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Dissertations / Theses on the topic 'Employees Organizational commitment. Corporate culture'

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Published: 4 June 2021

Last updated: 5 February 2022

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1

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

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

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Li, Jiahui. "Employees' values, organizational communication climate, and organizational commitment : a study of multinational corporations in China." HKBU Institutional Repository, 2008. http://repository.hkbu.edu.hk/etd_ra/923.

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3

Wang, Gang. "The relative importance of Glaser, Zamanou and Hacker's six cultural dimensions in engendering employee identification: a survey of Chinese employees." Thesis, Peninsula Technikon, 2004. http://hdl.handle.net/20.500.11838/951.

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Thesis (MTech (Business Administration))--Peninsula Technikon, Cape Town, 2004<br>Organizational identification has been regarded as a new control strategy for modem organizations. High levels of organizational members' identification result in various benefits to organizational performance. Among organizational theorists there exists a strong school of thought, which sees organizational culture as the antecedent to organizational identification. Culture, and therefore also organizational culture, is a complex and integrative phenomenon which encompasses the values, assumptions, interact

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Hekman, David R. "Contingencies between organizational identification and professional employee performance /." Thesis, Connect to this title online; UW restricted, 2007. http://hdl.handle.net/1773/8802.

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

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

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Shologu, Anita. "Employee perceptions of organisational culture constructs in selected non-governmental organisations (NGOs) in Cape Town, Western Cape Province." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/2876.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019.<br>Non-governmental organisations (NGOs) are perceived to be poorly performing partly due to their culture; the constructs of NGOs’ culture usually affect employees’ commitment and performance negatively, leading employees to leave the organisation. This discourages and demoralises employees’ mind sets to perform as expected which affects NGOs’ productivity, goals and competitiveness in a negative way. The study investigated employee perceptions in organisational culture constructs to selected NGOs in Cape

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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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Tryfonos, Angelique. "The relationship between employer branding and organisational commitment." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021146.

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The aim of this study was to determine whether a relationship exists between organisational commitment (OC) and employer branding (EB). The purpose was to Identifying whether employer branding effects organisational commitment (affective, normative and continuance commitment) and how significant that effect may be. Questionnaires were personally distributed by the researcher directly to employees under study. Non-probability sampling was used in the form of judgement sampling. The sample consisted of 124 employees from various retail outlets throughout Port Elizabeth, Eastern Cape. Five hypoth

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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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Pittorino, Leonardo Andres. "The relationship between culture, commitment and performance in a South African electricity utility." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003878.

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The Electricity Distribution Industry (EDI) in South Africa is in the process of restructuring into six Regional Electricity Distributors (REDs). This would entail the merging of the national electricity utility, Eskom Distribution with municipalities to consolidate skills and to improve on efficiencies. This integration would involve the assimilation of not only physical assets but also various organisational cultures into a separate organisation responsible for supplying electricity services within its designated geographical area. A separate challenge facing Eskom is an intensive capital ex

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Van, Stuyvesant Meijen Jolise. "The influence of organisational culture on organisational commitment at a selected local municipality." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002788.

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Since 2000, local municipalities have been through a process of transformation which amalgamated a number of smaller local municipalities into larger municipalities. The amalgamation of a number of municipalities brings together an array of people, and therefore a myriad of organisational cultures are combined. The organisational culture of an organisation has an effect on the organisational commitment of its employees. A fit between the organisational culture and the employees will increase the organisational commitment of those employees and contribute towards improved service delivery. A su

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Farooq, Mariam. "Exploring a bi-directional relationship between corporate social responsibility and employees' attitudes and behaviors." Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1063.

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Le principal objectif de cette thèse est d'examiner la relation réciproque entre la responsabilité sociale de l'entreprise (RSE) et les attitudes et les comportements des employés. Premièrement, la thèse explore les mécanismes sous-jacents alternatifs à travers lesquels la RSE affecte les employés et fait la classification des employés dans les groupes homogènes en se basant sur leur utilisation de ces différents mécanismes. Deuxièmement, elle identifie les conditions limites dans lesquelles la RSE influence de façon optimale les attitudes et les comportements des employés. Enfin, la thèse exa

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Heyligers-van, Zyl Ilonka. "The relationship between collective climate, organisational commitment and intention to stay." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53670.

