Search

The current study examined the association between retrospectively recalled paternal investment and current levels of commitment readiness in young adults. Various aspects of the participants’ relationship with their fathers during childhood were measured in a sample of 250 undergraduate students. Participants were also asked questions about how ready they are to be involved in a committed romantic relationship. The results did not support the main hypotheses: there were no significant associations between retrospectively recalled paternal investment and commitment readiness. Exploratory analyses revealed that attachment avoidance was significantly negatively correlated with both paternal investment, including measures of nurturant fathering and father involvement, and commitment readiness., 2023, Includes bibliography., Degree granted: Thesis (MA)--Florida Atlantic University, 2023., Collection: FAU Electronic Theses and Dissertations Collection

Family is not only the place to meet the emotional, material, evolutionary and spiritual needs of its own members, but it is also the origin of human emotions and the main focus of the most traditional intimate relationships and interpersonal interactions, including marriage. A marital relationship has always been an emphasized area. It also has been closely related to commitment as one of the key role players in either the success or the failure of marriages. Rusbult's Investment Model emphasized that increasing in satisfaction level, decreasing in the level of the quality of alternatives, and increasing in investment size would strengthen individuals' marital commitment, and it can contribute to marital stability. This study used Rusbult's Investment Model to investigate the relationship between marital satisfaction, the quality of alternatives, investment size, and marital commitment due to the increase in the rate of divorces in Iran over the last decade. The current cross-sectional study determined and evaluated the relationships between the satisfaction level, quality of alternatives, investment size, the demographic factors with the marital commitment, and finding the predictors of marital commitment among the married individual postgraduate students in Iran. Based on the convenience sampling method, 473 respondents have been chosen to cover the aim of the study. The Farsi translated version of a standard self-administrated Web-based questionnaire was adopted. The reliability of the questionnaire was tested by Cronbach's alpha in both pilot and the actual study. All Cronbach's Alphas were above 0.80; therefore, all subscales were reliable. Accordingly, the findings of the study revealed significant bivariate correlations between satisfaction level, quality of alternatives, investment size, gender and having children with marital commitment; also, no significant correlation has been found between age, marital duration, family income and spouse's educational le

Family is not only the place to meet the emotional, material, evolutionary and spiritual needs of its own members, but it is also the origin of human emotions and the main focus of the most traditional intimate relationships and interpersonal interactions, including marriage. A marital relationship has always been an emphasized area. It also has been closely related to commitment as one of the key role players in either the success or the failure of marriages. Rusbult's Investment Model emphasized that increasing in satisfaction level, decreasing in the level of the quality of alternatives, and increasing in investment size would strengthen individuals' marital commitment, and it can contribute to marital stability. This study used Rusbult's Investment Model to investigate the relationship between marital satisfaction, the quality of alternatives, investment size, and marital commitment due to the increase in the rate of divorces in Iran over the last decade. The current cross-sectional study determined and evaluated the relationships between the satisfaction level, quality of alternatives, investment size, the demographic factors with the marital commitment, and finding the predictors of marital commitment among the married individual postgraduate students in Iran. Based on the convenience sampling method, 473 respondents have been chosen to cover the aim of the study. The Farsi translated version of a standard self-administrated Web-based questionnaire was adopted. The reliability of the questionnaire was tested by Cronbach's alpha in both pilot and the actual study. All Cronbach's Alphas were above 0.80; therefore, all subscales were reliable. Accordingly, the findings of the study revealed significant bivariate correlations between satisfaction level, quality of alternatives, investment size, gender and having children with marital commitment; also, no significant correlation has been found between age, marital duration, family income and spouse's educational le

This study aims to explore the effect of psychological empowerment on both in-role and extra-role performance through the mediating role of employee engagement. This study is one of the first attempts to investigate the mediating role of employee engagement between psychological empowerment and extra-role performance and in-role performance. Drawing upon the social exchange, the affective event theory, and the broaden-and-build theory a conceptual model was developed and empirically tested. The study was conducted in Lebanon and an online questionnaire was used to collect data from graduates working in different industries. A total of 152 complete questionnaires were obtained and analyzed. The quantitative data collected were analyzed using SPSS and Smart PLS to empirically examine the proposed relationships. The results of the proposed direct relationships were significant as well as the mediating relationship. The findings of this study provide theoretical and practical contributions.

