Aim of the study: to study hospital employees‘ job satisfaction and organizational commitment in Šilalė district hospital and Klaipėda county hospital. The methods of the study. The anonymous questionnaire, containing 23 questions, was developed for the survey. The respondents were asked to score responses on a 7-point Likert scale where 1 stood for „completely disagree/completely dissatisfied“ and 7 – „completely agree/completely satisfied“. The response rate of Šilalė hospital employees‘ was 91 % (N = 117) and of Klaipėda hospital – 60 % (N = 378). The collected survey data was analysed using SPSS statistical analysis package, version 11.0. Results. Employees‘ overall job satisfaction (5,5) and the level of organizational commitment (4,2) is not high. Šilalė hospital employees, comparing them with Klaipėda, are more satisfied with the job (accordingly 5,9 ir 5,3) and are more commited to the organization (accordingly 4,7 ir 4,0). Health professionals are mostly satisfied with such job dimensions as relationship with their colleagues (5,7), opportunity for professional growth (5,1) and possibility for using their skills at work (4,9). The main dissatisfiers are salary (2,8), opportunity for advancement (3,7), social security (3,9). The level of affective and continuance commitment is not high (accordingly 4,7 and 4,4), and normative commitment – low (3,6). The strongest correlation (Spearmen‘s ratio) was observed between overall job satisfaction and satisfaction with... [to full text]

Darbo tikslas – nustatyti pareigūnų, dirbančių priešgaisrinėje gelbėjimo tarnyboje, asmenybės savybių, įsipareigojimo organizacijai ir profesinio pervargimo sąsajas. Tyrimo metodai. Tyrimo metu naudotas apklausos (raštu) metodas. Naudota anketa, kurią sudarė bendra informacija (socialiniai – demografiniai kintamieji) apie tiriamąjį, Didžiojo penketo (NEO FFI) asmenybės, empatijos, įsipareigojimo organizacijai ir pervargimo darbe klausimynai. Statistinės analizės metodai: aprašomoji statistika, T kriterijus (Independent Samples T test), Pearson‘o ir Spearman‘o koreliacijos koeficientai, regresinė analizė. Tyrimo imtis. Tyrimas atliktas 2009 m. kovo-balandžio mėn. Tyrime dalyvavo 240 pareigūnų iš Šiaulių ir Telšių apskričių priešgaisrinės gelbėjimo valdyboms priklausančių priešgaisrinių gelbėjimo tarnybų. Visi (100%) tyrime dalyvavę pareigūnai yra vyrai. Tyrimo rezultatai parodė, jog pareigūnai, pasižymintys labiau išreikštu neurotizmu, yra labiau pervargę darbe nei pareigūnai, pasižymintys mažiau išreikštu neurotizmu. Pareigūnai, pasižymintys mažiau išreikštu sutarimu su kitais, sąžiningumu, ekstraversija bei empatija, pasižymi didesniu profesiniu pervargimu nei pareigūnai, turintys labiau išreikštą sutarimą su kitais, sąžiningumą, ekstraversiją bei empatiją. Labiau įsipareigoję organizacijai pareigūnai yra mažiau pervargę darbe. Pareigūnai, kuriems būdingas mažiau išreikštas neurotizmas, yra labiau įsipareigoję organizacijai nei pasižymintys labiau išreikštu neurotizmu... [toliau žr. visą tekstą] / The aim of this study – to ascertain the relations between fire fighters’ personal traits, organizational commitment and burnout at work. The methodology of the research. The study was based on four methods: Big Five (NEO FFI), Empathy Questionnaire (Omdahl, O'Donnell), the Organizational Commitment Questionnaire and Burnout Inventory. It was used the descriptive statistic, the average comparison (Independent Samples T test), Pearson, Spearman correlation rates, regression analysis. The sample of research. The research was carried out March-April 2009. 240 fire fighters were surveyed (100% men) from Šiauliai and Telšiai counties fire and rescue boards fire and rescue services. The results of research showed that fire fighters with lower emotional stability links to burnout at work much more than those who have higher emotional stability. The lower empathy, agreeableness, conscientiousness and extraversion impact fire fighters’ higher burnout at work. Fire fighters’ higher organizational commitment links to lower burnout. Fire fighters’ higher emotional stability links to higher organizational commitment. And the higher fire fighters’ empathy, agreeableness, conscientiousness and extraversion links to higher organizational commitment.

Research on organizational commitment in work settings is unclear about its generalization to broader environments; sense of place is typically measured to capture belonging and identification in communities. Whether the constructs of organizational commitment and sense of place are perceived distinctly by neighbourhood residents was investigated. Based on associations between natural design content and prosocial outcomes, it was hypothesized that individuals living in neighbourhoods with numerous green attributes would experience more organizational commitment to their community, as well as a stronger sense of place. Although participants did not perceive organizational commitment and sense of place distinctly, organizational commitment significantly correlated with the number of green features in a neighbourhood. However, sense of place and the degree of greenness in a neighbourhood were not related. This may be because these two constructs are closely related but not identical. Findings highlight the value of studying organizational commitment and sense of place when addressing neighbourhood research. / Graduate

This study attempts to validate the generalizability of Wang's five-component commitment model among 300 ICT professionals in Hong Kong. This was done by assessing the relationship between career development (one of the major antecedents of employee commitment) and employee commitment, and by determining the moderating role of the perceptions of career development opportunities within the organization. / Thesis (DBA(DoctorofBusinessAdministration))--University of South Australia, 2007.

This study attempts to validate the generalizability of Wang's five-component commitment model among 300 ICT professionals in Hong Kong. This was done by assessing the relationship between career development (one of the major antecedents of employee commitment) and employee commitment, and by determining the moderating role of the perceptions of career development opportunities within the organization.

Thesis (Ph.D.)--Auburn University, 2007. / Abstract. Vita. Includes bibliographic references (ℓ. 55-72)

Thesis (M.S.)--University of North Texas, Dec., 2007. / Title from title page display. Includes bibliographical references.

Thesis (M.A.) - Carleton University, 2006. / Includes bibliographical references (p. 53-60). Also available in electronic format on the Internet.

Thesis (Ph. D.)--University of Washington, 2007. / Vita. Includes bibliographical references (leaves 106-122).

Thesis (PhD (Organizational Behaviour)) -- University of Pretoria, 2008. / Abstract in English. Includes bibliographical references. Available on the Internet via the World Wide Web.