<p>Organisations are by nature, dynamic entities that continuously undergo transformation in response to both internal and external pressures, which are imposed on them (Robbins, Odendaal &amp / Roodt, 2003). Government departments are by no means immune to these changes, which pose challenges that affect their service delivery. During periods of fundamental transformation, individuals typically experience changes in their levels of organisational commitment, which impacts on effective and efficient service delivery. Organisational commitment as an area of research is one of the factors that could lead to greater morale, strong organisational climate, motivation and productivity in many organisations facing transformation (Salami, 2008). The aim of this study was to investigate the level of organisational commitment after a transformation process at a Provincial Government Department. Recent organisational transformations (both in the private and public sector) have included the redrawing of divisional boundaries, flattening of hierarchic levels, spreading of spans of control, revising compensation, streamlining processes and reforming governance (Ndlovu &amp / Brijball Parusumar, 2005). The results of the research indicate that employees are moderately committed to the organisation. Statistically significant relationships were found between the dimensions of organisational commitment, except for affective commitment and total commitment which were not significant.&nbsp / Furthermore, results indicate that statistically significant differences exist based on the biographical characteristics (namely, gender, race, tenure, marital status, age and job level) but these characteristics do not significantly explain the variance in organisational commitment for this organisation. A limitation of the research is that the sampling composition and research design preclude the results of this study being generalised to other organisations and it is recommended that a stratified random sampling design be utilised for future research.</p>

Nowadays the companies want to make sure that they have strong resources that can face the rapid changes in the environment. One of the most important resources is human resources. The interest of the companies to have committed employees have been increased because there is a big difference between the performance of committed employees and the rest of the employees. Committed employees perform well in the organization and help the organization to grow and face the competitive environment. Based on this, this research aims to evaluate and study the relationship between organizational commitment and individual performance.To do this one of the Multinational corporation(MNC) is selected, this MNC is the Japanese company Kansai Paint who has one subsidiary in Pakistan. The theoretical model of this study was formulated based on one dependent variable which is the individual performance and three independent variables which are an affective commitment, continuance commitment and normative commitment.The data of the research was collected by questionnaires which sent to 100 employees on Kansai Paint in Pakistan, and SPSS testing was used to analyze the data. The finding of the study exposed that the affective commitment, continuance commitment and normative commitment have a positive impact on the individual performance. At the end of the research, the conclusion of the research was drawn and several of recommendations were developed.

The objectives of the study were: (1) to determine the relationship between organisational commitment (measured by the Organisational Commitment Scale), retention factors (measured the Retention Factor Scale) and job embeddedness (measured by the Job Embeddedness Questionnaire), and (2) to determine whether employees from different gender, age, race, marital status, tenure and job level groups differ significantly in their levels of organisational commitment, retention factors and perceived job embeddedness. A quantitative survey was conducted on a purposive sample (N = 206) of medical and IT service staff in the South African client service sector. Correlational and inferential statistical analyses revealed significant relationships between organisational commitment, retention factors and perceived job embeddedness. Significant differences between gender, age, race, marital status, tenure and job level groups were also found. The findings contribute valuable insight and knowledge to the field of Career Psychology that can be applied in the retention of employees in the medical and IT industry. The study concludes with recommendations for future research and practice. / Industrial and Organisational Psychology / (M.Comm. (Industrial and Organisational Psychology))

Magister Scientiae - MSc (Medical BioSciences) / Organisations are by nature, dynamic entities that continuously undergo transformation in response to both internal and external pressures, which are imposed on them (Robbins, Odendaal & Roodt, 2003). Government departments are by no means immune to these changes, which pose challenges that affect their service delivery. During periods of fundamental transformation, individuals typically experience changes in their levels of organisational commitment, which impacts on effective and efficient service delivery. Organisational commitment as an area of research is one of the factors that could lead to greater morale, strong organisational climate, motivation and productivity in many organisations facing transformation (Salami, 2008). The aim of this study was to investigate the level of organisational commitment after a transformation process at a Provincial Government Department. Recent organisational transformations (both in the private and public sector) have included the redrawing of divisional boundaries, flattening of hierarchic levels, spreading of spans of control, revising compensation, streamlining processes and reforming governance (Ndlovu & Brijball Parusumar, 2005). The results of the research indicate that employees are moderately committed to the organisation. Statistically significant relationships were found between the dimensions of organisational commitment, except for affective commitment and total commitment which were not significant. Furthermore, results indicate that statistically significant differences exist based on the biographical characteristics (namely, gender, race, tenure, marital status, age and job level) but these characteristics do not significantly explain the variance in organisational commitment for this organisation. A limitation of the research is that the sampling composition and research design preclude the results of this study being generalised to other organisations and it is recommended that a stratified random sampling design be utilised for future research. / South Africa

