The purpose of this study is to explore the mechanisms of how feedback from supervisor affects innovative work behavior among local government employees in Korea. Another purpose of this study is to explore the mediating roles of trust in supervisor and affective commitment, and the moderating role of risk-taking climate, using various theories, such as organizational support theory, social exchange theory, intrinsic motivation theory, and psychological climate theory. The results from a cross-sectional study based on a sample of 1,699 local government employees from 65 local governments find that feedback from supervisor has a significant direct effect on innovative work behavior. Trust in supervisor and affective commitment significantly mediate the relationship between feedback from supervisor and innovative work behavior. Feedback from supervisor has an indirect effect on innovative work behavior through its influence on trust in supervisor and affective commitment in serial. Risk-taking climate significantly moderates the relationship between affective commitment and innovative work behavior. Lastly, the results of moderated mediation model find that the conditional effects are significant at high levels of the moderator (at one standard deviation above the mean) and at the mean, while the conditional effect was not significant at low levels of moderator (at one standard deviation below the mean) for both two indirect effect paths (feedback from supervisor --> affective commitment --> innovative work behavior, and feedback from supervisor --> trust in supervisor --> affective commitment --> innovative work behavior).

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

Service firms increasingly need to rely on other attributes than traditional quality and performance of their service employees to become and stay truly competitive. Strong brands are essential for differentiation in today's marketplace and it becomes naturally important to align the customer contact employees with the company brand to ensure consistency in all communication externally. For a service firm employee to fully enact the brand and display on brand behavior outwards it is pivotal to make them truly committed to the brand and organization. Internal branding processes have been shown to be an enabler of employee commitment to the organizational brand. While internal branding is stated to have a connection to commitment, the concept as such is according to Meyer & Allen (1991) constituted by three dimensions, normative, affective and continuance commitment. The bulk of the existing research has so far focused on internal branding and commitment as a single construct and not these dimensions. Much of this research is in addition limited to a few service sectors.The aim of this study was to determine the components of internal branding in order to clarify the relationship between internal branding and brand commitment of customer contact employees. The empirical investigation was conducted in the retail sector from the perspective of the customer contact employee by the use of a self-completion questionnaire measuring the affective commitment of the employees and the presence of the internal branding activities. The conceptual model for the study shows hypothesized positive relationships between the four internal branding activities and affective commitment. However, while all internal branding activities were significantly present, only three of these were found to have a significant positive relationship to affective commitment, excluding internal communication.The conclusions of this study gives managers of customer contact employee’s insights about how to enable affective commitment through the use of internal branding. Our results show that brand oriented training, recruitment and leadership all have a significant impact on affective commitment of customer contact employees. Although they had similar Beta values, brand oriented leadership showed a slightly higher predicting power indicating that leadership can play a greater role regarding the affective commitment of customer contact employees.

Employees¡¦ perception of organizational political level will influence employees¡¦ decision whether to get involved with organizational politics or to isolate from organizational behaviors, it will reflect significantly on the working attitude directly and will influence the organizational commitment level and performance of employees indirectly, further more, it will decrease the organizational productivities. This research was conducted to focus on that whether employees¡¦ organizational political perception will influence their organizational commitments and performances, also to discuss the connection between each other. The research method this study used was group segmentations. After empirical analysis, we found out: 1. In the organizational political perception, ¡§boss¡¦s and colleague¡¦s behaviors¡¨ dimension has a significant negative correlation with affective commitment and normative commitment; ¡§the differences between policies and realities¡¨ dimension presents the same result as well. ¡§Boss¡¦s and colleague¡¦s behaviors¡¨ dimension has a significant positive correlation with continuance commitment. 2. There is only ¡§the differences between policies and realities¡¨ dimension reaching a significant positive correlation with task performance and contextual performance in organizational political perception. 3. By using K-mean ¡§Cluster analysis¡¨, we got four different types of group representing four different categories of ¡§organizational political perception¡¨. We named them by their characters, the names and characters are described as follow: 3-1 Slow: employees in the type do not react fast enough regarding political behaviors and working environment atmosphere due to the employees¡¦ insensitivity. 3-2 The perception of Complies in public but opposes in private: employees can sense that organization does not behave the same way in terms of policies and operations; they do nothing with this scenario. 3-3 The perception of keen actions: The members of perceptional organization are more sensitive with the interpersonal relationship, and they response the working environment with positive and active attitudes. 3-4 The perception of silence and waiting: Employees can sense that organization behaves in the same way in terms of policies and operations; they have a concept that ¡§Silence is gold¡¨. 4. In ¡§slow¡¨ type, the perception dimension of ¡§keeping silence and waiting for benefit¡¨ has a negative correlation with ¡§task performance¡¨; the perception dimension of ¡§the differences between policies and realities¡¨ has a negative correlation with ¡§affective commitment¡¨ and ¡§task performance¡¨. 5. In ¡§The perception of complies in public but opposes in private¡¨ type, the perception dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a positive correlation with ¡§continuance commitment¡¨, but has a negative correlation with ¡§contextual performance¡¨; the perception dimension of ¡§keeping silence and waiting for benefit¡¨ has a positive correlation with ¡§contextual performance¡¨. 6. In ¡§The percept of keen and action¡¨ type, the percept dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a negative correlation with ¡§affective commitment¡¨, but has a positive correlation with ¡§continuance commitment¡¨ and ¡§contextual performance¡¨. 7. In ¡§The perception of silence and waiting¡¨, the perception dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a negative correlation with ¡§normative commitment¡¨; the perception dimension of ¡§keeping silence and waiting for benefits¡¨ has a positive correlation with ¡§contextual performance¡¨; the perception dimension of ¡§the differences between policies and realities¡¨ has a negative correlation with ¡§affective commitment¡¨ and ¡§contextual performance¡¨.

