitment and 0.319 – 0.777 for normative occupational commitment. Then realibility value this questioner for affective occupational commitment is 0,842, continuance occupational commitment is 0,768 and normative occupational commitment is 0,8. Based on this research, 58% tenure choose, decide and have commitment in this job based on affective occupational commitment. Then 38% tenure hold in this profession based on normative occupational commitment and 4% tenure have commitment based on continuance occupational commitment. Based on this research, university must make program or policy that will made tenure more motivated to commit in this profession. Beside that, this research can be basic to other reasercher to research about factor that influence occupational commitment. 
 
 Keywords: occupational, commitment and tenure
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Cassini, Alejandro. "Realismo epistemológico, referencia y verosimilitud." Crítica (México D. F. En línea) 24, no. 71 (1992): 3–33. http://dx.doi.org/10.22201/iifs.18704905e.1992.844.
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This paper attempts to determine the commitements of the realist view of scientific theories. First, it distinguishes between ontological realism and epistemological realismo Then, it affirms that the latter is committed with the concepts of reference and truthlikeness. It rejects the so-called referential realism, and against this, it maintains that it is not possible to perform genuine acts of reference by means of false descriptions, Every act of reference needs a true description, It exemplifies this thesis with the problem of identifying elementary particles. Finally, it concludes by analysing the condítions which are necessary and sufficient for the conservation of the reference when a change of theory takes place.
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Korkut, Yesim, and Yurdagul Meral. "Organizational justice and organizational commitement's effect on job satisfaction: a research on doctors." Pressacademia 7, no. 1 (2018): 393–402. http://dx.doi.org/10.17261/pressacademia.2018.923.
Full textDissertations / Theses on the topic "Commitement"
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Brousse-Tricoire, Elodie. "Rester anonyme ou décliner son identité dans le paradigme de l'hypocrisie induite." Thesis, Aix-Marseille, 2015. http://www.theses.fr/2015AIXM3025.
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Aronson, E., Fried, C., Stone, J., (1991) ont cherché à mettre en place une procédure permettant aux acteurs de la vie sociale de promouvoir de nouveaux comportements socialement souhaitables, comme l’utilisation du préservatif. C’est ainsi que va naître le paradigme de l’hypocrisie induite. Ce paradigme résulte de l’enchaînement de deux facteurs : l’engagement dans le comportement pro-normatif et, le rappel et la saillance des transgressions récentes passées. L’articulation des deux phases provoque un état de dissonance qui va générer une modification du comportement dans le sens du discours pro-normatif. Cette thèse a cherché à démontrer de quelle manière ce paradigme de l’hypocrisie induite est le plus efficace en termes de modification du comportement : en restant anonyme ou en déclinant son identité. Fried (1998), identifie les sujets avec leurs transgressions en déclinant leur identité afin d'augmenter leur dissonance. Toutefois, les résultats obtenus ont démontré le contraire. Cette thèse, présente quatre expérimentations, reprenant la manipulation du facteur « déclinaison de son identité » dans le paradigme de l’hypocrisie induite, lors des deux phases. Les résultats obtenus répliquent en termes de changement de comportement, ceux obtenus par Fried. L’effet d’hypocrisie disparaît lorsque les sujets sont identifiés avec leur rappel des transgressions. Il résulte de nos travaux que la formule la plus efficace à l’obtention de l’effet d’hypocrisie est celle combinant un prêche et un rappel des transgressions anonymes. De plus, la dissonance éveillée suite à la manipulation d’hypocrisie peut être réduite par d’autres voies que la modification du comportement<br>Aronson, E., Fried, C., Stone, J., (1991) sought to establish a procedure allowing the actors of society to promote new socially desirable behaviors such as condom use. Thus is born the paradigm of the induced hypocrisy.This paradigm results from a chain of two factors: engagement in pro-normative behavior and recall and salience recent past transgressions. The articulation of the two phases causes a state of dissonance that will generate a change in behavior in the direction of pro-normative discourse. In this thesis, we sought to demonstrate how the paradigm of the induced hypocrisy is the most efficient in terms of behavior modification: remaining anonymous or stating his identity. In a study done by Fried (1998), subjects are identified with their transgressions by declining their identity. This was to increase dissonance. However, the results have shown otherwise.This thesis presents four experiments, taking one hand manipulation of the factor "version of its identity" in the experimental procedure paradigm induced hypocrisy, not only for the transgression phase but also in the phase of preaching. And secondly, introducing new ways of reducing cognitive dissonance.The results obtained replicate in terms of behavior change, those obtained by Fried. The hypocrisy effect disappears when subjects are identified with their recall of transgressions. It is clear from our work that the most effective formula to obtain the effect of hypocrisy is by combining a sermon and a reminder anonymous transgressions. Our studies also show that the dissonance aroused from manipulating hypocrisy can be reduced by means other than behavior modification
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Su, Tsung Chieh, and 蘇琮傑. "The Study of the Relationship among Job Characteristics, Motivation and Organizational Commitement." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/67539258713755767784.
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碩士<br>國立高雄應用科技大學<br>觀光與餐旅管理研究所<br>95<br>The purpose of this study is to investigate the perceived job characteristics, motivation factors and organizational commitment of three different vocations and further examine if there exists any relationship among them. This study collected and analyzed the literatures to formulate the research framework and then designed the questionnaire according to this framework. After a series of pilot study and modified by experts or scholars, a formal questionnaire was completed. The subjects were sampled by purpose 140 from manufactures (Tung-Lien Chemicals and Taiwan Chi-Liu Chemicals), 140 from public employees (Vehicle Administration of Kaohsiung City) and 120 from service industry (Han-Lai Hotel). The total number of effective questionnaires is 341 and returned rate is 85.25%. The results are as follows:
1. There exists significant difference between perceived importance and satisfaction of motivation factors. The perceived importance of motivation factors is much higher than satisfaction in all three different vocations.
