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Dissertations / Theses on the topic 'Employees' Commitment'

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Published: 3 June 2025

Last updated: 31 July 2025

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Brewster, Tabitha. "Emotional Intelligence, Turnover Intention, and Commitment Among Nonprofit Employees." ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7857.

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Employee turnover is a persistent problem contributing to financial issues and declining productivity in nonprofit organizations. Nonprofits cannot fulfill their core missions of providing services to people in need when managing staffing disruptions. Measuring employee turnover intention can determine the probability of employee turnover, and a potential predictor of turnover intention is emotional intelligence, an area unstudied in the nonprofit sector. This study was designed to explore this relationship, in addition to the employee's commitment to the organization. The population consisted

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12

Barcus, Sydney Anne Guarnaccia Charles Anthony. "The impact of training and learning on three employee retention factors job satisfaction, commitment and turnover intent in technical professionals /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9797.

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13

Akuamoah-Boateng, Robert. "Privatisation, employee job satisfaction and organisational commitment." Thesis, University of Kent, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328078.

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14

Walker, Matthew Robert. "Informational expectations, needs, and receptions of newcomers and transferees, and their effects on job satisfaction and organizational commitment /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3013038.

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15

Litie, Njie Thaddeus, Fon Linus Teku, and Gbolahan Awomodu. "Top management commitment and Empowerment of employees in TQM implementation." Thesis, Högskolan i Borås, Institutionen Ingenjörshögskolan, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-18933.

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Top management commitment and employees empowerment is one of the most important and vital principle in total quality management, because it is often assumes to have a strong relationship with customer satisfaction. In TQM implementation top management commitment in creating an organizational climate that empowers employees is very imperative. Thus, this can be achieved with top management commitment in training employees and giving employees opportunities to be responsible for the quality of their work. TQM strategy brings about a turn around in corporate culture as compared to the old tradit

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16

Cole, Tami. "Impact of an organization identity intervention on employees' organizational commitment." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133149.

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<p> This project examined the impacts of an organization identity intervention on workers’ commitment during large-scale transformational change at a financial services company. A 21-member information technology team was recruited for the study. Commitment was measured using a quantitative instrument and the events and data collected during the identity intervention were described. Participants generally enjoyed the intervention, although team members grew increasingly negative over the course of the event due to past experiences with similar interventions. Commitment was consistent acr

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17

Lee, Wing-yee Angela, and 李穎宜. "A study of organizational commitment of IT professionals." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266666.

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18

Muralidhar, Madhuri, and Mariia Sirenko. "Doing IT Right: Employees’ Perspective on CSR." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-23993.

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Although there have been many previous studies done on the influence of corporate social responsibility (CSR) in organizations, there has been relatively less research on the impact of CSR on the organization’s employees. Studies conducted in this topic have looked at various industries such as banking, manufacturing and others but very minimal studies on the Information Technology(IT) industry Considering the research gaps, this thesis examines the employee’ perceptions and attitudes towards CSR and its impact on organizational commitment in the IT industry in the context of Sweden. In order

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19

Lundkvist, Maja, and Blerta Amedi. "Continuance commitment and organizational culture – is there a relationship? : a study examining continuance commitment amongst university employees." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-20124.

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Organizations today are facing difficulties with gaining committed employees. As organizational success isdependent on employee commitment, researchers have in recent years implied that there is a relationship betweenorganizational culture and organizational commitment. Organizational culture is described as the shared values,norms, assumptions and beliefs of a group. Moreover, research has shown that commitment consists out of threecomponents, of which continuance commitment is described as employees need rather than willingness to staywith its employing organization. Although there are resea

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20

Zobal, Cheryl. "Employee Engagement: The Impact of Spiritual, Mental, Emotional and Physical Elements on the Relationship Between Employee Engagement and Behavioral Outcomes." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc799489/.

