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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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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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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 from the obtained data shows that employees are generally satisfied to work for SMU hence it seems to suggest that they are also committed to work for SMU. The research was quantitative in nature utilising convenient sampling method. A convenient sample size of (114) was utilised in the execution of this research. The sample was drawn from both administrative and academic staff of the institution. Sections A, B and C of the questionnaire were analysed using SPSS version 22 and section D of the questionnaire was analysed using thematic analysis.
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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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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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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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Hawkes, Elizabeth Lawrence. "An exploratory study of the relationships among hospital sub-cultures, job involvement, upward striving, organizational commitment, and job satisfaction." Thesis, University of British Columbia, 1988. http://hdl.handle.net/2429/27936.
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The purpose of this exploratory study was to investigate whether there is any relationship between the strength of the culture in a hospital work group and the job involvement, upward striving, organizational commitment and job satisfaction of the employees within that work group. The conceptual framework for this study is the symbolic frame of reference for understanding organizational behaviour. The concept is described by Bolman and Deal (1984).
Two hospitals participated in the study, which provided two data sets. Subjects were employees of certain departments within each of the hospitals. Each subject completed a four-part questionnaire. The first part collected demographic data, part two contained questions on job involvement, upward striving, and organizational commitment, part three focussed on job satisfaction, and part four was the culture strength scale. The culture strength scales were developed separately at each hospital and, therefore, contained items which were relevant to a specific facility.
There were two major findings from the study. First, there is a positive relationship between job satisfaction and culture strength. Results at both hospitals were consistent in this regard. No relationships were found between job involvement, upward striving, and/or organizational commitment with culture strength. The second finding was that at the larger hospital there was a significant difference in culture strength scores among some work units, while at the smaller hospital this was not the case. This finding supports the idea that size of an organization is a factor in the predisposition to subculture
formation.<br>Medicine, Faculty of<br>Population and Public Health (SPPH), School of<br>Graduate
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Barcus, Sydney Anne. "The impact of organizational learning and training on multiple job satisfaction factors." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5202/.
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This study explored benefits of providing employee training and development beyond the specific content covered in such interventions. The relationship between training and development opportunities, and associated factors (job satisfaction, organizational commitment, and turnover intent) were significant among participants. Implications for training and development investment returns are considered. Previous research has identified training and development as an antecedent to perceived organizational support. Results failed to confirm perceived organizational support as mediating the relationship between training and organizational commitment. Age was found to be significantly correlated with job satisfaction, organizational commitment, and turnover intent, while education level was not found to have an impact. Limitations of this study, practical implications and recommendations for further study are discussed.
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Ihekwoaba, Kingsley Chigbo. "Veterans Affairs Employees’ Perceptions of Financial Incentives, Organizational Justice, Satisfaction, and Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7664.
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Veterans Affairs (VA) inconsistently distributes financial incentives, which might affect how VA employees perceived organizational justice, affecting employees’ job satisfaction and performance. The purpose of this qualitative transcendental phenomenological study was to explore the lived experiences of VA employees that informed their perceptions of their workplaces’ levels of organizational justice, their job satisfaction, and their performances due to inconsistent distribution of financial incentives by gathering data through interviews with 13 VA employees from the Southeastern United States. The research question concentrated on the lived experiences of VA employees with respect to the inconsistent distribution of financial incentives, and how these experiences shaped their perception of the level of organizational justice in their workplaces. The study was guided by the conceptual framework of social exchange theory, and data was analyzed per Moustakas 7-steps of data analysis. Four major themes emerged from the analysis of interview transcripts: financial incentives, fairness of financial incentives, organizational justice at the VA, and perceptions at VA. The study findings indicated that the allocation of financial incentives by the VA, based on performance appraisals—a product of supervisors, is skewed by supervisor’s relationship with employees, and negatively affects VA employees job satisfaction and commitment. The results of this study could contribute to positive social change by assisting managers and employees in rectifying the perception of the unfair distribution of financial incentives at the VA.
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Barcus, Sydney Anne Beyerlein Michael Martin. "The impact of organizational learning and training on multiple job satisfaction factors." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5202.
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Stranglen, Linda. "Job satisfaction and organizational commitment of nursing home foodservice workers in West Central Wisconsin." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009stranglenl.pdf.
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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 in work engagement has outstripped the currently available research evidence, fundamental questions, like how it can be increased and how and why it benefits individuals and organizations, still require answers.
Therefore, this study empirically tested relationships among antecedents and consequences of employee engagement in the hotel setting. In particular, this study provided theory-based empirical evidence regarding whether employee evaluations of self (i.e., core self-evaluations) and perceptions of organizational environment (i.e., psychological climate) affect employee engagement. This study also investigated how employee engagement directly and indirectly leads to intrinsic rewards, job satisfaction, personal attachment to an organization (i.e., organizational commitment), and the leader-member exchange relationship (LMX). In accordance with the purpose and objectives of the study, 11 hypotheses were proposed based on several theories: Kahn's three psychological conditions theory, job demands-resources model, social exchange theory, and conservation of resources theory.
To test the hypotheses, data were collected from 394 hotel employees and managers in the United States. The proposed relationships were examined using hierarchical multiple regression and structural equation modeling. Results of hypothesis testing showed that core self-evaluations and three components of psychological climate (managerial support for service, interdepartmental service, and team communication) positively influence employee engagement. The results also revealed that employee engagement is positively associated with all the outcome variables. This study further demonstrated that LMX mediates the relationships of employee engagement with job satisfaction and organizational commitment; job satisfaction mediates the relationships between employee engagement and organizational commitment and between LMX and organizational commitment.
Given that employee engagement is an important current issue for hospitality companies, the findings should provide the hotel industry with a more complete picture of how employee engagement is associated with its antecedents and outcomes. A discussion of managerial implications is included along with theoretical implications of the findings, an evaluation of research limitations, and directions for future research.
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Theron, Crystal-Jeanne. "The impact of psychological empowerment and job satisfaction on organizational commitment amongst employees in a multinational organization." Thesis, University of the Western Cape, 2010. http://hdl.handle.net/11394/2622.
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Magister Commercii - MCom<br>The primary objective of this study was to gain an understanding of the impact of psychological empowerment and job satisfaction on organizational commitment amongst employees in a multi-national organization. For the purpose of this study a quantitative, non-probability convenience sampling design was used to assess the three variables. The sample consisted of (N = 120) permanent employees were employed in the following departments namely: Administration, Engineering, Production, Quality and Commercial.<br>South Africa
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Kupangwa, Welcome. "The influence of contemporary leadership styles on the job satisfaction and organisational commitment of SME employees." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1018508.
