近年来员工工作嵌入性在人员离职研究中受到广泛关注，虽然职内嵌入的效用在不同的文化环境和职业领域内得到了验证，职外嵌入性对人员自动离职的缓冲作用并没有得到一致的实证支持。基于认同理论和工作-家庭冲突的研究文献，本文提出假设，认为职外嵌入性对职内嵌入性与自动离职的关系起调节作用。与此同时，虽然员工离职的文献中涉及决策机制，决策机制的效用在实证中却甚少被验证。基于决策过程模型，作者假设员工的最大化或者满意化的倾向解释了职内嵌入减少人员离职的原因，同时假设冒险倾向调节职内嵌入与最大化倾向之间的关系，工作搜寻自我效能对职内嵌入与最大化倾向之间的关系产生抑制效应。本文采用实验和调查对假设进行了验证。 / 结果显示，职外嵌入性低的情形下，职内嵌入与人员离职意向负相关；职外嵌入性高时，职内嵌入与人员离职意向仍呈负相关，但关系较弱。职内嵌入与最大化倾向负相关，工作搜寻自我效能对最大化倾向产生影响，最大化倾向作为中介变量解释了职内嵌入对员工离职意向的影响。文章的结论部分对以上结果进行了解释，并探讨了本文在理论上与实践上的意义。 / Job embeddedness is a retention construct, which has received considerable amount of attention in turnover research. While the utility of on-the-job embeddedness has been extensively validated across different cultures and occupations, the buffering effect of off-the-job embeddedness has not been consistently supported. Drawing from identity theory and work-family conflict literature, the current study proposes an interaction effect of off-the-job embeddedness on the relationship between on-the-job embeddedness and turnover intention. Meanwhile, although the decision making mechanism has been identified in the turnover literature, it has not been adequately tested empirically. Based on the generalized decision process, I propose that employees’ maximizing/satisficing tendency explains why on-the-job embeddedness reduces turnover, and the process is moderated by risk propensity and suppressed by job search self-efficacy. / Hypotheses were generated on the relationships and tested, using data collected from an experiment using the student sample and a survey from employees working in IT companies. Results showed that the negative relationship between on-the-job embeddedness and turnover intention was weaker when off-the-job embeddedness was high, compared with the negative relationship in the condition that off-the-job embeddedness was low. Meanwhile, on-the-job embeddedness was negatively related to individual maximizing tendency, and the maximizing tendency mediated the relationship between on-the-job embeddedness and turnover intention. Job search self-efficacy also influenced individual maximizing tendency. The practical and theoretical implications, limitations and future research were discussed. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Gong, Yuanyuan. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2012. / Includes bibliographical references (leaves 89-103). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese; appendix B in Chinese. / List of Figures --- p.iii / List of Tables --- p.iv / Abstract (English) --- p.v / ABSTRACT (CHINESE) --- p.vi / Acknowledgement --- p.vii / Chapter Chapter 1 --- Introduction --- p.1 / Chapter 1.1 --- Problem Statement --- p.2 / Chapter 1.2 --- Research Questions --- p.4 / Chapter CHAPTER 2 --- LIterature review and Theoretical Framework --- p.8 / Chapter 2.1 --- Turnover Studies --- p.11 / Chapter 2.1.1 --- Antecedents --- p.12 / Chapter 2.1.2 --- Turnover Studies - Processes --- p.15 / Chapter 2.1.3 --- Summary of turnover studies --- p.18 / Chapter 2.2 --- Definition of Job Embeddedness --- p.19 / Chapter 2.2.2 --- Fit --- p.20 / Chapter 2.2.3 --- Sacrifice --- p.20 / Chapter 2.3 --- Empirical Evidence of On-the-job Embeddedness --- p.22 / Chapter 2.4 --- Off-the-job Embeddedness and Turnover --- p.23 / Chapter 2.5 --- On-the-job Embeddedness and Turnover Process --- p.28 / Chapter 2.5.1 --- Job choice models --- p.29 / Chapter 2.5.2 --- Maximizing and satisficing --- p.31 / Chapter 2.6 --- Job Choice Tendency in Turnover --- p.32 / Chapter 2.6.1 --- On-the-job embeddedness and maximizing tendency --- p.33 / Chapter 2.6.2 --- Job search tendency and employee turnover --- p.35 / Chapter 2.6.3 --- The mediating role of maximizing tendency --- p.37 / Chapter 2.7 --- Moderating Role of Risk Propensity --- p.38 / Chapter 2.8 --- Job Search Self-efficacy - An Alternative Perspective --- p.40 / Chapter 2.9 --- Summary of Hypotheses --- p.42 / Chapter Chapter 3 --- Methods --- p.43 / Chapter 3.1 --- Study 1 The Experiment --- p.43 / Chapter 3.1.1 --- Participants --- p.43 / Chapter 3.1.2 --- Experimental design and procedures --- p.43 / Chapter 3.1.3 --- Results --- p.45 / Chapter 3.2 --- Study 2 The Survey --- p.47 / Chapter 3.2.1 --- Participants and procedure --- p.47 / Chapter 3.2.2 --- Measures --- p.48 / Chapter CHAPTER 4 --- RESULTS --- p.52 / Chapter 4.1 --- Correlations --- p.52 / Chapter 4.2 --- Factor Analysis --- p.54 / Chapter 4.3 --- Hypotheses Testing --- p.59 / Chapter 4.4 --- Post Hoc Analysis --- p.67 / Chapter Chapter 5 --- Discussion and conclusion --- p.73 / Chapter 5.1 --- Key Findings --- p.74 / Chapter 5.1.1 --- Off-the job embeddedness as a moderator --- p.74 / Chapter 5.1.2 --- The mediating role of maximizing tendency --- p.77 / Chapter 5.1.3 --- The moderating role of risk propensity --- p.79 / Chapter 5.2 --- Theoretical Implications --- p.80 / Chapter 5.3 --- Practical Implications --- p.83 / Chapter 5.4 --- Limitations --- p.84 / Chapter 5.5 --- Future Research --- p.86 / Chapter 5.6 --- Conclusion --- p.88 / REFERENCES --- p.89 / Chapter APPENDIX A --- Scenarios used in the experiment --- p.104 / Chapter APPENDIX B --- Questionnaire used in the survey (Chinese version) --- p.106

