To see the other types of publications on this topic, follow the link: Job commitment.
Dissertations / Theses on the topic 'Job commitment'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Job commitment.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Akuamoah-Boateng, Robert. "Privatisation, employee job satisfaction and organisational commitment." Thesis, University of Kent, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328078.
Full text
2
Markovits, Ioannis. "Job satisfaction and organizational commitment in Greece." Thesis, Aston University, 2009. http://publications.aston.ac.uk/15350/.
Full textAbstract:
In Study 1 this research investigated research hypotheses based on the moderating role of the economic sector to job satisfaction/organizational commitment relationships, and especially to the forms of commitment and the facets of satisfaction – extrinsic satisfaction and intrinsic satisfaction. Overall, 618 employees successfully completed the questionnaires (258 from private sector companies and 360 from the public administration). Then, distinguishable organizational commitment profiles developed and constructed from the forms or constructs of commitment. Two different samples were used in Study 2 in order to test the relevant hypotheses – 1,119 employees from the private sector and 476 from the public sector. Study 3 used the concept of regulatory focus, where the two foci relate differently to forms of organizational commitment and these two states moderate the satisfaction/commitment relationship and furthermore, individuals develop four separable regulatory focus characters based on the two major regulatory foci. Moreover, the moderating intervention is crucially influenced by the employment status of the individuals. The research hypotheses developed in this part were tested through two samples of employees: 258 working in the private sector and 263 in the public sector. Study 4 examined the mediating role of job satisfaction on the organizational commitment/organizational citizenship behaviours relationship. It argued that job satisfaction mediates more strongly the relationship between these forms and loyal boosterism (one of the OCB dimensions). The relevant hypotheses were tested through a combined sample of 646 employees, equally drawn from the two sectors.
3
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.
Full textAbstract:
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 the turnover intentions. A questionnaire was completed by 114 participants of the Allied Health workforce at the Waikato District Health Board, from allied health occupational groups, psychologists, physiotherapists, social workers, dieticians, and speech language therapists. Job satisfaction, affective commitment, distributive, interactional, and procedural justice, strain and family-to-work conflict were correlated with turnover intentions. Results of the mediated regression analyses found that job satisfaction and affective commitment are significant mediators between distributive, interactional, and procedural justice, work strain, and family work conflict with turnover intentions. The major implications from this research are that managers of organisation need to foster job satisfaction and affective commitment within their organisation to reduce turnover intentions. In the final chapter, the conclusions are discussed in terms of its practical implications to organisations, employees and the need for future research.
4
Laage, Lelanie. "Psychological empowerment, job satisfaction and organisational commitment in a chemical industry / Lelanie Laage." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2344.
Full text
5
Roberts, Jordan Rachel Simeon. "Job satisfaction, organisational commitment, professional commitment and turnover intentions among information technology professionals /." Title page, contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09SPS/09spsr6454.pdf.
Full text
6
Milenkovic, Nebojsa. "Interrelationships among trade union commitment, organizational commitment, job satisfaction and trade union participation." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5833.
Full textAbstract:
Includes bibliographical references (leaves 43-51).The issue of commitment has received extensive research through the years yet inconsistencies still prevail. This research investigated the relationships between organizational commitment, trade union commitment, job satisfaction and trade union participation. A survey based on the work of Meyer and Allen (1997) was used to collect data. The sample consisted of 90 participants who were members of the same trade union. The main findings indicate that trade union commitment is positively correlated to union participation and it explains 34 % of variance in participation. No significant difference based on gender was found in the sample which is inconsistent with available literature. Organizational and union commitment exhibit a significant positive relationship as do job satisfaction and union commitment as well as job satisfaction and union participation. Organizational commitment and union participation exhibited a non-significant result. Dual commitment was also apparent in the sample. Further research is advisable to ascertain fully on these relationships within the South African context.
7
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.
Full textAbstract:
Thesis (Ph. D.)--Illinois State University, 1997.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.
8
Ozturk, Funda. "Determinants Of Organizational Citizenship Behavior Among Knowledge Workers: The Role Of Job Charcteristics, Job Satisfaction, And Organizational Commitment." Thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612296/index.pdf.
Full textAbstract:
Organizational citizenship behavior (OCB) has been an important and growing
area of research for past two decades. Numerous empirical research have identified
consequences and antecedents of this extra
9
Buitendach, Johanna Hendrina. "Job insecurity and job satisfaction in selected organisations in South Africa / Johanna Hendrina Buitendach." Thesis, North-West University, 2004. http://hdl.handle.net/10394/715.
Full textAbstract:
Several factors have contributed to employment relations gradually becoming more uncertain
in the last decades. In South Africa, as well as in other industrialised economies all over the
world, organisations had to adjust to the pressures imposed by an intensified global
competition. The transformation of working life has brought the topic of insecure working
conditions to the forefront. Job insecurity are of vital importance in modern working life. A
growing number of employees face the risk of losing their jobs as a consequence of
organisational restructuring and layoffs. Job insecurity affects the well-being of individuals.
In this sense, job insecurity is a significant stressor with consequences for the individual.
However, the consequences are not limited to just the individual. The situation is often such
that individuals experiencing job insecurity also tend to react to the dissatisfying
circumstances in ways that affect the organisation as well. Several studies have found a
negative association between job insecurity and job satisfaction. Job insecurity s also
associated with lower levels of organisational commitment.
The empirical objectives of this thesis were firstly to validate the Job Insecurity
Questionnaire (JIQ) and Minnesota Job Satisfaction Questionnaire (MSQ) for employees in
selected organisations in South Africa; secondly to determine its construct equivalence for
different cultural groups; thirdly, to determine differences between the job insecurity and job
satisfaction levels of various demographic groups, fourthly to assess the relationship between
job insecurity, job satisfaction and organisational commitment, and lastly to determine
whether job insecurity can predict job satisfaction and organisational commitment.
A cross-sectional survey design with a random sample (N = 834) of employees in selected
organisations in South Africa was used. The Job Insecurity Questionnaire, the Minnesota Job
Satisfaction Questionnaire, the Organisational Commitment Questionnaire, and a
biographical questionnaire were administered. Descriptive statistics were used to describe the
measuring instruments in terms of mean, standard deviation, skewness and kurtosis.
Cronbach alpha coefficients were used to describe the reliability of the measuring
instruments. Construct (structural) equivalence was computed to compare the factor structure
for the different culture groups included in this study. Exploratory factor analysis with a
Procrustean target rotation was used to determine the construct equivalence of the JIQ and
MSQ for the different culture groups. Pearson correlation coefficients were used to determine
the relationship between the measuring instruments. Regression analyses were used to
determine whether organisational commitment can be predicted by the independent variables
namely, affective job insecurity; cognitive job insecurity; extrinsic job satisfaction; intrinsic
job satisfaction; age; gender, and qualification.