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Small and medium-sized enterprises (SMEs) have the potential to enhance economic growth and innovation, create jobs, assist large businesses in the distribution of goods and services, and stimulate competition in the economy. However, SMEs face several challenges that influence their longevity, growth, and success. Poor leadership has been highlighted as influencing the job satisfaction and organisational commitment levels of employees, ultimately contributing to employee turnover and SME failure. This study mentions the dishonest, selfish and corrupt nature of modern leadership and identifies a gap in the literature regarding the practice of leadership, especially among South African SMEs. Against this background, the primary objective of this study was to assess the levels of several contemporary leadership styles displayed by SME owners, namely Servant, Authentic, Ethical and Participative leadership, and to investigate their influence on the Job satisfaction and Organisational commitment levels of employees working in SMEs in the Eastern Cape. A quantitative research paradigm was adopted and a sample was drawn from employees working in SMEs in the Eastern Cape Province. The selection of the sample was done using judgement and convenience sampling. A cross-sectional survey using a structured questionnaire was undertaken, and a total of 236 usable questionnaires were returned on which to undertake the statistical analysis. In order to assess the validity of the dependent variables, namely Job satisfaction and Organisational commitment, tests for uni-dimensionality (using factor analysis) were undertaken. An exploratory factor analysis (EFA) was undertaken on the independent variables and four factors were extracted, which corresponded with the theoretical dimensions of Relational leadership, Participative leadership, Servant leadership and Ethical leadership. The items intended to measure Authentic leadership did not load as expected, but a factor named Relational leadership emerged as a result of several items measuring Ethical and Servant leadership loading together. All the independent and dependent variables returned Cronbach’s alpha coefficients of greater than 0.7. As such, sufficient evidence of validity and reliability for the scales measuring the dependent and the independent variables was provided. The data collected was also subjected to several statistical analyses. These included descriptive statistics, Pearson’s product moment correlations, multiple regression analyses, and analysis of variance (ANOVA). The majority of respondents agreed that they experienced Job satisfaction in the SMEs in which they were employed and that they were committed to these businesses. Relational leadership returned the highest mean score while the lowest score was returned for Participative leadership. The majority of respondents also agreed that the SME owners for whom they worked displayed the leadership styles under investigation. All the independent variables were significantly and positively correlated with the dependent variables, Job satisfaction and Organisational commitment. In addition, significant positive correlations were reported between all the independent variables. The multiple regression analyses revealed that three of the four leadership styles investigated in this study had a significant positive influence on both the Job satisfaction and Organisational commitment levels of employees working in the SMEs. These leadership styles were Servant, Relational, and Ethical leadership. In addition, the results of this study showed that Job satisfaction mediates the relationship between Servant, Relational and Ethical leadership, and the Organisational commitment displayed by employees working in SMEs, but does not mediate the relationship between Participative leadership and Organisational commitment. The findings also showed that the demographic variables investigated in this study had no influence on how SME employees perceived the Servant and Relational leadership behaviours of SME owners. However, the results showed that female respondents perceived SME owners as displaying a Participative leadership style more so than male employees did. The findings also revealed that employees with a post-matric qualification perceived that SME owners displayed higher levels of Participative leadership than those without a post-matric qualification. In addition, the ANOVA revealed that White respondents perceived that SME owners exhibited more ethical behaviours than Black respondents did. Given the findings of this study, several recommendations were put forward to enhance the levels of Servant, Relational and Ethical leadership among SME owners, and to ultimately enhance the levels of Job satisfaction and Organisational commitment experienced by their employees. As such SME owners were provided with practical recommendations on how to attract and retain employees by adopting appropriate leadership behaviours. Employees play a vital role in achieving the goals and vision of a business. Satisfied and committed employees put more effort into ensuring the goals and vision of the business are achieved, contributing to business success and ultimately the economy as a whole.
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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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Washington, Rynetta R. "Empirical relationships among servant, transformational, and transactional leadership similarities, differences, and correlations with job satisfaction and organizational commitment /." Auburn, Ala., 2007. http://repo.lib.auburn.edu/2007%20Spring%20Dissertations/WASHINGTON_RYNETTA_3.pdf.
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Cordas, Jon D. "An empirical investigation of the influence of age, gender, and occupational level on stress perceptions, job satisfaction, organizational commitment, and turnover." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc6119/.
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This study investigated relationships of age, gender, and supervisor level with job satisfaction, organizational commitment, stress perception, and turnover intention. The demographics were hypothesized to moderate the stress-satisfaction and commitment-turnover relationships. Hypotheses were tested using both parametric and non-parametric bootstrap methods. Subjects were taken from a national survey of 2,663 public sector IT workers. Missing data were imputed using NORM software. Ordinary least squares (OLS) regression indicated a significant direct effect from all main variables and covariates, except for age on turnover intent. No mediating effects were found. Age-Commitment was the only significant higher order modifier relationship, although Gender-Commitment explained substantial variance. LMG statistic results enabled the predictors to be rank ordered with confidence intervals. Best subset bootstrap regression explored all possible predictor orders to confirm which model explained the most variance. The original model and predictor sequence were confirmed. The bootstrap AIC statistic provided a model which maximized explained variance while optimizing parsimony. Since only age had a mediating effect, Hypotheses 1 and 2 were not supported. All other hypotheses were partially confirmed.
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Xie, Di. "Exploring organizational learning culture, job satisfaction, motivation to learn, organizational commitment, and internal service quality in a sport organization." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1124138607.
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Thesis (Ph. D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xi, 180 p.; also includes graphics (some col.). Includes bibliographical references (p. 117-137). Available online via OhioLINK's ETD Center
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Boling, Patrick O. "Validating that Organizational Commitment and Job Satisfaction are Predictors of Retention among Past and Present Military Employees." Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10272633.
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<p> The subject of this quantitative research is the effect organizational commitment and job satisfaction have on retention and turn-over. This study seeks to determine validity and reliability of the three-component model of organizational commitment and job satisfaction survey as predictors of retention in the military. The population of this study was 20,108,332 current and former uniformed service members and civilian employees working for the military. Binary logistic regression and linear multiple regression were used to analyze predictors of respondents’ intent to remain and additional years of service. Results did not support a rejection of the null hypotheses. Post-hoc Pearson bi-variant correlation analysis was conducted to measure covariance between intent to remain and each independent variable: affective commitment, continuance commitment, normative commitment, and job satisfaction. Future studies should control for the variable of involuntary (forced) separation and use a more detailed tool such as commitment profiles.</p>
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DeMicco, Frederick Joseph. "The relationship of work satisfaction, organizational commitment and retirement intention of older workers in institutional foodservices." Diss., Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/50003.
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The relationship between the work attitudes, job satisfaction and organizational commitment has been demonstrated to influence turnover/retirement. This relationship is important due to changing demographic patterns in the 0.3. A food service labor shortage has potential for retarding the long-term growth of the food service industry. However, recruitment and retention of older workers could be a factor in controlling this problem. Therefore the major purpose of this research was to obtain information from current older food service employees to permit the determination of how various aspects of their jobs affect job satisfaction and organizational commitment, and thus intention to remain on the job. The major independent variables in this research postulated to effect the dependent variable, turnover/retirement intention included, intrinsic and extrinsic satisfaction, organizational commitment, working conditions, level of pay, and financial security. The sample population consisted of older workers employed in hospital and college/university food services. Data were collected via questionnaire. A 61 % response rate ( N=243) was obtained.
The results indicate that older workers demonstrate moderate levels of work satisfaction and relatively high levels of organizational commitment. However a practically meaningful relationship between work satisfaction (measured by the Minnesota Satisfaction Questionnaire) and organizational commitment ( measured by the Organizational Commitment Questionnaire), as correlated with turnover/retirement intention was not found. Although not considered meaningful , a week but statistically significant relationship was found (r=.15, p< .02) between intrinsic satisfaction and turnover/retirement intention.
Older workers in this study are generally less satisfied with the chance for advancement in their jobs, and with the pay for the amount of work done. These two items are extrinsic measures of satisfaction. Regression analysis revealed that older worker perceptions of the physical demands of the job (r=.3?), working conditions (r=.33}, and employer communication of retirement options (r=.2l) predicted 39% of the variance in the dependent variable, organizational commitment. Fifty-three percent of older workers in this study would recommend their jobs to others, and 54% of older workers state they would delay retirement past the age they now plan to retire if they could work part—time. The food service industry will see increases in the number of older workers in the near future. This research provides a foundation from which other research involving older workers can emerge.<br>Ph. D.<br>incomplete_metadata
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Hamman-Fisher, Desiree Ann. "The relationaship between job satisfaction and organisational justice amongst academic employees in agricultural colleges in South Africa /." Online access, 2008. http://etd.uwc.ac.za/usrfiles/modules/etd/docs/etd_gen8Srv25Nme4_4780_1278021865.pdf.
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Morgan, LaRoyce E. "The Impact of Work-Life Balance and Family-Friendly Human Resource Policies on Employees' Job Satisfaction." NSUWorks, 2005. http://nsuworks.nova.edu/hsbe_etd/78.
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Men and women are both faced with daily decisions that affect their families and their work. This paper will look at the overall satisfaction of employees as it relates to work &ndash life conflict. The concept has expanded as there are more responsibilities outside of the job setting that include volunteer commitments, personal development, home life and elder care. Since lifestyles have changed and there are significant pressures that all employees are facing, work &ndash life has become a significant benefit issue. Family &ndash friendly policies may help organizations to assist employees with balancing work and family. Conflict roles can spillover from the work domain to the family domain and from the family domain to the work domain. Time and technical connectivity are factors in work overload. Supporting employees could contribute to job satisfaction by offering alternative work schedules and family-friendly benefits. Organizations that offer flexible alternatives can engage employees and decrease job turnover.
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Fan, Chang-Yu, and 樊昌育. "Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/97ev9p.