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Thesis (Mcomm)--University of Stellenbosch, 2003.<br>ENGLISH ABSTRACT: A need was identified for a proactive strategy for reducing voluntary turnover levels within the mining industry. From the onset it was established that a multi-dimensional approach would be the most appropriate. Organisational commitment and organizational climate were identified as variables that were likely to influence intentions to stay. Moreover, it was hypothesised that organisational climate would directly influence organisational commitment levels. Both organisational climate and organisational commitment hav

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14

Kritzinger, Henriette. "Engaging people through storytelling to become an employer of choice in the knowledge era." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/846.

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Thesis (MBA (Business Management))--Stellenbosch University, 2008.<br>ENGLISH ABSTRACT: Business leaders of today agree that people are the greatest asset of their enterprises, but they struggle to live up to the requirements the knowledge specialists of today dictate. This study investigates the method of storytelling as a leadership tool to engage people in businesses and to contribute to such businesses in becoming an Employer of Choice. In the present day knowledge era the way we communicate has changed completely and knowledge has become the single most important factor within businesse

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Pohl, Sabine. "Contribution à une définition de la culture organisationnelle en gestion des ressouces humaines: une analyse en termes d'implication organisationnelle, d'implication à l'égard du travail et de satisfaction professionnelle." Doctoral thesis, Universite Libre de Bruxelles, 2000. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/211742.

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Johnson, Kimberly Michelle Sutton Charlotte. "The influence of organizational values on profitability." Auburn, Ala., 2009. http://hdl.handle.net/10415/1943.

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

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

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Schnacky, Kayla R. "Perceptions of organizational culture by employee level a case study /." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008schnackyk.pdf.

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Wessels, Mark. "A study of corporate environments and their influence on the development of an organizational learning culture." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000wesselsm.pdf.

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Toscano, Nancy A. "Understanding the Impact of Leadership and Organizational Culture on Nonprofit Employees’ Commitment and Turnover Intention." VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/3904.

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Child and family nonprofit organizations are essential for the implementation of United States public policy in their role as service providers. Human service nonprofit organizations held approximately 20,000 government contracts, totaling more than $100 billion in 2009 (Boris, deLeon, Roeger, & Nikolva, 2010). Almost 33,000 human service nonprofit organizations contract with the government to deliver services (Boris, et al., 2010). The services provided by these organizations are critical to the lives of vulnerable American citizens. These organizations depend on committed employees to se

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Locke, Steven A. "Reentry shock in the corporate environment." PDXScholar, 1991. https://pdxscholar.library.pdx.edu/open_access_etds/4303.

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While much research and attention have focused on sojourn adjustment to a new culture, very little research has addressed readjustment to the home culture. This research studies the problems of repatriation work adjustment experienced by U.S. corporate employees. This study also.suggests that cultural readjustment is situational and a multifaceted process which is influenced by many different variables. Interviews with 25 corporate repatriated employees were conducted using a 22-question survey instrument. Repatriates were asked to rate their readjustment experiences on a seven-item Likert sca

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Persson, Sara. "How readiness for strategic change affects employee commitment and flexibility : considering type of organizational culture." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12376.

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Based on previous research readiness for strategic change has found to impact employee commitment and flexibility positively, by increasing the willingness to embrace and adapt changes faster. However, the relationship has mainly been investigated within the health care industry or from a national perspective, but lacks empirical research taking organizational culture into account. This study aims to investigate the relationship between readiness for strategic change, employee commitment and flexibility, with organizational culture as a moderating factor. The survey was conducted at an organiz

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Moyo, Unoda C. "Performance Appraisal in Organizational Cultural Context." PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/1155.

