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Relevant bibliographies by topics / Employee commitment

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Academic literature on the topic 'Employee commitment'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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Journal articles on the topic "Employee commitment"

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Febriani, Yunita, Yulia Puspita Sari, Fitantina, and Eko Ardi Wiyanto. "Unravelling Motivation: The Key Mediator between Organizational Commitment and Employee Performance at Wyndham Opi Hotel." Journal of Business and Management Review 6, no. 2 (2025): 074–91. https://doi.org/10.47153/jbmr.v6i2.1457.

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Research Aims: This study aims to analyse the role of motivation as a mediator in the relationship between organizational commitment and employee performance at Wyndham Opi Hotel Palembang. The research is based on the phenomenon of the hotel's failure to achieve its specified targets and the relatively high employee turnover rate. Design/methodology/approach: The study was conducted on a population of 150 employees, with data collected through interviews and questionnaires. The analysis technique employed was Structural Equation Modelling-Partial Least Squares (SEM-PLS) to assess the relation

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Puspita, Theresia Yunie. "PENGARUH PERSEPSI KARAKTERISTIK PEKERJAAN DAN DUKUNGAN ORGANISASI TERHADAP OCB DENGAN MEDIASI KOMITMEN PERTUMBUHAN DAN NORMATIF KARYAWAN." Jurnal Sosial dan Teknologi Terapan AMATA 1, no. 1 (2022): 25–32. http://dx.doi.org/10.55334/epic.v1i1.195.

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This research aims to determine the effect of perceptions of job characteristics and organizational support for OCB by mediating growth commitment and normative commitment of employees in the Engineering Division at PT. Adya Graha Surabaya. This research uses a quantitative approach that focuses more on hypothesis testing, while the data analysis technique uses path analysis, which looks at the relationship between job characteristics and organizational support felt by employees towards OCB through mediating growth commitments and employee normative commitments. The research findings indicate

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OBENG, ANTHONY FRANK, PRINCE EWUDZIE QUANSAH, ERIC COBBINAH, and STEPHEN ABIAM DANSO. "Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support." International Journal of Human Resource Studies 10, no. 3 (2020): 238. http://dx.doi.org/10.5296/ijhrs.v10i3.17395.

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Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between

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MUELLER, CHARLES W., JEAN E. WALLACE, and JAMES L. PRICE. "Employee Commitment." Work and Occupations 19, no. 3 (1992): 211–36. http://dx.doi.org/10.1177/0730888492019003001.

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DeCotiis, Thomas A., and J. Michael Jenkins. "Employee Commitment." Cornell Hotel and Restaurant Administration Quarterly 26, no. 4 (1986): 70–75. http://dx.doi.org/10.1177/001088048602600419.

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Muhyi, Herwan Abdul. "THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE (Study in PT Pelayaran Samudera Selatan Jakarta)." Strategic : Jurnal Pendidikan Manajemen Bisnis 10, no. 2 (2010): 1. http://dx.doi.org/10.17509/strategic.v10i2.1081.

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Organizational culture and organizational commitment are the two factors that related to unoptimal employee performance The purpose of this research is to know, firstl; the implementation of organizational culture,organizational commitment, employee performance; and secondly, the influence of organizational culture and organizational commitment on the employee performancet. Variables of this research consist of organizational culture (X1), organizational commitment with subvariables; affective commitment (X2), continuance commitmen (X3), normative commitment (X4). and employee performance (Y).

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Hidayati, Elly Wahyu, Achmad Sani Supriyanto, and Vivin Maharani Ekowati. "Work Commitment as A Mediator of Work Environment Effect on Employee Performance." Management and Economic Journal (MEC-J) 5, no. 1 (2021): 59–66. http://dx.doi.org/10.18860/mec-j.v5i1.11421.

