Relevant bibliographies by topics / Employees' Commitment

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employees' Commitment'

Author: Grafiati
Published: 3 June 2025
Last updated: 31 July 2025

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Journal articles on the topic "Employees' Commitment"

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Fatchiya, Fella, I. Ketut R. Sudiarditha, and Henry Eryanto. "Effect of Quality of Work Life on Performance Employees with Variables Work Commitments Intervening in Millenial Generation Employees in PT Pelabuhan Indonesia II (Persero) Head Office." IJHCM (International Journal of Human Capital Management) 5, no. 1 (2021): 107–14. http://dx.doi.org/10.21009/ijhcm.05.01.9.

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Abstract: This study aims to analyze the influence of quality of work life on employee performance with work commitment as an intervening variable on employees of the millennial generation of PT head office. Port of Indonesia II (Persero). Determination of samples using Probability Sampling method with 160 respondents and analyzed using Structural Equation Model Partial Least Square (SEM PLS) analysis method. The results of the study showed that 1) the quality of work life has a positive and significant effect on employee performance, indicating that if the quality of work life in employees of
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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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Bučiūnienė, Ilona, and Vida Škudienė. "Impact of Leadership Styles on Employees' Organizational Commitment in Lithuanian Manufacturing Companies." South East European Journal of Economics and Business 3, no. 2 (2008): 57–66. http://dx.doi.org/10.2478/v10033-008-0015-7.

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Impact of Leadership Styles on Employees' Organizational Commitment in Lithuanian Manufacturing CompaniesThis article investigates the relationship between employees' organizational commitment dimensions and leadership styles in Lithuanian manufacturing companies. The findings of the study reveal positive correlations between a transformational leadership style and affective and normative employee commitments. A laissez-faire leadership style was found to be negatively associated with employees' affective commitment.
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K.C., Gautam, Yam Bahadur Silwal, Sudarshan K.C., Saroj Paudel, Madhu Kumar Singh, and Sushil Neupane. "Impact of Quality of Work Life on Employees' Commitment to Private Commercial Banks of Hetauda." Nepal Journal of Multidisciplinary Research 6, no. 4 (2023): 81–97. http://dx.doi.org/10.3126/njmr.v6i4.62010.

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The quality of work life (QWL) and employee commitment have been a subject of interest among managers and academicians for a long period to enhance organizational performance. Quality of work life is the quality of the relationship between employees and the total work environment, concern for the impact of work on individuals as well as on organisation effectiveness, and the idea of participation in organisational problem-solving and decision-making in concurrence with the ascertained importance of an employee’s role in the service exchange process. This present study attempts to test the rela
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Sakila, Kevin Luhika. "Pengaruh Kepuasan Kerja, Affective Commitment, Continuance Commitment, dan Normative Commitment terhadap Turnover Intention Karyawan Grand Palace Hotel Malang." Ekonomi Bisnis 24, no. 1 (2019): 31. http://dx.doi.org/10.17977/um042v24i1p31-42.

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ABSTRACT Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri Malang. Advisor: Lohana Juariyah, S.E., M.Si KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someon
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Mawoli, Mohammed Abubakar, and Toun Olanrewaju Bolawa. "Employee commitment and turnover intentions in new generation commercial banks in Ilorin metropolis." Kampala International University Interdisciplinary Journal of Humanities and Social Sciences 1, no. 3 (2020): 25–34. http://dx.doi.org/10.59568/kijhus-2020-1-3-03.

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This study examines the effect of Affective, Continuance and Normative Commitments on employee’s intention to quit employment in Commercial Banks in Ilorin Metroplis. The population of the study comprised employees of Money Deposit Banks established after Nigerian independence (New Generation Banks) operating in Ilorin metropolis. Simple random sampling was used to select 229 banks’ staff and subsequently surveyed using a close-ended questionnaire instrument. The study employed mean and standard deviation to summarize the research data for further statistical processing, while multiple regress
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Riko Hendrajana, I. G. M., Desak Ketut Sintaasih, and Putu Saroyeni P. "ANALISIS HUBUNGAN STATUS KEPEGAWAIAN, KOMITMEN ORGANISASIONAL DAN KINERJA KARYAWAN." Jurnal Ilmiah Hospitality Management 7, no. 1 (2018): 33–44. http://dx.doi.org/10.22334/jihm.v7i1.33.

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Employment status is a condition in which differenciate the employees from one another in the companies. In fact, employment status can be divided into permanent and non-permanent employees. Organizational commitment in terms of employment status becomes an important variable for improving the performance of employees who show confidence and strong support of the values and goals to be achieved by the organization. The purpose of the study is to analyze the influence of organizational commitment to employee performance, and to analyze the status of personnel in the moderating influence of orga
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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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Sanjoy Roy. "Impact of Social Capital on the Organizational Commitment at Workplace." Journal of Information Systems Engineering and Management 10, no. 3s (2025): 503–7. https://doi.org/10.52783/jisem.v10i3s.441.

