by Lee Siu-Chun, Daisy. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1992. / Includes bibliographical references (leaves 61-62). / abstract --- 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

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Thesis (DPhil)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: This study examined organisational identity from a substantive and methodological point of view. With the burgeoning interest in the organisational identity construct, there have been a multitude of perspectives and meanings associated with the term. These perspectives formed the basis of three juxtapositions used to evaluate the nature of knowledge generated by various research designs used to study organisational identity. These designs included survey design, content analysis, case study design, ethnography, narrative analysis and discourse analysis. I concluded that the choice for a particular research design does constrain or make possible the generation of different types of knowledge regarding OI. The effect of design type has long been suspected and argued for, and this study provides further substantiation for this view. The choice of research design is not a neutral one but plays an integral role in the nature of the knowledge generated, and should be taken seriously as part of the research process. Also from a methodological perspective, the aim was to explore whether an Internet-based, open-ended qualitative survey could provide a suitable description of organisational identity, and whether it would be possible to develop identity narratives from these responses. Data was gathered in a South African based multi-national engineering firm, the result of a recent merger of two engineering firms. Based on the responses to the survey, I was able to develop descriptive narratives of each of (what had been termed) the heritage organisations, each narrative comprising a series of inter-related identity statements capturing various facets of organisation identity. Three broad narratives for each heritage organisation dealt with the nature of the organisation and its position in the market, the importance of the profession and clients, and the value of people in the organisation. Given the pervasive nature of technology, and that work in many corporate and professional settings is conducted via the internet, an internet-based qualitative survey allows information regarding organisational identity to be gathered fairly easily. The research undertaken in this study thus adds to the body of knowledge surrounding the use of a web-based qualitative survey in accessing organisational identity, and suggests that this form of data gathering in the organisation can be successful, provided that participants are computer literate and have access to the Internet. The organisations in question were chosen as merger partners due to their similarity, and using the descriptive narratives developed from the survey, I was able to examine the question of distinctiveness in similar organisations, which has not yet been addressed. Despite the similarities, the identity of both organisations was arguably distinct, and this could be traced to two factors. The first was an element of social actor, in this case the size of the organisation, which coupled with other factors influenced organisation identity in very specific ways. Secondly, distinctiveness arose from the construction of meaning around specific elements of the social actor by members of the organisations. Thus, much like personal identity, organisational identity is associated with similarity and difference (Buckingham 2008). / AFRIKAANSE OPSOMMING: g Hierdie studie het ten doel gehad om the konsep van organisasie-identiteit te ondersoek vanuit ‘n substantiewe en metodologiese hoek. Die groeiende belangstelling in die konstruk van organisasieidentiteit, gee aanleiding daartoe dat meervuldige perspektiewe en betekenisse aan die term gegee word. Hierdie verskillende perspektiewe vorm die basis van drie naasmekaarstellings wat gebruik word om die aard van kennis, wat geskep word deur verskillende navorsingsontwerpe in die studie van organisasie-identiteit, behoorlik te bestudeer. Hierdie navorsingsontwerpe sluit in opnamestudies, inhoudsanalise, gevallestudies, etnografiese studies, teksontledings en diskoers analise. Ek het tot die gevolgtrekking gekom dat die keuse van ‘n bepaalde navorsingsontwerp weliswaar beperkend of fasiliterend van aard kan wees in die skep van verskillende kennisbasisse rondom organisasie-identiteit. Die impak van die tipe navorsingsontwerp word lankal reeds vermoed, en hierdie studie lewer verdere ondersteuning vir hierdie standpunt. Die keuse van ‘n navorsingsontwerp is nie neutraal nie maar speel ‘n integrale rol in die aard van die kennis wat geskep word en behoort aandag te geniet in the navorsingsproses. Vanuit ‘n metodologiese perspektief was die doelwit ook om te bepaal of ‘n internet-gebaseerde, oopeinde kwalitatiewe opname, ‘n toepaslike beskrywing en begrip van organisasie-identiteit kan lewer en of dit moontlik sou wees om identiteits-ontledings vanuit hierdie response te genereer. Data opnames is gedoen in ‘n Suid-Afrika-gebaseerde internasionale ingenieurskonsultasiefirma, wat bestaan uit twee saamgesmelte firmas. Die response uit die opname het my toegelaat om beskrywende narratiewe van beide die oorspronklike organisasies te ontwikkel. Elk van hierdie bestaan uit ‘n reeks van interafhanklike stellings oor identiteit wat die verskeie fasette van organisasie-identiteit verwoord. Daar was drie narratiewe vir elkeen van die oorspronklike organisasies en hierdie het gefokus op die aard en markposisionering van die organisasie, die belangrikheid van die professie en kliente en die waarde van mense binne die organisasie. Gegewe die deurtastende aard van tegnologie in veral korporatiewe en professionele omstandighede, sal ‘n internet-gebaseerde kwalitatiewe opname die verkryging van inligting rondom organisasie identiteit vergemaklik. Die navorsing onderneem in hierdie studie dra dus by tot ons begrip van die toepassing van internet-gebaseerde kwalitatiewe opnames in die taksering van organisasie identiteit. Dit dui aan dat hierdie vorm van data-insameling in ‘n organisasie sukesvol kan wees indien die respondente rekenaarvaardig is en toegang tot die internet het. Die organisasies wat in die studie gebruik is, het tot ‘n groot mate saamgesmelt aan die hand van hulle soortgelyke aard en waardes. Deur die beskrywende narratiewe te gebruik wat uit die opname ontwikkel is, kon ek die vraagstuk van onderskeidenheid in soortgelyke organisasies ondersoek, wat tot op daardie stadium nie gedoen was nie. Ongeag die ooreenkomste, is bevind dat die identiteit van beide die organisasies wel merkbaar verskil en dat dit toegeskryf kan word aan twee faktore. Die eerste hiervan is geeien as ‘n sosiale agent, in hierdie geval die grootte van die organisasie, wat tesame met ander faktore die organisasie-identiteit op spesifieke manier beinvloed het. Die tweede faktor onstaan uit die konstruksie van betekenis rondom spesifieke elemente van die sosiale agent deur lede van die organisasies. Dit is dus duidelik dat organisasie-identiteit, soos persoonlike identiteit, geassosieer word met ooreenkomste en verskille (Buckingham 2008)