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This study aims to examine the effect of work environment on work commitments, work commitment on employee performance, and work commitment as a mediator of work environment influence on employee performance. The samples are 43 KPPN employees in Malang. Data are collected directly from the respondents through questionnaires and analyzed with path analysis using SPSS software. The result shows that work environment has a positive and significant influence on work commitment, and work commitment also has a positive and significant effect on employee performance. Therefore, work commitment proves

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Yamin, Ahmad Hudi, and Setiyawan Setiyawan. "The Influence of Leader Behaviour, Work Atmosphere, and Job Satisfaction on Employee Commitments in the Secretariat of the Regional House of Representatives." International Journal of Research and Scientific Innovation 09, no. 05 (2022): 30–35. http://dx.doi.org/10.51244/ijrsi.2022.9503.

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The success of the organization is determined by its employees’ commitments. Employees with a strong affective commitment are motivated to achieve greater levels of job performance and make meaningful contributions to the firm. This study focused on the effect of leader behavior, work atmosphere, and job satisfaction on employee commitment in the secretariat of the regional House of Representatives in Pasuruan, East Java, Indonesia. This study is quantitative approach and using explanatory research. Sample of this study is 28 employees. This research aims to analyze the partial and simultaneou

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Sumardona, Sumardona, and Saida Saida. "Peningkatan Kinerja Sumber Daya Manusia Berbasis Gaya Kepemimpinan, Kepercayaan dan Komitmen." Robust: Research of Business and Economics Studies 2, no. 2 (2022): 156. http://dx.doi.org/10.31332/robust.v2i2.5293.

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Research thesis titled Performance Improvement Based Human Resources Leadership Style, Confidence and Commitment which aims to examine and analyze the effect of the variable leadership style on employee confidence, work commitments and performance of human resources . Besides, this research examines and analyzes the influence of variables of trust employees to work commitments and to test and analyze the effect of trust and commitment of employees working on the performance of human resources. This research was conducted by survey method by distributing questionnaires to 100 employees at the R

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Okereka, Onofere Princewill, and Olisa Kizito Abasili. "Manpower Development and Employee Commitment in Selected Local Government Areas in Delta State." International Journal of Public Administration Studies 3, no. 2 (2024): 79. http://dx.doi.org/10.29103/ijpas.v3i2.14395.

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Nigerian local governments have been investing in employee training and manpower development over the years to improve the institutions' overall performance and level of dedication. This is because it is acknowledged that training and workforce development play a critical role in achieving organizational goals and objectives. Thus, in a few Delta State local government units, this study looked at the relationship between employee commitment and manpower development. Using a self-administered questionnaire, 390 employees provided data, and the Taro Yamane method was used to calculate the sample

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Dissertations / Theses on the topic "Employee commitment"

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Crome, David. "Developing employee commitment to create committed employees." Thesis, Anglia Ruskin University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.400602.

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Lloyd, David. "Improving employee commitment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0016/MQ47756.pdf.

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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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Taing, Meng Uoy. "Employee Commitment: The Combined Effects of Bases and Foci." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002893.

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Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Lee, Wing-yee Angela. "A study of organizational commitment of IT professionals /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724170.

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Paz, Jonathan. "Effective Strategies to Increase Employee Commitment and Reduce Employee Turnover." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7323.

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Organizational leaders know that employee turnover negatively impacts an organization's finances and can be a result of a lack of employee commitment. Guided by Yukl's flexible leadership theory, this single case study was used to explore strategies that senior leaders have used to increase employee commitment and reduce employee turnover. Vice presidents and directors from a U.S. Fortune 500 financial firm in New Jersey participated in semistructured interviews. The 5 participants have implemented effective strategies to increase employee commitment and reduce employee turnover. Data collecti

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Shepherd, Jeryl Lynne. "Employee commitment after change at work." Thesis, University of Bedfordshire, 1999. http://hdl.handle.net/10547/338907.