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There has been a surge in concern regarding the social capital of organizations. Social capital is receiving increasing attention from industries as communication methods continue to evolve. Information technology and social media have created platforms where not only are internal employees connected with one another, but they are also well connected with external stakeholders. This phenomenon has heightened employers' concerns about encouraging both personal and professional bonding. As a result, it has become essential for employers to foster an environment of trust among employees. Organiza
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Sulistyan, Riza Bahtiar. "Kondisi Lingkungan Pekerjaan Sebagai Ukuran Kesetiaan Pada Organisasi." Wiga : Jurnal Penelitian Ilmu Ekonomi 8, no. 1 (2018): 32–41. http://dx.doi.org/10.30741/wiga.v8i1.234.

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Good working environment conditions can encourage employees from within and will increase employees' commitment to the organization. This study aims to test the model of good working environment conditions in increasing the commitment of employees to the organization, directly or indirectly through the encouragement that is in the employees. There are 41 employees willing to be respondents. The analysis method used is Partial Least Square (PLS). The results show that good working environment conditions can encourage employees from within themselves will increase the commitment of employees to
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Dissertations / Theses on the topic "Employees' 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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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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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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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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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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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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DeLoria, Julie Elizabeth. "A Comparative Study of Employee Commitment: Core and Contract Employees in a Federal Agency." Diss., Virginia Tech, 2001. http://hdl.handle.net/10919/29324.

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This study examined commitment levels of two groups of employees: core government employees and contract employees who directly supported the Federal Government. The sample included 85 government employees and 131 contract employees. The research identified each group's level of commitment to various work entities. These included: immediate government office, government organization, employer, and occupation. The focus was on affective commitment, i.e., an employee's emotional attachment to, and desire to maintain membership with, a work entity. A measure was also taken for socialization-
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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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Dolfi, Sharon A. Israel. "Correlates of union and organizational commitment : a survey of former Eastern Airlines employees." FIU Digital Commons, 1994. http://digitalcommons.fiu.edu/etd/3072.

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Former Eastern Airlines flight attendants were surveyed regarding their levels of union, organizational, and dual commitment, union participation, strike participation and support, and current feelings of job stress, job affect and job satisfaction. It was found that union commitment was positively correlated with union participation. Due to the unique situation at Eastern, it was also found that there was no difference in levels of strike participation and support between those dually committed and those unilaterally committed to the union. Strike participation and support also correlated pos
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Swailes, Stephen. "Organisational commitment of professional employees : measurement and interaction effects." Thesis, University of Leicester, 1999. http://hdl.handle.net/2381/7832.

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This thesis presents an exploratory study into the nature of organisational commitment among professional employees. This thesis argues that the classic definition of commitment (Mowday, Porter and Steers, 1982) has been superseded by a reshaped psychological contract that affects the employment relationship in post-industrial society. Following exploratory, qualitative research organisational commitment was conceptualised as a multi-dimensional construct involving the congruence of individual and organisational goals, effort directed at goal achievement and innovation in the work place. A Beh
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Books on the topic "Employees' Commitment"

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

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

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

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Marciano, Paul L. Carrots and sticks don't work: Build a culture of employee engagements with the principles of respect. McGraw-Hill, 2010.

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Vance, Robert J. Employee engagement and commitment: A guide to understanding, measuring and increasing engagement in your organization. SHRM Foundation, 2006.

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Metcalf, Hilary. Individual commitment to learning: Employers' attitudes. Research Strategy Branch, Employment Department, 1994.

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S, Thomas Tempe, ed. Getting commitment at work: A guide for managers & employees. Commitment, 1990.

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Kinlaw, Dennis C. Coaching for commitment: Managerial strategies for obtaining superior performance. University Associates, 1989.

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Fazzi, Robert A. Management Plus: Maximizing productivity through motivation, performance, and commitment. Irwin Professional Pub., 1994.

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Barling, Julian. Predicting employee commitment to company and union: Divergent models. Industrial Relations Centre, Queen's University, 1990.

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Book chapters on the topic "Employees' Commitment"

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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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Bowers, Kate C., and Mark Fleming. "Understanding Railway Employees’ Perceptions of Senior Managers’ Safety Commitment." In Advances in Intelligent Systems and Computing. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-60441-1_104.

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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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Anku-Tsede, Olivia, Aaron Makafui Ametorwo, and Alhassan Mbawin Akudugu. "Regulations and Employees’ Commitment to Change: Does Emotional Intelligence Matter?" In Advances in Intelligent Systems and Computing. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94709-9_46.

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Boddy, Clive R. "Corporate Psychopaths, Corporate Social Responsibility and Organisational Commitment to Employees." In Corporate Psychopaths. Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230307551_4.

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Balu, V., G. Sumathi, and V. Simi. "Employees organization commitment as a strategic role in logistic management." In Recent Research in Management, Accounting and Economics (RRMAE). Routledge, 2024. https://doi.org/10.4324/9781003606642-29.

