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Dissertations / Theses on the topic 'Promotion and Employee commitment'

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Published: 5 June 2025

Last updated: 1 August 2025

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1

Le, Roux Philippa. "Interpersonal staff relationships and the healthy school : educators' experiences." Thesis, Stellenbosch : University of Stellebosch, 2004. http://hdl.handle.net/10019.1/1050.

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Thesis (MEdPsych (Educational Psychology))--University of Stellenbosch, 2004.<br>ENGLISH ABSTRACT: My study aims to ascertain whether interpersonal staff relationships have a role to play in the healthy development of a school as an organisation. My specific focus is on how educators experience these relationships, and how they impact on the educators' commitment to a particular school. My research design consisted of three case studies. I used a semi-structured questionnaire with each case and at a later date had a group discussion. My analysis of the questionnaires' data provided tentative t

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2

Lloyd, David. "Improving employee commitment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0016/MQ47756.pdf.

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3

Paz, Jonathan. "Effective Strategies to Increase Employee Commitment and Reduce Employee Turnover." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7323.

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Organizational leaders know that employee turnover negatively impacts an organization's finances and can be a result of a lack of employee commitment. Guided by Yukl's flexible leadership theory, this single case study was used to explore strategies that senior leaders have used to increase employee commitment and reduce employee turnover. Vice presidents and directors from a U.S. Fortune 500 financial firm in New Jersey participated in semistructured interviews. The 5 participants have implemented effective strategies to increase employee commitment and reduce employee turnover. Data collecti

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4

Shepherd, Jeryl Lynne. "Employee commitment after change at work." Thesis, University of Bedfordshire, 1999. http://hdl.handle.net/10547/338907.

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Human resource management advocates consider that obtaining employees' affective commitment to the organisation is an important objective. A key part of this concept is concerned with employees' identification with organisational goals and values. Recent research however, indicates that employers want employees to maintain their commitment levels even though organisations are undergoing periods ofextensive change that impact on many aspects of these goals and values. In the literature, employee commitment is regarded as a stable construct that nothing seems to alter. Despite this, there is inc

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5

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

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6

Crome, David. "Developing employee commitment to create committed employees." Thesis, Anglia Ruskin University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.400602.

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7

Beckmann, Michael John. "Dispositional Antecedents to Post- Acquistion Employee Commitment." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/27116.

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This study explores the influence of employee perception of acquisition success and the dispositional antecedents of positive affect and adaptive coping on employee- organization commitment during the 60-day period following a business acquisition. Allen & Meyerâ s affective, normative and continuance model of commitment was used for the dependent variables. A single sample was analyzed using a hierarchical regression approach. The survey was conducted with TRWâ s GIT Division, and included 51 employees who participated in three web- based surveys. The surveys were administered at (a) the

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8

Jones, Rebecca. "The Relationship of Employee Engagement and Employee Job Satisfaction to Organizational Commitment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4860.

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Business leaders in the accounting/auditing profession have limited knowledge of how employee engagement, employee job satisfaction, and organizational commitment relate to each other. The role of engaged, satisfied, and committed employees is important as globalization allows for unprecedented talent mobility. The purpose of this quantitative correlational study was to examine the relationship between employee engagement, employee job satisfaction, and organizational commitment. The theoretical framework incorporated Emerson's social exchange theory and Bakker and Demerouti's job demands-reso

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Miller, Linda J. "Leader-Employee Relationship as an Antecedent to Employee Commitment Mediating Innovative Work Behavior." Thesis, Capella University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13422467.

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<p> The focus of the qualitative case study was to understand how innovative work behavior was affected by leaders’ relationship with their employees to enhance job commitment in the grocery retail industry. Specifically, the research involved exploring how the leader and employee relationship can affect employee engagement as a mediator for innovative work behavior. Innovative work behavior is when an employee is generating and implementing useful ideas. The general business problem was that organizations in the grocery retail industry lack innovative work behaviors to meet the market d

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10

Howard, Tara. "High commitment human resource management and employee wellbeing." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6841.

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This study examined the relationship between Human Resource Management (HRM) and employee wellbeing in three large South African organisations (N = 284). Employee wellbeing was defined as the subjective experiences of employees and was indicated by job satisfaction, affective commitment and psychological wellbeing. Particular attention was paid to how the HRM system relates to employee wellbeing through an investigation of the content and process components of the HRM system. Regression analyses revealed significant relationships between HRM content and employee wellbeing, namely performance m

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11

Beck, Karen. "The development of affective organisational commitment /." Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.

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12

Taing, Meng Uoy. "Employee Commitment: The Combined Effects of Bases and Foci." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002893.

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13

Yacobucci, Peter. "Antecedents of employee extra work effort: The importance of employee empowerment and organizational commitment." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280336.