The results confirmed a two-factor model of job insecurity, consisting of affective and
cognitive job insecurity. The scales showed acceptable internal consistencies. Exploratory
factor analysis with target rotations confirmed the construct equivalence of scales for white
and black participants. Practically significant differences were found between the levels of
job insecurity of employees in terms of age groups and qualification levels.
Furthermore, the results confirmed a two-factor model of job satisfaction, consisting of
extrinsic job satisfaction and intrinsic job satisfaction. Exploratory factor analysis with target
rotations confirmed the construct equivalence of scales for the black and white groups. The
results obtained from comparing job satisfaction levels of various demographic groups
showed that practically significant differences existed between the job satisfaction of
different age and race groups. Results revealed significant relationships between job
insecurity and job satisfaction. The multiple regression analysis indicated that 24% of the
variance in organisational commitment was explained by affective job insecurity, cognitive
job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender and
qualification.
Limitations of the research are discussed, followed by recommendations for the
selected organisations and for future researchThesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
10
Ayers, Jennifer Parker. "Job satisfaction, job involvement, and perceived organizational support as predictors of organizational commitment." ScholarWorks, 2010. https://scholarworks.waldenu.edu/dissertations/729.
Full textAbstract:
The purpose of this study was to determine whether or not there is a significant relationship between job satisfaction, job involvement, perceived organizational support, and organizational commitment among educators. A review of the literature revealed there is limited research that examined organizational behaviors among educators. Organizational commitment has been identified as a leading factor impacting an employee's level of success in various organizations. There remains a gap in the current literature regarding specific attitudinal behaviors influencing organizational commitment across various levels of education. Organizational commitment among educators employed at the primary, secondary, and postsecondary levels was examined. The sample for this study included 900 educators in a southern U.S. state. Based on the social exchange and leader member Exchange theories, this study used a nonexperimental quantitative design. The data were analyzed using three hierarchical multiple regressions. The findings of this study revealed a significant relationship between job satisfaction, job involvement, and organizational commitment. Given the significance of these findings, promotion of dialogue within education could enhance social exchange relations, employee involvement, and educator commitment. Social change implications include the improvement of the educational services and student success outcomes and promotion of the importance of quality workplace exchanges, personal growth, leadership, scholarship, collaboration, and the benefits of a highly committed workforce.
11
Froelich, Kristina Skoog. "Dysfunctional effects of commitment: How much commitment is enough?" CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/451.
Full text
12
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.
Full textAbstract:
Thesis (MBA.) -- University of Limpopo, 2015This 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.
13
Zeppou, Mary. "Gaining commitment in a numerical flexibility situation." Thesis, Brunel University, 1999. http://bura.brunel.ac.uk/handle/2438/5351.
Full textAbstract:
Flexible employment patterns is a fast growing organisational policy. The enormous growth of temporary employment suggests that time spent in temporary employment may increasingly characterise typical career paths. For individuals building a career within a temporary employment environment may mean something very different from building a career in a world of permanent and stable employment relationships. It is anticipated that those on temporary or otherwise precarious contracts will conceivably display lower levels of commitment to the work organisation than those enjoying job security and career advancement within the ladder of hierarchy. Indeed, the combined promise of job security and career advancement within corporate hierarchies as linked with incremental increases in authority status and pay have constituted the major rewards through which organisations have been able to elicit organisational attachment and commitment from their employees. The popularity of the concept appears to stem from its linkage with several desirable employee behaviours contributing to organisational effectiveness and efficiency. However, the HRM goals of improved employee commitment will potentially be undermined by the introduction of flexible work and employment patterns. The purpose of this study was to identify the degree the nature and antecedents of organisational commitment for short term professionals. The main argument of the present research is that the new forms of job security rest on the base of employability security. Employability security comes from the chance to accumulate human capital - skills reputation that can be invested in new opportunities as they arise. Our findings supported this argument and explained significant amount of variance in commitment. Additionally our findings reveal the changing nature of commitment. The emergence of "reflective" commitment put forward a new type of commitment. According to "reflective" commitment individuals develop primarily "commitment to self' which is projected to the organisation and reflects the realisation of individual and organisational pursuits.
14
Unuvar, Gokhan Tahir. "An Integrative Model Of Job Characteristics, Job Satisfaction, Organizational Commitment, And Organizational Citizenship Behavior." Phd thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/12607347/index.pdf.
Full textAbstract:
Existing literature indicates that job characteristics, job satisfaction, organizational commitment, and organizational citizenship behavior are very important for effective organizational functioning. Previous research on citizenship behaviors made limited contribution to the literature, since it ignored the relationships between job characteristics and citizenship behaviors together with the influences of job satisfaction and organizational commitment. The present study attempted to test a new integrative model of the relationships among job characteristics, job satisfaction, organizational commitment, and organizational citizenship behaviors. The main purpose of the present study was to examine the effects of job characteristics on organizational citizenship behaviors. While examining the role of job characteristics, the mediating roles of job satisfaction and organizational commitment were taken into account in order to better understand how job characteristics affect the exhibition of citizenship behaviors. The secondary purpose was to investigate the effects of job characteristics on job satisfaction and organizational commitment, and the effects of job satisfaction and organizational commitment on citizenship behaviors.
A sample of 300 employees from 60 companies was selected. The data was collected at the location of the firms by using a survey instrument. The employees rated the items that measured task characteristics, job satisfaction, and organizational commitment. Later, the information on organizational citizenship behavior of employees was collected from the employees&rsquosupervisors. Hierarchical regression analyses were performed on the data. In general, the findings showed that some job characteristics might be the antecedents of job satisfaction and the aggregate variable job scope was positively associated with organizational commitment, and these work attiudes predicted organizational citizenship behaviors positively. Specifically, in line with the expectations, the job characteristics of task identity, autonomy, and aggregate job scope were positively associated with the work attitude of job satisfaction. The aggregate job scope was positively associated with the work attitude of organizational commitment although no single job characteristic was significantly associated with organizational commitment. In turn, job satisfaction and organizational commitment were positively associated with the citizenship dimensions of courtesy and sportsmanship. In addition to these, organizational commitment was positively associated with the citizenship dimension of conscientiousness and aggregate citizenship behavior. However, no significant direct association was found between job characteristics and citizenship behaviors. Therefore it was not possible to test the intervening effects of work attitudes on the relationships between job characteristics and citizenship behaviors. The study&rsquo
s results are discussed together with the implications, strengths and limitations. Some suggestions for future research are made.
15
Jackson, Chakita. "Relationships Between Job Satisfaction, Organizational Commitment, and Teacher Engagement." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5481.