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碩士<br>國立中央大學<br>企業管理學系碩士在職專班<br>94<br>Abstract
Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment.
More and more Taiwan companies set up subsidiary companies or branch offices in China. This study is to investigate the effect of transformational leadership on employees’ job satisfactions and organizational commitment with the subject of the subsidiary company located in China, which is owned by one public company in Taiwan. This study confirms that transformational leadership is positively related to employees’ job satisfaction. Job satisfaction is also found to be positively related to organizational commitment. The mediating effect of job satisfaction on transformational leadership and organizational commitment is confirmed in this study. Suggestions and recommendations for future research are provided.
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Ciou, Zih-Rong, and 邱子容. "The Effect of Transformational Leadership and Employees' Job Satisfaction on Organizational Commitment." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/31307078582851812266.
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碩士<br>國立暨南國際大學<br>國際企業學系<br>101<br>Global business environment has changed in recent years and the domestic financial industry is facing unpredictable shocks and significant changes. Uncertainty is more and more significant in commercial banks’ environment. Bank is gradually transformed into the financial services industry. The bank's management model began to change in this changing environment. There are significant adjustment and change not only in business but also in human resource management. Human resource management is passive and simplistic in the previous financial industry. However, the domestic financial industry is in varied and competitive environment of market and technology, and transformational leadership can give concern to the staff, trust and motivate, who have an insight into the needs of the employees. The employees do their best unconditionally and pursued the goal of profit and performance. Therefore, the study is based on a finance holding company in Taiwan, which explored the effect of transformational leadership and employees' job satisfaction on organizational commitment.
The empirical results show that 1. Transformational leadership would affect organizational commitment. 2. Employees’ job satisfaction would affect organizational commitment. This study also shows the interference effect of job satisfaction between transformational leadership and organizational commitment.
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Tekung, Sun, and 孫得功. "The Research on Employees Job Satisfaction, Organizational Commitment, and Organizational Culture of Religious Hospitals." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/hfx32d.
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碩士<br>高雄醫學大學<br>公共衛生學研究所碩士在職專班<br>91<br>The research is intended for understanding the employees’ Job Satisfaction, Organizational Commitment and Organizational Culture in different religious hospitals and makes a comparison between the similarities and differences of the three sections. In addition, the research investigates and discusses whether personal characteristics and job classification are the causes resulting in the differences to Job Satisfaction, Organizational Commitment and Organizational Culture between the religious hospitals’ employees.
The subjects of the research are the staffs of a Christian hospital in Ping-Tong and a Catholic hospital in Kaohsiung. They are required to fill in the questionnaire .The contents of the questionnaire include the Job Satisfaction, Organizational Commitment and Organizational Culture. The Leikert is adopted. Personal background, hospital classification and the working fields are included. 1606 copies of the questionnaire are distributed and 1062 effective copies are received (400 copies from the Catholic hospital and 662 copies from the Christian hospital). The percentage is 66.12%, which is analyzed by using SPSS 10.0 statistics software.
There is no significant difference in the dimensions of Job Satisfaction, Organizational Commitment and Organizational Culture between the staffs of these two religious hospitals. However, for the factor¾chief’s surroundings in Job Satisfaction, the Catholic hospital’s staffs have much more striking satisfaction to the chief’s surroundings than the Christian hospital’s staffs do. Their averages are 3.16 and 3.02 separately. The analyses to different personal characteristics and working fields in different dimensions show the following remarkable differences. First of all, in the dimension of Job Satisfaction, males are higher than females. People aged over 41 are higher. The married are higher than the unmarried. People who graduate from primary school, junior high school and graduate school or above are higher. People whose working years are over 10, whose salaries are more than 100,000 and whose religion is Christianity are the highest. As to working fields, the doctors are the highest. Secondly, in the dimension of Organizational Commitment, the married are higher than the unmarried. Christians are higher than people of other religions and people of no religion. Also, people whose salaries are over 100,000 and beneath 30,000 are higher than those whose salaries are between 30,000 and 50,000. People whose working years are more than 10 are the highest. People who are below 30 years old are the lowest. As to cultural background, people who graduate from high school and vocational school are higher than those who graduate from junior college and university. Also, doctors and administrators are higher than nurses. Finally, in the dimension of Organizational Culture, males are higher than females. The married are higher than the unmarried. People who graduate from primary school and junior high school are higher than those who graduate from junior college and university. In addition, people whose working years are more than 10 are higher.
According to the research, the following are some discussions and suggestions. Firstly, from the contents of Job Satisfaction, the first three high-scored items are the current jobs can offer chances to serve others, the jobs will not violate one’s moral principles, and the hospitals provide steady employment surroundings. According to the above results, it accounts that the staffs of the religious hospitals are enthusiastic when serving others. It also accounts for their qualities of being kind-hearted, unpretending and in harmony with the rest of the world. One the contrary, the last three low-scored items are the workload compared with salary, the chances of being promoted and the performance of policies. Since the averages of these three items are below 3, it is suggested that the religious hospitals should establish the regular norms in management, enforce the planned shifts in work, design multiple special projects and enhance the employees’ understanding to the policies of the hospitals.
Secondly, from the contents of Organizational Commitment, the following items are low-scored ones. The first one is that serving his or her hospital is wrong; the second one is that no royalty to his or her hospital; the third that one is that leaving his or her hospital once there is a small change from the hospitals. It is obvious that these two hospitals’ staffs are not good in continuing with commitment. This is probably concerned with the majority of nurses.
Thirdly, from the contents of Organizational Culture, it shows that the Catholic hospital’s staffs get higher scores than the Christian staffs in the following sections: mutual trust in employees, the hospitals’ conservative ways, the administrators’ commending tone and the rather strict management.
On the other hand, the Christian hospital’s staffs get higher scores than the Catholic hospital’s staffs in the following sections: to be rich in adventurous spirits, to encourage staffs to contemplate, to collect clienteles’ related information vigorously, and to manage handling processes definitely. It is suggested that the Christian hospital should strengthen the employees’ mutual trust, which can be achieved by the leading of the high-ranking general officers and missions in the hospitals. As far as the Catholic hospital is concerned, the managerial modes should be reformed to be open and liberal. Besides, information exchange center should be established and new knowledge and information concerning medical health should be acquired extensively.
The analyses to different working fields in different dimensions show that the nurses get the lowest scores in the overall Organizational Commitment and the factor¾chief’s surroundings in Job Satisfaction. The scores are 3.20±0.35 and 2.99±0.56 separately. More than a half employees in the hospitals are nurses. The high-ranking general officers should positively increase the nurses’ job satisfaction. Moreover, they should take firm action to deal with the nurses’ education on the job and establish the modes of autonomous units. They also need to listen to the nurses’ heart’s desire so that the mobility can be decreased. The hospitals also should increase their competitive ability towards outside.
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Lee, Kuo-An, and 李國安. "The comparison of job satisfaction and organizational commitment between Taiean and Malaysia employees." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/01511227490193182365.
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Chan, Jui-Ying, and 詹叡穎. "The Relationship among Employees’ Corporate Social Responsibility Perception, Job Satisfaction and Organizational Commitment." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/73015171596397239028.
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碩士<br>淡江大學<br>會計學系碩士班<br>100<br>Corporate Social Responsibility (CSR) has come to the extensive discussion on the issues in recent years;however, most CSR research focused on the organizational performance, financial performance, and corporate social responsibility investment (SRI) issues, but few studies were oriented from the employee; therefore, the purpose of the study was to investigate the relationship among corporate social responsibility, job satisfaction, and organizational commitment, and surveyed the mediating effect of job satisfaction. In the study, the data were collected by means of parallel paper questionnaires and online questionnaires. Surveys were administered to staffs of listed or over-the-counter companies in Taiwan. Total of 698 questionnaires were issued, 304 questionnaires were returned, 278 questionnaires were valid, and the effective response rate was 39.87%. The empirical results revealed that (1) the perceptions of employees toward the organization engaged in corporate social responsibility and organizational commitment have a significantly positive correlation; (2) the perceptions of employees toward the organization engaged in corporate social responsibility and job satisfaction have a significantly positive correlation; (3) job satisfaction mediates between the corporate social responsibility and organizational commitment. According to the result of this study, the findings may give insight into managerial practice and suggest the relevant opinions for future research.