En la presente investigación se pretende indagar por una de las vertientes del compromiso organizacional ligada a diferentes variables organizacionales de la estabilidad laboral: el compromiso afectivo -- La pregunta de investigación surge luego del interés por estudiar la organización y cómo las personas se adhieren a ésta emocionalmente -- Luego de una búsqueda teórica se encontró que el compromiso afectivo es la vertiente del compromiso organizacional que aporta en gran medida en la comprensión de este fenómeno de adhesión emocional -- De allí surge la inquietud de cómo los sujetos demuestran estar comprometidos, es decir, qué actividades realizan, qué palabras mencionan, qué actitudes demuestran que están comprometidos afectivamente con la organización y cómo ven el compromiso en sus pares -- Se realiza entonces una conceptualización teórica de las diferentes vertientes del compromiso y la motivación, uno de los conceptos que influye en el compromiso organizacional -- Se propone realizar una investigación de carácter cualitativo a un equipo de trabajo de una universidad de la ciudad de Medellín de más de 10 años de existencia y reconocimiento por su labor investigativa -- Por medio de entrevistas semi-estructuradas se indagan las posibles manifestaciones del compromiso afectivo en el equipo de trabajo -- Posteriormente, por medio de una matriz relacional se realizará la triangulación de la información obtenida a través del instrumento utilizado para la recolección de la información (entrevistas semi-estructuradas), lo que conllevará al análisis de resultados y a la contratación de estos con la teoría

The purpose of this paper is to analyse the relations between organizational commitment (OC) dimensions and two focal and discretionary behaviours (intention to stay and organizational citizenship behaviour). Drawing on a sample of 310 Spanish employees of small services firms, this research reveals that in contrast to recent findings that detected a nonlinear (inverted U-shaped) relationship between continuance commitment and intention to stay, the form of the relationships between OC dimensions and the proposed outcomes is linear rather than nonlinear. Furthermore, when dividing continuance commitment into two subcomponents, the research results indicate that the dimension associated with commitment based on few existing employment alternatives is significantly, negatively and linearly related to intention to stay and organizational citizenship behaviour. This suggests that the three-component model of OC suffers from a conceptual inconsistency, which is further discussed., Peer Reviewed, Postprint (author’s final draft)

Chen, Meichen., Thesis (M.Phil.)--Chinese University of Hong Kong, 2013., Includes bibliographical references (leaves 34-37)., Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web., s also in Chinese., http://library.cuhk.edu.hk/record=b5884376, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Chen, Meichen., Thesis (M.Phil.)--Chinese University of Hong Kong, 2013., Includes bibliographical references (leaves 34-37)., Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web., s also in Chinese., http://library.cuhk.edu.hk/record=b5884376, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Purpose: This paper analyzes the relation between the underlying dimensions of protean (self direction and values driven) and boundaryless (boundaryless mindset and organizational mobility preference) career attitudes (Briscoe et al., 2006) and organizational commitment, within today’s unstable and uncertain business scenario. Design/methodology/approach: Data was collected from 167 professionals attending graduate and post-graduate distance learning courses. The hypotheses were tested using hierarchical regression analysis. Findings: Research results suggest that protean career attitudes contribute significantly to individuals’ emotional attachment to their employing organization. Furthermore, organizational mobility preference was found to be significant in predicting both affective and continuance commitment. Research limitations: First, cross-sectional correlational designs impede conclusive inferences regarding causal relationships among the variables. Second, the use of a sample of professionals attending distance learning business courses could limit the generalizability of the study findings, because the majority of the respondents were homogenous in terms of age and educational background. Practical implications: Fostering individuals’ self-direction results in enhanced affective commitment to their employing organizations. Workshops oriented at clarifying and communicating organizational values, philosophy and principles can be all beneficial for strengthening employees’ commitment to the organization. Originality/value: This is the first paper to test the relationship between boundaryless and protean career attitudes and organizational commitment on a European sample., Peer Reviewed, Postprint (author’s final draft)

The escalation of commitment has been an important research topic in managerial decision making for decades. Researchers have identified various cognitive and affective factors influencing individuals’ propensity to allocate additional resources to failing courses of action. This literature is however suffering from fragmentation in term of the diversity of conceptual lenses and the cognition–affect divide. In this thesis, I propose a “process model of affect and the escalation of commitment” to provide coherence to existing literature. This process model suggests that escalation situations are events to be appraised by decision makers; cognitive appraisals of escalation situations elicit integral emotions which directly impinge on escalation decisions. Moreover, incidental affect creates the context through which decision makers appraise escalation situations; it shapes escalation decisions via biasing appraisal content and influencing the amount of information deliberation. According to this process model, affective and cognitive antecedents jointly influence escalation decisions in multiple ways: affect can mediate as well as moderate the impacts of cognitive antecedents on escalation, it can also biases decision makers’ perception of cognitive antecedents, imposing an indirect effect on escalation. Two sets of laboratory studies are reported in this thesis to illustrate the joint influence of affect and cognition on escalation. Study 1 shows that integral regret mediates the influence of personal responsibility on escalation. Studies 2 and 3 demonstrate that incidental pride weakens the effects of personal responsibility and expectancy-related information on escalation. Implications of the process model and the three empirical studies are discussed.