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Data were collected by an external company for a healthcare service firm interested in learning the job-related attitudes of their employees. Thus, archival data from 1,287 employees were collected for a different purpose. The survey consisted of 117 questions covering a broad range of constructs. Consequently, the items were used to derive effective measures of employee engagement and behavioral outcomes, as well as the emotional, mental, spiritual and physical dimensions. Exploratory and confirmatory factor analysis procedures were used to create scales reflecting these four factors. Interes

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21

Barcus, Sydney Anne. "The impact of training and learning on three employee retention factors: Job satisfaction, commitment and turnover intent in technical professionals." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9797/.

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The purpose of this study is to explore the benefits of providing employee training and learning beyond the specific content covered in such interventions, and how personality constructs might moderate those benefits. Training refers to the imparting of specific knowledge and tasks. Learning involves processes and skills that support on the job learning experiences. This study builds on previous research linking training and development to increased job satisfaction, and reduced turnover intent, by considering additional factors. The relationships between independent variables training, learni

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22

Schroder, Ralph. "Job satisfaction and organizational commitment for private university employees the relationship between job satisfaction, organizational, religious commitment, and demographics for employees of a private religious university." Saarbrücken VDM Verlag Dr. Müller, 2003. http://d-nb.info/989291006/04.

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23

Scheibl, Fiona. "Theorising commitment and constraint in women's post childbirth careers." Thesis, University of Hertfordshire, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.302303.

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24

Bayer, Lucy. "The investment model and organizational commitment predicting workplace behaviors /." Diss., Connect to the thesis, 2009. http://hdl.handle.net/10066/3733.

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25

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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26

Pokorney, John James Halinski Ronald S. Strand Kenneth H. "Education relationships with job satisfaction and organization commitment /." Normal, Ill. Illinois State University, 1997. http://wwwlib.umi.com/cr/ilstu/fullcit?p9803734.

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Thesis (Ph. D.)--Illinois State University, 1997.<br>Title from title page screen, viewed June 7, 2006. Dissertation Committee: Ronald S. Halinski, Kenneth H. Strand (co-chairs), Patricia H. Klass, Larry McNeal. Includes bibliographical references (leaves 102-117) and abstract. Also available in print.

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27

Lee, Olivia F. "Internal marketing implications of health care employees' job satisfaction and performance in Singapore." online access from Digital Dissertation Consortium access full-text, 2006. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3235760.

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28

Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.

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The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake toleranc

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29

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

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

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30

Waris, Robert George Portwood Sharon G. "An examination of organizational culture, employee attitudes, and organizational citizenship behaviors a path analysis approach /." Diss., UMK access, 2005.

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Thesis (Ph. D.)--Dept. of Psychology. University of Missouri--Kansas City, 2005.<br>"A dissertation in psychology." Advisor: Sharon Portwood. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed June 27, 2006. Includes bibliographical references (leaves 86-102). Online version of the print edition.

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31

au, Janet Chew@cbs curtin edu, and Janet Cheng Lian Chew. "The Influence of Human Resource Management Practices on the Retention of Core Employees of Australian Organisations: An Empirical Study." Murdoch University, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20041201.150257.

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Employee retention is one of the challenges facing many business organisations today. For many organisations, strategic staffing has become a concern because the ability to hold on to highly talented core employees can be crucial to future survival. This empirical study examined the current human resource management (HRM) practices of Australian organisations in the retention of their core employees. In particular, the research identified the core elements of HRM practices, which strongly influence the decision for core employees to stay. The study comprise three phases: (1) a preliminary in

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32

Lee, JungHoon. "Antecedents and consequences of employee engagement: empirical study of hotel employees and managers." Diss., Kansas State University, 2012. http://hdl.handle.net/2097/13653.