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This study examined the relationship between an organization's culture and its performance appraisal (PA) system and process. The initial phase of this study involved examining an organization's culture and the properties of its performance appraisal system from organizational archival information. Information derived from this phase of the study was later utilized to formulate interview questions, guide the search for the organizational culture survey instrument, and to construct the performance appraisal perceptions measuring instrument. This latter instrument is a quantitative measure that

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Dale, Kathleen M. (Kathleen Marie). "An Investigation of the Relationship between Work Value Congruence in a Dyad and Organizational Commitment as Mediated by Organizational Influences." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc277726/.

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Researchers suggest that value congruence in superior-subordinate dyads results in positive outcomes for an organization (Kemelgor, 1980; Meglino, Ravlin, & Adkins, 1989; 1990; Parkington & Schneider, 1979; Senger, 1971; Weeks, Chonko, Kahle, 1989). Further, evidence is presented which suggests that commitment at the organizational level is achieved, in part, through value congruence at the individual level of analysis. Analysis at the individual level reflects the effect of shared values on interpersonal relations. Work value congruence in a dyad enhances the development of a high quality dya

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

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

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

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Palmer, Julie Dougherty Thomas W. "The relationships of organizational web site information and job seeker characteristics with perceptions of and attraction to the organization." Diss., Columbia, Mo. : University of Missouri--Columbia, 2008. http://hdl.handle.net/10355/6615.

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Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 25, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Thomas Dougherty. Vita. Includes bibliographical references.

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Perumalsami, Jeremiah. "The relationship between job satisfaction and organisational citizenship behaviour in a Western Cape Government Office." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/992.

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Dissertation Submitted in Partial Fulfilment of the Requirements for the Degree Master of Technology: Business Administration in the Faculty of Business Management at the Cape Peninsula University of Technology.<br>Modern human resource management suggests that organisations that have succeeded in the business arena have done so through good people management practices and employees who display productive behaviour above and beyond their formal job descriptions. General thought behind job satisfaction supports that happy employees are inclined to be more productive, creative and committed to t

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Ntontela, Zintle Asiyena. "The impact of organizational culture of employees' behaviour within tertiary institutions in the Eastern Cape region." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/219.

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According to Nel, van Dyk, Haasbroek, Schultz, Sono and Werner (2004:19), organizational culture is simply the manner in which things are done in an organization. It is also known as the personality of the organization. Irrespective of what is called, the culture of the organization develops overtime, and employees are often not even aware of its existence. Organizational culture is, however, of particular importance to management because it helps them understand how employees feel about their work. Culture involves general assumptions about the manner in which work should be done, appropriate

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O'Connell, Alec John. "Values, values congruence and organisational commitment." University of Western Australia. Faculty of Business, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0130.

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This study examines the relationship between personal values, perceived organisational values and organisational commiunent. The study builds on the work of Finegan (2000). It is argued that the greater the congruence between a person's personal values and the perceived organisational values of the employing organisation, the greater would be their commitment to that organization. This study examines this issue in a school context, examining the teachers' values and their perceptions of their schools' values. As part of the study a survey was administered to a sample of teachers at eight schoo

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Gibson-Tessendorf, Cornel. "An exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1002786.

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Many companies today are using some form of uniforms for employees. This research is an exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture. Culture is the experiences and common learning of the organization that results in shared values and beliefs. According to Schein (1985: 14) culture has three levels, namely: artifacts, values, and basic underlying assumptions. The first level of the culture consists of the physical constructs of the organization, and therefore includes the uniforms, which is the focus of this study. Schein (1985

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Chiboiwa, Malvern Waini. "The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.

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Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the na

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Pilch, Scott Bradford. "The effects of varying types of voice on organizational justice and motivation perceptions." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3013.

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The present study was designed to answer two questions. First, how do different forms of voice influence perceptions of organizational justice? Second, do organizational justice perceptions affect an individual's motivation to improve their job performance?

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Plakhotnik, Maria S. "How Employees with Different National Identities Experience a Geocentric Organizational Culture of a Global Corporation: A Phenomenological Study." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/319.