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Donny, Okbar, B. Medina Nilasari, Renny Risqiani, and Nico Lukito. "Antecedents of Organizational Commitment of Construction and Building Employees in Jakarta." In Proceedings of the International Conference on Entrepreneurship, Leadership and Business Innovation (ICELBI 2022). Atlantis Press International BV, 2023. http://dx.doi.org/10.2991/978-94-6463-350-4_9.

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Herliani, Lili, and Annisaa Miranty Nurendra. "Organizational Commitment, Job Satisfaction and Organizational Citizenship Behavior on Hospital Employees." In Proceedings of the International Conference on Intellectuals’ Global Responsibility (ICIGR 2022). Atlantis Press SARL, 2023. http://dx.doi.org/10.2991/978-2-38476-052-7_72.

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Livada, Alexandra, and Athanasios Pechlivanidis. "Incentives, Personal Needs, Behavior of the Employees: How Do These Parameters Affect Employees’ Productivity, Job Satisfaction and Commitment?" In Contributions to Management Science. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67020-7_16.

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Tomlinson, Duncan Gallie Michael White Yuan Cheng Mark. "Organizational Commitment." In Restructuring the Employment Relationship. Oxford University PressOxford, 1998. http://dx.doi.org/10.1093/oso/9780198293903.003.0009.

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Abstract Previous chapters have demonstrated the varied ways in which employers in the 1990s were demanding more of their employees. They required more responsibility and discretion to be taken, more control and pressure to be accepted, more flexibility to be displayed, more uncertainty and stress to be absorbed. In short, employers sought employee commitment to the organization. Indeed, human resource management (HRM) has been described or advocated as a movement from a strategy of control to a strategy of commitment (Walton 1985a; Lundy and Cowling 1996).
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Conference papers on the topic "Employees' Commitment"

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"Teamwork Atmosphere and Employees’ Organizational Commitment." In Multi-Disciplinary Manila (Philippines) Conferences Jan. 26-27, 2017 Cebu (Philippines). Universal Researchers (UAE), 2017. http://dx.doi.org/10.17758/uruae.uh0117425.

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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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Kong, Haiyan. "Career Commitment of Hotel Employees in China." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998091.

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Chen, C. C., M. S. Lee, P. J. Wu, and X. H. Lin. "Antecedent and outcome of employees' occupational commitment." In 2010 IEEE International Conference on Management of Innovation & Technology. IEEE, 2010. http://dx.doi.org/10.1109/icmit.2010.5492755.

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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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Abd Razak, Norfadzilah, and Faizuniah Pangil. "Assessing Emotional Intelligence Factors and Employees Commitment to Change." In 2013 International Conference on Information, Business and Education Technology (ICIBET-2013). Atlantis Press, 2013. http://dx.doi.org/10.2991/icibet.2013.40.

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Siswanto and Siswanto. "The Antecedent of Organizational Commitment of Sharia Banking Employees." In Proceedings of the 2018 International Conference on Islamic Economics and Business (ICONIES 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/iconies-18.2019.13.

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Retamosa, Marta, Ángel Millán, Juan Antonio García, and María Millán. "Internal branding at university: Do tenure and job security matter?" In Sixth International Conference on Higher Education Advances. Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11092.

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Universities, as educational service providers, must pay attention to their employees who are pivotal in delivering and communicating brand promise and service quality to the stakeholders. While branding initiatives most frequently focus on external stakeholders, internal branding efforts establish systems/processes and consequent employees’ behaviour that are consistent with external branding efforts. With a sample of 753 faculty members and researchers from a Spanish public University, the study aims to establish if employee tenure and job security have a significant relationship with employ
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Michael, Keren. "Job Motivation and Organizational Commitment as Contributing to Employees’ Burnout." In 4th International Conference on Research in Social Sciences. GLOBALKS, 2021. http://dx.doi.org/10.33422/4th.rssconf.2021.08.13.

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Michael, Keren. "Social Support and Organizational Commitment as Contributing to Employees’ Burnout." In 4th International Conference on Research in Social Sciences. GLOBALKS, 2021. http://dx.doi.org/10.33422/4th.rssconf.2021.08.16.

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Reports on the topic "Employees' 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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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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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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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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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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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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Bano, Masooda, and Zeena Oberoi. Embedding Innovation in State Systems: Lessons from Pratham in India. Research on Improving Systems of Education (RISE), 2020. http://dx.doi.org/10.35489/bsg-rise-wp_2020/058.

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The learning crisis in many developing countries has led to searches for innovative teaching models. Adoption of innovation, however, disrupts routine and breaks institutional inertia, requiring government employees to change their way of working. Introducing and embedding innovative methods for improving learning outcomes within state institutions is thus a major challenge. For NGO-led innovation to have largescale impact, we need to understand: (1) what factors facilitate its adoption by senior bureaucracy and political elites; and (2) how to incentivise district-level field staff and school
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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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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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