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

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 Ishikawa. The fourteen principles of quality, developed by Deming, were presented in Table 2.1. These principles had the goal of increased productivity, with less rework, less waste of manpower and material resources, resulting in a reduction of costs, to in turn give the organisation greater market share and ultimately better competitive position, by improving the overall quality of an organisation’s work processes. The concept of employee and organisational commitment was defined, and from this study it is evident that employee commitment towards the company is positive and therefore should have a positive effect on their operating environment. The product process flow for this manufacturing concern were discussed to give an overall view of the production processes used in this organisation. An empirical study was completed using a questionnaire survey to determine employee commitment at a manufacturing concern in Gauteng. The questionnaire used for this study was designed to focus on commitment towards internal quality only, to specifically evaluate employee perspective towards product quality, as well as the commitment towards the organisation. Analysis of the responses showed the questionnaire to be reliable and valid. Respondents indicated that they are committed towards the organisation in general across all constructs, but a lack in management trust was a predominant sentiment. The quantitative analysis showed that after a factor analysis was done on the two sections of the questionnaire, four factors for each section were considered as meaningful. These factors were: Affinity, quality awareness, autonomy and corporate image (employee commitment - section B) and employee commitment, task performance, job satisfaction and contextual performance (company relationship – section C). This indicated strong employee commitment towards the organisation. The qualitative results had four areas that all respondents felt needed some attention, and loaded negative towards the organisation. These were HR (trust in management, competency, communication and company culture), skills development, employee development and BBBEE. Thus, drawing conclusions from quantitative results alone could give a company a false sense of employee commitment towards the company and therefore overlook the importance of the roles that employees play in executing strategic plans. Conclusions regarding the findings of the research study were presented and recommendations for this organisation were made. These recommendations are merely a guideline that correlates directly to the empirical analysis made. The research study was evaluated against the primary and secondary objectives with the conclusion that both were achieved. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

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 Ishikawa. The fourteen principles of quality, developed by Deming, were presented in Table 2.1. These principles had the goal of increased productivity, with less rework, less waste of manpower and material resources, resulting in a reduction of costs, to in turn give the organisation greater market share and ultimately better competitive position, by improving the overall quality of an organisation’s work processes. The concept of employee and organisational commitment was defined, and from this study it is evident that employee commitment towards the company is positive and therefore should have a positive effect on their operating environment. The product process flow for this manufacturing concern were discussed to give an overall view of the production processes used in this organisation. An empirical study was completed using a questionnaire survey to determine employee commitment at a manufacturing concern in Gauteng. The questionnaire used for this study was designed to focus on commitment towards internal quality only, to specifically evaluate employee perspective towards product quality, as well as the commitment towards the organisation. Analysis of the responses showed the questionnaire to be reliable and valid. Respondents indicated that they are committed towards the organisation in general across all constructs, but a lack in management trust was a predominant sentiment. The quantitative analysis showed that after a factor analysis was done on the two sections of the questionnaire, four factors for each section were considered as meaningful. These factors were: Affinity, quality awareness, autonomy and corporate image (employee commitment - section B) and employee commitment, task performance, job satisfaction and contextual performance (company relationship – section C). This indicated strong employee commitment towards the organisation. The qualitative results had four areas that all respondents felt needed some attention, and loaded negative towards the organisation. These were HR (trust in management, competency, communication and company culture), skills development, employee development and BBBEE. Thus, drawing conclusions from quantitative results alone could give a company a false sense of employee commitment towards the company and therefore overlook the importance of the roles that employees play in executing strategic plans. Conclusions regarding the findings of the research study were presented and recommendations for this organisation were made. These recommendations are merely a guideline that correlates directly to the empirical analysis made. The research study was evaluated against the primary and secondary objectives with the conclusion that both were achieved. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