The escalation of commitment has been an important research topic in managerial decision making for decades. Researchers have identified various cognitive and affective factors influencing individuals’ propensity to allocate additional resources to failing courses of action. This literature is however suffering from fragmentation in term of the diversity of conceptual lenses and the cognition–affect divide. In this thesis, I propose a “process model of affect and the escalation of commitment” to provide coherence to existing literature. This process model suggests that escalation situations are events to be appraised by decision makers; cognitive appraisals of escalation situations elicit integral emotions which directly impinge on escalation decisions. Moreover, incidental affect creates the context through which decision makers appraise escalation situations; it shapes escalation decisions via biasing appraisal content and influencing the amount of information deliberation. According to this process model, affective and cognitive antecedents jointly influence escalation decisions in multiple ways: affect can mediate as well as moderate the impacts of cognitive antecedents on escalation, it can also biases decision makers’ perception of cognitive antecedents, imposing an indirect effect on escalation. Two sets of laboratory studies are reported in this thesis to illustrate the joint influence of affect and cognition on escalation. Study 1 shows that integral regret mediates the influence of personal responsibility on escalation. Studies 2 and 3 demonstrate that incidental pride weakens the effects of personal responsibility and expectancy-related information on escalation. Implications of the process model and the three empirical studies are discussed.

The escalation of commitment has been an important research topic in managerial decision making for decades. Researchers have identified various cognitive and affective factors influencing individuals’ propensity to allocate additional resources to failing courses of action. This literature is however suffering from fragmentation in term of the diversity of conceptual lenses and the cognition–affect divide. In this thesis, I propose a “process model of affect and the escalation of commitment” to provide coherence to existing literature. This process model suggests that escalation situations are events to be appraised by decision makers; cognitive appraisals of escalation situations elicit integral emotions which directly impinge on escalation decisions. Moreover, incidental affect creates the context through which decision makers appraise escalation situations; it shapes escalation decisions via biasing appraisal content and influencing the amount of information deliberation. According to this process model, affective and cognitive antecedents jointly influence escalation decisions in multiple ways: affect can mediate as well as moderate the impacts of cognitive antecedents on escalation, it can also biases decision makers’ perception of cognitive antecedents, imposing an indirect effect on escalation. Two sets of laboratory studies are reported in this thesis to illustrate the joint influence of affect and cognition on escalation. Study 1 shows that integral regret mediates the influence of personal responsibility on escalation. Studies 2 and 3 demonstrate that incidental pride weakens the effects of personal responsibility and expectancy-related information on escalation. Implications of the process model and the three empirical studies are discussed.

Summary: To prevent a partner's infidelity and relationship defection, men perform mate retention behaviors. Some of these mate retention behaviors are high-risk because they decrease the likelihood of infidelity while potentially increasing the likelihood of relationship defection. Although previous research has indicated that mate value may be related to mate retention generally, research has not addressed these cost-inflicting mate retention behaviors specifically. The current research examines the relationship between men's and women's mate values and men's use of partner-directed insults - a specific type of cost-inflicting mate retention behavior. The results from a sample of 158 women indicate that although men's and women's mate values predict men's partner-directed insults, men's mate value is a better predictor than is women's mate value. Women who report that their partners have lower mate value also report that their partners insult them more frequently than women who report that their partners have higher mate value., by Emily J. Miner., Thesis (M.A.)--Florida Atlantic University, 2009., Includes bibliography., Electronic reproduction. Boca Raton, Fla., 2009. Mode of access: World Wide Web.