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Human resource management advocates consider that obtaining employees' affective commitment to the organisation is an important objective. A key part of this concept is concerned with employees' identification with organisational goals and values. Recent research however, indicates that employers want employees to maintain their commitment levels even though organisations are undergoing periods ofextensive change that impact on many aspects of these goals and values. In the literature, employee commitment is regarded as a stable construct that nothing seems to alter. Despite this, there is inc

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Johnson, Catherine. "EMPLOYEE MOTIVATION: A COMPARISON OF TIPPED AND NON-TIPPED HOURLY RESTAURANT EMPLOYEES." Master's thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2981.

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Employee motivation shall be defined by Robbins (as cited in Ramlall, 2004) as: "the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need." To engage in the practice of motivating employees, employers must understand the unsatisfied needs of each of the employee groups. This study desires to provide practitioners in the restaurant industry the ability to recognize motivators for these different employment groups and their relationship to organizational commitment. The restaurant industry consists of two type

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Jones, Rebecca. "The Relationship of Employee Engagement and Employee Job Satisfaction to Organizational Commitment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4860.

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Business leaders in the accounting/auditing profession have limited knowledge of how employee engagement, employee job satisfaction, and organizational commitment relate to each other. The role of engaged, satisfied, and committed employees is important as globalization allows for unprecedented talent mobility. The purpose of this quantitative correlational study was to examine the relationship between employee engagement, employee job satisfaction, and organizational commitment. The theoretical framework incorporated Emerson's social exchange theory and Bakker and Demerouti's job demands-reso

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Books on the topic "Employee commitment"

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White, Geoff. Employee commitment. Work Research Unit, 1987.

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System, Great Britain Work Research Unit Information. Employee commitment. Work Research Unit, 1987.

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White, G. C. Employee commitment. Work Research Unit, 1987.

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Gallie, Duncan. Employee commitment and the skills revolution. PSI Publishing, 1993.

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Bird, Frank E. Commitment. Institute Pub., 1991.

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Whitten, Neal. Becoming an indispensable employee in a disposable world. Pfeiffer, 1995.

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Kiran, Tawadey, ed. Mission and business philosophy: Winning employee commitment. Heinemann Professional Pub., 1990.

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Whitten, Neal. Becoming an indispensable employee in a disposable world. Prentice Hall, 1995.

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Zin, Razali Mat. Participation and commitment among Malaysian professionals. Penerbit Universiti Kebangsaan Malaysia, 1998.

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Kuczmarski, Susan Smith. Values-based leadership: Rebuilding employee commitment, performance, and productivity. Prentice Hall, 1995.

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Book chapters on the topic "Employee commitment"

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Gadomska-Lila, Katarzyna. "Employee satisfaction and commitment." In Human Capital Management in the Contemporary Workplace. Routledge, 2024. http://dx.doi.org/10.4324/9781032678719-9.

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Kinley, Nik, and Shlomo Ben-Hur. "Intrinsic Motivation: The Science of Commitment." In Changing Employee Behavior. Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-29340-5_3.

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Kinley, Nik, and Shlomo Ben-Hur. "Intrinsic Motivation: The Science of Commitment." In Changing Employee Behavior. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137449566_3.

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Bugbee, P. L., and D. J. Davis. "Employee Commitment: The Elusive Edge." In Bottom Line Results from Strategic Human Resource Planning. Springer US, 1991. http://dx.doi.org/10.1007/978-1-4757-9539-4_17.

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Meyer, John P., Elyse R. Maltin, and Sabrina P. C. Thai. "Employee Commitment and Well-Being." In Contemporary Occupational Health Psychology. John Wiley & Sons, Ltd, 2012. http://dx.doi.org/10.1002/9781119942849.ch2.

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Shelby, Roger. "Model Speech 083: Employee Commitment." In Executives Lifetime Library of Model Speeches for Every Situation. Routledge, 2024. http://dx.doi.org/10.4324/9781003572947-104.