L’objectif de ce mémoire est de comprendre l’impact de la justice organisationnelle sur l’engagement organisationnel des travailleurs du secteur des technologies de l’information et des communications (TIC). Afin d’étudier ce sujet, trois hypothèses de recherche ont été formulés à partir des théories suivantes : 1- la théorie des attentes d’Adams (1965), 2- la théorie de l’échange social de Blau (1964) et 3- la théorie de Leventhal (1980). La première hypothèse stipule que, toutes choses étant égales par ailleurs, la justice distributive fait augmenter l’engagement affectif des travailleurs du secteur des TIC. La seconde hypothèse indique que toutes choses étant égales par ailleurs, la justice procédurale fait augmenter l’engagement affectif des travailleurs du secteur des TIC. La dernière hypothèse énonce que toutes choses étant égales par ailleurs, la justice procédurale a un impact plus important sur l’engagement affectif des travailleurs du secteur des TIC que la justice distributive. Les données utilisées proviennent d’une enquête par questionnaires électroniques auprès de l’ensemble des nouveaux employés d’une entreprise d’envergure internationale du secteur des TIC ayant un établissement à Montréal. Les employés ont été sondés à trois reprises. Les résultats indiquent que la justice distributive fait augmenter l’engagement affectif auprès des travailleurs, ce qui appuie la première hypothèse. Ils démontrent également qu’il n’existe aucune relation statistiquement significative entre la justice procédurale et l’engagement affectif. Seule la justice distributive a un effet sur l’engagement affectif du travailleur. Les résultats montrent l’existence de relations significatives et positives entre trois des variables de contrôle et l’engagement affectif. Il s’agit de : 1- travail sous supervision, 2- soutien organisationnel perçu et 3- satisfaction intrinsèque. / The purpose of this thesis is to analyze the impact of organizational justice on the organizational commitment of workers in the Information Technology and Telecommunications (ITC) sectors. In order to investigate this subject, we have formulated three hypotheses based on the following three theories: 1- Adams’ theory of expectations (1965), 2- Blau’s social exchange theory (1964) and 3- Leventhal’s theory (1980). The first hypothesis states that distributive justice increases worker’s affective commitment. The second hypothesis stipulates that procedural justice increases worker’s affective commitment. The last hypothesis states that distributive justice has a stronger influence on worker’s affective commitment than procedural justice. In order to test our hypotheses, we used data from an electronic-questionnaire. This questionnaire was addressed to all new hires of a global company in the ITC sector based in Montreal. Employees were surveyed at three separate occasions. The findings of this study confirm one of the research hypotheses. Indeed, results show that distributive justice increases worker’s affective commitment. Results also demonstrate that there is no statistically significant relationship between procedural justice and affective commitment. Only distributive justice has an effect on workers’ affective commitment. Finally, results show the existence of a significant and positive relationship between three control variables and affective commitment. These are: 1- Supervised work experience, 2- Perceived organizational support and 3-Intrinsic satisfaction.

This research explores the relationship between job insecurity, organisational commitment and work engagement amongst staff in a tertiary institution. The research was conducted through computer-aided telephone interviews and self-completion techniques. Of the total population (N=4460), a proportion of survey participants (n=260) were selected using a two-stage stratified probability sampling technique, proportional to size, across the different departments. Three instruments were administered among the survey participants, namely the Job Insecurity Scale (JIS), the Organisational Commitment Questionnaire (OCQ) and the Utrecht Work Engagement Scale (UWES). On the basis of the outcome of the study, a theoretical relationship was determined between job insecurity (JIS), organisational commitment (OCQ) and work engagement (UWES). An empirical study provided evidence on the relationship that exists between the three concepts. The results revealed that a statistically significant relationship exists between JIS and OQC as well as UWES, although the relationship is positive and weak (r=.286** for OCQ; r=.270** for UWES). These results are incongruent with previous studies and might suggest that previous studies failed to examine whether the nature and strength of the relationships between job security and its outcomes are different in situations with different levels of insecurity or threat. However, further analysis revealed a statistically significant relationship between some of the subscales. For instance, a positive statistically significant relationship was observed between perceived powerlessness and affective commitment (r=.304**), vigour (r=.346**), dedication (r=.350**) and absorption (r=.279**). The results imply that as participants feel insecure about the various job features and the job as a whole, they simultaneously express their commitment and energy as well as dedication to their work responsibilities and the organisation. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)