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Bon, Thieu Van, and Thieu Van Bon. "Job Satisfaction and Organizational Commitment of Vi Xuyen County Government Employees in Vietnam." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/47781271330361036273.
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碩士<br>義守大學<br>企業管理學系<br>102<br>This paper aims to study the relationship between employee satisfaction and organizational commitment as well as the influence of demographic factors to the satisfaction of staff.
After doing research overview and articulate research model, the authors conducted 99 investigations against public servants in Vi Xuyen district of Ha Giang. The primary analysis was analyzed using descriptive statistics, t-test analysis and ANOVA and regression analysis.
The study results indicate that there is a clear relationship between employee satisfaction and organizational commitment in Vi Xuyen district. The hypothesis of the influence of demographic factors such as gender, age, experience, job position and educational level were tested and values
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Li, Yuan-Yao, and 李元堯. "A Study of Sports Centers Employees’ Job Satisfaction, Organizational Commitment and Turnover Intention." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/55598794793014605008.
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碩士<br>輔仁大學<br>體育學系碩士班<br>102<br>This study aimed to explore the job satisfaction, organizational commitment and turnover intention of the employees at the sports center, which was contracted by the corporation aggregate of China Youth Corps.. This study used the researcher-designed questionnaire of "Employee Job Satisfaction, Organizational Commitment and Turnover Intention Questionnaire" as the research tool, and the employees were the subjects to take the survey. There were 230 questionnaires issued to staffs and professors. As 210 questionnaires were recycled and 12 invalid questionnaires were eliminated., there were 198 valid questionnaires in total, accounting for 86.0% effective rate.The results were :
1. Most of the surveyed employees were male, aged 21-30 years old, with 1-3 years service seniority, 30001-40000 NTD monthly income, job titled “movement instructor” and with an education degree of junior college, and they scored the highest restrictively at dimension "peer" in job satisfaction, dimension "normative commitment" in organizational commitment, dimension “sense of satisfaction and achievement” in turnover intention.
2. There was a significant difference in job satisfaction due to different job titles and different monthly income groups. Different age, education level and monthly income of employees had a significant difference in organizational commitment. Also, a significant difference existed inturnover intention recognition because of the differences of marital status, age, education level, years of service and monthly income.
3. There was a positive correlation between sports center employee’s job satisfaction and organizational commitment. The sports center employee’s job satisfaction showed a moderate negative correlation to the turnover intention. There was a negative correlation between sports center employee’s organizational commitment and turnover intention.
4. The variables of the best prediction effect on turnover intention were the dimensions "peer" and "achievement" in job satisfaction, could explain 38% of the dependent variables in the amount of variation. Three dimensions of "affective commitment", "continuous commitment" and "normative commitment" in organizational commitment were able to explain 63% of the dependent variables in the amount of variation.
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Yen, Shu Jung, and 徐榮延. "The relationship of Job Value, Organizational Commitment, and Job Satisfaction of Lower Ranking Government Employees." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/68263744581238798669.
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碩士<br>國立高雄師範大學<br>成人教育研究所在職專班<br>94<br>This research aims to investigate the status quo and correlation of job value, organizational commitment, and job satisfaction of lower ranking government employees in an attempt to provide valuable reference for administration management of lower ranking governmental agencies.
The purposes of the research are listed as follows:
I. To understand the status quo of job value, organizational commitment, and job satisfaction of lower ranking government employees.
II. To analyze the differences of different values among job value, organizational commitment, and job satisfaction of lower ranking government employees.
III. To investigate the correlation of job value, organizational commitment, and job satisfaction of lower ranking government employees.
IV. To analyze the predicted condition of job value, organizational commitment, and job satisfaction of lower ranking government employees.
V. To provide suggestions for relevant research and practical reference based on research results.
The research relies on literature review analysis and interview method as research tools to edit a questionnaire entitled “The Research Survey of Job Value, Organizational Commitment, and Job Satisfaction of Lower Ranking Government Employees.” The research subjects are solicited from lower ranking government employees of 27 city/township offices of Kaohsiung County. 281 surveys are sent to interviewees, with 266 returning surveys, inclusive of 94.66 returning rate from 262 valuable surveys and 4 invaluable ones. The research methods rely on descriptive statistics, one sample T-test, one way Anova, Pearson Product-moment correlation, and Stepwise Regression Procedure to investigate the correlation among variables and test hypothesis.
Based on the research results, the conclusion is listed as follows:
1. In respect of job values, basic-level civil servants put the greatest emphasis on “intrinsic value”.
2. In respect of organizational commitment, basic-level civil servants perform best on “willingness to make a sustained effort”.
3. In respect of job satisfaction, basic-level civil servants have the strongest reactions to interpersonal relationship.
4. Basic-level civil servants, who are male, over 51 years old, married and serving as supervisors, have a higher degree of perception concerning overall job value for each job sub-category.
5. Basic-level civil servants, who are male, over 51 years old, married, between the 6th and 9th recommended appointment grades, serving as supervisors and with 16-25 years of seniority, have a higher degree of perception concerning the overall organizational commitment for each job sub-category.
6. Basic-level civil servants, who are over 51 years old, married, junior college graduates, and between the 6th and 9th recommended appointment grades, have a higher degree of perception concerning overall job satisfaction for each job sub-category.
7. There is a positive and close correlation among basic-level civil servants’ job value, organizational commitment and job satisfaction concerning the aspects of overall jobs and each sub-category.
8. Basic-level civil servants exhibit significantly effective prediction in regard to job value, organizational commitment, job satisfaction, and especially organizational identification.
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Chuang, Fu-Cheng, and 莊福成. "Study of the Impact Relationships among Employees Personality Traits,Job Satisfaction and Organizational Commitment." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/15313283578655711641.
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碩士<br>玄奘大學<br>國際企業學系碩士班<br>98<br>Using the employees of Special Operation Corps of National Immigration Agency as the sample, this study investigates the relationship between locus of control, organizational commitment, and job satisfaction. The major scales in this study are Locus of Control Scale of Spector (1988), Organizational Commitment Questionnaire of Mowday et al. (1979), and Minnesota Satisfaction Questionnaire Short Form of Weiss et al. (1967). Empirical results indicate that:
1. The factorial structures of Organizational Commitment Questionnaire and Minnesota Satisfaction Questionnaire Short are different from existing literature. These results suggest, at least for the employees of Special Operation Corps of National Immigration Agency, the definitions of organizational commitment and job satisfaction are different from those of Mowday et al. (1979) and Weiss et al. (1967);
2. Both internal and external loci of control contribute to job satisfaction and organizational commitment positively. However, existed literature suggest negative relationships between external locus of control and job satisfaction/organizational commitment;
3. Although statistical analyses suggest a mediating relationship of job satisfaction between locus of control and organizational commitment, job satisfaction and organizational commitment are highly overlapped and difficult to discriminate. It seems to be better to treat these constructs as components of general employees’ attitudes.
Finally, the implications in theoretical development and practical application and the suggestions for further research are provided.
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Liao, Chich-Pin, and 廖志斌. "A study on job motivation, pressure, satisfaction, and organizational commitment of credit cooperative employees." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/47323197194099477480.
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碩士<br>中華大學<br>科技管理學系(所)<br>99<br>Credit cooperative is a local financial institution, which its employment, deposit, and loan becomes a close network in that area, and plays an important role in loaning to small and medium enterprise. However, since a serious of financial revolutions in 1997, lots of credit cooperatives were restructured or consolidated to commercial bank, and feeling of existing credit cooperative employees had been affected by facing that kind of impacts and competitions.
This paper uses job motivation, job pressure, job satisfaction, and organizational commitment as scheme and uses one credit cooperative employees as research subject to conduct the questionnaire survey, which takes SPSS statistic software processing quantitative researches, including factor analysis, reliability analysis, paired t test, ANOVA analysis, correlation analysis and regression analysis.
The result of analysis is that partial different characteristics has significant difference on the feeling of degree of job motivation, job pressure, job satisfaction, and organizational commitment. Furthermore, job motivation has positive influence on job satisfaction, job pressure has negative influence on job satisfaction, job pressure has negative influence on organizational commitment, and job satisfaction and organizational commitment has positive influence each other. The relationship between job motivation and organizational commitment has job satisfaction as intermediate result.
