Relevant bibliographies by topics / Employee committment

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  1. Journal articles
  2. Dissertations / Theses
  3. Books

Academic literature on the topic 'Employee committment'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Employee committment"

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Kang, Dae Sik, Jae Hoon Rhee, In Jun, and Sun Hui Oh. "Employee Motivations, Organisational Committment and Organisational Citizenship Behaviour in Social Enterprises - Moderating Effects of Democratic Decision Making Practices -." Journal of Human Resource Management Research 23, no. 3 (September 30, 2016): 99–122. http://dx.doi.org/10.14396/jhrmr.2016.23.3.99.

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Pratiwi, Ni Putu Linda, and Made Subudi. "PENGARUH KEADILAN ORGANISASIONAL TERHADAP KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL PADA DISPERKIM KOTA DENPASAR." E-Jurnal Manajemen Universitas Udayana 8, no. 2 (December 3, 2018): 962. http://dx.doi.org/10.24843/ejmunud.2019.v08.i02.p14.

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The purpose of this study was to determine the effect of organizational justice on job satisfaction and organizational commitment in the Department of Housing and Settlements in Denpasar City. This research was conducted on employees of the Housing and Settlement Area and Denpasar City. Samples taken were 100 respondents. Sampling in this study used proportionate random sampling technique. Data collection was carried out by distributing questionnaires using a 5-point Likert scale to measure 28 statement items. The analytical technique used was an Islamic Path. The results of the analysis show that organizattional justice has a positive also significant effect on both job satisfaction and organizational committment. Job satisfaction has a positive and significant effect on organizational commitment. This study also succeeded in proving that job satisfaction mediates the influence of organizational justice on organizational committment in the Department of Housing, Settlements and Land Affairs of Denpasar City. Keyword : organizational justice, job satisfaction, organizational commitment
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Lee, Hajeong, and Munkyom Kim. "The Study on the Relationship of Between Ethical Leadership, Individual Cognitive Psychological Characteristics and Organizational Committment of Hotel Employees." Journal of Tourism Management Research 22, no. 5 (September 30, 2018): 1047–67. http://dx.doi.org/10.18604/tmro.2018.22.5.48.

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Kim, Sanhyuck, and Chungah Kim. "A Study of Hotel Employees’ Multi-Foci Committment Influence on Team Performance : Job Commitment, Career Commitment, and Team Commitment." Journal of Tourism Management Research 24, no. 7 (December 31, 2020): 113–32. http://dx.doi.org/10.18604/tmro.2020.24.7.6.

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Kim, Sanhyuck, and Chungah Kim. "A Study of Hotel Employees’ Multi-Foci Committment Influence on Team Performance : Job Commitment, Career Commitment, and Team Commitment." Journal of Tourism Management Research 24, no. 7 (December 31, 2020): 113–32. http://dx.doi.org/10.18604/tmro.2020.24.7.6.

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Dissertations / Theses on the topic "Employee committment"

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Jaworski, Caitlin D. "THE EFFECT OF TRAINING, EMPLOYEE BENEFITS, AND INCENTIVES ON JOB SATISFACTION AND COMMITMENT IN PART-TIME HOTEL EMPLOYEES." Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1353378997.

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Kitchen, Michaelle L. (Michaelle Lynn). "Role of Selected Variables on Organizational Commitment in Selected Organizations in a North Texas Metropolitan Area." Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc331255/.

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This study investigated the role of selected variables on organizational commitment in selected organizations in a North Texas metropolitan area. The selected (independent) variables were orientation attendance, unit size, educational level, gender, age, and length of service. Organizational commitment score was the dependent variable. The Organizational Commitment Questionnaire and a demographic questionnaire were administered to 1,055 employees. The Organizational Commitment Questionnaire contained fifteen statements which measured employees' feelings about their organization. Multiple regression was used to determine the relationship between organizational commitment and the selected variables at the .001 level of significance. It was determined that gender and length of service showed the strongest significant relationship on organizational commitment. This model shows that the six independent variables account for only 3 percent of the variance in the relationship between organizational commitment and the selected variables. Therefore, approximately 97 percent of the unexplained variance is accountable for the organizational commitment of the employees at the selected organizations used in this study. Studies using the Organizational Commitment Questionnaire to show the relationship between organizational commitment and other antecedents of organizational commitment are recommended. A follow-up study should also be conducted using the Organizational Commitment Questionnaire to show the relationship between organizational commitment and race. A follow-up study should be conducted using this questionnaire and a work ethic questionnaire to determine the relationship between organizational commitment and work ethics. An orientation attendance questionnaire should be developed and used with the Organizational Commitment Questionnaire to show the relationship between organizational commitment and orientation attendance. Additional research is necessary in other organizations and cultural settings before this study can be generalized to a greater number of employees. Recommendation is made that future researchers administer questionnaires to subjects due to the low reading and comprehension skills of many respondents.
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Oler, Jennifer S. "The Effect of Religiosity and Spirituality on Work Practices and Trust Levels in Managers and their Subordinates in Food and Nutrition Care Departments." BYU ScholarsArchive, 2004. https://scholarsarchive.byu.edu/etd/556.