L’objectif de cette recherche est d’étudier l’influence du comportement et des affects sur l’intention de continuer l’usage d’une technologie de l’information, l’Internet Mobile. Un modèle conceptuel a été développé en se basant sur les recherches antérieures (notamment le modèle TAM et le modèle ECM) et une recherche qualitative. Ce modèle de la continuité d’usage permet d’étudier l’impact du comportement présent (usage et satisfaction) sur les réponses futures (intention de continuer l’usage). L’usage et la satisfaction sont influencés par les perceptions de l’Internet Mobile (utilité, facilité, amusement, valeur et qualité). Les relations du modèle sont modérées par un ensemble de variables modératrices (genre, âge et ancienneté d’usage). La collecte des données a été effectuée à l’aide d’un questionnaire en ligne. L’analyse des données par les équations structurelles a permis de valider empiriquement onze hypothèses de recherche issues de ce modèle. Les résultats suggèrent que l’intention de continuer l’usage de l’Internet Mobile est déterminée par l’usage de ce service et par la satisfaction des utilisateurs. La satisfaction des utilisateurs, à son tour, est influencée par la facilité, l’amusement et la qualité des services alors que l’usage est déterminé par l’utilité, la facilité, l’amusement et la valeur. Les implications managériales et théoriques, ainsi que les voies futures de recherche ont été mises en perspectives / The purpose of the current research is to investigate the influence of behavior and affect on the continuance intention of an information technology, the Mobile Internet. A conceptual model, based on a literature review (including the models TAM and ECM) and a qualitative research, is proposed. This post-adoption model examines the impact of the actual behavior (usage and satisfaction) on future responses (continuance intention). Usage and satisfaction are influenced by Mobile Internet post-adoption beliefs (usefulness, ease of use, enjoyment, value and quality). A number of moderating variables are included (gender, age and past experience). Data collection was performed using a web questionnaire. Data analysis by structural equation has empirically validated eleven research hypotheses derived from this model. The results suggest that mobile Internet continuance intention is determined by usage and satisfaction. User satisfaction, in turn, is influenced by ease of use, enjoyment and quality while usage is determined by usefulness, ease of use, enjoyment and value. Theoretical and managerial implications of the results are discussed. Finally, suggestions concerning future research about Mobile Internet are presented

Purpose - The purpose of this thesis was to explain the influence of organizational commitment on employee turnover within the audit industry.  Design/methodology/approach - The thesis has a quantitative methodology, and a deductive and explanatory approach. Hierarchical regressions were used to investigate data gathered through a survey.  Findings - The main results revealed that all dimensions of organizational commitment had a negative relation to turnover intentions, where affective commitment was the strongest predictor. Career opportunities had a positive relation to affective commitment and sense of obligation had a positive relation to normative commitment.  Research limitations - The study was performed during the busy season and the Covid-19 pandemic, which potentially could have impacted the results. Snowball sampling was used, which means the non-response rate and the population could not be determined.  Practical implications - Since affective commitment was the strongest dimension to explain turnover intentions, organizations should mainly focus on strategies related to that dimension in order to avoid undesired employee turnover.  Originality/value - This thesis has tested all three dimensions of organizational commitment among audit assistants in Sweden. While previous research has mainly focused on the affective dimension and a mixture of occupational groups within the accounting sector.