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A global corporation values both profitability and social acceptance; its units mutually negotiate governance and represent a highly interdependent network where centers of excellence and high-potential employees are identified regardless of geographic locations. These companies try to build geocentric, or “world oriented” (Marquardt, 1999, p. 20), organizational cultures. Such culture “transcends cultural differences and establishes ‘beacons’ – values and attitudes – that are comprehensive and compelling” (Kets de Vries & Florent-Treacy, 2002, p. 299) for all employees, regardless of their na

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Cunningham, Christopher J. L. "New Applicant Decision Making: Understanding the Influence of Salary, Family-Friendly and Life-Friendly Policies, and Culture as Influential Organizational Attributes." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1127136327.

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Riley, Derek. "Turnover Intentions: The Mediation Effects of Job Satisfaction, Affective Commitment and Continuance Commitment." The University of Waikato, 2006. http://hdl.handle.net/10289/2415.

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Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment. Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike. This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with

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Zhou, Talent. "The influence of organisational culture on organizational commitment and intention to quit among employees at selected retail organizations in the Western Cape province of South Africa." University of the Western Cape, 2017. http://hdl.handle.net/11394/6063.

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Magister Commercii (Industrial Psychology) - MCom (IPS)<br>The economies of many countries in the world have been characterised by exponential growth in the past few decades. The rapid and continuous growth has brought about numerous changes in the business world which have demanded a high level of management practices as organisations fight for the required resources. Amongst the resources being sought after is human capital, employees have become one of the major resources that an organisation would want to retain. The turnover of employees to other organisations results in decreased p

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Mabuza, Linda Tengetile. "The influence of organisational culture on a high commitment work system and organisational commitment : the case of a Chinese multinational corporation in South Africa." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017768.

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Chinese presence in Africa has been rapidly increasing in the past few years and has been speculated to be mainly due to China seeking Africa’s political alliance and access to Africa’s natural resources and growing consumer markets. The growing presence of Chinese organisations in Africa, however, has not been without its challenges. In particular, Chinese multinational corporations (MNCs) in search of consumer markets in Africa have been cited as facing human resource (HR) challenges which may affect their organisational performance. In this regard, literature on human resource management ha

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De, Beer Elise. "The influence of coaching on the work engagement and burnout indicators of a corporate leadership group." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/95642.

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Thesis (MPhil)--Stellenbosch University, 2013.<br>The key objective of this mixed method research study was to establish the influence of coaching on the work engagement and burnout levels of a corporate leadership group. Previous literature reviews support the importance and impact of work engagement and burnout on business performance, leadership success and continuity. Leaders are under increased pressure to grow business and deal with the diverse business challenges. A highly-engaged leadership team with low levels of burnout thus becomes critical to sustained and successful business. Wor

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Curry, Ryan Lee. "Effects of ethical congruence on person-organization fit and employee attitudes." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1899.

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By differentiating between the definitions of values and ethics, as well as contrasting value congruence with ethical congruence, this research aims to gain a greater understanding of person-organization fit.

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Fitzgerald, Anneke. "Doctors and nurses working together : a mixed method study into the construction and changing of professional identities /." View thesis, 2002. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20031020.092051/index.html.

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Thesis (Ph.D.) -- University of Western Sydney, 2002.<br>A thesis presented to the University of Western Sydney in partial fulfilment of the requirements for the degree of Doctor of Philosophy, November, 2002. Bibliography : p 261-271.

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Denny, Simon John. "The effects of cultural, institutional and parent company influences upon training and development in British and French subsidiaries of a Swedish multinational corporation : a comparative international study." Thesis, Open University, 1999. http://nectar.northampton.ac.uk/2704/.

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National cultural and institutional factors and the influence of the parent company affect the ways in which Multinational Corporation subsidiaries train and develop their staff. However, existing studies have not compared training and development using a comprehensive range of comparative factors. Thus the key determinants of the organization, planning and conduct of training and development are not identified or explained. This study develops a comprehensive series of factors that can be used to compare training and development in the British and French subsidiaries of a Swedish Multinationa

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Naicker, Nadaraj. "Organizational culture and employee commitment : a case study." Thesis, 2008. http://hdl.handle.net/10321/475.