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This study uses a survey of a large sample of public and private sector employees in Tucson, Arizona, to reveal the determinants of employee extra work effort. Extra work effort is defined as those actions benefitting their employer performed by employees for which employees are not explicitly compensated. The current literature suggests employee empowerment through the variation of personnel systems to allow for greater employee responsibility and decision-making as a powerful determinant of employee extra work effort. The finding of this research suggests that while the implementation of the

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14

Neal, Heather A. "Barriers to employee participation in wellness/health promotion programming." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1164843.

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A major goal when conducting worksite health promotion activities is to reach a high percentage of employees. Participation rates vary, especially between blue and white-collar workers. This study investigated perceived barriers to participation in both participants and non-participants, as identified by Support, Professional and Auxiliary Service employees (which include blue and white-collar) at Ball Memorial Hospital in Muncie Indiana. A questionnaire was sent through interoffice mail to a random sample of employees. It included five barrier categories: perceived physical barriers, lack of

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15

Southard, Robyn Nicole. "Employee engagement and service quality." Pullman, Wash. : Washington State University, 2010. http://www.dissertations.wsu.edu/Thesis/Spring2010/R_Southard_042010.pdf.

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Thesis (Master of Public Affairs)--Washington State University, May 2010.<br>Title from PDF title page (viewed on July 13, 2010). "Department of Political Science." Includes bibliographical references (p. 28-31).

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16

Leong, Pun Lai. "A study of employee commitment in organizations in Macao." Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1950739.

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17

Holder, Julie. "Supporting employee passion and commitment in non-profit organizations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59451.pdf.

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18

Freund, Ron. "Determining the effects of employee trust on organizational commitment." Thesis, Pepperdine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3622264.

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<p> An employee's trust in their leadership is an important antecedent to organizational commitment. It is commonly believed that committed employees will work harder to achieve organizational objectives, so organizations often try to foster commitment in their employees to achieve improved organizational performance. The purpose of this qualitative study was to examine the relationship between trust and organizational commitment. The population consisted of 31 employees from 3 high-technology organizations in the United States. The study consisted of 2 research instruments and 5 demograph

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19

Cheng, Mei-I. "The prediction of employee turnover behaviour." Thesis, University of Nottingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364661.

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20

Lee, Wing-yee Angela. "A study of organizational commitment of IT professionals /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724170.

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21

Kenney, Lauren Elizabeth. "Workplace Health Promotion Programs and Perceptions of Employee Body Image." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1473715377719152.

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22

Tarara, Marissa J. "A content analysis of how participatory decision making and teamwork affects employee satisfaction and employee commitment." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005tararam.pdf.

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23

Kanyi, Juliet. "A frame for improving employee commitment to a sustainability strategy." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/3832.

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The changing business environment has increasingly driven organisations to incorporate sustainability into their corporate strategy for them to remain competitive. The economic, social and environmental goals and objectives of the organisation are now being factored into corporate strategy. This is as a result of the opportunities presented with the adoption of sustainability as a strategy and the threats caused by failure to adopt sustainability within their corporate strategy. For organisations to reap any benefits of incorporating sustainability, successful implementation of the strategy is

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24

Charlier, Constance C. P. "The effects of communication on organizational climate and employee commitment." Doctoral thesis, Universite Libre de Bruxelles, 1993. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212760.

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25

Garcia, Gilbert F. "The Relationship Between Self-Efficacy and Employee Commitment Among Perfusionists." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1309.

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Certified clinical perfusionists (CCPs) operate a variety of complex, invasive devices to provide heart-lung support. Job-related stress has been identified as having unfavorable influences on self-efficacy and commitment of employees in many domains, but this relationship has not been examined among CCPs. Guided by self-efficacy theory and organizational commitment model, the purpose of this study was to investigate whether a relationship exists between self-efficacy and commitment among CCPs and the extent to which age, gender, workload, experience, or education impacted CCPs' commitment. Da

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26

Dido, Romano William. "Wellness strategies for unskilled and semi-skilled employees in the built environment." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/6929.

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More employees in organisations in the built environment are beginning to suffer from ill health related to work when compared with employees in other industries. There are many reasons for this, such as: unsuitable working conditions, physical demands linked to the occupation and the high proportion of transient unskilled and semi-skilled employees. A study concerning the wellness levels of unskilled and semi-skilled employees therefore contributes to the understanding and improvement of employee health within the industry. The main objective of this study was therefore to identify the wellne

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Bessinger, Elmarie. "The development of a model for an employee wellness programme for a fast moving consumer goods organisation." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04282009-171717/.

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Shandu, Sizwesihle Derrick. "Improving organisational commitment in a selected telecommunications company." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4507.