The rise of social media platforms in the modern world of business has shaped how organizations undertaketheir day-to-day business activities. This has in return increasingly attracted several studies on howbusinesses can optimally harness the benefits of social media platforms through adoption and continuedusage of these platforms. This paper therefore endeavored to conduct a quantitative study on factors ofunified theory of acceptance and use of technology (UTAUT) by extending the original model by Venkateshet al.,. (2003) in integrating continuance to test their impact on adoption and continuance. These factorsinclude (performance expectancy, perceived trust, perceived risk, facilitating condition, effort expectancyand perceived enjoyment) which were tested against adoption and continuance usage of social mediaplatforms among small new ventures in Sweden, an area we consider new and fragmented in focus basedon existing literatures. Through a systematic investigation, empirical data testing from small new ventures in Sweden, findingspositively identified perceived trust and facilitating conditions to have a positive influence on adoption ofsocial media platforms while effort expectancy and perceived enjoyment were found to have a positiveimpact on continuance usage of social media platforms. However, we did not find significant moderatingeffect of perceived risk and performance expectancy on adoption and continuance usage. The findings of this research present a practical and pragmatic approach that small new ventures, founders,leaders and managers of these businesses in Sweden can apply to maximize on the benefits associated withadoption and continuance usage of social media platforms.

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)

The primary objectives of the study were as follows: (1) to explore the relationship between career anchors (as measured by the Career Orientations Inventory), organisational commitment (as measured by the Organisational Commitment Questionnaire) and turnover intention (as measured by a three-item questionnaire, developed by Mobley, Horner, and Hollingsworth, 1978); and (2) to determine whether employees from different gender, race, employment positions and age groups differ significantly in their career anchors, organisational commitment and turnover intention. A quantitative survey was conducted on a non-probability sample of 343 employed adults at managerial and general staff levels in the South African retail sector. The results of this study suggest that there was a significant but weak relationship between employees‟ career anchors and their organisational commitment. Career anchors were also found to be significantly related to organisational commitment and turnover intention; with entrepreneurial creativity, lifestyle and service/dedication to a cause career anchors being the best predictors of these two variables. The relationship between organisational commitment and turnover intention was significant and negative, with affectively and normatively committed participants being more likely to remain with the organisation (i.e. having lower turnover intentions). In addition, the findings indicate that although gender has no relationship with turnover intention, race, employment position and age do. African, general staff and 30 years and younger participants indicated higher intentions to leave the organisation. / Industrial & Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

Syftet med denna studie var att undersöka hur heltidsanställda konsulter skattar sin affektiva organisationslojalitet mot konsultföretaget de är anställda av och kundföretaget de arbetar på. Vidare undersöktes om denna lojalitet var konkurrerande eller samverkande mellan företagen. Studien undersökte även hur konsulter skattar den normativa och pågående lojaliteten mellan företagen, samt om aspekter som ålder och uppdragslängd hade någon inverkan på konsulternas organisationslojalitet i de tre dimensionerna. Totalt deltog 114 konsulter från två globala konsultföretag där de fick svara på en webbenkät med två identiska delar, 11 påståenden för varje företag. För att se om presentationsordningen hade någon inverkan fick 46 av respondenterna börja med att fylla i påståenden rörande sitt konsultföretag och 68 fick istället börja med kundföretaget. Resultatet visade att det fanns en skillnad i den affektiva och normativa lojaliteten mellan konsult- och kundföretaget. Konsulterna skattade dessa två lojalitetsdimensioner högre på kundföretaget än konsultföretaget. Vidare visade resultatet att den affektiva lojaliteten samverkade mellan de två aktörerna och att ålder samt uppdragslängd inte hade någon inverkan på konsulternas organisationslojalitet. Resultatet visade även att presentationsordningen hade haft en inverkan på den affektiva lojaliteten. / The purpose of this study was to, examine how full-time temporary workers estimated their affective organizational commitment towards their temporary work agency and their client organizations. The study also examined whether the affective commitment competed or co-operated between the two companies and how temporary workers estimated the normative and continuance commitment. Furthermore, the study also examined if aspects such as age and contract duration had any impact on the temp workers' organizational commitment in the three commitment-scales. A total of 114 temporary workers from two global temporary work agencies participated by answering a web survey with two identical parts with 11 statements for each organization. In order to see if the presentation-order had any impact, 46 of the respondents started by answering the statements concerning their temporary agency organization and 68 started with the client organization. The result showed a difference on the affective and normative commitment between the temporary agency and the client organization. Temporary workers estimated these two commitment-scales higher for the client organization than for the temporary agency organization. The result also showed that the affective commitment co-operated between the temporary agency and the client organization and that the order of presentation had an impact on the affective commitment-scale. Age and contract duration did not have any impact on the temp workers' organizational commitment.