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Doctor of Philosophy<br>Department of Hospitality Management and Dietetics<br>Chihyung Ok<br>Employee engagement has received a great deal of attention in the last decade in the popular business press and among consulting firms and the practitioner community. They claim employee engagement is a new human resource practice that business organizations can use in order to cope with the uncertainty of turbulent industry conditions. However, in the academic community, the concept remains new, and therefore, the concept requires rigorous seminal studies to validate it. Given that practical interest

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33

Weer, Christy H. Greenhaus Jeffrey H. "The impact of non-work role commitment on employees' career growth prospects /." Philadelphia, Pa. : Drexel University, 2006. http://hdl.handle.net/1860/1165.

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34

Philamon, Jan Elizabeth, and n/a. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20041013.114742.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal an

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35

Philamon, Jan Elizabeth. "Influences on Employee Empowerment, Commitment and Well-Being in a Gambling Industry." Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365192.

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To maintain a competitive edge in the tourism and hospitality industries, considerable emphasis has been placed on providing quality services for customers. While the work attitudes and behaviours of staff who deliver these services can influence the experiences of service by customers, little is known how internal and external aspects of the environment of an organisation with a controversial service affect the empowerment, work attitudes and well-being of its employees. The aim of the present program of research was to identify employees' perceptions of the salient aspects of the internal an

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36

Woo, Boyun. "Cultural Effects on Work Attitudes and Behaviors: The Case of American and Korean Fitness Employees." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1241612067.

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37

Mukwawaya, Owen Zivanai. "Job satisfaction and organisational commitment in a changing environment : insights from employees of Sefako Makgatho health science University." Thesis, University of Limpopo, 2015. http://hdl.handle.net/10386/2578.

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Thesis (MBA.) -- University of Limpopo, 2015<br>This research report investigated job satisfaction and organisational commitment in a changing environment at Sefako Makgatho Health Sciences University (SMU). The desire to this enquiry was a result of the recent de-merger and name change experienced at the University hence the researcher developed curiosity to determine if employees are still satisfied with their jobs and whether they are still committed to work for the organisation. The research also investigated the perceptions of employees regarding management of change at SMU. Evidence fro

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38

Al-Kahtany, Abdulwahab Said. "Organizational Commitment: A Cross-National Comparison of Arab and Non-Arab Employees in Saudi Petrochemical Companies." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc277912/.

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Individuals with different personal demographics and job-based factors have different attitudes and behaviors, which can influence their levels of commitment to their organizations. These differences in organizational commitment increase as their cultural backgrounds differ significantly. Personal demographics and job-related factors are reliable predictors of employees' commitment to their employing organizations. The purpose of this study was to empirically investigate if there is a difference in the level of employees' commitment to Saudi petrochemical companies on the basis of differences

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39

Lam, Terry Chun Yen. "The impacts of moderating factors on new employees' socialization outcomes : a case of the Hong Kong hotel and travel industry." Thesis, University of Strathclyde, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248679.

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40

Brown, Barbara B. "Employees' Organizational Commitment and Their Perceptions of Supervisors' Relations-Oriented and Task-Oriented Leadership Behaviors." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/26676.

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The purpose of this research was to investigate the relationship between employees' perceptions of their immediate supervisors' relations-oriented and task-oriented leadership behaviors and different types of organizational commitment. Bass & Avolio's (1995) Multifactor Leadership Questionnaire (MLQ Form 5X) was used to measure relations-oriented and task-oriented leadership behaviors. Meyer & Allen's (1997) Organizational Commitment Questionnaire (OCQ) was used to measure organizational commitment. Participants in the research included 361 employees who worked for the city of Charlottesville

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41

Bailey, Clark Denise. "Employee Commitment and Other Factors That Affect Attraction and Retention of Employees in Organizations| The Examination of Research and OPM Practices." Thesis, University of Maryland University College, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3596008.

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<p> It has become increasingly more difficult for organizations to hire and retain qualified staff. In order to satisfy this need and meet the competition for talented staff, organizations will be required to develop effective employee attraction and retention strategies. The ability to compete for and retain talented staff will depend in part on the organizations ability to identify this need and successfully develop and implement a plan. Further intensifying this talent acquisition need is the current workforce demographics comprising a large number of baby boomers that are eligible to retir

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42

Cha, Suk-Bin. "Service orientation discrepancy between managers and employees and its impact on the affective reactions of employees : a case study of casual restaurant segment /." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-06062008-162354/.