Through the result of analysis could present the psychological feeling of degree of credit cooperative employees in the agitation which finance corporations are combined and merged. The conclusion of this paper can be used as reference for management policy to the credit cooperative managers to promote employees’ organizational commitment and employment.
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Tien, Nguyen Van, and Nguyen Van Tien. "Job Satisfaction and Organizational Commitment of Ha Giang Electric Power Company Employees in Vietnam." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/37288814899129755385.
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碩士<br>義守大學<br>企業管理學系<br>102<br>The overall objective of the study is to evaluate the relationship between employee satisfaction’s antecedents and operating performance in Ha Giang Electric Power Company. To serve to solve the research objectives above, the author composed some relevant research questions, including (1) What are the theories of employee satisfaction in term of literature review?, (2) What are the antecedents of employee satisfaction in term of literature review?, and (3) How to measure the operating performance in Ha Giang Electric Power Company through employee satisfaction antecedents?
The employee satisfaction proves the determining role of satisfaction towards job and working environment, employee engagement and employee loyalty are concluded to be the causal outcomes of the employee satisfaction. As a consequence, this leads to the increase of the employee loyalty and attachment to the firm if the employees finds great endeavor in the job they are undertaking. As for Melissa (2004), the employee satisfaction should be broken down into 07 antecedents such as Physical Work Environment, Communication, Leadership, Supervision and Management Effectiveness, Teamwork, Pay and Opportunities, Career Development and Training, The Employee Promise. Mani (2010) offered to assess the employee satisfaction by the employee satisfaction index (ESI). As proved by Net Survey, ESI is constructed based on the employee satisfaction scorecard included many precious factors to firm. Each factors, then will be given a score weight base on the important level among these factors and given different scores for different attributes in one factors. Finally, ESI will be calculated by summing up the score weight of each factor after multiplying this weight with score of factor’s attributes.Using quantitative research method, the author identified that organizational commitment and job satisfaction can describe for 37.5% of changes in organizational commitment and it is explained by the fact that job satisfaction in Ha Giang Electricity Company is very low.
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Chiu, Hui Ping, and 邱惠萍. "The Relationship between Job Satisfaction and Organizational Commitment: The Case of Daycare Center Employees." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/rqbhzg.
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碩士<br>正修科技大學<br>幼兒保育研究所<br>105<br>The purpose of this study is to investigate the present situation of the job satisfaction and organizational commitment of caregivers in Kaohsiung city baby care center, and to analyze the differences of the different background variables and their correlation. This study adopts questionnaire survey and the nursing staffs in the baby care center are the main objects to investigate. The topic of the questionnaire is 〝The job satisfaction and organizational commitment of nursing staff〞, 342 questionnaires were issued and 299 valid questionnaires were collected. The data were analyzed and processed by descriptive statistical analysis, t test, one-way analysis of variance and product moment correlation.
According to the results of research, firstly, the sense of job satisfaction and organizational commitment of the nursing staff of the baby care center in Kaohsiung, were all in the middle and high level. Among them, based on perceived job satisfaction, the satisfaction of the work itself and the coworkers perception are higher level and the satisfaction of superior management is lower. The status of perceived organizational commitment: normative commitment to a higher level of perceived identity, low degree of affective commitment identity, low degree of affective commitment identity. Secondly, the difference of job satisfaction among the nursing staff of Kaohsiung city baby care center has no significant difference in the work itself, the coworker, the superior management. Thirdly, the difference of organizational commitment among the nursing staff in Kaohsiung city baby care center will be different significantly due to the workplace, educational level and class structure; there are significant differences in the overall organizational commitment and affective commitment between the public and private baby care centers in the workplace. In the aspect of education level, there are significant differences in senior high school and senior vocational school education and college, university education in normative commitment. In the class structure, the care of infants’ age and number of children and the class configuration of the number of caregivers have the significant differences with the affective commitment: the nursing staff who takes care of infants under the age of 7 months, has a higher affective commitment to the organization, while we found that the allocation of class of five children are taken care of by a nursing staff alone has a higher affective commitment to the organization. Fourth, there is significant positive correlation in the high level between job satisfaction and organizational commitment of nursing staff of the baby care center in Kaohsiung city.
Finally, the suggestions submitted are based on the findings of the study; firstly, compared to the level of the work itself and the coworkers, the subjects are less satisfied with the superiors’ management. The managers need to understand the difference between the work partners and superiors’ work and thinking. The superiors participate in their experience at the grass-roots level, contingency support, finding and solving problems and establish work feedback system and multiple communication channels to encourage the nursing staff to arouse the work willingness, have a high degree of identity of job satisfaction, and make a commitment to the organization spontaneously.Secondly, the perception of nursing staff for the job satisfaction at all levels did not reach a significant level. Recommend to enhance the professional performance of the nursing staff, improve the quality of work and adjust the attitude, positive attitude into the organization.
Key words: child care, caregivers, job satisfaction, organizational commitment.
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Iburi, Masami. "Sources of job satisfaction and organizational commitment a study of Japanese industrial workers /." 1991. http://catalog.hathitrust.org/api/volumes/oclc/33037662.html.
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Siahaan, Lorenta PK, and 羅芮塔. "Examination of Relationship between Organizational Justice, Positive Organizational Behavior, Organizational Commitment, and Job Satisfaction among Employees in Indonesia." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/36490127121874158101.
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碩士<br>南台科技大學<br>企業管理系<br>96<br>ABSTRACT
The current tendency of researchers in organization behavior literature starting to give more attention to psychological factors holds its own attraction. For years, emotional and psychology issues were put aside in organization behavior’s literatures. However, due to the extremely turbulent in today’s organizational environmental, emotional and psychology issues need to recognized and understood as a vital part of human resources department.
This study examined the relationship between organizational justice, positive organizational behavior, employees’ job satisfaction, and organizational commitment among employees who are working in Indonesia. Also, the authors examined the effect of demographic characteristics towards those four constructs. The total sample of this study is 280 respondents.
This study found that among demographic characteristics, gender has no relationship with the four construct in this study. Among the four constructs, job satisfaction did not have significant relationship with demographic characteristic. Employees who are married have higher recognition toward distribution justice compared to those who are single. Furthermore, employees who are aging between 36-40 years old have higher recognition toward continuance commitment and distribution justice. While the higher the education of the employee would produce higher recognition towards optimism, resilience, and procedural justice. Employees who are working at private sector and NGO have higher recognition level towards procedural and hope, compared to those who are working at public sector.
This study also found there is existed relationship between four constructs in one degree or another. Among the dimensions of organizational justice, information and procedural have relationship with organizational commitment and job satisfaction.
While for positive organizational behavior, resilience and optimism was found to have relationship with organizational commitment and hope and resilience have relationship with job satisfaction. Affective commitment was the only dimension of organizational commitment which has relationship with job satisfaction, and among the dimensions of organizational justice, distribution and information justice have relationship with positive organizational behavior.
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LIANG, YU, and 梁郁. "How does international tourist hotel employees' job involvement their satisfaction and organizational commitment? Can organizational climate mediate?" Thesis, 2016. http://ndltd.ncl.edu.tw/handle/00368626850603020337.
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碩士<br>輔仁大學<br>餐旅管理學系碩士班<br>104<br>Abstract:
With the department staffs of international tourist hotels as the research subjects, this study was set out to probe into the relationship between the job involvement (job proportion、job identity、job achievement)、job satisfaction、organizational commitment、organizational climate in Taiwan. With regular employees having worked for more than six months in the international tourist hotel as the respondents, a questionnaire survey was conducted in this study via convenience sampling. A total of 500 questionnaires were sent out and 426 valid ones were later collected, making the rate of valid questionnaires 85.2%. According to this study:1. Job involvement has positive impact on job satisfaction. :2. Job proportion has positive impact on organizational commitment. 3. Job satisfaction has positive impact on organizational commitment. :4. Job proportion has positive impact on organizational commitment.5. Job satisfaction have mediation effect on the relationship between job involvement (job identity、job achievement)and organizational commitment.6. organizational climate has moderation effect on the relationship between job involvement (job proportion、job achievement ) and job satisfaction；7. organizational climate has moderation effect on the relationship between job satisfaction and organizational commitment.