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The purpose of this study was to examine the extent to which religiosity and spirituality affected daily work practices and leader/follower trust levels in foodservice and nutrition directors and their subordinates. A similar 72-item survey questionnaire was developed for both the directors and employees, which was completed by 129 directors and 530 employees. Both questionnaires contained questions on demographics, religious influences on work practices, trust characteristics, and three validated measures of religiosity: 1) worship service attendance (1=Religiosity Score), 2) influence of spiritual beliefs on daily life, and 3) frequency of prayer (2 + 3=Spirituality Score). Frequency data was gathered for all questions. Analysis of variance (ANOVA) and Pearson's Correlation were used to assess the relationship of directors' and employees' Religiosity and Spirituality Scores compared to their daily work practices and trust levels. Two-sample t-tests evaluated differences in directors' and employees' perceived trust levels toward each other. Most directors and employees were women and Caucasian. Most of the directors and employees had earned a Master's degree and bachelor's degree, respectively. The religion most frequently reported was Protestant. Data analysis of the Religiosity and Spirituality Scores and demographics showed some differences in ethnic group, gender, age, and education level, although there was no consistently identified trend. Well over one-third of directors (40.3%) and employees (36.3%) attended worship services at least four times the previous month. The more directors and employees attended worship services, the more likely they were to demonstrate specific spiritual actions and attitudes at work. Generally, religiosity and spirituality did not appear to influence perceived trustworthiness in directors and employees. However, both directors and employees were rated as being highly trustworthy by their counterpart(s). Directors and employees tend to over-rate their own trustworthiness when compared to ratings by the opposite discipline. Degree of religiosity and spirituality did not consistently affect the way directors and employees rated each others' trustworthiness though it was related to how they perceived their own trustworthiness. Directors expected that their employees were more committed to their jobs than they actually were.
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Lumley, Elizabeth Jean. "Exploring the relationship between career anchors, job satisfaction and organisational committment." Diss., 2008. http://hdl.handle.net/10500/3455.

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The primary objective of the study was to explore the relationship between career anchors, job satisfaction and organisational commitment using a sample of 86 employees at four Information Technology companies in South Africa. A secondary objective was to determine whether individuals from various gender, race, position and age groups differed significantly regarding their career anchors, job satisfaction and organisational commitment. The instruments used were the Career Orientations Inventory (COI), Job Satisfaction Survey (JSS) and Organisational Commitment Questionnaire (OCQ). The research findings indicated that career anchors are partially related to participants’ job satisfaction and organisational commitment and participants’ levels of job satisfaction and organisational commitment are significantly related. The findings also showed that demographic groups differ significantly regarding their career anchors, job satisfaction and organisational commitment. It is recommended that interventions aimed at improving individual career decision making and organisational retention practices take cognisance of how these variables relate to individuals’ career anchors, job satisfaction and organisational commitment. The study is concluded with recommendations for Industrial and Organisational Psychology practices and further research.
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Chen, Ying-chen, and 陳盈臻. "The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/59806852465900105272.

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碩士
國立中正大學
勞工所
96
This article focuses on the potential value of an infrequently utilized recruiting procedure: to provide applicants with a realistic view of the job during the recruitment process. To explore the relationships among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support. In order to understand the relationships, the questionnaire is used to collect and analyze data in this study. And then, the conclusions and suggestions are provided to the authorities, companies, and personnel. To achieve the aim mentioned above, first our research confirmed the structures of theories and hypothesis by means of documented materials, and then implemented our designed questionnaires on the interviewees who work in the top 1000 manufacturing industries or in the top 500 service industries according to the statistics released. The collected information was analyzed by SPSS and LISREL to test the hypothesized relationships among variables under study. The results are summarized as follows: （1） Realistic job previews is significantly positive related to new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support. （2） New employees’ person-job fit is significantly positive related to organizational committment, job satisfaction, and perceived organizational support. （3） New employees’ person-job fit has a partial mediating effect between Realistic job previews, organizational committmentand job satisfaction. Key words：realistic job previews, person-job fit, organizational committment, job satisfaction, perceived organizational support
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Books on the topic "Employee committment"

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Phāhō̜m, Thidā. Patčhai thī mīphon tō̜ khwāmphūkphan ʻongkān khō̜ng ʻāčhān sathāban rātchaphat klum Phāk Klāng =: Factors affecting on the organizational committment of the Rajabhat Institute in the Central Region. [Ayutthaya]: Khana Withayā Kānčhatkān, Sathāban Rātchaphat Phra Nakhō̜n Sī ʻAyutthayā, 2000.

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