Thesis (M.A.)--Brock University, 2009. / Includes bibliographical references (leaves 137-149).

Thesis (M.Psych.Org.) - University of Queensland, 2006. / Includes bibliography.

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D.Litt. et Phil. (Sociology) / The proportions which family problems have assumed in South Africa, led to an increased demand for research on variables related to the development of marital and family integration. The aim of this study is to conceptualise and operationalise the term commitment to marriage, and to investigate its relation to marital integration. Using a countrywide random sample of white married couples in a combined telephone postal survey, it was found that the term commitment to marriage is a multi-dimensional concept, referring to a long-term perspective, involvement in growth of the relationship, and conformity to underlying values. It was found that commitment to marriage makes a statistically significant contribution towards the explanation of marital integration.

This study investigated differences in level of commitment between married and non-married individuals, effects of demographic variables by age, gender, parenting status, and ethnicity, and determines participant's awareness of and participation in the Oklahoma Marriage Initiative (OMI) were investigated. Students from a rural Oklahoma junior college completed the Perceptions of Commitment survey during spring 2004. Responses related to levels of commitment, social exchange theory, expectations, and communication were collected. T-test analysis revealed no differences in level of commitment for any of the variables investigated. Data revealed the majority of participants were unaware of OMI and had never attended a program and do not plan to in the future. Implications of this research may be useful to future investigators who are interested in the Perceptions of Commitment survey and those focusing on marriage education programs to meet the needs of targeted audiences.

The major purpose of this study was to investigate the relationship between commitment to one's profession and commitment to one's employer and the role this relationship plays in predicting satisfaction, performance and turnover. In order to accomplish this purpose the antecedents and outcomes of the commitments were modeled and tested using covariance structural modeling techniques. The data source was the 1990 Kaiser Permanente, Northwest Region Employee Survey. The study included a wide range of occupations. The literature is ambiguous about the definition and measurement of professional and organizational commitment. Professional commitment is characterized either as a unidimensional or multidimensional construct where only members of the traditional professions are included. Organizational commitment is defined either as investments in the organization or as alignment of attitudes and goals. Organizational and professional commitment are rarely studied in unison and have never been modeled in unison as independent variables in a system of antecedents and outcomes. A first and second-order confirmatory factor analysis demonstrated that measures of education, job demands, age tenure, organizational characteristics, rewards, professional commitment, organizational commitment, satisfaction, performance and turnover measures were reliable, valid and not redundant. A model of the relationships among the variables was tested using general maximum likelihood procedures in SAS. Organizational characteristics were the single best predictor of both commitments. When the commitments were modeled and tested in unison, the results indicate that organizational commitment plays a minor role in predicting outcomes. Professional commitment was the best predictor of satisfaction and performance. The structural model was unable to account for turnover. A regression analysis showed that organizational commitment was the most important variable for predicting turnover. The Analysis of Variance results supported differences across occupations for the professional commitment measure. Managers and professionals had the highest level of professional commitment.

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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. / Ph. D.

This dissertation investigates the determinants of career commitment in an organizational setting. It utilizes the results of a mailed survey sent to a sample of Salvation Army officers in the United States. A major portion of the work involves the examination of the commitment concept as a dependent variable. The emphasis is on social psychological predictors with a view to developing a predictive model suitable for screening and applicant evaluation. A path analytic strategy is employed to analyze the multivariate relationships. Included in the analysis is the decomposition of the effect of the predictors on the commitment variable. A reduced model emerges from the preliminary analysis and is itself subjected to analytic scrutiny. / Ph. D.

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. / Master of Science