Mémoire numérisé par la Direction des bibliothèques de l'Université de Montréal.

Organizational commitment (OC) is a psychological state that binds an employee to an organization, and the Three-Component Model of organizational commitment (Meyer and Allen, 1991) posits that employees bind with their organizations as a result of desire (affective commitment), need (continuance commitment) and obligation (normative commitment). Similarly, relationship commitment between two people also has been conceived as a psychological state (Rusbult and Buunk, 1993), and Arriaga and Agnew (2001) outlined affective, cognitive and conative components of the state. This exploratory study examined the similarities between these conceptually parallel commitment models by determining how the dimensions of the two types of commitment correlate with one another, attachment style (Bowlby 1969/1982) and locus of control (Rotter, 1966). Data collected from 171 working adults yield several noteworthy associations and suggest future directions of inquiry.

This research was designed to investigate the potential mediating role of personal power and of trust in the relationship between servant leadership and affective organizational commitment. The research responds to calls for increased understanding of the mechanisms at work between leadership models and outcomes. Especially unique in the available literature is the quantitative study of the relationship between servant leadership and personal power. All of the constructs in the research model are based on existing instruments, including those developed for personal power (PP; Hinkin & Schriesheim, 1989; Raven, Schwarzwald, & Koslowsky, 1998), trust (T; Mayer & Gavin, 2005), servant leadership (SL; Winston & Fields, 2015), and affective organizational commitment (AOC; Allen & Meyer, 1990), and were measured as follower perceptions and attitudes. Social exchange theory was used as the theoretical basis of the proposed model (Blau, 1964; Emerson, 1962). This includes the perspective of social power and trust being characteristic of exchange relationships as opposed to attributes of an individual. Linear regression was performed using IBM® SPSS® (SPSS), and mediation was evaluated using the approach from Baron and Kenny (1986). The hypotheses for the positive relationship between SL and AOC, and for mediation of the SL-AOC relationship by PP were supported. Structural equation modeling (SEM) was used in confirmation analysis. The hypothesis for T as a mediator in the relationship between SL and AOC was not supported. Further ad hoc analysis suggests SL and PP as serial mediators in the relationship between T and AOC. Implications for academic and practitioner applications are discussed.

No summary available / Industrial & Organisational Psychology / M. Comm. (Industrial Psychology)

Temos aktualumas: Darbuotojų lojalumo ir motyvacijos trūkumas yra viena didžiausių problemų su kuria susiduria organizacijos šiandien. Didžiausios Lietuvoje viešosios nuomonės ir rinkų tyrimų bendrovės „TNS Gallup“ duomenimis, Lietuvos darbuotojų lojalumas yra vienas iš žemiausių ne tik Baltijos šalyse, bet ir visoje Europoje: vos vienas iš devynių darbuotojų Lietuvoje jaučiasi motyvuotas darbe ir lojalus įmonei, kurioje dirba. Ypač sunku motyvuoti ir organizacijoje išlaikyti jaunimą, kai jų gyvenimo varomoji jėga yra nauji iššūkiai ir pokyčiai. Arba vyresnio amžiaus darbuotoją, kuris kritiškai žiūri į bet kokias naujoves ir sunkiai išgyvena, bet kokius pokyčius. Taigi, vienas svarbiausių šių dienų žmogiškųjų išteklių vadybos organizacijoje uždavinių - tokios motyvacijos sistemos sudarymas, kuri ne tik atitiktų skirtinguose karjeros etapuose esančių darbuotojų poreikius, bet ir skatintų jo lojalumą organizacijai. Darbo tikslas – įvertinti skirtinguose karjeros etapuose esančių darbuotojų motyvavimo ypatumus ir poveikį jų lojalumui. Siekiant iškelto tikslo yra nagrinėjami tokie uždaviniai: 1. Išskirti motyvavimo metodus ir priemones tinkančias motyvuoti darbuotojus įvairiuose jų karjeros etapuose. 2. Įvertinti motyvavimo metodų ir priemonių poveikį darbuotojų lojalumo organizacijai didinimui (užtikrinimui). 3. Sukurti skirtinguose karjeros etapuose esančių darbuotojų motyvacijos ir lojalumo tyrimo modelį. 4. Nustatyti veiksnius, įtakojančius darbuotojo motyvaciją esant... [toliau žr. visą tekstą] / The theme relevance and necessity of its decision: The shortness of employee loyalty and motivation is one of the biggest problems facing organizations today. According to the data of Lithuania largest public opinion and market research Company TNS Gallup, Lithuanian staff loyalty is one of the lowest in the Baltic countries but also across Europe: less than one out of nine workers feel motivated at work and loyal to the company, which they belong to. In particular, it is difficult to motivate and retain young people in an organization when their life is driven by new challenges and changes. Or, older workers, who take a critical view on any new developments and make it difficult to survive any change. Therefore, one of the most important tasks for human resource management in nowadays organization is to create such a motivation system which not only meets workers' needs in the different career stages, but also to promote its loyalty to the organization. The object of search work - employee motivation and loyalty in the different stages of carrier. The goals of the work: 1. Distinguish reasoning methods and tools suited to motivate employees in various stages of their careers. 2. To evaluate different motivating methods and their impact of increasing workers' loyalty to the organization. 3. Compose empirical research model of motivation and loyalty in the different stages of carrier. 4. Identify the factors influencing employee motivation at different career stages and to... [to full text]