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Putra, Habibi Mardika, Yeni Absah, and Sugih Arto Pujangkoro. "The Influence of Competence, Organizational Commitment, Training & Development on Employee Performance in Pondok Pesantren Modern Al Hasyimiyah Tebing Tinggi." In Proceedings of the 19th International Symposium on Management (INSYMA 2022). Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_77.

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AbstractHuman resource management views every employee in an organization as the most valuable asset. Every employee who works in an institution or company should improve skills and maintain organizational commitments to improve superior competitiveness. Measurements of employee performance need to be done in order to know the performance achievement results. This research phenomenon sees that employee performance can be improved by applying competence, education, continuous training, and organization. This research aims to test the performance factors of employees who are influenced by compet

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Zicari, Adrián, and Tom Gamble. "How others shape employee attitudes and commitment." In Employee Meaning and Wellbeing. Routledge, 2025. https://doi.org/10.4324/9781003388661-2.

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Satpaulina, Yeni Absah, and Rulianda Purnomo Wibowo. "Predictors and Impact of Openness to Change in Asset Management Contract (AMC) Implementation at the Electric Power Service Company." In Proceedings of the 19th International Symposium on Management (INSYMA 2022). Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_65.

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AbstractThe change strategy in asset management implementation is an effort made by the company to deal with the changing business environment. Management decisions with the asset management contract (AMC) mechanism are feared to impact employee satisfaction and employee continuance commitment. This study aims to examine (1) the effect of individual differences (self-esteem, optimism, perceived control) on employee openness in accepting changes in the reorganization of AMC implementation; (2) the effect of context-specific variables (information, participation, self-confidence) on employee ope

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Hai, Do Huu, Nguyen Minh Hai, and Nguyen Van Tien. "The Influence of Corporate Culture on Employee Commitment." In Econometrics for Financial Applications. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-73150-6_36.

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Conference papers on the topic "Employee commitment"

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Manavadaria, Manthan S., Ravi Kumar, S. Padma Devi, P. B. Narendra Kiran, K. V. Priyadharshini, and Maaz Allah Khan. "The Effect of Prediction on Employee Engagement Organizational Commitment and Employee Performance Using Denoised Auto Encoder and SVM Based Model." In 2024 International Conference on Intelligent Algorithms for Computational Intelligence Systems (IACIS). IEEE, 2024. http://dx.doi.org/10.1109/iacis61494.2024.10721902.

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Humayra, Ismya, and Nurintan Sri Utami. "Stay or Out: Commitment and Employee Turnover Intentions among Indonesian Employees." In Proceedings of the 4th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/acpch-18.2019.12.

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Rulia, Rulia, Sri Rochani Mulyani, and Farida Yuliaty. "EMPLOYEE COMPETENCY AND ORGANIZATIONAL COMMITMENT TO IMPACT ORGANIZATIONAL CULTURE ON THE PERFORMANCE OF NON MEDICAL SUPPORTING EMPLOYEES AL ISLAM HOSPITAL BANDUNG." In Seminar Sosial Politik, Bisnis, Akuntansi dan Teknik (SoBAT) ke-3. LPPM USB YPKP, 2021. http://dx.doi.org/10.32897/sobat3.2021.31.

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This study aims to analyze the influence of Employee Competency and Organizational Commitment on Organizational Culture and their implications for Employee Performance. Determination of sample in this study using Stratified Random Sampling, and the size of 114 respondents, the analysis methode uses path analysis. The results of the study concluded that there was a significant effect simultaneously on Employee Competency and Organizational Commitment on Organizational Culture. There is partial effect Employee Competency and Organizational Commitment on Organizational Culture. The study conclude

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Tay, Angeline. "Recent development in research on employee commitment." In 2009 International Conference on Management Science and Engineering (ICMSE). IEEE, 2009. http://dx.doi.org/10.1109/icmse.2009.5318146.

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Masruroh, Rina, Tjutju Yuniarsih, Disman Disman, and Budi Santoso. "Improving The Employee Performance Through Spiritual Commitment." In Proceedings of the 1st Universitas Kuningan International Conference on Social Science, Environment and Technology, UNiSET 2020, 12 December 2020, Kuningan, West Java, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.12-12-2020.2305135.