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Chen, Yu-Mei, and 陳玉鎂. "The Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment: mediating role of Job Characteristics." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/71363515465907987254.
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碩士<br>國立中央大學<br>人力資源管理研究所碩士在職專班<br>94<br>To face the critical and highly competitive environment in telecommunication industry, the manager has to unroll his/her transformational leadership behaviors to improve the employees’ motivations and satisfactions. This study, therefore, intends to discuss the relationships between transformational leadership, job characteristics, job satisfaction and organizational commitment. A total of 350 questionnaires were delivered and 282 were valid. After data analysis, major results can be concluded as follows:
1. Manager’s transformational leadership has a significant positive effect on employees’ perceptions of task significance, autonomy and feedback.
2. Employees’ perceptions of task significance and autonomy serves as the partially mediator between transformational leadership and intrinsic satisfaction.
3. Employees’ perceptions of job autonomy and feedback serves as the partially mediator between transformational leadership and extrinsic satisfaction.
4. The effects of transformational leadership on value commitment are partially mediated through employees’ perceptions of task significance and autoonmy.
5. The effects of transformational leadership on effort commitment are partially mediated through employees’ perceptions of task significance, autonomy and feedback.
6. The effects of transformational leadership on retention commitment are partially mediated through employees’ perceptions of task significance.
Finally, by the analytical results and conclusions, this study suggested several managerial implications for the case company and some discussions for future research.
Keywords: Transformational Leadership, Job Satisfaction, Job Characteristics, Organizational Commitment
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Wu, Chia-Wen, and 鄔嘉文. "A Study affect of Job Stress, Coping to Job Satisfaction and Organizational Commitment among Blood Center Employees." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/55775892945125628709.
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碩士<br>高雄醫學大學<br>醫務管理學研究所碩士在職專班<br>96<br>This research is intended to explore the job stress sources of employees in Blood Center,and their satisfaction of work as well as loyalty to the organization, which provides manager or unit supervisor a direction to improve both in stress relief and well-beings for employees in
Blood Center.
This research is based on the cross-section survey, which discusses the affect of job stress, coping to job satisfaction and organizational commitment among blood center employees. The population included all employees of six Blood Centers in Taiwan. By general survey, the questionnaires were sent to 875 and responsive 421, which effective responsive rate was 48.1%, and valid questionnaire was 399 (94.8%). Through the t-test and hierarchical multiple regression, some results found as follows:
1.The main job stress of the employees is personal responsibility to ward their work, and the second is workload.
2.There are significant difference between job stress factor and demographics.
3.There are significant difference between job satisfaction factor and demographics.
4.There are significant difference between organization commitment factor and demographics.
5.There is a negative relationship between job stress, job satisfaction and organizational commitment.
6.The employee’s coping pattern has moderating effect on the relationship between job stress and job satisfaction.
7.The employee’s coping pattern has moderating effects on the relationship between job stress and organizational commitment.
This research found that female employees in younger age have greater job stress. Thus, unit supervisor are advised to concern this group more and realize if their work burden or personal responsibility have over undertaken. Furthermore, supervisors should consider whether insufficient educational training and poor workflow designs cause higher work stress, and actively encourage female employees participate in recreational activity more to promote their own well-beings.
keywords: Blood Center, job stress, job satisfaction, organizational commitment
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Chen, Chien Hua, and 陳建樺. "EMPLOYEES’ JOB SATISFACTION, ORGANIZATIONAL COMMITMENT AND TASK AUTONOMY AFFECTING JOB PERFORMANCE OF COMMUNITY BEAUTIFICATION IN NORTHERN TAIWAN." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/7jc24h.
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碩士<br>大同大學<br>事業經營學系(所)<br>107<br>ABSTRACT
Employees become the most important asset of modern cooperation. Especially, when the business requires company employees to work with customers closely, employees play a vital role in community beautification business. This research studied how employees’ job satisfaction, organization commitment and task autonomy affected work performance in community beautification business in northern Taiwan. The results can provide managers valuable evidence for decision making. There are five major purposes for this research: (1) Find out how employees’ job satisfaction affects organization commitment. (2) Understand how job satisfaction impacts work performance. (3) Discover how organization commitment influences work performance. (4) Explore if job satisfaction affects work performance through organization commitment. (5) Study on if task autonomy plays as a moderator of the relation between job satisfaction and work performance.
Along with the literature reviews, all constructs were defined and researched. The researcher built up a research model and designed a questionnaire for construct measurement. After survey, there are 365 valid questionnaires recalled. The result shows that all three direct effects of variables are proof. Employees’ job satisfaction affects organization commitment. Then, job satisfaction significantly impacts work performance. Finally, job autonomy directly influences work performance. For the fourth hypothesis, organization commitment has full mediation effect on job satisfaction and work performance. However, job autonomy doesn’t play an intervening role between job satisfaction and work performance.
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Theron, Crystal-Jeanne. "The impact pf psychological empowerment and job satisfaction on organizational commitment amongst employees in a multinational organization." Thesis, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9720_1306841698.
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<p>The primary objective of this study was to gain an understanding of the impact of psychological empowerment and job satisfaction on organizational commitment amongst employees in a multi-national organization. For the purpose of this study a quantitative, non-probability convenience sampling design was used to assess the three variables. The sample consisted of (N = 120) permanent employees were employed in the following departments namely: Administration, Engineering, Production, Quality and Commercial.</p>
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Theron, Crystal Jeanne. "The impact of psychological empowerment and job satisfaction on organizational commitment amongst employees in a multinational organization." Thesis, 2010. http://hdl.handle.net/11394/3511.
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Organizations in South Africa as in the rest of the world are under tremendous
pressure to improve their performance and increase their competitiveness in the
continuously changing world of work. Psychological empowerment, job satisfaction
and organizational commitment are important concepts to consider when dealing
with the changes in the world of work. Psychological empowerment refers to the
experience of empowerment among employees. Empowerment heightens employees’ sense of personal control and motivates them to engage in work which in turn results in positive managerial and organizational outcomes (Conger & Kanungo, 1988;Quinn & Spreitzer, 1997; Siegall & Gardner, 2000). Job satisfaction and organizational commitment have both shown to be important outcomes of
psychological empowerment.The primary objective of this study was to gain an understanding of the impact of psychological empowerment and job satisfaction on organizational commitment amongst employees in a multi-national organization. For the purpose of this study a quantitative, non-probability convenience sampling design was used to assess the three variables. The sample consisted of (N = 120) permanent employees were employed in the following departments namely: Administration, Engineering,Production, Quality and Commercial.A biographical questionnaire, The Measuring Empowerment Questionnaire (MEQ),Job Descriptive Index (JDI) and the Organizational Commitment Questionnaire(OCQ) were administered to gather data. The MEQ consists of 12 statements and measures psychological empowerment on four cognitions namely; meaning, impact, self-determination and competence. The JDI measures job satisfaction on five job
facets namely, pay, promotions, supervision, co-workers and the work itself. The
OCQ measures organizational commitment and consists of 15 statements. Each
statement attempts to extract the employee’s feelings towards organizational policies, goals and values, their willingness go the extra mile, and whether they are proud to be associated with the organization. Descriptive and inferential statistics were used to analyse the data.The Product Moment Correlations Coefficient was computed to determine the extent to which the variable investigated is related to each other. The ANOVA was used to determine whether there are differences in psychological empowerment based on biographical characteristics and also to assess differences amongst the variable. The T-test was utilized to assess whether there is a difference based on gender. For the biographical information namely gender, race and tenure results indicate significant statistical differences in organizational commitment. A statistically significant relationship was also found between psychological empowerment and organizational commitment. However, the strongest relationship was found between job satisfaction and organizational commitment. Furthermore results, indicate that employees at the multi-national organization are relatively satisfied with the nature of the work that they perform, with the supervision that they receive, as well as with their co-workers. Opportunities for promotion and compensation appeared to be however, the main
sources of dissatisfaction. With regards to organizational commitment employees
express below average belief in the organization’s goals and values, willingness to
exert extra effort on behalf of the organization and desire to maintain membership of the organization.With the exception of gender, the relationship between race and tenure with job satisfaction was found to be significant. With the exception of race, the relationship between gender and tenure with psychological empowerment was found to be significant.Results indicated a significant and direct relationship between psychological empowerment and job satisfaction.A limitation of this research is that the sampling composition and research design prevent the results to this study to be generalised to other organizations and it is recommended that a stratified random sampling design be utilised for future research.<br>Magister Commercii (Industrial Psychology) - MCom(IPS)
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HSU, KAI-LING, and 許愷玲. "Research on Chain Coffee Shop Employees' Job Satisfaction and Organizational Commitment : Effects of Emotional Labor." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/8485u4.
