This study is about the relationships among compensation satisfaction, job satisfaction, organizational commitment and turnover intention. The major purpose of this research is to use two mental factors of job satisfaction and organizational commitment for examining the existence of mediation effects in between compensation satisfaction and turnover intention. Therefore, using compensation satisfaction as independent variables, job satisfaction and organizational commitment as mediator variable, and turnover intention as dependent variable to probe into the relation among the compensation satisfaction, job satisfaction, organizational commitment and turnover intention. This research was using the method of questionnaire survey together with various kind of statistic analysis. Analysis on 928 workers shows: 1. Compensation satisfaction, job satisfaction and organizational commitment reveals outstanding positive relation. 2. Compensation satisfaction, job satisfaction, organizational commitment and turnover intention reveals outstanding negative relation. 3. Two mental factors of job satisfaction and organizational commitment, have mediating effects between compensation satisfaction and turnover intention. According to the results of research, provides business managers when they try to manage and prevent employees¡¦ turnover, the can increase employees¡¦ compensation satisfaction, job satisfaction and organization commitment to decrease employees¡¦ turnover intention, and turnover behavior will reduce.

This research will focus on the following items. 1. The difference of the personality characteristic among different generation employees. 2. The difference in personal variation for personality characteristic, organization commitment, job satisfaction, and turnover tendency. 3. The influence of the personality characteristic on organization commitment, job satisfaction, and turnover tendency. 4. To discuss the relationship of the personality characteristic on organization commitment, job satisfaction, and turnover tendency whether interfered by the different generation. The target of research was the employees who work in domestic enterprises, and adop a questionnaire method to collection data, which sending out 1,051 questionnaires, and recovering 962. The recovery rate reaches to 92%, after eliminating 26 invalid questionnaires, we got 936 valid questionnaires, and the valid recovery rate was 89%. We will make analysis through the method includes descriptive analysis, factor analysis, letter degree analysis, independent sample t test, one way ANOVA, Pearson¡¦s correlation analysis and multiple regression analysis. The research finding as follows. 1. The personality characteristic among different generation employees have no obvious difference. There is only the difference in degree between the inner-controlled and outer-controlled personality characteristic. There is no absolute dichotomization, and most people are being between the both. There is also no absolute boundary between A type personality and B type personality, most people may own two kinds of personality characteristics in the meantime, just one kind of them is more obvious. 2. There are quite differences among the personality characteristic, organization commitment, job satisfaction, and turnover tendency, which caused by personal variable (include sex, age, marriage appearance, level of education, work seniority and job title). 3. When the employee tends to inner-controlled personality characteristic, the degree of job satisfaction and organization commitment is higher. 4. When the employee tends to inner-controlled personality characteristic, the turnover tendency becomes lower. 5.When the employee tends to ¢Ï type personality characteristic, the degree of job satisfaction and organization commitment, the turnover tendency are more high. 6. The relationship between inner-controlled and outer-controlled personality characteristic, and job satisfaction was obviously interfered by "Generation". 7. The relationship between inner-controlled and outer-controlled personalitycharacteristic, and organization commitment was obviously interfered by "Generation". 8. The relationship between inner-controlled and outer-controlled personality characteristic, and turnover tendency was not interfered by "Generation". 9.The relationship between ¢Ï type personality characteristic, job satisfaction, organization commitment and turnover tendency was not interfered by "Generation".

Medarbetarskap har fått mer betydelse i det svenska arbetslivet under de senaste decennierna. Många organisationer strävar efter att förbättra samarbetet inom och över avdelningsgränserna samt chefens och medarbetarens relation. Arbetstagaren har till stor del övergått till att ta en mer aktiv roll i arbetet. Enkätundersökningen (N = 139) genomfördes i en statlig myndighet där medarbetarskap undersöktes utifrån F. Hällstén och S. Tengblads (2006) modell. Medarbetarskap kopplades till arbetsmotivation och lojalitet mot organisationen även intressanta likheter och skillnader undersöktes. Resultatet visar hur det rådande medarbetarskapet ser ut och kan utvecklas. Ett positivt samband uppvisades mellan medarbetarskap och arbetsmotivation samt lojalitet mot organisationen. Studien fann att upplevelsen av medarbetarskap är högst individuellt. Tidigare forskning har utgått ifrån ledningens och chefens perspektiv medan vår studie som kontrast utgick ifrån medarbetarens perspektiv. Detta uppmanar framtida forskning att undersöka båda perspektiven i en studie för att få en sammanfattande helhetsbild av fenomenet medarbetarskap.

Previous research has identified commitment as one of the major contributing factors in group conflict and this study extends this line of research by considering group conflict as a result of varying members’ prior commitment for groups working on judgmental tasks with a unanimous decision rule. The goal of the group working on a judgmental task is to reach consensus but unanimous decision rule further complicates the decision making process as it requires every member to agree with group’s decision. Given this setting, prior commitment was expected to result in higher group conflict and this elevated level of conflict to have more negative affect on the group. With three judgmental cases formulated, subjects were divided into post-decision and pre-decision groups. In the post-decision groups, each subject was individually presented with each case first and committed to his own decision. With these prior commitments, subjects reached a unanimous decision through a group discussion. In the pre-decision groups, subjects reached a group decision without any prior commitment to their own decisions. Results showed signs of prior commitment contributing to group conflict. Furthermore, the post-experimental questionnaire showed that higher group conflict translates to more negative affects on the perceived performance, the extent to which members agree with the group’s decision, feeling toward other members and willingness to work with the same group.