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Wertz, R., C. R. Greer, and D. H. Knecht. "New Employee Safety Training (NEST): A Company Commitment." In SPE Health, Safety and Environment in Oil and Gas Exploration and Production Conference. Society of Petroleum Engineers, 1991. http://dx.doi.org/10.2118/23245-ms.

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Hidayat, Rahmad, and Andi Nu Graha. "The Role of Organizational Commitment in Employee Performance." In 2nd Annual Conference on Social Science and Humanities (ANCOSH 2020). Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210413.060.

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Ratnasari, Sri. "Employee Performance: Organizational Culture, Organizational Commitment, And Job Satisfaction." In Proceedings of the 1st International Conference on Applied Economics and Social Science (ICAESS 2019). Atlantis Press, 2019. http://dx.doi.org/10.2991/icaess-19.2019.54.

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Rizvi, Syed Zahid Raza, Muhammad Waseem, Asim Nisar, Syed Kazim Raza Naqvi, and Nadeem Ehsan. "Effects of organizational culture on psychology of employee commitment." In EM 2011). IEEE, 2011. http://dx.doi.org/10.1109/icieem.2011.6035572.

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"Importance of Employee Motivation and Commitment on Innovative Behaviors." In International Conference on Accounting, Business, Economics and Politics. Tishk International University, 2022. http://dx.doi.org/10.23918/icabep2022p41.

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Reports on the topic "Employee commitment"

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Deal, Jennifer, Kristin Cullen, Sarah Stawiski, William Gentry, and Marian Ruderman. World Leadership Survey Biannual Report on Employee Commitment and Engagement 2013–2014. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2048.

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" From the Executive Summary: ""The purpose of the World Leadership Survey (WLS) is to provide a window into how professionals, managers, and executives view their life within the organization. This view of the employee experience will help leaders of organizations understand what employees experience, and what the organization can do to improve commitment and reduce turnover. The good news for organizations in the United States and Canada (the sample for this report) is that respondents are mostly committed to their organizations, satisfied with their jobs and their pay, work more than the ty

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Charles, Kristin. Effects of shift work on employee retention : an examination of job satisfaction, organizational commitment, and stress-based explanations. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.5910.

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Hughes, Ceri, Miguel Martinez Lucio, Stephen Mustchin, and Miriam Tenquist. Understanding whether local employment charters could support fairer employment practices: Research Briefing Note. University of Manchester Work and Equalities Institute, 2024. http://dx.doi.org/10.3927/uom.5176698.

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Employment charters are voluntary initiatives that attempt to describe ‘good’ employment practices and to engage and recognise those employers that meet or aspire to meet these practices. They can operate at different spatial scales, ranging from international and national accreditation schemes to local charters that focus on engaging employers in specific regions or cities. The latter are the focus of this briefing paper. At least six city-regions in England had local employment charters at the time of our research. These areas alone account for over a fifth (21 per cent) of the resident work

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Battams, Nathan. Family Caregiving in Canada: A Fact of Life and a Human Right. The Vanier Institute of the Family, 2016. http://dx.doi.org/10.61959/nnvo5054e.

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At some point in our lives, there is a high likelihood that each of us will provide care to someone we know – and receive care ourselves – at least once. Family members are typically the first to step up to provide, manage and sometimes pay for this care. The forms of family care we provide and receive are so diverse, not to mention second nature, that we may not even think of them as caregiving: driving a sibling to a medical appointment, preparing a meal for a grandparent, picking up a sick child from school – these are all a part of the “landscape of care” in which we live. Families are hig

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Alonso, Pablo, and Agustina Schijman. IDB-9: Human Resources Processes. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010522.