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Submitted in partial fulfillment of the requirements of Master of Business Administration, Business Studies Unit, Durban University of Technology, 2008.<br>South Africa is fast becoming the powerhouse of the African continent, due to its great technological advances in manufacturing, its rich diverse culture, sound business developments and stable economic policies that have seen the country shed the chains of apartheid that had plagued it for more than half a century. The need has become even greater in current economic times, for businesses to find new and innovative ways to improve pro

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Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company /." 2008. http://eprints.ru.ac.za/1717/.

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Yu, Ching-Wen, and 余靜文. "The Effect of Corporate-culture Training on Employees'' Organizational Commitment of Merged Firms under the Mediating Variable of Organizational Culture Recognition." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/80623702655179295114.

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碩士<br>淡江大學<br>管理科學研究所<br>86<br>The purpose of this study is to understand the status of corporate-culture training being practiced by the acquiring firms, the effect of corporate-culture training degree on employees'' organizational commitment, and the relationship between the organizational culture 　　recognition and employees'' organizational commitment of merged firms. This article made a survey of 130 employees of which firms being merged or acquired during 1988 to 1977. The results are summarized as follows: 　　1.Three ways of corporate-culture training:"group discussion" and "work shop" a

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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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Chou, Yun-Li, and 周芸麗. "The Study of Employee’s perception of Corporate spin-off, Corporate Culture and Organizational Commitment :The Mediating effect of Organizational Learning." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/rueu27.

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碩士<br>淡江大學<br>企業管理學系碩士在職專班<br>101<br>To maintain competitiveness under rapid change of global economy, corporate reform is necessary in organizational advancement. Corporate spin-off methods have been executed in numerous enterprises since law amendment. This paper wishes to emphasize not financial consideration but employees’ psychological and behavioral aspects when it comes to corporate spin-off, increase the effectiveness of corporate reform through organizational learning, and provide practical references for corporations. The subjects of this study are employees who have worked for spin

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Huang, Mai-ing, and 黃美英. "A Study on the Relationship among Corporate Vision , Corporate Culture, Employees'' Career Development and Organizational Commitment－A Case of Janfusun Prince Hotel." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/41341505020577765095.

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碩士<br>南華大學<br>旅遊事業管理學研究所<br>93<br>This research examined factors that influence organizational commitment from dimensions including corporate vision, corporate culture, employees’ career development and personal characteristics of employees, and investigated the relationships of these dimensions with organizational commitment. 　　　An empirical research is undertaken for the Janfusun Prince Hotel. According to the factors that the main three dimensions of corporate vision are “leading philosophy”, “employees development” and “corporate image ”. The factors of the main three dimensions of corpor

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Chung, Chi-Ming, and 鐘志明. "The Relationship of Corporate Culture, Employees'''' Work Values and Organizational Commitment--An Empirical Study of Major Business Groups in Taiwan." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/83638029496860463756.

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碩士<br>長榮管理學院<br>經營管理研究所<br>88<br>ABSTRACT With the gradual integration of regional economy, John Naisbitt (1996) pointed out that the Asian Pacific area would be the core of global development in the 21st century. The outstanding performances of Taiwan business groups not only show their powerful economic strengths on the international stage but improve the Asia Pacific to be the center of world economic development in the near future. According to the China Credit Information Service Ltd. (1999), the revenue of business group in Taiwan occupied 59.02% of GNP, showing that it has

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50

Pittorino, Leonardo Andres. "The relationship between culture, commitment and performance in a South African electricity utility /." 2008. http://eprints.ru.ac.za/1570/.

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Thesis (M.B.A. (Rhodes Investec Business School)) - Rhodes University, 2009.<br>A dissertation submitted in partial fulfilment of the requirements for the degree of Master of Business Administration (MBA)

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