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As human resources become part of strategic management in many organisations, employees are said to play a crucial role in helping their organisations fulfil their goals. It is a fact that organisations are now relying heavily on the competence of their human resources to gain a competitive edge over their competitors. It is therefore important that organisations should have employees that are committed and motivated in order to be able to compete. This study seeks to improve organisational commitment of the employees in the maintenance section of the selected telecommunications company, by in

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29

Al, Haj Anas. "Leadership Styles and Employee Motivation in Qatar Organizations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3380.

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Organizations in the public sector in Qatar have a reputation for delivering inefficient services. Leaders lack an understanding of motivational factors affecting public sector employee performance. The purpose of this correlational research was to examine the relationship between leadership styles and employee motivation in public companies in Qatar. The independent variables were the transformational, transactional, and passive-avoidant leadership styles. The dependent variable was employee motivation. The moderator variables were employee age and salary. A sample of 92 employees from 4 publ

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30

Björklund, Erika. "Constituting the healthy employee? : Governing gendered subjects in workplace health promotion." Doctoral thesis, Umeå universitet, Pedagogik, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1953.

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With a post-structural approach and an analytical focus on processes of governmentality and biopower, this study is concerned with how discourses of health are contextualized in educational practice and interaction between educators and participants in workplace health promotion (WHP) interventions. Of concern are issues of the discursive production, regulation and representation of power, knowledge and subjects as gendered beings in workplace health promotion interventions. The methods for generating data are participant observation, interviews and gathering of documentation pertaining to fou

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31

Ettrich, Kevin D. "Improving citizen preparedness through employee disaster preparedness promotion in the workplace." Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/43910.

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Approved for public release; distribution is unlimited<br>Citizen preparedness is a vital component of national preparedness, yet national surveys indicate only a small minority of citizens have completed basic individual and household preparedness actions. Workplace wellness promotion programs have made positive strides toward the influence of human behavior and are expanding in their scope of relevant issues. This study explores lessons learned from workplace wellness promotion programs through a review of relevant literature in citizen disaster preparedness promotion and workplace wellness

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32

Pratt, Jamie M. "The Effects of Worksite Health Promotion Programs on Employee Biometric Data." BYU ScholarsArchive, 2014. https://scholarsarchive.byu.edu/etd/5752.

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INTRODUCTION: Worksite health promotion programs (WHPP) promote maintenance and changes of health-related behaviors of employees. Some companies opt to contract with a third party provider to implement a WHPP. PURPOSE: This study evaluated the participation rates, availability and use of health coaching, and changes in biometric data over a 2-year time period of employees in 13 companies for whom the WHPP was implemented by Wellness Corporate Solutions (WCS). METHODS: We had 2 years of biometric, health risk appraisal (HRA), or health coaching data on 4,473 employees. The statistical analysis

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33

Bayer, Daniela. "Predictors of Employee Interest and Participation in Worksite Health Promotion Programs." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1957.

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Many companies in the private sector have established workplace health promotion programs (WHPP) that enhance employee health, engagement, and performance. Employee participation is voluntary and usually low, which limits the health effectiveness of WHPP. Further, the influence of implicit factors such as attitudes, health self-perceptions, or job satisfaction is not well understood. The purpose of this study was to addresses the problem of low employee participation in WHPP and to contribute to an understanding of wellness in the workplace. The theoretical framework was the theory of attitude

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34

De, Klerk Jeremias Jesaja. "Motivation to work, work commitment and man's will to meaning." Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-02212005-124216.

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Thesis (Ph. D. (Organisational Behaviour))--Universiteit van Pretoria, 2001.<br>Abstract in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.

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35

Cooper, David John. "Employee commitment : the motivational role of senior management : theory of action." Thesis, University of Salford, 2001. http://usir.salford.ac.uk/2147/.

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The aim of this study is to explore the association between senior management theory-of-action and employee commitment. Field research uses quantitative and qualitative method and concentrates on one medium sized UK based organisation for data collection and experimentation. However, the study examines two further organisations to assist validity and specificity of findings. The written work is in six parts. Following an introductory chapter, chapter two contains a literature survey covering organisational purpose and senior management theory-of-action. Chapter three examines literature as to

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36

Benkhoff, Brigit R. D. "Employee commitment to work : a test of motivation and re-conceptualization." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363142.

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37

Carter, Liam Leslie. "Investigating the relationship between corporate brand personality and employee brand commitment." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/25805.

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Corporate brands in today’s business landscape are complex and multifaceted, with employees playing a critical role in the building of those brands. As employee brand commitment forms an important part of building a corporate brand, it would be beneficial to understand the drivers of employee brand commitment in order to better understand the corporate brand. One of the main aspects of employee brand commitment is the personality of the corporate employer brand. This research aims to determine the relationship between corporate brand personality and employee brand commitment. By utilising the

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38

Fiedler, Anne M. "The effect of vision congruence on employee empowerment, commitment, satisfaction, and performance." FIU Digital Commons, 1993. http://digitalcommons.fiu.edu/etd/3317.