The purpose of this research is to develop and empirically test a conceptual framework for examining the effects of advertising exposure on consumer memory so as to better understand the information processing of advertisements. Patterns and levels of performance on various tests of memory for different advertisement components are interpreted within the framework of a memory model adapted from the well-known SAM model in psychology. Predictions are made regarding the effects on recall, recognition, and indirect test performance of an ad's execution strength and relevance to the main message elements, and elaboration (semantic versus nondirected). The general diagnostic procedures are illustrated in a study of humor in advertising. Subjects viewed print ads with variations in the humorous execution's strength and relevance to the brand claims either without explicit instructions to elaborate or with a task requiring semantic elaboration of the links between the humor and the brand claims. Subsequently they completed a (direct) recognition or recall task, or an indirect test of memory for various ad components. The results, though not entirely systematic, show that memory for the brand name and brand claim components vary as a function of stimulus characteristics and the processing operations at encoding. Second, the findings show that the ad components may facilitate or interfere with each other. High levels of attention to one ad component may lead to lower memory performance on other components. Third, this research shows how a theory-based set of comparisons of memory test performance may be used to identify the locus of effects, viz., at encoding or at retrieval. Memory failures due to lack of encoding attention to the ad are distinguished from the inability to retrieve the encoded information later. Finally, the study demonstrates the use of indirect tasks in testing advertising effects that implicate implicit retrieval processes from memory. The patterns of parallel versus dissociated performance on traditional direct versus indirect tests offer insights into various types of advertising effects on memory. The academic and managerial implications of the findings are discussed.

M.A. (Clinical Psychology) / In recent times an increasing trend has been seen towards approaching coronary heart disease (CHO) in a wider context. The best present research suggests that coronary heart disease is not a purely medical-physiological condition, nor is it an inevitable consequence of the aging process. Behavioral factors are as important in the development of CHO as are physiological processes, and the most salient behavioural pattern in this regard appears to be the Type A coronary prone behaviour pattern (TABP). Views regarding the aetiology of TABP are as yet inconsistent and the research evidence inconclusive, but it would seem that the family of origin is an important factor in the transmission of this behavioural pattern ...