2. Socio-Economic variables significantly influenced the perceived importance and satisfaction of motivation factors.
3. The higher perception of three job characteristics such as Self-Feedback, Enrichment, and Power the subjects had, the higher income they got.
4. Job characteristics were one of the effective predictors of the satisfaction of motivation factors.
5. Motivation Potential Score (MPS) may not influence satisfaction of motivation factors in every vocation.
6. Satisfaction of motivation factors may influence organizational commitment significantly.
7. Job characteristics may influence organizational commitment significantly.
8. Age, vocation, job position, and income may be as predictors of organization commitment.
9. Job characteristics could influence organizational commitment through the satisfaction of motivation factors.
Keywords: Job Characteristics, Motivation, Organizational Commitment
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D´Oliveira, Miguel Rui Mesquita. "Expansion business plan to HUB,S.A.: HUB and Aktion- defferent concepts, the same commitement." Master's thesis, 2017. http://hdl.handle.net/10362/22389.
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This Business Plan aims to study, analyse and conclude about the feasibility of HUB,S.A.'s intended
strategy for the development of a hostel chain. In one side there is HUB, a brand associated to urban
areas and characterized by having big units (between 125 and 200 beds) that targets not only groups of
youth travellers but also the Student Housing segment. On the other side there is AKTION, a brand
associated to rural areas where Active Tourism plays an important role and that functions in a franchise
system basis; an idea that is still not developed in the Hostels Market.
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黃淑惠. "A Study on the Relationships between Work Rotation, Job Satisfaction, Internal Marketing and Organizational Commitement - A Case Study of Employees with More Than Three Years." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/s9744q.
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碩士<br>國立嘉義大學<br>管院碩士在職專班<br>106<br>The research subject is based on a Group whose core business is the operation of convenience stores. Its investments extend to logistics, food, information, catering and so on, and its industries are all labor-intensive industries. The study uses a questionnaire survey method, with employees that have been in service for more than three years (inclusive) within the Group taken as test subjects. 300 employees within the Group are participants of the questionnaire surveys. Survey correlation was done among job rotation, job satisfaction, internal marketing and organizational commitment, and descriptive statistics analysis, project analysis, reliability analysis, validity analysis, independent sample t test, single factor analysis of variance and regression analysis were used after obtaining the survey responses. The main results of this study are as follows: (1) Job rotation has a positive correlation with job satisfaction. (2) Job rotation will increase employee commitment to the organization. (3) Job satisfaction has a positive correlation with organizational commitment. (4) Between job rotation and organizational commitment, job satisfaction has a partial mediating effect. (5) Internal marketing has a positive correlation with job satisfaction. (6) Internal marketing has a positive correlation with organizational commitment.
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Tang, Chin-Wu, and 党秦武. "RESEARCH ON THE RELATIONSHIP AMONG INTERNAL MAKETING PRACTICE,EQ,WORK MORLE,PROFESSIONAL COMMITEMENT AND JOB PERFORMANCE—BASED ON DMINISTRATIVE STAFF IN BUSINESS OF STSIPA AS EXAMPLE." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/97209202921193547705.
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碩士<br>南華大學<br>管理科學研究所<br>92<br>In recent years, the scientific and technological industries have dominated primarily economic activities in Taiwan during the impact of transference of economic environment. The industries need to make creativity continuously so that they more appreciate the personnel of research or development. The administrative personnel, however, is considered as less important role. Some enterprises, for saving the financial cost, save the personnel expense, restrain the budget of employment or education training for administrative personnel more tightly, and even freeze the hiring of administrative personnel. Nevertheless, the trade to be accomplished not only needs the involvement of professional staff, but also the cooperation of administrative work. Consequently the role of administrative personnel in enterprises is very important and indispensable.
The research adopted the method of questionnaire inquiry. The population in the research includes the enterprises in the Southern Taiwan Science Integent Park Area and the subjects include the administrative staffs in these enterprises. In the present, there are 116 companies there, inclusive of 24 companies expanded from the Taiwan Hsinchu Science Park and 92 new companies. However, there are only 49 companies starting to operate in fact. The research sent out 600 questionnaires and 358 were taken back. The retake rate was 59.6 %. Excluded of 29 invalid questionnaires, there were 329 valid ones. The primary purpose of the research is to investigate the internal marketing practice, the emotional ability and the relation of work morale and professional commitment to job performance. In addition, the research concerned respectively about the difference analysis of the classified variants and all variants in study, the correlation analysis among all variants and influence analysis.
The research has shown as below :
1.The personal characteristics of the administrative staffs in the Southern Taiwan Integent Science Park Area had made significant differences in interiornal marketing practice, the emotional ability, work morale, professional commitment and job performance.
2.There were significant relationships among the internal marketing practice, the emotional ability, work morale, professional commitment and job performance in the administrative staffs in the STISPA.
3.The internal marketing practice, the emotional ability, work morale and professional commitment had partially significant effect on job performance of the administrative staffs in the STISPA.
4.Cluster analysis had shown the significant differences.
On the basis of the above conclusion, the research provided several suggestions for administrators of enterprises, individual administrative staff in enterprises and possible future researcher to refer as.
Conference papers on the topic "Commitement"
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Suherlan, Qonita Amelia, Sri Wahyuni, and Arie Gunawan Hazairin. "Relationship Between Locus of Control and Organizational Commitement (Study on Employee of Multifinance Company PT.X Makassar Branch)." In 8th International Conference of Asian Association of Indigenous and Cultural Psychology (ICAAIP 2017). Atlantis Press, 2018. http://dx.doi.org/10.2991/icaaip-17.2018.49.
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