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Five models delineating the person-situation fit controversy were developed and tested. Hypotheses were tested to determine the linkages between vision congruence, empowerment, locus of control, job satisfaction, organizational commitment, and employee performance. Vision was defined as a mental image of a possible and desirable future state of the organization. Data were collected from 213 employees in a major flower import company. Participants were from various organizational levels and ethnic backgrounds. The data collection procedure consisted of three parts. First, a profile analysi

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39

Van, Blerk Elsabè Johanna. "Employee commitment and its impact on process quality in a manufacturing concern / Elsabè van Blerk." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9222.

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The aim of this study was to evaluate employee commitment to achieve the primary objective, which was to evaluate employee commitment towards product and process quality. Employees who are engaged in their work and committed to their organisations give companies crucial competitive advantages – including higher productivity, better quality products and lower employee turnover. A thorough literature study was conducted by using the views of different authors and combining them. The concept of quality was defined by making use of the five quality gurus; Deming, Juran, Feigenbaum, Crosby and Ishi

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40

Townsend, Anthony M. "Determinants of goal commitment in an incentive-paid workforce." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-170221/.

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41

Wombacher, Jörg [Verfasser]. "Dual Commitment - Risks and Benefits of Team and Organizational Commitment For Conflict Handling and Employee Effectiveness / Jörg Wombacher." Hamburg : Helmut-Schmidt-Universität, Bibliothek, 2016. http://d-nb.info/1121109977/34.

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42

Ljungblom, Mia, and Raine Isaksson. "Leadership and employee commitment for quality management : a critical analysis of quality management literature." Högskolan på Gotland, Avdelningen för Kvalitetsteknik, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hgo:diva-376.

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Originality/Value Our research provides insights to an important field within quality management – how is the value of management commitment transmitted into methodologies?BackgroundCommon statements in quality management presentations are: - Leadership is necessary - It’s important for quality management to have engaged leaders and employees. One way of describing a quality management system is to see it as a combination of values, methodologies and tools. A question to study is which the methodologies and tools are that translate the leadership and employee commitment into action. The value

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43

Clifford, Melanie Kacho. "Employee Engagement: Antecedents and Consequences." NSUWorks, 2010. http://nsuworks.nova.edu/hsbe_etd/19.

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This dissertation examined the relationship between the antecedents and consequences of employee engagement in a defense acquisition organization. The objective of this study as to determine whether or not the eight satisfaction facets of the Index of Organizational Reactions (IOR) (1976) could be used as antecedents, engagement and consequences constructs in place of the antecedents, engagement and consequences constructs of the Saks (2006) model of employee engagement. This study used the following three research questions: 1) Are the antecedents of the IOR (kind of work, amount of work, phy

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44

Olivier, Esti. "Evaluation of employee commitment as an imperative for business success / Esti Olivier." Thesis, North-West University, 2011. http://hdl.handle.net/10394/4622.

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Employee commitment is a concept that seeks to capture the nature of the attachments formed by individuals to their employing organisations. Researchers such as Porter have attempted to identify what factors influence the formation of employee commitment in individuals and how employee commitment (once formed) influences important organisational consequences, particularly employee turnover and business success. In a highly committed workplace, employees understand and agree with the company's strategic goals, are clear about how their work fits into making those goals a reality, are motivated

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Struwig, Anton. "Commitment as a factor to facilitate change in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50298.

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Thesis (MBA)--Stellenbosch University, 2005.<br>ENGLISH ABSTRACT: Today's economy demands that organisations' continually change the way they do business. The agility and efficiency with which organisations can implement change are vital in ensuring their continued competitiveness. Unfortunately, people's fear of the unknown results in a natural propensity to resist change. This presents significant challenges that management must overcome in order to implement desired changes to improve organisational efficiencies and overall stakeholder value. This study investigates the importance of

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

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

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Goe, Marie S. N., and Priscilla Martey. "The influence of leadership on employee commitment to small and medium enterprises." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32828.

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

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

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Nicholson-McCall, Sharron Theresa. "Employee Commitment Among Direct Care Professionals in an Intermediate Health Care Facility." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7243.

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Lack of employee commitment affects the overall practice in healthcare organizations and can cause a disruption in the lives of people with intellectual disabilities who are receiving care. Researchers have demonstrated that increasing employee commitment and decreasing employee turnover are related to employee commitment in healthcare organizations. The purpose of this single case study was to explore strategies that leaders of an intermediate care facility for individuals with intellectual disabilities in the northwestern United States used to enhance employee commitment. Meyer and Herchovit

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