D.Litt et Phil. / Questions relating to organisational roles in industry are studied in terms of personality factors as well as the associated group behaviours. A two dimensional model is conceptually constructed according to which eight role sets can be placed in relation to Introversion vs Extroversion on one axis and Group vs Self Orientation on the other. The research is aimed at establishing the homogeneity of natural work groups and comparing the preferred team role profiles of different groups with one another. By means of the procedure and methodology used in the study it becomes possible to analyse group compositions, establish role requirements and to compare these role requirements with an individual's role preferences. A questionnaire, that measures a person's predisposition towards these roles, was used for ranking the order of 1415 respondent's role preferences. The statistical significance of the homogeneity of 40 organisational job groups are calculated by means of the Kendall Coefficient of Concordance and reported in the study. The different group profiles are compared using the Chi-square statistic for 2x2 tables. By means of this comparison, the similarities and differences between job groups are indicated in terms of status level, hierarchical relationships, titles and job types. Significant homogeneity, below the 0.05% level, is reported for 90% of the job-related groups selected for the study. Of these homogeneous groups, 75% indicated significance levels below 0.001%. The similarities and differences between groups were identified for each role set and meaningful conclusions could be reached regarding the reasons why these differences were observed. The conclusions drawn from the study are that job-related groups are homogeneous in terms of role composition, that differences between groups are significant, and that the extent of a person's adaptation to meet the requirements of another role can be judged according to his predispositions towards that role.

Personality is defined as inter-individual variation of behavioral traits while maintaining intra-individual stability. The focus of this study was to observe distinct personality trait categories, establish baseline personality trait phenotypes for the juvenile population, and compare the personality phenotypes between different categories, such as sex or generation. Three personality traits were studied—sociability, curiousity, and boldness—based on the percentage of time individuals spent with conspecifics, human researchers, and their mothers, respectively. The surveyed individuals significantly varied positively and negatively from the means of each trait, and no significant difference for any trait was found between males and females, or across time periods. A moderately strong correlation was discovered between two personality traits, boldness and curiousity, suggesting a personality syndrome. The second primary goal was to use the aforementioned baseline to determine if personality traits can be used to predict neophilic behavior specific to human-dolphin communication research. Six of the study subjects were more prone than their peers to engage with the two-way work, and these individuals were more bold—spent less time with their mothers—than the other subjects. This suggests that boldness has some predictive capabilities towards this type of neophilia. / Includes bibliography. / Thesis (M.S.)--Florida Atlantic University, 2016. / FAU Electronic Theses and Dissertations Collection

<p>In this thesis work I have been working with two traffic simulators called Hank and ST Software. Hank is a research tool at the University of Iowa and ST Software is a commercial product. To evaluate which of these is the most suitable for behavior research I have implemented three types of intelligent agents: Overtaking Agent, Traffic Light Agent and Meeting Agent. The thesis work was extended by adding the possibility for realistic human behavior to the agents.</p><p>The result indicated that Hank allowed for greater control over behavior while ST Software allowed for faster and easier implementation.</p>

The purpose of this thesis was to determine whether the NEO Personality Inventory-Revised (NEO PI-R) could account for significant variance within a measure of personality developed for the intellectually disabled (i.e., the Reiss Profile of Fundamental Motives), as well as to consider their comparative validity. The NEO PI-R and the Reiss Profile of Fundamental Motives were administered to 127 undergraduate students in conjunction with the Personality Research Form (PRF) and the Behavior Report Form (BRF). The NEO PI-R was able to account for a substantial amount of variance in the Reiss Profile scales, and the Reiss and the NEO accounted for approximately equivalent amounts of variance in the PRF and BRF. Implications for general personality research as well as additional research with a sample of adults with intellectual disability are discussed.

In this thesis work I have been working with two traffic simulators called Hank and ST Software. Hank is a research tool at the University of Iowa and ST Software is a commercial product. To evaluate which of these is the most suitable for behavior research I have implemented three types of intelligent agents: Overtaking Agent, Traffic Light Agent and Meeting Agent. The thesis work was extended by adding the possibility for realistic human behavior to the agents. The result indicated that Hank allowed for greater control over behavior while ST Software allowed for faster and easier implementation.