Full textAbstract:
Educational researchers contend that high-quality, sustaining teachers are critical to student success. However, few policymakers agree on the best way to improve teacher quality. Researchers outside of education found associations between employee engagement and job performance, which suggests that improving teacher work engagement may potentially improve teacher productivity. Engagement theories framed this correlational study; Kahn's engagement theory, Spector's job satisfaction theory and Meyer and Allen's organizational commitment theory. These theories contributed to examining relationships between job satisfaction, organizational commitment, and teacher work engagement. Additionally, this study further examined how these relationships mediated teacher demographics ( gender, age, educational level, and years of experience). Approximately 26 New York City secondary school teachers from five schools responded to a survey. Regression analysis showed no significant results between any of the variables; however, the descriptive analysis showed that teachers' satisfaction came from having competent supervision, their commitment was due to a sense of obligation to their schools, and their engagement was related to how absorbing they found their work. Results based on a response rate of less than 1%, suggests that due to low power, generalization among this population of teachers could not be established. Therefore, further study of how teachers engage with their work is warranted. Implications for social change are that programs that improve the quality of teacher supervisors or give teachers rewards regarding absorbing and engaging work assignments might improve teacher productivity and higher student achievement.
16
Tshabalala, Mantombi Eldah. "Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah Tshabalala." Thesis, North-West University, 2004. http://hdl.handle.net/10394/562.
Full textAbstract:
Fierce competition and re-allocation of firms on a global scale, including
processes of substantial downsizing have come to the forefront of attention. The
concern is that the global scale of actions cannot be controlled on a local level
and may therefore pose a threat to a wide variety of workers. Many of the
changes taking place in the economies and labour markets of the industrialised
countries may have increased structural job insecurity. Cutbacks and dismissals
give rise to feelings of job insecurity. More often employees experience a sense
that their jobs are a fragile, threatened privilege, which can be taken away at any
time.
Employee perception of management efforts to maintain employment security is
based on past downsizing thus raising the potential that continued downsizing
will increase insecurity and therefore, will decrease both employee desire to
participate in decision-making as well as employee satisfaction and commitment
to the organisation. Previous research found a consistent negative relationship
between perceived job insecurity and both employee satisfaction and
commitment.
The empirical objective of this study was to determine the relationship between
job insecurity, organisational commitment and job satisfaction.
A survey design was used to test research hypotheses and to determine the
relationship between job insecurity, organisational commitment and job
satisfaction. Data from the total population of engineers in a parastatal (N = 60)
were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational
Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire
(short version) (MSQ) were administered. The statistical analysis was carried out
with the help of the SAS programme. The statistical methods utilised consisted of
descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and
Pearson-product moment correlations.
Results indicated that engineers do not experience high levels of job insecurity.
Furthermore, engineers don't experience low levels of organisational
commitment and job satisfaction. Research findings indicated that the Job
lnsecurity Survey Questionnaire (JISQ), Organisational Commitment
Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are
valid and reliable measuring instruments. The findings suggested that a
relationship exist between job insecurity, organisational commitment and total job
satisfaction.
Recommendations for future research were made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
17
Hopper, Melissa Loraine. "Communication satisfaction, job satisfaction, organisational commitment and intention to leave." The University of Waikato, 2009. http://hdl.handle.net/10289/2801.
Full textAbstract:
The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication, with turnover intentions. A questionnaire was completed by 101 participants of a rental firm in New Zealand. Job satisfaction, affective commitment, continuance commitment, subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication correlated with turnover intentions. The results of the mediated regression analysis indicated that job satisfaction, affective commitment, and continuance commitment are significant mediators between the eight distal (organisational communication) variables, with turnover intentions. This study highlights the necessity for managers to develop good quality relationships with their employees to improve the quality of their communication, to foster job satisfaction, affective commitment, and continuance commitment to reduce turnover intentions. The conclusion of this study discusses the practical implications for managers, and organisations and the direction for future research.
18
Aghila, Elarabi Ahmed. "Job satisfaction and work commitment in the context of Libya." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322019.
Full text
19
Forrest, Gregory Lee. "Job Satisfaction of Female Superintendents: Role Conflict and Role Commitment." Diss., Virginia Tech, 2017. http://hdl.handle.net/10919/76741.
Full textAbstract:
This study examined the relationship between the job satisfaction of female superintendents, role conflict, and role commitment. The population included all female superintendents in the states of Maryland, Virginia, and North Carolina. Job satisfaction and role conflict were assessed using survey instruments while role commitment was a one question item determining the prioritization of work first, important relationships first, or work and relationships equally. Higher scores in the survey instruments indicated higher overall job satisfaction and internal role conflict, respectively. The relationship between and among variables were investigated using Pearson product-moment correlation coefficient, a multiple regression analysis, and ANOVA.
This study found that unlike both male and female secondary principals in the Midwest (Eckman, 2004), role conflict and role commitment had no statistically significant relationship with job satisfaction for this population. Role commitment and role conflict, however, had a significant, positive relationship where those more committed to work first felt greater internal role conflict while those committed to important relationships first felt less internal role conflict. Finally, professional vs. self was the factor that created the most role conflict while the nature of work and co-workers were factors that contribute most to job satisfaction while operating conditions was the weakest source of job satisfaction.Ed. D.
20
Hermann, Barbara A. "Dismantling an ACT-Based Intervention for Work Stress: Do Values Really Matter?" Fogler Library, University of Maine, 2008. http://www.library.umaine.edu/theses/pdf/HermannBA2008.pdf.
Full text
21
Chen, Wei-Yueh, and 陳維岳. "The Study of Job Characteristics, Job Satisfaction, and Organizational Commitment." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/44896609165181816930.
Full text
22
Chen, Yi-Chih, and 陳儀芝. "A Study on Special Education Teachers’ Job Stress, Job Commitment, Job Satisfaction, and Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/8tt3b2.
Full textAbstract:
碩士朝陽科技大學
休閒事業管理系
105
This study focus on the relationship among Job Stress, Job Commitment, Job Satisfaction and Job Performance for special education teacher in middle of Taiwan. Object of study was the special education teacher in middle of Taiwan. Sampling method was used conception of sampling, a total of 250 questionnaires were distributed, excluding 10 copies of respondents fill in missing and too regularity invalid questionnaires, the effective rate of 96%. Statistical method includes independent samples t-test, one-way analysis of variance and structure equation model. The results and conclusions are as follows: (1) teaching grade, teaching seniority, education level, duties and type of school were shown to be significantly different in job stress. (2) gender, teaching seniority were shown significantly different in job commitment. (3) gender, teaching grade and duties were shown significantly different in job satisfaction. (4) teaching seniority and duties were shown significantly different in job performance. (5) Job Commitment positive effect and significantly relationship on Job Satisfaction. (6) Job Commitment positive effect and significantly relationship on Job Performance. (7) Job Satisfaction positive effect and significantly relationship on Job Performance.
23
Sun, Jui-Hung, and 孫瑞宏. "Effects of expatriates’ job involvement and job satisfaction on organizational commitment." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/55040952696142482769.