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This evaluation assesses the implementation of Inter-American Development Bank (IDB, or Bank) commitments related to the human resources (HR) policies set out in the 2007 realignment and IDB-9. Under these commitments, the Bank is required to continue improving its organizational efficiency and capacity, building on the organizational model set forth in the 2007 realignment. This report is a preliminary review of the topic; next year's evaluation of the realignment by the Office of Evaluation and Oversight will explore issues of efficiency and efficacy in greater depth. The evaluation finds th

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Bonebrake, Victoria, Kelly Riedinger, Victoria Sellers, and Zach Williams. MoZAICS Project: State of the Field Study. Summary of Findings from Survey #3, Individual and Organizational Readiness. Oregon State University, 2024. http://dx.doi.org/10.5399/osu/1169.

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The following pages describe initial findings from the third of three surveys administered in a state of the field study as part of the Modeling Zoos and Aquariums as Inclusive Communities of Science (MoZAICS) for Autistic Individuals project. This study was designed to look across the Association of Zoos and Aquariums (AZA) field to understand what inclusive practices zoos and aquariums are currently using to support autistic individuals across the full zoo/aquarium experience (e.g., general visit, programs, events, design of learning experiences, volunteering, internships and employment). In

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Villesèche, Florence, Caroline Julie Demeyère, and Flora Antoniazzi. Denmark's DEI Consulting Landscape: Where Ethical Values Meet Market Realities. Department of Business Humanities and Law. Copenhagen Business School, 2024. http://dx.doi.org/10.22439/bhl.2024.01.

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Who are the diversity, equity, and inclusion (DEI) consultants shaping the landscape in Denmark? What motivates them to enter the DEI consulting market? What types of initiatives do they undertake? How do they navigate the challenges of selling DEI services to organizations, especially when met with resistance or criticism? How do these professionals connect and network in this burgeoning industry? These questions guided our research project as we investigated the world of DEI consulting in Denmark. Today, DEI is a major consideration for organizations, employers, and society at large. It cove

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Battams, Nathan. A Snapshot of Family Caregiving and Work in Canada. The Vanier Institute of the Family, 2020. http://dx.doi.org/10.61959/hcoh3346e.

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At some point in our lives, there is a high likelihood that each of us will provide care to someone we know – and receive care ourselves. Family members are typically the first to step up to provide, manage and sometimes pay for this care. Families are highly adaptable and most of the time people find ways to manage their multiple work and family responsibilities, obligations and commitments. However, juggling work and care can sometimes involve a great deal of time, energy and financial resources, and employers can play an important role in facilitating this care through accommodation, innova

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Sangiampongsa, Pisanu. Governmental and nongovernmental organizations in Thailand : similarities and differences in their characteristics and roles within public services and public policy. Chulalongkorn University, 2001. https://doi.org/10.58837/chula.res.2001.37.

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There has been an increase in the role of nongovernmental organizations (NGOs) in the Thai policy process. This study examines some of their characteristics by comparing them to those of public organizations. Their roles in public policy as well as their relationship with public organizations are also studied. This study focuses further attention on two policy types-environment and welfare. A survey on public organizations and NGOs involving in the environmental and welfare policy areas, through the perception of the organizations’ employees, is used as the method of data collection. Comparati

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Sabatino, Ester, Gustavo Müller, and Gustavo Ramírez Buchheister. The EU’s Approach to Nexus Issues in Conflict Prevention, Mediation and Resolution: Climate, Development and Gender. EsadeGeo. Center for Global Economy and Geopolitics, 2023. https://doi.org/10.56269/202310es.

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Abstract:

This working paper conducts an in-depth analysis of the European Union's (EU) approach to nexus issues in conflict prevention, mediation, and resolution. In the realm of gender and conflict, it emphasises the EU's commitment to mainstreaming gender in its peacebuilding efforts in Guatemala. The EU aims to tackle gender-based violence and enhance women's political and economic participation. Despite its clear objectives, there is a level of ambiguity regarding the alignment of these actions with transformative gender principles, particularly regarding indigenous and rural communities in Latin A

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