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碩士<br>南臺科技大學<br>休閒事業管理系<br>107<br>For service industry which is focused on customer orientation, the staff are the main providers of services, and they are also the first line personnel who directly contact with the customers. The expressions, attitudes and emotions of service personnel can make customers feel and perceive directly. This feeling will affect customer satisfaction and loyalty toward the company. Therefore, employees' emotional labor, job satisfaction and organizational commitment are important links of human resource management. The relationship between chain coffee shop employees’ emotional labor, job satisfaction and organizational commitment was studied in this research. Data was collected by questionnaire survey, quota sampling and convenience sampling. A total of 320 questionnaires were distributed, 253 respondents were valid to be studied. The effective response rate was 79.1%. The data were analyzed by descriptive statistics, reliability analysis, exploratory factor analysis, regression analysis, independent sample t-test and one-way ANOVA. The results indicated that emotional labor was significantly and negatively influence job satisfaction and organizational commitment. The job satisfaction was significantly and positively influence organizational commitment. The results of this research could be used as a reference for human resource management in the catering industry.
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CHAO, PAI-JOU, and 趙百柔. "The Study on the Relationships among Organizational Commitment, Training, Job Satisfaction of Drug Store Employees." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/qv88pq.
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碩士<br>正修科技大學<br>經營管理研究所<br>104<br>The main purpose of the study was to investigate the relationships among organizational commitment, Training, and Job Satisfaction of drug store employees. The samples in the research were the drug store employees. group leaders in the COSMED. This paper conducted a survey with the collection rate of 86%, in which 200 questionnaires were distributed and 173 effective questionnaires were collected. The data were analyzed by using SPSS 18.0 for Windows, including T-test, one-way ANOVA, and regression analysis.
The conclusions were shown as following:
1.The employees in drug store agreed with the employees are get along well with each other, but it still needs some improvement in the venue of training, the behaviour of management team and the policy of the work schedule arrangement.
2.The drug store employees in different positions experienced differently in organizational commitment, training, job satisfaction.
3.The work experience differently of drug store employees in training, job satisfaction.
4.The higher level of retention commitment, effort commitment, value commitment, reaction level and overall organizational commitment the drug store employees had, the higher overall Training the drug store employees got.
5.The higher level of retention commitment, effort commitment, value commitment, reaction level and overall organizational commitment the drug store employees had, the higher overall job satisfaction the drug store employees got.
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"Employee perceptions of organisational commitment, job satisfaction and turnover intentions in a post-merger institution." Thesis, 2008. http://hdl.handle.net/10210/552.
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A merger can be considered both a phenomenological and significant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were gauged. Restructuring in any organisation is characterised by uncertainty, high levels of anxiety, low levels of morale, and tardy job performance, as well as high levels of absenteeism and staff turnover, all of which potentially impact on productivity and performance. Notably, the global phenomenon of transformation of higher education, taking place in most countries in the world, is an undeniable fact. The abolition of apartheid and the post-1994 aftermath period have seen South Africa undergoing tremendous transformation in its political, economic, social and technological environments. As part of the social environment, education, too, will be subjected to the restructuring and transition resulting in the new characterisation of the country and its people. Mergers are taking place between teacher-training colleges and technical colleges, as well as between universities and technikons. In South Africa to date, mergers have been limited mainly to the federal absorption of smaller, specialist institutions into universities; however larger and more unitary mergers have been advocated. Few notable studies have investigated the commitment perceptions of the employees (and the associated selected work constructs of job satisfaction and turnover intentions) who feel the full impact of these restructurings in a South African context. This subsequently results in a dearth of knowledge on the context of South African mergers and acquisitions of tertiary institutions. Human capital element in the form of teacher / facilitator / lecturer in educational institutions (knowledge intensive organisations) is much more important than in other organisations. In light of the recent restructuring of the institution in question, no attempt has yet been made to gauge the levels of organisational commitment amongst its employees. It is within this context that the research problem emerges: What are the employee perceptions of job satisfaction, organisational commitment, and turnover intentions in a post-merger tertiary institution, and how are these variables related? Job satisfaction was determined as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. A global approach was adopted, whereby job satisfaction is explained as a single, overall feeling toward ones job. Organisational commitment was defined as a cognitive predisposition towards a particular focus, insofar as this focus has the potential to satisfy needs, realise values, and achieve goals, and was subsequently addressed through a motivational approach. The state of commitment is not only separated from its antecedent and consequential conditions and behaviours, but also from its related affective and conative components that are also present in other widely used constructs, such as job satisfaction and turnover intentions respectively. Turnover intentions, approached as being mental decisions intervening between an individuals attitudes regarding a job and the stay or leave decision, were addressed as a planned behaviour. This is a result from the argument that behavioural intention is a good predictor of actual behaviour, in this case actual turnover. Turnover behaviour is a multistage process that includes attitudinal, decisional, and behavioural components. Furthermore the turnover process is initially stimulated by the thought of quitting, which ultimately will result in the actual process of either staying or leaving. The instance of a merger or acquisition normally results in, amongst others, lack of commitment, job dissatisfaction, increased labour turnover and absenteeism rates (even at managerial level), lowered work goals, uncertainty, and employee theft or acts of sabotage. The relationships established between the three selected work constructs, primarily in terms of mergers and acquisitions, suggest that a positive relationship exists between job satisfaction and organisational commitment, whilst also yielding a negative relationship with turnover intentions. The research approach could be described as a non-experimental and crosssectional field survey, the data as primary data, and data analysis as ex post facto and correlational. The non-probability (convenience) sample consisted of 367 employees of a South African tertiary instituition. The completion of the electronic questionnaires was personally administered and anonymously handled. Job satisfaction was assessed by the Minnesota Satisfaction Questionnaire (MSQ20). The MSQ20 measures 20 different job-related items and can be subcategorised into extrinsic and intrinsic satisfaction. The end factor analystic result revealed the need to remove three items. Commitment was addressed through the Organisational Commitment Questionnaire which consisted of 18 items, measuring different foci of commitment, namely work, career, occupational and organisational. Diagnostic analyses indicated the need to remove three items. Turnover intentions were measured by an unpublished 15 item questionnaire. The diagnostic analyses warranted the removel of two items. The analyses followed a two phase procedure. The intial phase included all diagnostic testing of the measuring instruments in order to determine the reliabilty and validty of the measuring instruments for subsequent testing purposes of the study. The tests utilised were basic descriptives, factor (first and second order) and reliability analyses and normality testing. The latter phase described the inferential section of the sample, whereby statistics are used either to infer the truth or falsify hypotheses / research objectives. The tests carried out consisted of t-tests and ANOVA, correlations, structural equation modelling, twoway ANOVA and lastly a stepwise linear regression. Fifteen predefined models were investigated whereupon the most parsimonious model was selected. In applying the stepwise linear regression for the prediction of turnover intentions, the model was determined by entering all the variables simultaneously into the regression equation. The variables determined for the inclusion on the regression were based on the results from the inferenital testing phase. The final result yielded a prediction of 47% of the variance in turnover intentions. The final (most parsimonious) model determined for turnover intentions indicated as being significantly predicted by: job satisfaction, tenure, and a combination of job satisfaction and organisational commitment. Contrary to popular belief, commitment does not correlate more strongly than satisfaction does with turnover intentions. This indicates that withdrawal entails a rejection of the job rather than of the organisation. Turnover intentions of tertiary employees can be actively managed through the manipulation of the contextual variables of organisational commitment and job satisfaction. The resulting predictive model can be regarded as an important tool for management and the Human Resource Department in effectively planning talent retention strategies focusing on its controllable dimensions. Since this model was developed based on internal components, possible strategies can be derived from this model to prevent turnover intentions.<br>Professor Gert Roodt
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Tung-hsuan, Wei, and 魏彤亘. "The Study among Internal Marketing, Organizational Commitment, Job Satisfaction, and Organizational Effectiveness of Employees in Taipei Sports Center." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/17052013483103991711.