Full textAbstract:
碩士國立高雄應用科技大學
財富與稅務管理研究所碩士在職專班
101
With the advent of globalization, it has become trendy for Taiwanese corporations to invest overseas, especially in China. Thus, the role played by Taiwanese employees as dispatched personnel is even more important. This study uses the real feelings of Taiwanese dispatched employees by Taiwanese firms in China to conduct relevant research, including the three major variables of “work involvement,” “work satisfaction,” and “organizational commitment.” Judgment sampling is used to conduct questionnaire surveys, collecting 162 valid questionnaires for research. Data analysis methods include descriptive statistical analysis, ranking analysis, factor analysis, regression analysis, and ANOVA. Research findings are as follows: 1. Dispatched personnel perceive medium to high levels of work involvement, work satisfaction, and organizational commitment. 2. Dispatched personnel’s work involvement, work satisfaction, organizational commitment generally show significant positive effects. 3. Dispatched personnel’s work involvement generally has a significant positive effect on work satisfaction. 4. Dispatched personnel’s work satisfaction generally has a significant positive effect on organizational commitment. It is hoped that results of this study can provide company managers with concretely effective suggestions in practical work, encourage the work morale of dispatched personnel, elevating work involvement and work satisfaction, which would help the organization to achieve its objectives and long-term development.
24
Yang, Shih-yun, and 楊詩韻. "Dialysis Nurses Professional Commitment and Job Satisfaction." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/cd4597.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
97
Purpose. To explore the relation shop between professional commitment and job satisfaction. Methods. A survey of 300 nurses from a medical center in Taiwan was conducted to collect data. The instrument surveyed demographics, working environment, professional commitment, and job satisfaction. Data were analyzed with SPSS 13.0 software. Results. The results showed a positive correlation between professional commitment and job satisfaction. Multiple linear regression revealed seven factors that were associated with nurses professional commitment: marital status, age, years of working reasons for enrollment, economic status, and working environment. Factors that could explain the variance of job satisfaction were economic status, working environment, and professional commitment. Conclusion. Greater awareness of nurses professional commitment and job satisfaction among nursing administration may indirectly help increase the quality of nursing care in Taiwan.
25
Huang, Chiu-Chin, and 黃秋琴. "Effects of Bank Managers’ job Involvement and Job Satisfaction on Organizational Commitment." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/71457206603948895015.
Full textAbstract:
碩士國立高雄應用科技大學
財富與稅務管理研究所碩士在職專班
101
The main purpose of this research is discussing about the effect between managers , job involvement and job satisfaction on organizational commitment. Therefore,we design a model to examine the relationship of those concerning variables and all information in this research is collected by the questionnaire. In this research, we use recursive analysis to examine the two main hypotheses and we mainly focus on the managers of banks in Kaohsiung area.Among the total number of questionnaire (which is 200), 180 of them are taken back and they have showed that the managers , job involvement has a significantly positive impact on job satisfaction.Second, managers , job satisfaction has a significantly positive impact on organizational commitment. Besides, there is difference on general satisfaction between various ages of managers. Finally, we offer the result and meaning of this research.
26
DUONG, THI THUY, and 楊氏水. "The Personality Traits, Job Commitment, and Job Satisfaction of Vietnamese Foreign Labor." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/z3wyyd.
Full textAbstract:
碩士嶺東科技大學
企業管理系碩士班
107
Many Taiwanese traditional industry managers think that Vietnamese and Taiwanese have similar living habits, but find out that it’s very difficult to manage Vietnamese foreign workers. This study addresses the issue by exploring the personality traits of Vietnamese foreign workers and by understanding the work commitments and job satisfaction of Vietnamese foreign workers. It is the purpose of this study and it is hoped that it can be provided to managers for reference in this regard. This study aimed at Vietnamese foreign workers as a research object, using self-reported questionnaires to develop a scale to explore the personality traits, job commitments and job satisfaction of Vietnamese foreign workers. After the recovery of 250 valid questionnaires, the analysis is first carried out. Firstly, the reliability analysis of each variable is analyzed, and the demographic analysis, factor analysis, difference analysis and correlation analysis are carried out, and regression analysis and conclusion are finally carried out. This study found that Vietnamese foreign workers come to Taiwan to work at the age of 26 to 30 years old. Men are more than women for being engaged in manufacturing. In terms of "personality traits", both type A personality and type B personality are present, aged from 20 years old. Those who are 30 years old and who have worked for more than three years tend to have type A personality. Those who are between the ages of 21 and 25 in the "work commitment" have a clear commitment to their careers, and women have more jobs than men. In terms of "job satisfaction", the longer the time and the working years, the higher the satisfaction with the society. The longer the time of working in Taiwan, the more environmental impact will be affected, and the working and living environment will be used to the society.
27
BAYARSAIKHAN, OYUNGEREL, and OYUNGEREL BAYARSAIKHAN. "The Study of Emotional Intelligence, Job Performance, Affective Commitment and Job Satisfaction." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/3386vp.
Full textAbstract:
碩士大葉大學
人力資源暨公共關係學系
107
The recent study aims to investigate the role of emotional intelligence and its effect on job performance, affective commitment and job satisfaction. The hypotheses test on a sample of 282 television employees in Mongolia. The results illustrated that as employees’ emotional intelligence increased, so did their reported job performance and affective commitment, and also suggested that emotional intelligence can produce job satisfaction. The result presented and explained, also recommended to the academy and practice as the important information.
28
CHANG, CHAO-YANG, and 張昭陽. "A Meta-Analysis of Teachers' Job Involvement, Job Satisfaction, and Organizational Commitment." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/zn8va9.
Full textAbstract:
博士國立屏東大學
教育行政研究所
107
This study used meta-analysis to integrate the relevant research on Taiwanese teachers' job involvement, job satisfaction, and organizational commitment published by December, 2018. Data analyses were conducted using the integrated analysis software, ESS, to calculate the weighted average effect size to explore the relationship between the entirety and entirety, entirety and stratification, and stratification and stratification among two of those three variables. This study, based on the results of literature review, proposed two different path models for teachers’ job involvement, job satisfaction and organizational commitment, and used Amos 22 software to explore the relationship between them. Conclusions are as follows: First, a significant positive relationship existed between teachers’ job involvement, and teachers’ organizational commitment in terms of entirety and each stratification. Second, a significant positive relationship existed between the teachers’ job involvement, and teachers’ job satisfaction in terms of entirety and each stratification. Third, a significant positive relationship existed between teachers' job satisfaction and teachers’ organizational commitment in terms of entirety and each stratification. Fourth, the relationship between teachers’ job involvement and teachers’ job satisfaction was mediated by teachers’ organizational commitment. Fifth, the relationship between teachers’ job involvement and teachers’ organizational commitment was mediated by teachers’ job satisfaction. Finally, based on research results, this study concluded and recommended that job involvement, job satisfaction, and organizational commitment may serve as references for practical development and future researchers.