In order to help develop a coherent PCT model for this dissertation, the focus was set mainly on three major tasks. The first one is identifying the basic psychological contract components, including the perceived psychological contract obligations of employees and employers alike. The second involves the identification of necessary assumptions which can deduce the mechanism concerning the effects of psychological contract components on employee outcomes. In this dissertation, the norm of reciprocity and indebtedness have been identified as the two necessary human nature assumptions in PCT building. Lastly, the third task is to deduce the relationship between employer and employee obligations in predicting employee outcomes. After the shortcomings of two existing approaches that investigate the joint effects of employer and employee obligations were reviewed in the literature and two assumptions identified in the second task, an interactive approach was proposed to examine the combined effects of the aforementioned obligations., Since the nature of employment relationships are changing worldwide, research on psychological contract concerning reciprocal obligations between employer and employees has gained increased attention. However, extant literature falls short in establishing a coherent psychological contract theory. For instance, although its core contents include employer and employee obligations, the latter is relatively neglected in most studies. In addition, there is relatively little discussion about the basic elements of the psychological contract. Some of these elements are the relationship between/among components of psychological contract and the possible combined effects of these components on both employer and employee outcomes. Hence, these hinder the development of a coherent psychological contract theory (PCT)., This dissertation contributes to the psychological contract literature in five ways. Initially, the proposed PCT model provides a coherent framework for psychological contract research. Second, the interactive approach shapes future research direction by examining the joint effects of employer and employee obligations. Third, it contributes to the literature regarding reciprocity by investigating the interplay between these obligations. Fourth, the notion of personalization of employer by the employee is verified using two human nature assumptions (i.e., norm of reciprocity and indebtedness). Finally, the current study may have implications in conceptualizing the relational social contract in different social relationships in addition to the employer-employee relationship. In short, this dissertation develops a more comprehensive PCT. Moreover, some managerial implications are derived for practitioners according to the theoretical development., Peng, Zhengmin., Adviser: Chi-sum Wong., Source: Dissertation Abstracts International, Volume: 70-06, Section: A, page: 2137., Thesis (Ph.D.)--Chinese University of Hong Kong, 2008., Includes bibliographical references (leaves 121-130)., Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web., Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web., Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web., s in English and Chinese., School code: 1307., isbn: 9781109226058, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Summary: Guarding oneself from cuckoldry can be a challenging task for males of socially monogamous species. Accordingly, human males may possess evolved psychological mechanisms designed to prevent their partner's infidelity, and to "correct" that infidelity if it occurs. Because preventative tactics are not failsafe, I hypothesized that men's reports of their mate-retention behaviors and copulation frequency would function as complimentary tactics (Study 1). Research has suggested that men's reports of their own anti-cuckoldry behaviors can be flawed, and that women may be more accurate. Therefore, Study 2 analyzed reports made by women of copulation frequency and their partner's mate-retention behaviors. In the two studies, the hypotheses that (1) men's reports of copulation frequency and their own mate-retention behaviors and (2) women's reports of copulation frequency and their partner's mate-retention behaviors would show positive correlations was supported. Discussion focuses on the use of copulation frequency and mate-retention behaviors as complimentary tactics in solving the adaptive problems of sperm competition and cuckoldry., Thesis (M.A.)--Florida Atlantic University, 2005.

Summary: Mate poaching occurs when an individual has sexual relations with the romantic partner of another. In Study A, I investigated the prevalence of mate poaching by presenting participants with questions whose devising was informed by a stricter definition of mate poaching than that employed by earlier studies. As expected, relative to participants in earlier studies, the current participants reported fewer experiences of mate poaching. In Study B, I investigated the likelihood that the benefits and costs of mate poaching will, respectively, motivate participants to poach or will deter them from doing so. Results indicated that for males and females to be motivated to poach, the attached individual must be more attractive than the unattached individual., Thesis (M.A.)--Florida Atlantic University, 2005., Charles E. Schmidt College of Science, Collection: FAU Electronic Theses and Dissertations Collection

This study, one of the first in the New Zealand aged care sector, examined the predictability of organisational commitment on job satisfaction, employee well being, absenteeism and intention to stay. A composite questionnaire incorporating Allen and Meyer's three component organisational commitment questionnaire (1990) was completed by 124 predominately female aged care employees. The results of the questionnaire were compared with overseas literature and showed that organisational commitment is predictive of employee well being, job satisfaction and intention to stay, although job satisfaction proved to be a more significant predictor of intention to stay. Implications of organisational commitment for aged care employees, aged care organisations and patients are discussed. Directions for future research include a call for more New Zealand studies of organisational commitment in the healthcare professions, and the development of human resource strategies, which are sensitive to differences in organisational commitment in a multi-cultural population.

by Anita, Wing-Ngar, Tsang., Thesis (M.Phil.)--Chinese University of Hong Kong, 1998., Includes bibliographical references (leaves 102-114)., also in Chinese., ACKNOWLEDGMENT --- p.i, TABLE OF CONTENTS --- p.ii, LIST OF TABLES --- p.iv, LIST OF FIGURES --- p.vi, (CHINESE) --- p.vii, (ENGLISH) --- p.viii, CHAPTER, Chapter I. --- INTRODUCTION --- p.1, Chapter II. --- THEORETICAL BACKGROUND --- p.5, The Person-Organization Fit Framework --- p.5, Role Motivation Theories --- p.8, The Professions --- p.11, Professional Role Motivation Theory --- p.14, Role Theory and the Role Episode Model --- p.21, Interrole Conflict Among Professionals --- p.23, Person-role Conflict Among Professionals --- p.25, Consequences of Role Conflict --- p.25, Differential Effects of Positive and Negative Incongruence --- p.27, Chapter III. --- HYPOTHESES OF THE STUDY --- p.29, Chapter IV. --- METHODS --- p.35, Sample --- p.35, Data Collection Procedures --- p.35, Measures --- p.40, Data Analyses --- p.58, Chapter V. --- RESULTS --- p.61, Basic Descriptive Statistics --- p.61, Effects of Absolute Congruence Indexes on Perceived Role Conflict --- p.64, Differential Effects of Positive and Negative Congruence Indexes --- p.67, Chapter VI. --- DISCUSSION --- p.81, Organizational-Professional Role Congruence and Interrole Conflict --- p.82, Individual-Work Role Congruence and Person-Role Conflict --- p.86, Perceived Role Conflict and Work Outcomes --- p.88, Research and Managerial Implications --- p.89, Limitations and Future Research --- p.93, Conclusion --- p.95, APPENDIX A --- p.97, REFERENCES --- p.102, http://library.cuhk.edu.hk/record=b5889680, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