Organizational citizenship behaviors (OCB) constitute gestures of volunteers, all contributing to organizational efficiency. Such behaviors are essentially linked to helping behavior, usually characterized as practices associated with the feminine nature and present in professions such as nursing. Hence, the implementation of the present study aimed at understanding the influence of three predictors (affective commitment, involvement with work and job satisfaction) on the factors of organizational citizenship behavior (favorable climate, creative suggestions, system protection, and self-training cooperation with colleagues), taking into account gender issues. According to this end, we did a descriptive and quantitative. The sample consisted of 252 professional women of the nursing staff of a public hospital. The collection was done through a survey instrument containing the personal and functional data, followed by questions containing the Scales of Affective Organizational Commitment (SAOC) Involvement Scale with work (ISW); Job Satisfaction Scale (JSS) and Scale of Organizational Citizenship Behaviors (SOCB), developed by Siqueira (1995). The data were analyzed in three stages, with the help of SPSS software to perform statistical tests. In the first step, we tried to verify, through factor analysis, the composition of the variables for the formation of scale factors of organizational citizenship. The second step we analyzed the differences in perception on attitudinal antecedents. In the third stage, by hierarchical and stepwise regressions, we tested the influence of attitudinal antecedents on CCO. Regarding the assessment factor, this resulted in the formation of four factors including the variables of organizational citizenship. The mean analysis indicated the perceived affective attitudes in the hospital. Regression analysis for the attitudinal antecedents related to affective commitment showed a higher incidence of feelings of pride, when compared to feelings of courage; in relation to involvement with work showed that the personal connection to the work has a lower incidence in pleasant hours of work; regarding job satisfaction, interest in the task exceeded the attitudes of defense organization. Hence, the implementation of the present study has demonstrated the influence of affective variables have on organizational citizenship behaviors in the hospital. / Comportamentos de cidadania organizacional (CCO) se constituem de gestos voluntários, os quais contribuem para a eficiência organizacional. Tais comportamentos têm sua essência ligada a comportamentos de ajuda, caracterizados geralmente como práticas associadas a natureza feminina e presentes em profissões como a enfermagem. Assim, a realização do presente estudo teve como propósito compreender a influência de três preditores (comprometimento afetivo, envolvimento com o trabalho e satisfação no trabalho) sobre os fatores de comportamento de cidadania organizacional (clima favorável, sugestões criativas, proteção ao sistema, autotreinamento e cooperação com os colegas), levando em consideração as questões de gênero. Para tanto, realizou-se uma pesquisa de caráter descritivo, de natureza quantitativa. A amostra foi composta por 252 profissionais femininos da equipe de enfermagem de um hospital público. A coleta foi feita através de um instrumento contendo o levantamento de dados pessoais e funcionais, seguidas de questões contendo as Escalas de Comprometimento Organizacional Afetivo (ECOA); Escala de Envolvimento com o trabalho (EET); Escala de Satisfação no Trabalho (EST) e, Escala de Comportamentos de Cidadania Organizacional (ECCO), elaboradas por Siqueira (1995). Os dados obtidos foram analisados em três etapas, com o auxilio do software SPSS para a realização dos testes estatísticos. Na primeira etapa, procurou-se verificar, através de análises fatoriais, a composição das variáveis para a formação dos fatores da escala de cidadania organizacional. A segunda etapa analisouse as diferenças de percepção relativa aos antecedentes atitudinais. Na terceira etapa, através de regressões hierárquicas e stepwise, testou-se a influência dos antecedentes atitudinais sobre CCO. No que concerne a avaliação fatorial, esta resultou na formação de quatro fatores compreendendo as variáveis de cidadania organizacional. A análise das médias apontou as atitudes afetivas percebidas no ambiente hospitalar. A análise de regressão para os antecedentes atitudinais relacionada ao comprometimento afetivo apontou uma maior incidência de sentimentos de orgulho, quando comparado a sentimentos de ânimo; em relação ao envolvimento com o trabalho, demonstrou que a ligação pessoal ao trabalho possui menor incidência que as horas agradáveis de trabalho; quanto à satisfação no trabalho, o interesse nas tarefas superou as atitudes de defesa da organização. Assim, a realização do presente estudo, permitiu comprovar a influência das variáveis de natureza afetiva sobre comportamentos de cidadania organizacional no ambiente hospitalar.