29
Chen, Ling-Ru, and 陳伶如. "The Relationships among Bank Employees’ Job Crafting, Job Involvement and Organizational Commitment." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/742m34.
Full textAbstract:
碩士國立臺中科技大學
企業管理系事業經營碩士班
100
In the age of globalization and competitiveness, financial environment around the whole world changes fiercely; therefore, banks have transformed into financial services industry. In order to make customers satisfied with professionalism and services of bank employees, the problem of human resource is definitely significant. The content of bank employees’ work contains diverse skills, complicated and important missions. Moreover, when serving customers, bank employees need not only to be passionate but also cooperate and interact well with colleagues in the same department. Thus, job crafting plays an important role for bank employees. In previous literatures, there was no research about relationships among job crafting, job involvement and organizational commitment in financial services industry. The purpose of this study is to investigate relationships among job crafting, job involvement and organizational commitment as well as to understand whether mediating effect of job involvement influences job crafting and organizational commitment. Samples of this study were bank employees collected by convenience sampling through questionnaires. The questionnaires return 327 and deduct 10 invalid, then 317 valid are analyzed. The major empirical results of this study are as follow. First, among bank employees, individual crafting and collaborative crafting are positively related to organizational commitment. Second, individual crafting and collaborative crafting are positively related to job involvement. Third, individual crafting and collaborative crafting are positively related to organizational commitment. At last, job involvement mediates the relationship between individual/collaborative crafting and organizational commitment. According to the result, it is suggested that human resource department in banks design jobs which can give employees more flexibility and space to craft themselves as well as establish cooperative environment to let them interchange experiences in order to cause collaborative crafting. Thus, employees can involve in works better and identify with banks they work in and increase organizational commitment.
30
張文娟. "The relationship between job stree and organizational commitment." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/31024045115759122925.
Full textAbstract:
碩士國立政治大學
行政管理碩士學程
98
This research focuses on The Pacific Hospital Supply Co.,Ltd Simp in midland to study their work stress and organization commitment. Then we analyze the result to explain the degree of work stress and organization commitment.we can understand The Pacific Hospital Supply Co.,Ltd Simp work stress and raise the organization commitment to military police organization. We come up with 720 Simp for the questionnaire with 680 successful returned Simp , the return percent is 94.4％. We study Simp by asking question and use the statistics software Spss 10.0 version. Acquired information is analyzed of Descriptive Statistics Analysis, T-test, One-Way ANOVA and Pearson Correlation
31
Wang, Yen-Ching, and 王彥清. "The Study Of Job Security And Organizational Commitment." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/93855028066511623462.
Full textAbstract:
碩士中國文化大學
國際企業管理學系
100
The purpose of this research is to examine the relationship between job security and organizational commitment. Previous studies state that there may be an inconsistent relationship between job security and organizational commitment. Moreover, this relationship is still unable to obtain the explanation through previous research. By reasoning, psychological contract may specify the relationship between job security and organizational commitment. Data for this study were obtained by means of questionnaires from any industrial employees. 350 questionnaires were sent out and the valid questionnaires were 324 by deleting incomplete or poor response questionnaires. A hierarchical regression analysis was taken to test 4 hypotheses. Based on the results generated, job security is positively associated with organizational commitment. Job security is positively associated with psychological contract. Psychological contract is positively associated with organizational commitment. The intervening effect of psychological contract is supported. Practical suggestions and future suggestions are also provided.
32
LEE, LI-MEI, and 李麗美. "Job Satisfaction and Professional Commitment Among Nurse Aides." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/d5p6vu.
Full textAbstract:
碩士輔仁大學
跨專業長期照護碩士學位學程在職專班
107
Purpose: The purpose of this study was to investigate the job satisfaction and professional commitment of nurse aides. Furthermore, this study also explored the influence of demographic characteristics, job characteristics and organization characteristics on job satisfaction and professional commitment. Research Design: This was a cross-sectional questionnaire study. The study took nurse aides of registered long term care facilities in Yilan County as population, with stratified sampling according to the types of the facilities and genders. 256 participants were enrolled from October to November in 2018. Result: The job satisfaction of the nurse aides was moderate level. The factors that affected the job satisfaction included ages, education levels, facility types, hire relations, and salary. The professional commitment of nurse aides was upper middle range. The factors that affected the professional commitment included facility types, hire relations, and salary. The job satisfaction and professional commitment of the nurse aides were highly to middle positive related. Recommendations: In the future, we can conduct research to compare the nurse aides of Taiwan and each area, different service types or dispatched nurse aides. In practice, arrange appropriate on-the-job training for the nurse aides, enhance their autonomy, and treat the nurse aides with respect. Encourage the nurse aides to establish the occupational group to protect their right and interest, and improve low job satisfaction and low professional commitment from dispatched workers. Additionally, it is necessary to increase the proportion of licensed nurse aides, and plan a career ladder system in order to attract young work force to enable long term care for sustainable development.
33
Chan, Jui-Hung, and 詹瑞宏. "A Correlational Study on Job Motivation, Job Characteristics, Job Satisfaction and Organizational Commitment of IT Professionals." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/23950792656433001890.
Full textAbstract:
碩士淡江大學
資訊管理學系碩士在職專班
100
The purpose of this study is to investigate the relationships among job motivation, job characteristics, job satisfaction and organizational commitment of IT professionals. Using survey method and questionnaires as a primary survey tool, this study sent 220 copies of questionnaire to IT professionals. A total of 182 valid responses were received and used in the analysis, a response rate of 82.73 percent. The statistical packages used for data analysis were SPSS 19.0 for Windows and AMOS 19.0. The internal consistency and confirmatory factor analysis were used to test the reliability and validity of this research. The result of the confirmatory factor analysis shows that the hypothetical model relationships among intrinsic motivation, job characteristics, job satisfaction and organizational commitment fit well. The analysis of the structure model shows that IT professionals’ intrinsic motivation has direct influence on job satisfaction and organizational commitment, the stronger the intrinsic motivation, the higher the job satisfaction and organizational commitment. Besides, IT professionals’ job characteristics have direct influence on job satisfaction and organizational commitment, the higher level of the job characteristics, the higher of job satisfaction and organizational commitment will be. Finally, job satisfaction has no impact on organizational commitment.
34
Chu, Li-Chun, and 朱麗君. "Stress and Job Performance-The Moderating Effects of Affective Commitment and Job Experience." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/50985764626112531156.