by Law Tak Yan., Thesis (M.B.A.)--Chinese University of Hong Kong, 1997., Includes bibliographical references (leaves 44-46)., TABLE OF CONTENTS, APPROVAL --- p.ii, p.iii, TABLE OF CONTENTS --- p.iv, LIST OF ILLUSTRATIONS --- p.vi, LIST OF TABLES --- p.vii, Chapter, Chapter I. --- INTRODUCTION --- p.1, Chapter II. --- LITERATURE REVIEW --- p.3, Definitions of Organisational Commitment --- p.3, Antecedents of Organisational Commitment --- p.4, Job Characteristics Model --- p.6, Core Job Characteristic Dimensions --- p.7, Skill Variety --- p.8, Task Identity --- p.8, Task Significance --- p.8, Autonomy --- p.8, Feedback --- p.9, Critical Psychological States --- p.10, Personal and Work Outcomes --- p.10, Growth Need Strength --- p.11, Relationship between Organisational Commitment and Job Characteristics --- p.11, Chapter III. --- METHODOLOGY --- p.13, Organisation of the Labour Department --- p.13, Sample Characteristics --- p.17, Measurement of Organisational Commitment --- p.18, The Job Diagnostic Survey --- p.20, Interview --- p.22, Chapter IV. --- RESULTS AND ANALYSIS --- p.23, Level of Organisational Commitment --- p.25, Comparison of Job Characteristics --- p.27, Skill Variety --- p.27, Task Identity --- p.28, Task Significance --- p.28, Autonomy --- p.29, Feedback --- p.30, Antecedents of Organisational Commitment for Assistant Labour Officers --- p.31, Chapter V. --- DISCUSSION AND CONCLUSION --- p.32, Enrichment of Job Characteristics by Job Redesign --- p.32, Combining Tasks --- p.33, Establishing Client Relationship --- p.33, Opening Feedback Channels --- p.34, Antecedents of Organisational Commitment --- p.34, APPENDIX --- p.36, BIBLIOGRAPHY --- p.44, http://library.cuhk.edu.hk/record=b5889011, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Dans ses récents avis, le Conseil supérieur de l'Éducation préconise l'utilisation de méthodes d'enseignement qui incitent l'élève à s'engager par rapport à ses cours. Parmi les méthodes suggérées pour accroître cet engagement, les jeux de rôles sont souvent mentionnés. En ce sens, la présente étude vérifie l'influence des jeux de rôles sur l'engagement de l'élève. Elle porte, plus précisément, sur les jeux de rôles utilisés dans la formation policière à l'ordre collégial. Il s'agit d'une étude quantitative où sont comparés quatre groupes-classes appliquant un type d'enseignement incluant des jeux de rôles à quatre groupes-classes utilisant des types d'enseignement sans jeux de rôles. La comparaison s'effectue au niveau de l'engagement de l'élève par rapport à son cours. Cet engagement est mesuré à l'aide d'un test élaboré par Bujold (1991), l'ENGAGEM. La variable dépendante est l'engagement alors que le type d'enseignement constitue la variable indépendante. Pour élaborer l'étude, un modèle représentant l'action du jeu de rôles sur l'engagement est d'abord construit. Après quoi, vient la cueillette des données, qui elle, est effectuée en deux moments, soit au début et à la fin du cours. Les résultats obtenus ne démontrent pas que les élèves sont significativement plus engagés à la fin d'un cours incluant des jeux de rôles qu'ils le sont à la fin d'un cours sans jeux de rôles. En contrepartie, ils démontrent que dans les cours incluant des jeux de rôles, les élèves sont significativement plus engagés à la fin d'un cours qu'ils le sont au début, alors que ce n'est pas le cas dans les cours sans jeux de rôles. L'analyse des résultats fait également ressortir que les jeux de rôles sont particulièrement efficaces à l'endroit des élèves qui ont des difficultés d'engagement lorsqu'on leur enseigne avec des types d'enseignement sans jeux de rôles. Parmi les variables intervenantes, une d'entre elles mesure la qualité de la relation entre l'élève et son professeur. Il appar

Territorial Force army recruits (N=184) participated in this study which aimed to determine the influence of pre-training expectation fulfilment on organizational commitment (OC) at the conclusion of, and six weeks after, their basic recruit training course. The study also aimed to identify what aspects of basic training recruits perceived as being better or worse than expected. Recruits filled out three questionnaires over a period of approximately nine weeks and the data was subjected to two hierarchical regression analyses. Results of the first regression analysis showed that the extent of training fulfilment was a significant positive predictor of OC at the end of basic training. More positive affective reactions to recruit training and higher levels of initial OC were also found to be predictive of OC at the conclusion of basic training. In the second regression analysis lower age and greater OC at the conclusion of basic training were found to be significantly predictive of greater OC six weeks after basic training. Fulfilment of expectations during basic training was not found to be predictive of OC at that point. A principal components analysis was conducted on the training fulfilment items in order to identify underlying dimensions of training fulfilment. Results showed that aspects associated with higher order needs (personal development, staff approachability, and physical challenge) were less fulfilled than those associated with lower order needs (living / working conditions, equipment adequacy). Overall, the results tend to question how pervasive the influence of fulfilled expectations during army basic training is on the attitudes of part time recruits after they leave the training environment. Implications for military advertising and realistic recruitment are also discussed.