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Brzostek, Richard J. "The relation of time perception to task load, job satisfaction, and organizational commitment /." View abstract, 2001. http://library.ccsu.edu/ccsu%5Ftheses/showit.php3?id=1636.

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Thesis (M.A.)--Central Connecticut State University, 2001.<br>Thesis advisor: James Conway. " ... in partial fulfillment of the requirements for the degree of Master of Arts in Psychology." Includes bibliographical references (leaves 30-33). Also available via the World Wide Web.

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Beck, Karen 1967. "The development of affective organisational commitment / Karen Beck." Thesis, 1997. http://hdl.handle.net/2440/19066.

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Beck, Karen 1967. "The development of affective organisational commitment / Karen Beck." 1997. http://hdl.handle.net/2440/19066.

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Bibliography: leaves 262-282.<br>xviii, 282 leaves ; 30 cm.<br>Title page, contents and abstract only. The complete thesis in print form is available from the University Library.<br>Thesis (Ph.D.)--University of Adelaide, Dept. of Psychology, 1998

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Tasi, Wen Huang, and 蔡文皇. "Employee Assistance Programs'' Influences on Employees'' Satisfaction And Organization Commitment." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/33702396016255410178.

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Jung, Kai-Li, and 鍾凱麗. "Can Employer’s Sincerity Induce Employees’ Commitment? The Study of The Interrelationships among Internal Corporate Social Responsibility, Employee Engagement and Organizational Commitment." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/20776854573057952364.

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碩士<br>國立中正大學<br>勞工關係學系暨研究所<br>101<br>Most previous studies have shown that private enterprises usually emphasized on the community- or environment-based CSR activities instead of, internal, employee-based CSR. Even though studies have found CSR was influential to human resources activities in enterprises, while the impacts on internal CSR practices to staffs and the relationships between internal CSR practices were not explored. Can managers motivate staffs' efforts and commitment through reinforcing internal CSR? It’s the major issue of this study. The purpose of this study is to investi

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Fan, Cheng-Rong, and 范成榮. "Effects of Leadership and Employees'' Locus of Control on Employees'' Organizational Commitment." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/06773253295538485099.

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碩士<br>淡江大學<br>管理科學研究所<br>85<br>AbstractOrganizational commitment（O.C）represents employees'' identification and involvement to an organization. Therefore, how to raise employees'' commitment to organizations has become an important subject to all managers. Many scholars think leadership as an important factor that will affect employees'' commitment to an organization, and the purpose our research is what kinds of leadership will make employees to have higher degree of O.C.Besides, personal

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Hsiao, Yei-wen, and 蕭怡紋. "Hospital Management Transformational Leadership’s Effect on Employees’ Organization Commitment." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/84805228990890851863.

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碩士<br>義守大學<br>管理研究所碩士班<br>93<br>Taking a private hospital as an example and using the theories of transformational leadership as the research foundation, this study attempts to understand whether the management level has the properties of transformational leadership from the viewpoint of the staff members, and the organizational commitment of the staff under the leadership of management level. Based on the secondary information collected from the literature of transformational leadership, this study develops a structural questionnaire and arranges interviews with eight staff of a hospital in t

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Tuan, An Quoc, and 安國俊. "Retention Factor Affecting Organizational Commitment Employees in BIDV Hanoi." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/7p62t4.

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碩士<br>美和科技大學<br>企業管理系經營管理碩士班<br>107<br>Organizations commitment especially core employees is one of the most important current practices of human resource management and works as a vital factor to bank. Employee’s turnover seems is a threat to a bank while the competition on every aspect is increasing too. The problem does not happen as an isolated case in any group of economics but is common issue for almost all countries. Organizations are executing various methods to take maximum output from employees. Staff retention is one of the decisive factors to the achievement of the stated business

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