Full textAbstract:
碩士大葉大學
人力資源暨公共關係學系碩士在職專班
97
This study is aimed to examine the relationship among Stress, Affective Com-mitment, Job Experience and Job Performance. First, Affective Commitment moderates the relationship between felt Stress and Job Performance. Second, Job Experience mod-erates the relationship between felt Stress and Job performance. Third, Job Experience moderates the relationship between Affective Commitment and Job Performance. Last, Job Experience moderates the relationship between felt Stress, Affective Commitment and Job Performance. A survey research was conducted using a sample of post office employees in Chang Hwa county . Hierarchical regression analysis were used to test the hypotheses. The major findings of this research are as follow：(1) Affective Commitment had no moderate moderation effect on Stress and Job Performance.；(2) Job Experience had no moderate moderation effect on Stress and Job Performance.；(3) Job Experience had no moderate moderation effect on Affective Commitment and Job Performance.；(4) Job Experience had no moderate moderation effect on Stress, Affective Commitment and Job Performance. The expected positive interaction between Stress and Commitment is of the greatest magnitude when Job Experience is high. Based on the results of the research, some suggestion and future related study are proposed.
35
Zeng, JianSiang, and 曾建翔. "The Relationship between Job Involvement and Organizational Commitment－Job Satisfaction as a Mediator." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/12402536904508093945.
Full textAbstract:
碩士育達商業技術學院
企業管理所
99
In recent human resource field, organization commitment becomes very important because it could predict employee productivity. However, job involvement and job satisfaction are the variables to predict organization commitment. The research surveyed 450 questionnaires and 425 returned. The results found that job satisfaction is the mediator between job involvement and organization commitment. The more job involvement employees have, the more organization commitment the employees have. The research explores that employee characteristic should be considered when companies recruit new employees.
36
Chu, Pei-Hsuan, and 朱珮萱. "The Effect of Commitment Human Resource Management on Job Satisfaction and Job Engagement." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/15783151142229602397.
Full textAbstract:
碩士長榮大學
高階管理碩士在職專班(EMBA)
103
Human capital has been emphasized in recent years. Human resource management consider to be an important assets, and also play a key point of differentiation competition for most companies. The aim of this study was to investigate the influence of commitment human resource management and job satisfaction on job engagement, and the effect of commitment human resource management on job engagement with job satisfaction as a mediating variable. In this study, a questionnaire survey was conducted to collect research data taken from staff in Far Eastone Telecommunications as a study population. A total of 400 copies of questionnaires were distributed and 339 effective responses were received. The results were shown that commitment human resource management had positive effects on both of job satisfaction and job engagement. Furthermore, job satisfaction had a mediating effect on the commitment human resource management and job engagement. It has been more competition since the privatization of the telecommunications industry. The development of privatization telecommunications industry would be influenced whatever the strategy is. It is important to appropriately manage commitment human resource management, increase job satisfaction and job engagement of employee to improve competition.
37
Huang, Shi-Ming, and 黃思明. "A Study of the Relationship among Job Stress,Job Satisfaction,and Organizational Commitment." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/16340228568303285493.
Full textAbstract:
碩士國立成功大學
高階管理碩士在職專班
93
Starting from the 21st Century, Taiwan’s economy leads in the high-tech industry. Especially in IC design, optoelectronics, semiconductors, computer and communication. In order to excel in global competition, the more company needs to rely in their high-tech expertise and knowledge, the more it should treasure their own personnel. The study researches the high-tech professionals commitment. The commitment, measured by stress on the job and satisfaction of work accomplished, was based upon: quality, retention and staff effort. In order to meet the requirement of our hypothesis, in our survey, we research in the area of stress, job satisfaction, and commitment. Our study show that the direct relationship of stress and job satisfaction as well as commitment. The contribution of our study is to show that there is a direct relationship between stress and job satisfaction as well as commitment. Based on relative data from survey on high-tech professionals, the study is useful for high-tech relative company as a reference to adjust in management. This survey focuses on two large companies located in Tainan's Science-based Industrial Park. The method used in the survey was random sampling. It consists of the following: stress on the job, satisfaction of work accomplished, commitment and demographic constructs. There are 170 reliable responses, from the survey; we used the SPSS10.0 for statistical analysis. It includes sample’s structural analysis, descriptive statistics, quantity, analyzed, different analysis, correlation analysis, and finally multiple-regression-analysis. Surveys find that even workers have obviously existed stresses, they will succeed in job satisfaction and confident in their own company. There is a negative relationship between stresses on the job, satisfaction of work accomplished. Therefore the higher amount of stress, the less satisfaction workers are with their job. However, there is a positive correction with stress and salary work incentive. Only when stresses present are workers more committed to the company, in return for higher wages. On the other less stress, incentive, and wages equates to less incentive and less productivity. All in all, if an employer wants to see his employees promote the company, He shall provide high wages to stressful job, which would entail high incentives and a higher productivity turn out.
38
Chin, Cheng Yu, and 程禹欽. "Correlation Study on Voluntary Servicemen's Job Perception, Job Adaption, Work Commitment and Rention." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/70301816861858053767.
Full textAbstract:
碩士國防大學政治作戰學院
社會工作碩士班
101
Ministry of National Defense is losing a considerable amount of human resources during the transformation of the recent recruiting strategy, from half-compulsary to entirely recruiting. Many of the officers and soldiers wished to resign from military simply because they’ve reached their minimum years of compulsory service. This effect will not only sabotage the balance of basic armed forces’ fighting power, but also cause a significant budget increasing on training projects of national defense. Therefore, this research is focusing on a better understanding of recruited officers and soldiers who served within 3 years, trying to find out and modify a better strategy of improving service quality. I’ve designed 4 questionnaires, targeted 1300 samples, randomly screened out from active officers and soldiers. Total 1185 copies retrieved, rate 91.15%; available 929 copies, rate 78.39%. The major findings of this research are as follow: (1) the acknowledgement of self-recognition, adaption and commitment are highly influential on retention; (2) “Commitment”is the most significant and yet reasonable effect, on the other hand, “Supportivity”is more effective to personal decision of staying on post; (3) Male are more adapted, committed and satisfied than female; (4) Branch “Reserved”has the highest team spirit, “MP ”has the lowest; “Combined Logistic”personnels show rather positive willing of leaving than “Navy”; (5) Personnel serve in battle units have less commitment and more resigning thoughts than supportive units; (6) Soldiers are less adaptive and committed than officers, which show highly core on resigning survey; (7) Graduates from military academy score better on work-commitment and adaption, which show more likely to stay on post; (8) Personnel have served within a half year are more satisfied with benefits and more adaptive than others. Keywords: voluntary , job perception, job adaption, work commitments, job retention.
39
Chen, Hsiu-Tzu, and 陳秀貲. "Job Stress,Organizational Commitment and Occupational Commitment of Nursing Staff with Different Work Status." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/84025899240663455009.