Understanding how committed employees are within an organization is a valuable tool for managing and fostering a successful work environment. A continued appreciation of employee commitment is especially beneficial following organizational change as it has been shown that change inevitably impacts commitment levels to some degree. This study investigated organizational commitment within a subpopulation of the newly restructured Parks Canada Agency using an established survey instrument. The findings revealed that an employee's tenure and work location currently influences commitment levels among the sample that was surveyed. This study also found that commitment to the Parks Canada mandate significantly differs from the expressed commitment to the current state of the organization. An effort to improve the moderate levels of organizational commitment would be a valuable strategy for enhancing the employer-employee relationship and contributing to the positive effects of the organizational change.

Submitted in partial fulfilment of the requirements for the Degree of Masters in Business Administration, Durban Institute of Technology, 2004. / This thesis describes and analyses the integration process of mergers and acquisitions, which is often blamed for the failure of such undertakings. It explains the status quo for internal branding in general and in the environment of mergers and acquisitions. The two aspects are integrated in such a manner as to develop an internal brand strategy that resolves many of the common integration problems. Since the traditional focus on branding is on the external environment rather than the internal environment, the objective of this thesis is to emphasise the employee rather than the customer. As the writer believes that through the development of internal brand awareness and loyalty, the net effect is that the overall effectiveness of the entire merged organisation will increase exponentially. In this thesis, a meta-analysis approach is utilised to develop theory, thus this study is exclusively a qualitative styled study. The strategy developed in this thesis is not a once off fix, but is a continuous process that must be maintained and implemented by the management and shareholders of the organisation to ensure the success of the brand and the new merged organisation. / M

Organizational commitment is most commonly defined as a measure of an employee's commitment to the company or larger organization. In a longitudinal study, the Organizational Commitment Questionnaire was administered to 123 first line manufacturing supervisors in a defense contracting firm. After a one year check, subjects were grouped into categories of voluntary and involuntary turnover. The results suggest that significant relationships exist among the variables of departmental commitment, turnover and tenure. However, the study failed to show any relationship between organizational commitment and turnover.

Master of Agribusiness / Department of Agricultural Economics / Brian Niehoff / The purpose of this thesis was to examine the relative efficacy of the incentive plan for loan officers within Farm Credit of the Virginia’s, ACA (FCV). The purpose of FCV’s incentive plan includes promoting firm financial growth and stability, employee retention, and encouraging teamwork. Incentive plans are important financial decisions for companies and these plans have upside potential and downside risk that should be considered in the decision making process. A literature review was conducted to analyze incentive practices and management theory in addition to a review incentive plans from other Farm Credit associations. A survey was also conducted to understand loan officer perceptions of the current incentive plan at FCV. The results of the survey provide insight into employee perceptions about job satisfaction, intrinsic motivation, extrinsic motivation, organizational commitment, understanding of the incentive plan, and timing of incentives. Finally, observations with regards to potential improvement in the incentive plan were provided.

A research report submitted in partial fulfilment of the requirements for the degree of MA by Coursework and Research Report in the field of Organisational Psychology in the Faculty of Humanities, University of the Witwatersrand, Johannesburg, on 8 February 2016 / The aim of the current study was to investigate two possible mechanisms that might facilitate thriving in the workplace, namely implicit person theories and psychological capital. These variables were chosen because of their potential to operate in accordance with Barbara Fredrickson’s broaden and build hypothesis, with implicit person theories working to broaden thought-action repertoires, and psychological capital working to build personal resources. The study employed a quantitative, non-experimental, correlational, and cross sectional design. A sample of 226 working adults living in South Africa volunteered to participate in the study. They completed four online questionnaires: a demographic questionnaire; the Thriving at Work Scale; the Implicit Person Theories Scale; and the Psychological Capital Questionaire-24 (PCQ-24). To test the hypothesis that implicit person theories and psychological capital jointly facilitate the experience of workplace thriving, a series of correlations, regressions, and mediation analyses were conducted. The results indicated that psychological capital does indeed mediate the relationship between implicit person theories and workplace thriving.