This study examined several competing models for the hypothesized role that organizational commitment and job satisfaction play in withdrawal behaviors. These models were tested against a null or base model from which the other models were nested. The results supported the null model as best describing the process, not the hypothesized model. The null model indicated that there was a progression to withdrawal, and that both organizational commitment and job satisfaction maintain a strong negative impact on turnover. The key variable involved in the withdrawal was commitment, not satisfaction. The reason that the proposed progression model was not supported was due to the fact that neither of these variables were significant predictors of absenteeism. The relationship between organizational commitment and job satisfaction was found to be reciprocal, with commitment having a much stronger influence on satisfaction. This relationship additionally served to enhanced their effects on the withdrawal behaviors. Another finding concerning the antecedents of both organizational commitment and job satisfaction was that need for achievement and motivation had the strongest total effects on both of these variables. This gives support to congruence perspective regarding organizational commitment and the dispositionalists regarding job satisfaction.

This study examined the relationships between three organizational commitment components, as well as job satisfaction (including specific facet measures), and two separate forms of organizational citizenship behavior. Factor analyses provided support for a three dimensional model of organizational commitment (affective, continuance, and normative commitment components). Factor analyses also provided support for OCBI (citizenship behaviors directed toward other individuals) as a specific type of citizenship behavior, while OCBO (citizenship behaviors which benefit the general organization) did not obtain such support. Raw score correlations indicated varying degrees of support for the hypotheses. IHypothesis 1 was supported in that job satisfaction was significantly and positively related to co-worker rated and supervisor rated OCBI. In terms of facet measures, satisfaction with work, supervision, and coworkers were also significantly and positively related to co-worker and supervisor rated OCBI. Satisfaction with pay was significantly and positively related to supervisor rated OCBI only. Satisfaction with promotional opportunities was not significantly related to either measure of OCBI. Contrary to the part of Hypothesis 2 which predicted no relationship between affective commitment and OCBI, a significant and positive relationship was found for co-worker and supervisor rated OCBI Contrary to the part of Hypothesis 3 which predicted a significant and negative relationship between continuance commitment and OCBI, no significant relationship was obtained for either measure ofOCBI. Normative commitment was significantly and positively related to co-worker rated OCBI only.

This study is an assessment of the relative importance of sociodemographic, structural, and attitudinal variables in accounting for organizational commitment. A block-recursive model is used to conceptualize the relationship between the independent variables and organizational commitment. The sample for the study is drawn from payroll rosters of employees of a large state university and comprises two subsamples: classified staff (permanent) employees and non-student hourly wage (temporary) employees. Sociodemographic characteristics, structural conditions of their employment, and their underlying attitudes toward work in general and toward their employer are measured through the use of an anonymous questionnaire. Data were collected from 416 employees. The study finds no significant differences in the two subsamples regarding degrees of various dimensions of commitment or in determinants of organizational commitment. It is hypothesized that the absence of any major differences between the two groups may be explained by the currently unstable employment conditions for all workers regardless of their employment status. Research findings indicate that, while all three blocks of variables are Statistically significant predictors of organizational commitment, the attitudinal block accounts for most of the variance in organizational commitment. This is especially true for hourly wage workers, for whom only attitudinal variables explain much of the variance in organizational commitment. Managers wishing to maximize organizational commitment among employees are advised to consider the tremendous impact of attitudinal factors on employee commitment. This research demonstrates that in the coming decades, researchers must develop and utilize research methodologies that take into account the broad range of worker-organization relationships. The task of contemporary sociologists of work involves the clarification of work-related concepts, the development of more precise measures