Full textAbstract:
碩士國立中央大學
企業管理學系碩士在職專班
93
Job Stress, Organizational Commitment and Occupational Commitment of Nursing Staff with Different Work Status After enforcing the entire People’s Medical Treatment Insurance,one of the strategies that health care services providers adopt is lowering the nursing personnel budget by using the contingent nurses.The purpose of this study is to investigate if work status（full time,and contracted） brings differences nurse’s job stress, organizational commitment and occupational commitment. Study sample were selected randomly from a DOH hospital’s clinical nurses.Among 400 questionnaires distributed,263 valid were returned, which led to a 65.75% response rate.Analyzed by SPSS, research data were concluded that there was no significant difference of job stress among nursing with different work status（p > 0.05） there was no significant difference of organizational commitment and occupational commitment among nursing with different work status,but the result of ANOVA show the average means of contracted nurse is low than the full time nurse；the job stress of nursing resulted in a significant negative effect on affective organizational commitment and affective occupational commitment（p < 0.01）; Job stress did not show significant effect on nurses’ continuous organizational commitment, and continuous occupational commitment（p > 0.05）.However, the seniority of nursing had a significant positive effect on both the organizational commitment and occupational commitment（p < 0.05）. The results of this research suggested that management of health care providers should make efforts on reducing job stress of nurse with both kind of job status. Management implications were provided at the end for hospital to improved the quality of work life of nursing staff.
40
Van, Dyk Jeannette. "The relationship between organisational commitment, retention factors and perceived job embeddedness." Thesis, 2011. http://hdl.handle.net/10500/5731.
Full textAbstract:
The objectives of the study were: (1) to determine the relationship between organisational
commitment (measured by the Organisational Commitment Scale), retention factors
(measured the Retention Factor Scale) and job embeddedness (measured by the Job
Embeddedness Questionnaire), and (2) to determine whether employees from different
gender, age, race, marital status, tenure and job level groups differ significantly in their
levels of organisational commitment, retention factors and perceived job embeddedness. A
quantitative survey was conducted on a purposive sample (N = 206) of medical and IT
service staff in the South African client service sector.
Correlational and inferential statistical analyses revealed significant relationships between
organisational commitment, retention factors and perceived job embeddedness. Significant
differences between gender, age, race, marital status, tenure and job level groups were also
found. The findings contribute valuable insight and knowledge to the field of Career
Psychology that can be applied in the retention of employees in the medical and IT industry.
The study concludes with recommendations for future research and practice.Industrial and Organisational Psychology
(M.Comm. (Industrial and Organisational Psychology))
41
Liang, Jane, and 梁挋. "A Study of the Job Practice Contents, Job Characteristics, Social Support and Job Commitment Among Nurse Practitioners." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/33119888489514516059.
Full text
42
Pillay, Sambosivan. "The relationship between job insecurity, job satisfaction and organisational commitment in a telecommunication organisation." Thesis, 2006. http://hdl.handle.net/10413/1394.
Full textAbstract:
South African companies are being exposed more than ever to the effects of the world economy, technological advancement, and tough international competition. Organisations are confronted with ever increasing, turbulence and change in their environment and the telecommunications market in particular has had to face large changes and challenges during the past ten years, and will continue to do so. This industry is changing shape with the continuous emergence of new technologies and the rapidly declining market for voice service is due to people increasingly using wireless telephones.Thesis (M.B.A.) - University of KwaZulu-Natal, Pietermaritzburg, 2006.
43
chi-chih, Shih, and 施啟智. "The Relationship among Job Stress、Job Satisfaction and Organizational Commitment in TV Advertising Department." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/96904250924744187883.
Full textAbstract:
碩士銘傳大學
傳播管理研究所
86
The main purpose of this research is to discuss the relationship among job stress、job satisfaction and organizational commitment for the salesmen in television advertising department. Hopefully , based on the result of the research , we will gain some knowledge about the job stress , job satisfaction and organizational commitment for salesmen in television advertising department. In turn , we might be able to provide some suggestions regarding human resource planning and strategy for television advertising department managers. The research is based on a study of 212 survey from 4 broadcasting TV and 21 satellite TV. The effective retrieve ration is 67.09%. We adopted the various statistic methods including﹕frequency、liability analysis、Pearson correlation analysis、one-way ANOVA、Scheffe multiple comparison methods and stepwise regression. The result of this study are as follows﹕ 1.The salesmen in broadcasting TV have higher job satisfaction and organizational commitment than the salesmen in satellite TV. And The salesmen in satellite TV have higher job stress than the salesmen in broadcasting TV. 2.There are significant difference in job stress、job satisfaction and organizational commitment in terms of different channel characteristics. 3.There are significant difference in job stress、job satisfaction and organizational commitment in terms of different demography variable. But age and major are not. 4.Job stress is negatively related with job satisfaction. 5.Job stress is negatively related with organizational commitment. 6.Job satisfaction is positively related with organizational commitment.
44
Shu, Pei-Ying, and 徐珮瑛. "The Study of the Relationship among Learning Organization Characteristic, Job Characteristic and Job Commitment." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/58042606673370035762.
Full textAbstract:
碩士朝陽科技大學
企業管理系碩士班
97
Can any enterprise survive in the competitive and innovative market without changing? If the corporation only wants to survive in the environment steadily, they would eventually land in failure. The old saying of survival for the fittest, what should enterprises do, to adapt to the changes in a drastic changing environment? Of course, if it is just the change of organization, it would not be sufficient. On the one hand, the enterprises need to understand their employees’ cognition of work; on the other hand, they must check if the employees realize the significance of their work, and whether they identify with their organization. This study tries to explore how employees commit and identify with their work on the basis of organization features and work content. In this study, the features are characterized as a learning organization and its work content, and hopes to explore the following two objectives： 1. To explore that the relativity level of characteristics of learning organization, work contents of business employees’and work commitment. 2. To explore how the characteristics of a learning organization and the job characteristics of business employees’relate. This study uses questionnaire surveys of electronics industry and manufacturing industry employees’as popular sampling. The total sampling has 250 questionnaires, there are 168 valid questionnaires, and the recovery rate is 67 percent. Afterwards we used descriptive statistics, reliability analysis, validity analysis, canonical analysis and regression analysis to analyze the results. The major conclusions are summarized as follows： 1. The relationship between of learning organization and work commitment has a positive correlation. Furthermore,the correlation between‘culture of learning’and‘critical systematic thinking’,as well as‘career commitment’and‘organizational commitment’is higher. 2. The relationship between‘work characteristics’ and‘work commitment’is a positive correlation. ‘Autonomy’and‘feedback’, as well as‘career commitment’and‘work involvement’have a high degree of correlation. 3. The relationship between learning organization and job characteristics have positive correlation. ‘Continuous learning’and‘people-centered’have a high degree of correlation towards ‘feedback’, but has a low relativity with‘task identity’.
45
Hong, Jing-Yi, and 洪淨怡. "The Effect of Job Characteristic on Organization Commitment – The Mediating Effect of Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/zvgvya.