This study focuses on environmental commitment in the tourist accommodation industry, with particular emphasis on a case study of Sanya, Hainan, China. Both the beneficial and detrimental attributes of tourism accommodations are discussed in this thesis. On a worldwide basis, negative environmental and social impacts associated with the accommodation industry have spurred the formation of many non-regulatory initiatives aimed at improving the sustainability of accommodations and their related activities. Furthermore, as China is a country that is relatively new to tourism and is affected by burgeoning growth, it is imperative to determine the level of environmental commitment in the industry. Through this analysis, potential methods can be assessed that can be imperative in moving the tourism accommodation industry in Sanya, and subsequently worldwide, towards sustainable action. In order for the latter to occur, a study was conducted in 2004-05 to identify the motivating, organizational and impeding factors that affect the level of environmental commitment in the Sanya accommodation industry. These factors were assessed using qualitative and quantitative data collection and analysis in an attempt to provide insight into the gap between attitude and action in relation to sustainability in the tourist accommodation industry. This thesis discusses the major conclusions derived from this study and provides insight as well as recommendations as to what affects the level of environmental commitment in an accommodation facility and how this information can be utilized to motivate sustainability.

Purpose - The aim of this article is to explain how customer commitment, measured as affective, continuance, and normative commitment, relates to the complexity of a service. Design/methodology/approach - Data were collected from a questionnaire distributed to practicing dentists in Sweden, which capitulated a sample of 128 respondents. Nine hypotheses were tested in T-tests, Pearson’s correlation test and regression analyses. Findings – Results show that customer commitment is significant related to the complexity of a service. Affective commitment is found to be strongest in a complex service while continuance commitment is stronger in a simple service. Research limitations/implications – The research show how customer commitment differs between a complex and a simple service which can be used by managers and marketers when they design marketing activities. The results can also be used as a basis for market segmentation according to commitment dimensions.  Originality/value – The value of this research resides in the findings that there is support for that the complexity of the service is affecting the degree and dimension of commitment. To the author’s knowledge little research has focused on the complexity of a service and its effects on customer commitment.

Previous research has identified commitment as one of the major contributing factors in group conflict and this study extends this line of research by considering group conflict as a result of varying members’ prior commitment for groups working on judgmental tasks with a unanimous decision rule. The goal of the group working on a judgmental task is to reach consensus but unanimous decision rule further complicates the decision making process as it requires every member to agree with group’s decision. Given this setting, prior commitment was expected to result in higher group conflict and this elevated level of conflict to have more negative affect on the group. With three judgmental cases formulated, subjects were divided into post-decision and pre-decision groups. In the post-decision groups, each subject was individually presented with each case first and committed to his own decision. With these prior commitments, subjects reached a unanimous decision through a group discussion. In the pre-decision groups, subjects reached a group decision without any prior commitment to their own decisions. Results showed signs of prior commitment contributing to group conflict. Furthermore, the post-experimental questionnaire showed that higher group conflict translates to more negative affects on the perceived performance, the extent to which members agree with the group’s decision, feeling toward other members and willingness to work with the same group.

This study focuses on environmental commitment in the tourist accommodation industry, with particular emphasis on a case study of Sanya, Hainan, China. Both the beneficial and detrimental attributes of tourism accommodations are discussed in this thesis. On a worldwide basis, negative environmental and social impacts associated with the accommodation industry have spurred the formation of many non-regulatory initiatives aimed at improving the sustainability of accommodations and their related activities. Furthermore, as China is a country that is relatively new to tourism and is affected by burgeoning growth, it is imperative to determine the level of environmental commitment in the industry. Through this analysis, potential methods can be assessed that can be imperative in moving the tourism accommodation industry in Sanya, and subsequently worldwide, towards sustainable action. In order for the latter to occur, a study was conducted in 2004-05 to identify the motivating, organizational and impeding factors that affect the level of environmental commitment in the Sanya accommodation industry. These factors were assessed using qualitative and quantitative data collection and analysis in an attempt to provide insight into the gap between attitude and action in relation to sustainability in the tourist accommodation industry. This thesis discusses the major conclusions derived from this study and provides insight as well as recommendations as to what affects the level of environmental commitment in an accommodation facility and how this information can be utilized to motivate sustainability.

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.

This paper attempts to illustrate a gap when it comes to the knowledge about unpaid volunteers in Swedish organisations. The person-oriented explanations of individual preferences when choosing an orientation in which to volunteer does not suffice to explain and enlighten the fact that there is a gender-based division that orientates women towards voluntary work within organisations with a social direction, while men tend to choose sports-oriented voluntary tasks. This illustrates a pattern that is common in society in general. Eight interviews including four women volunteering in socially oriented organisations and four men in sports-oriented organisations have been conducted. An attempt has been made to explain results from earlier research as well as the respondents reasoning about their voluntary work with gender related theories. The aim has been to situate individual choices of preference to a larger context that illustrates those as not completely individual but also as formations that makes a symphony with the general ideas about feminine and masculine qualities.