by Lee Siu-Chun, Daisy., Thesis (M.B.A.)--Chinese University of Hong Kong, 1992., Includes bibliographical references (leaves 61-62)., p.ii, table of contents --- p.iv, list of tables --- p.vi, ACKNOWLEDGEMENTS --- p.vii, Chapter, Chapter I. --- introduction --- p.1, Introduction & General Background --- p.1, Definition of Organizational Commitment --- p.3, Chapter II. --- literature review --- p.5, Commitment and Age and Tenure --- p.5, "Commitment, Demographics and Personal Variables" --- p.6, Commitment and Role-related Factors --- p.7, Commitment and Job Nature --- p.8, Commitment and Job Satisfaction --- p.9, Commitment and Turnover --- p.10, Commitment and Job Performance --- p.11, Multidimensionality of Organizational Commitment --- p.11, Chapter III. --- methodology --- p.14, Sampling Procedures and Sample Characteristics --- p.14, The Measuring Instrument --- p.15, Organizational Commitment --- p.15, Motivational Job Characteristics --- p.16, Intention to Leave and Job Satisfaction --- p.16, Other Variables --- p.17, Personal Factors and Work Background --- p.17, Missing Data --- p.18, Language --- p.18, Analytical Framework --- p.18, Chapter IV. --- results and analysis --- p.20, Sample Characteristics and Work Background --- p.20, Sex and Age --- p.20, Year of Graduation --- p.21, Faculty of Major Study --- p.21, Monthly Salary --- p.21, Absence Frequency --- p.22, Years in Current Job --- p.22, Frequency of Job Change --- p.23, Data Analysis --- p.23, Reliability Coefficient --- p.24, Means and Standard Deviations --- p.24, Level of Organizational Commitment --- p.25, Correlations of Organizational Commitment and other Measures --- p.26, Correlations of Organizational Commitment with Personal Factors and Work Background --- p.27, Correlations of Organizational Commitment and Motivational Job Characteristics --- p.29, Correlation of Organizational Commitment with job Satisfaction --- p.29, Correlation of Organizational Commitment with Intention to Turnover --- p.30, Correlations of Organizational Commitment with Other Variables --- p.30, Multidimensionality of Organizational commitment by Factor Analysis --- p.30, Chapter V. --- DISCUSSION AND CONCLUSION --- p.33, Level of Organizational Commitment --- p.33, Nature of Organizational Commitment --- p.34, Conclusion --- p.36, TABLES --- p.37, APPENDIX --- p.56, BIBLIOGRAPHY --- p.61, http://library.cuhk.edu.hk/record=b5887149, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

by Lee Siu-Chun, Daisy., Thesis (M.B.A.)--Chinese University of Hong Kong, 1992., Includes bibliographical references (leaves 61-62)., p.ii, table of contents --- p.iv, list of tables --- p.vi, ACKNOWLEDGEMENTS --- p.vii, Chapter, Chapter I. --- introduction --- p.1, Introduction & General Background --- p.1, Definition of Organizational Commitment --- p.3, Chapter II. --- literature review --- p.5, Commitment and Age and Tenure --- p.5, "Commitment, Demographics and Personal Variables" --- p.6, Commitment and Role-related Factors --- p.7, Commitment and Job Nature --- p.8, Commitment and Job Satisfaction --- p.9, Commitment and Turnover --- p.10, Commitment and Job Performance --- p.11, Multidimensionality of Organizational Commitment --- p.11, Chapter III. --- methodology --- p.14, Sampling Procedures and Sample Characteristics --- p.14, The Measuring Instrument --- p.15, Organizational Commitment --- p.15, Motivational Job Characteristics --- p.16, Intention to Leave and Job Satisfaction --- p.16, Other Variables --- p.17, Personal Factors and Work Background --- p.17, Missing Data --- p.18, Language --- p.18, Analytical Framework --- p.18, Chapter IV. --- results and analysis --- p.20, Sample Characteristics and Work Background --- p.20, Sex and Age --- p.20, Year of Graduation --- p.21, Faculty of Major Study --- p.21, Monthly Salary --- p.21, Absence Frequency --- p.22, Years in Current Job --- p.22, Frequency of Job Change --- p.23, Data Analysis --- p.23, Reliability Coefficient --- p.24, Means and Standard Deviations --- p.24, Level of Organizational Commitment --- p.25, Correlations of Organizational Commitment and other Measures --- p.26, Correlations of Organizational Commitment with Personal Factors and Work Background --- p.27, Correlations of Organizational Commitment and Motivational Job Characteristics --- p.29, Correlation of Organizational Commitment with job Satisfaction --- p.29, Correlation of Organizational Commitment with Intention to Turnover --- p.30, Correlations of Organizational Commitment with Other Variables --- p.30, Multidimensionality of Organizational commitment by Factor Analysis --- p.30, Chapter V. --- DISCUSSION AND CONCLUSION --- p.33, Level of Organizational Commitment --- p.33, Nature of Organizational Commitment --- p.34, Conclusion --- p.36, TABLES --- p.37, APPENDIX --- p.56, BIBLIOGRAPHY --- p.61, http://library.cuhk.edu.hk/record=b5887149, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