Full textAbstract:
碩士<br>國立臺灣師範大學<br>運動與休閒管理研究所<br>99<br>The purpose of the study was to reveal the relations among internal marketing, organizational commitment, job satisfaction and organizational effectiveness in Taipei Sports Center nowadays. There were 284 subjects in the study, 284 questionnaires were sent during April 15 to May 10, 2011. Descriptive statistics, one-way ANOVA, multiple stepwise regression and path analysis were used for data analysis. The results were stated as following:
1. The main group of employees in Taipei Sports Center was less than 30 years old, college graduates, and monthly salary from NT 20,001 to 30,000 dollars.
2. Internal marketing, organizational commitment, job satisfaction and organizational effectiveness were slightly higher than average in this study.
3. Operating organization, locations, gender, administration, work task, age, educational background and seniority will, to some degree, affect how employees evaluate internal marketing, organizational commitment, job satisfaction and organizational effectiveness separately.
4. Educational training of internal marketing was the best predictor for employees’ organizational commitment, and internal communication of internal marketing was the best predictor for employees’ job satisfaction and organizational effectiveness.
5. Effort commitment of organizational commitment was the best predictor for employees’ job satisfaction and organizational effectiveness.
6. Internal satisfaction of job satisfaction was the best predictor for employees’ organizational effectiveness.
7. Internal marketing can affect organizational effectiveness directly in Taipei Sports Center, and internal marketing also affect organizational effectiveness through job satisfaction and organizational commitment.
Based on the results, Taipei Sports Center should strengthen the internal marketing in order to enhance the organizational effectiveness, and the internal marketing will also help strengthen the organizational commitment and job satisfaction simultaneously, thus the whole organizational effectiveness will be improved.
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溫雪蓉. "A Study on Work Motive, Job Satisfaction, Job Stress and Organizational Commitment of Direct Employees in Semiconductor Factory." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/17026035410953694555.
Full textAbstract:
碩士<br>中華大學<br>科技管理學系(所)<br>96<br>Taiwan was to be OEM for many empires in the world since 1980, and it made the Semiconductor industory begun developing over here, too. Up to the present, Semiconductor industory which is still the major industory for national economic development, and the output value and market share is 1st in the world. Inflation due to the market price of fuels riased too high recently, so the goods and materials were expensive. Environmental protection issue concerned by most people. Chinese economic growth more and more fast, and the worldwide semiconductor industory keen competition. The major reward was not stocks any more, and replaced by cash as same as denomination of stocks. All the factors as above which became a challenge in the industry development, employees' benefit and job stress, especially in the companies which need huge fund and high technology. The professional persons difficult hired and were fluid easily, so employees' recruiting, training, and keep the exllent peoples are very important.
After refered to many internal and international documents which contain Work Motive, Job Satisfaction, Job Stress and Organizational Commitment, we found there were much less documents about the domain of semiconductor industry. According this, the study object which were some employees of the semiconductor factories of an empire at Hsin-Chu Science Park. There were 900 copies of investigation form sent out to these people, and 697 copies were reply. After summaried, there were 551 valid copies reply, so the valid reply ratio was 61.2%.
The result indicated that there are top three parameters of the empires which concerned by most job seekers been listed as below:1. High stability; 2. Good welfare; 3. Fine image. Different attribution affect some degree of the result about Work Motive, Job Satisfaction, Job Stress and Organizational Commitment. After analyzed the difference between feeling and expectancy of Job Satisfaction of the employees of the semiconducting manufactories, the items which expected to remain present were "Relationship between leaders and subordinates" and "Work partners", the items which should to been improved were "Compensation" and "Promotion circumtance", and excessive supply and lower priority item was "job self". Summarized the description as above, it indicated that job satisfaction was not well enough. It also meant that the job welfare and job system not corresponded with the demand of the employees of the semiconducting manufactories. There was apparent difference between employees' Work Motive, Job Satisfaction, Job Stress and Organizational Commitment, and the Organizational Commitment been raised by the Job Stress which influenced through Job Satisfaction.
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HUNG, CHING-HSIU, and 洪青秀. "A Study on the Influence of CSR Perceived by Employees on Organization Identity, Organizational Commitment and Job Satisfaction." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/3na5f8.
Full textAbstract:
碩士<br>國立臺中教育大學<br>管理學院國際經營管理碩士在職專班<br>106<br>By highly industrial development, scientific progress and convenient living, these matters always supervene with environmental damage and social problems. Since the twentieth century, for achieving sustainable development of these matters （the economy, environment and society）, many countries set a rule to promote corporate social responsibility, and combine business management with social issues in positive way.
However, when a corporation fulfills its social responsibilities, does it affect the relationship between employees and corporation? The employees’ behavior and attitude ? The performance of company？ For the topic with reasons.The purpose of this study is to explore: First, the impact of employee CSR awareness on organizational identity, on organizational commitment, and on job satisfaction. Second, the relationship of organizational identity to organizational commitment and job satisfaction.
In this study, 521 valid questionnaires are obtained from employees who work in the King Full Herd Ltd. The SPSS statistical analysis software is utilized. Descriptive statistics and regression analysis method are adopted.The study shows that: First, employee CSR recognition has a positive significant relationship to organizational identity, organizational commitment and job satisfaction. Second, Organizational identity also has a positive significant relationship to organizational commitment and job satisfaction. Therefore, if a corporation can fulfill their company social responsibilities, it （employee CSR recognition）will produce an assistance to unite employees and enhance organizational energy.
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Chun, Hung Chao, and 洪朝俊. "The Influence of Organizational Culture and Job Characteristics on Organizational Commitment Among the Employees of Financial Industry：Mediating role of Job Satisfaction." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/55432366631330785031.
Full textAbstract:
碩士<br>國立臺北商業技術學院<br>商學研究所<br>100<br>Banking industry is perfectly competitive in Taiwan and financial holding companies are providing diversified and complex financial products and service to different target segments. Therefore, human resource is the key to high performance organizations. This study examines the correlation among job satisfaction, organization culture, job characteristics, and organization commitment in the finance industry. The results showed: Organization culture, job Characteristics, and job satisfaction organization have positive impact on organization’s commitment. Job Satisfactions has an intermediate effect on organization culture (job Characteristics) and organization commitment. From the above findings, this study provides practical insight and recommendations for reference and follows up studies.
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Lu, Shao-Jung, and 呂紹榮. "The study of relationship among employees'' job satisfaction, organizational commitment and change cognition toward change attitude." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/45652384520121243314.
Full textAbstract:
碩士<br>國立中山大學<br>企業管理學系研究所<br>93<br>China Steel Corporation (CSC) has always kept the excellent organization performance and had very low turnover rate since it was established in 1973. In order to keep the competition, CSC performs the organization change from 2002 and plans to reduce 15% employees in 2006.
The goals of this study are as follows:
1. To realize the degrees of CSC employees’ job satisfaction and organizational commitment.
2. To analyze the relationship of CSC employees’ cognition and attitude toward the organizational change.
3. To research on the relationship of CSC employees’ job satisfaction and organizational commitment toward the attitude of change.
4. To analyze the relationship of CSC employees’ personal background and the attitude of change.
After this study analysis, the conclusion is made as follows:
1. The degree of CSC employees’ job satisfaction (average score is 3.49, standard deviation (SD)is 0.55) is not so high as expected. The degree of CSC employees’ organizational commitment (average score is 3.78, SD is 0.51) is higher than the degree of job satisfaction. The employees’ job satisfaction and organizational commitment are related significantly and positively.
2. In general, it does not show that whether the CSC employees strongly support the organizational change or not. The average scores of cognition and attitude toward to the organizational change are 3.07(SD 0.54), 3.02(SD 0.68) respectively. The cognition and attitude toward the organizational change are related significantly and positively.
3. The employees’ job satisfaction and organizational commitment are related significantly and positively to the attitude. But, regression analysis shows that the employees’ job satisfaction and organizational commitment do not have influence to the attitude.
4. For the employees’ personal background, there are three variables, education degree, job position and age which have influence to the attitude. The education degree and job position have positive influence. Only the age is negative influence.