Full textAbstract:
碩士國立臺灣師範大學
科技應用與人力資源發展學系
103
Apart from operational strategy, sustainable operation is also significant for an organization. In order to enhance its competitive advantage and ensure sustainable development, an organization has to rely on the contribution of its members. The character of a position is crucial for the employees to understand the meanings of their job, thus increasing their satisfaction, commitment, and loyalty for the position. Therefore, how an organization secures the commitment of its employees is an important issue in human resource management. This study explored the links between job characteristics, organizational commitment, and job satisfaction of employees in the technology industry. Taking Company A as the research sample, the study used convenient sampling, 170 questionnaires were distributed to the sample, 136 valid questionnaires were returned, yield a 80% response rate. Descriptive statistics, reliability analysis, Pearson product-moment correlation, and multiple regression analysis were used to analyzed the data. The major finding of this study are as follows: job character has significant positive impacts on organizational commitment; job character has significant positive impacts on job satisfaction; job satisfaction has significant positive impacts on organizational commitment; job satisfaction has a partially mediator effect on the relation between job character and organizational commitment.
46
LIN, Chia-Yi, and 林佳儀. "Assessing the Influence of Job Characteristics, Organizational Climate, and Organizational Commitment on Job Involvement." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/40836854558460334664.
Full textAbstract:
碩士國立臺灣師範大學
科技應用與人力資源發展學系
101
In present society, companies face more and more challenges. Companies need to rely on employees’ job involvement to achieve organizational objectives. And the higher job involvement employees offer the clients good service, the better the work performance. The purposes of the study were to explore the relationship among job characteristics, organizational climate, organization commitment, and job involvement. A self designed questionnaire was mailed to A leasing company employees. 160 questionnaires were sent out and 138 valid ones were returned. The effective respons rate is 86.3%. Descriptive statistics, reliability analysis, correlation analysis, regression analyses and hierarchical regression analysis were used to test the hypotheses. The results of this study are: job characteristics, organizational climate, organization commitment, and job involvement show remarkable positive correlation in between. The organization commitment has a partial mediation effect on the relationship between job characteristics and job involvement. The organizational climate has a partial mediation effect on the relationship between job characteristics and job involvement.
47
Lo, Chin-Yuan, and 羅錦淵. "Exploring the effect of job stress on job satisfaction, organizational commitment, and turnover intention." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/16415902662522529329.
Full textAbstract:
碩士國立高雄第一科技大學
行銷與流通管理研究所
99
As the result of rapid economic growth and rapid social change, work related stress is increasing. Often the employee cannot cope with the dramatic increase in pressure and quits the job, leading to an increase in operating costs and the loss of talent in companies. The purpose of this study is to understand the direct and indirect relationships between job stress, organizational commitment, job satisfaction and turnover intention. A convenience sample was drawn among employees of an electronics company in Southern Taiwan, a total of 320 valid questionnaires were collected. The results show that work related pressure significantly reduces organizational commitment; however, job stress does not significantly impact job satisfaction and turnover intention. In addition, organizational commitment has shown to fully mediate the relationship between work related stress and satisfaction on the one hand, as well as work related stress and turnover intention on the other hand. Job satisfaction does not significantly mediate the relationship between organizational commitment and turnover intention. As a consequence, firms should develop means to assess employee workload, and to prevent that by pursuing temporary labor costs reduction work load will increase and lead employee turnover and dissatisfaction. In addition, organizational commitment is playing a critical role, therefore, job design, work flexibility, employees autonomy at work, a sense of belonging, and employees development needs must be aligned with organizational objectives to form the blueprint for organizational growth.
48
Wu, Tsung-Chin, and 吳宗晉. "Effect of corporate social responsibility on employee job satisfaction, organizational commitment, and job performance." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/11998003500306542428.
Full textAbstract:
碩士國立中央大學
企業管理研究所
98
This study investigates the effect of corporates’ fulfilling their social responsibility on employee job satisfaction, organizational commitment, and job performance. It is found that the level of employees’ perception of corporate social responsibility has positive effects on their job satisfaction and organizational commitment. Both employee job satisfaction and organizational commitment have a positive effect on their performance. It is also confirmed that the level of employees’perception of corporate social responsibility has a positive effect on the performance through the mediation of job satisfaction and organizational commitment. Suggestions for future research and managerial implications are discussed.
49
Liu, Yao Chun, and 劉耀群. "The Relationship among the Dispatched workers’ Job Involvement, Job Satisfaction, Organizational Commitment and Performance." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/58210312454577163370.
Full textAbstract:
碩士國立臺北大學
企業管理學系
95
In order to maintain the flexibility of staffing and competitive strength, companies intend to use more temporary workers. However, these sometimes put companies into dilemma, have flexibility of staffing and improve the performance of dispatched workers. This study focuses on the performance of dispatched workers who have neither long-term commitment nor formal contract. By using biographical features of these workers to explain the difference of job involvement, job satisfaction, organization commitment and performance, this study would provide practical implications for companies to set up better human resource management plan in order to achieve win-win situation to both companies and temporary workers. This research utilizes Descriptive Statistics Analysis, Reliability Analysis, One-way ANOVA , Correlation Analysis, Multi-regression Analysis to examine the performance of the workers among different groups such as gender, age, education, and the length of time in the temporary job. The result shows the performance of dispatched workers has positive relations with job involvement, job satisfaction and organizational commitment. There is positive relation between performance and job involvement, job satisfaction, and organization commitment.
50
Chen, Lihsiu, and 陳立修. "The Relationship among Teachers’ Leisure Involvement, Job Commitment and Job Satisfaction in Taichung City." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/38545501827273166071.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
99
This research aims to explore and investigate the research of the relationship among teachers’ leisure involvement, job commitment and job satisfaction in elementary school in Taichung County, which by using participants who are the official teachers in elementary school as research subject. 480 questionnaires were given out and were 423 received back, then screened out the 23 invalid ones for a total of 400 valid questionnaires. The effective recycle rate of the questionnaire is 83.3%. The research of leisure involvement consists of three aspects measured in attraction、self-expression and centrality. The job commitment were measured by five aspects of job participation、job approval、job pleasure、job evaluation, and job concentration. Perceived job satisfaction was measured in five aspects of teaching、school environment、principal’s behavior、salary, and job mobility. And finally, structural equation modeling (SEM), were used to carry out confirmatory factor analysis (CFA), which all models exhibited decent fit. As the research model displayed, this article had a few imperative discoveries: 1.teachers’ job commitment will positively affect job satisfaction. 2.teachers’ leisure involvement will have positive moderation between job commitment and job satisfaction. Thus, in accordance with the research result to estimate conclusion, bring out suggestions for the Ministry of Education and the improvement of the educational environment. There is a suggestion to the Ministry of Education, to provide good leisure activities for teachers to promote teachers’ job commitment and job satisfaction level.