This study is an assessment of the relative importance of sociodemographic, structural, and attitudinal variables in accounting for organizational commitment. A block-recursive model is used to conceptualize the relationship between the independent variables and organizational commitment. The sample for the study is drawn from payroll rosters of employees of a large state university and comprises two subsamples: classified staff (permanent) employees and non-student hourly wage (temporary) employees. Sociodemographic characteristics, structural conditions of their employment, and their underlying attitudes toward work in general and toward their employer are measured through the use of an anonymous questionnaire. Data were collected from 416 employees. The study finds no significant differences in the two subsamples regarding degrees of various dimensions of commitment or in determinants of organizational commitment. It is hypothesized that the absence of any major differences between the two groups may be explained by the currently unstable employment conditions for all workers regardless of their employment status. Research findings indicate that, while all three blocks of variables are Statistically significant predictors of organizational commitment, the attitudinal block accounts for most of the variance in organizational commitment. This is especially true for hourly wage workers, for whom only attitudinal variables explain much of the variance in organizational commitment. Managers wishing to maximize organizational commitment among employees are advised to consider the tremendous impact of attitudinal factors on employee commitment. This research demonstrates that in the coming decades, researchers must develop and utilize research methodologies that take into account the broad range of worker-organization relationships. The task of contemporary sociologists of work involves the clarification of work-related concepts, the development of more precise measures

Includes bibliographical references (leaves 93-99)., Includes abstract.

Includes bibliographical references (leaves 93-99)., Includes abstract.

The present study evaluated a commitment-based intervention to improve adherence with a 10-day antibiotic regimen. Subjects were 48 undergraduate students receiving treatment from the Student Health Services at Virginia Polytechnic Institute and State University. Adherence was assessed by pill counts obtained in unannounced home visits 7 to 10 days after the regimen was prescribed and by subjects’ self-reports. Pre- and posttest measures of self- efficacy and outcome expectancy were completed by subjects. Significantly more subjects in the intervention group were adherent (85%) than in the control group (64%) when adherence was defined as at least 80% of medication taken and nonadherence defined as less than 80% or more than 110% of medication taken. Self-efficacy and outcome expectancy scores, when multiplied together for a predictive index, were significantly correlated with self-reported adherence at pre- and posttest, but were not correlated with pill count adherence. Self-efficacy at pre- and posttest and outcome expectancy at pretest were significantly correlated with self-reported adherence. Self-efficacy at posttest was significantly correlated with pill count adherence. An intervention designed to increase commitment to medical regimen resulted in greater adherence with a short-term regimen. Self-efficacy and outcome expectancy predicted self-reports of adherence behavior, but were poor predictors of objective measures of adherence. At best, self-efficacy appeared to reflect recent behavior.

Missoula, MT

Recent research on attempts to motivate large-scale safety belt use has documented a number of shortcoming, including limited long-term evaluation data, excessive costs, short-lived intervention effects, and program delivery by outside agencies rather than indigenous personnel. The present study attempted to overcome these disadvantages. Specifically, the "Buckle-up for Bucks" safety belt promotion campaign conducted at a community hospital incorporated the following: a) indigenous hospital staff as program sponsors, delivery agents, and co-coordinators; b) a year-long program evaluation; and c) a combination incentive and commitment-based intervention program. Directed and coordinated through the Office of Community Relations, the hospital-based intervention included awareness sessions, randomly determined five-dollar a week cash incentives, and a commitment-based pledge card strategy. To be eligible to win the incentives, the staff members met the following contingencies: a) wore a safety belt; b) signed a pledge card; c) displayed the signed pledge card on their dashboard; and d) pledged for a duration that ensured eligibility. The evaluation data were collected for four phases: baseline, intervention, withdrawal, and a long-term, follow-up. For the overall sample, usage increased from a baseline mean of 15.6% to 34.7% during the intervention, decreased to 25.6 at withdrawal, and increased to a long-term follow-up mean of 28.6%. For the Pledge card signers and the Non-singers, usage increased from baseline means of 29.4% and 11.8% to intervention usage rates of 75.1% and 17.7%, respectively, demonstrating that the intervention had a differential effect on the signers and non-signers. Withdrawal and Follow-up usage rates were 56.0% and 44.9% for the Pledge group, and 17.2% and 22.1% for the Non-pledge group. A chi-square test for white noise indicated the data were autocorrelated. A time-series analysis was conducted to remove the serial dependency. Statistical si

This paper examines the problem of motivating people in organizations from a public choice viewpoint. A number of propositions are derived deductively from assumptions regarding individual goals, discretion, and preferences. These suggest how managers can improve productivity by changing either incentive systems or work group size, job design, and personnel rotation practices. [ABSTRACT FROM AUTHOR]

Electronic access restricted; authentication may be required, American Council of Learned Societies History E-Book Project, (heb) heb02021.0001.001, http://hdl.handle.net/2027/heb.02021, Permission must be received for any subsequent distribution in print or electronically. Please contact info@hebook.org for more information.

Speech on education to Woodworth Hall residents., Includes two programs, a program and discussion proposal, and a letter from Betty Jane Rybolt., This archival material has been provided for educational purposes. Ball State University Libraries recognizes that some historic items may include offensive content. Our statement regarding objectionable content is available at: https://dmr.bsu.edu/digital/about