Gong, Yuanyuan. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 80-93). / Abstract and some appendixes also in Chinese. / LIST OF TABLES --- p.ii / LIST OF FIGURES --- p.iii / ABSTRACT --- p.iv / ABSTRACT IN CHINESE --- p.vi / ACKNOWLEDGEMENT --- p.vii / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Chapter 1.1 --- Problem Statement --- p.2 / Chapter 1.2 --- Research Questions --- p.3 / Chapter 2.1 --- Turnover Study --- p.7 / Chapter 2.1.1 --- Antecedents --- p.8 / Chapter 2.1.2 --- Processes --- p.10 / Chapter 2.3 --- Five-Factor Model of Personality --- p.13 / Chapter 2.3.1 --- Five-Factor Model and Turnover --- p.14 / Chapter 2.2 --- Job Embeddedness --- p.18 / Chapter 2.2.1 --- Links --- p.18 / Chapter 2.2.2 --- Fit --- p.20 / Chapter 2.2.3 --- Sacrifice --- p.21 / Chapter CHAPTER 3 --- HYPOTHESES DEVELOPMENT --- p.23 / Chapter 3.1 --- Five-Factor Model and Job Embeddedness --- p.23 / Chapter 2.4.2 --- Extraversion --- p.28 / Chapter 2.4.3 --- Conscientiousness --- p.30 / Chapter 2.4.4 --- Openness to Experience --- p.33 / Chapter 2.4.5 --- Agreeableness --- p.35 / Chapter CHAPTER 4 --- METHOD AND RESULTS --- p.38 / Chapter 4.1 --- Study 1 --- p.38 / Chapter 4.1.1 --- Participants and Procedure --- p.38 / Chapter 4.1.2 --- Measures --- p.40 / Chapter 4.1.3 --- Results --- p.43 / Chapter 4.2 --- Study 2 --- p.51 / Chapter 4.2.1 --- Job Embeddedness as a Mediator --- p.51 / Chapter 4.2.2 --- Participants and Measures --- p.60 / Chapter 4.2.3 --- Results --- p.60 / Chapter CHAPTER 5 --- DISCUSSION AND CONCLUSION --- p.71 / Chapter 5.1 --- Key Findings --- p.17 / Chapter 5.2 --- Implications --- p.76 / Chapter 5.3 --- Limitations and Future Directions --- p.77 / REFERENCES --- p.80 / APPENDIX A Questionnaire used in this study (English version) --- p.94 / APPENDIX B Questionnaire used in this study (Chinese version) --- p.97

El presente trabajo de investigación tuvo como objetivo determinar la influencia de la cultura organizacional en el compromiso organizacional de la empresa Inversiones Favel EIRL, a través de un método cuantitativo; fue una investigación no experimental transversal, descriptiva correlacional que permitió poner a prueba la hipótesis de que la cultura organizacional influye en el compromiso organizacional de la empresa The objective of this research was to determine the influence of the organizational culture in the organizational commitment of the company Inversiones Favel EIRL, through a quantitative method; It was a non-experimental investigation transversal, descriptive correlational that allowed to test the hypothesis that the organizational culture influences the organizational commitment of the company

A quantitative research project was conducted at all public and private colleges and universities in the state of Maryland to investigate the relationship between job satisfaction, organizational commitment, and ethical climate among higher education administrators. An online survey was completed by 278 higher education administrators working in public and private colleges in Maryland during the 2016 fall semester. Survey results were analyzed in conjunction with participant characteristics, job satisfaction, organizational commitment, and ethical climates. Data were analyzed using MANOVA, Chi-Square, and descriptive statistics. Findings indicate that the perceptions of ethical climate differed significantly by job satisfaction, gender and administrative position. A median split was performed on the composite score of job satisfaction. The median was calculated at 69.00. Scores below the median indicate respondents have low job satisfaction and scores above the median indicate respondents have high job satisfaction. A benevolent ethical climate is significantly associated with job satisfaction. Egoism is significantly associated with organizational commitment. Respondents with high organizational commitment favored an egoistic ethical climate. A significant difference in ethical climate existed by gender with men reporting significantly more principled ethical climate responses than women. Ethical climate also significantly differed by administrative position where deans and directors favored a principled ethical climate compared to Vice Presidents. The study is important because few researchers have evaluated job satisfaction through the lens of organizational commitment and ethical climate. Therefore, the study contributes to the existing literature related to job satisfaction among higher education administrators. Organizational commitment and ethical climate may impact overall job satisfaction among higher education administrators.

The field of clinical laboratory science is experiencing a critical shortage of qualified professionals. Because health care practitioners depend on the results of laboratory tests to help diagnosis and treat patients, it is important to address the current and future shortage in the laboratory workforce. There is limited research on factors affecting the turnover intentions of clinical laboratory employees. Accordingly, the research questions for this study examined the effect of burnout (BO) and organizational commitment (OC) on the turnover intention of laboratory employees in Florida. A cross-sectional survey design was used to examine the relationship between BO and OC on turnover intentions. Data were collected from licensed clinical laboratory directors, supervisors, technologists, and technicians using the following scales: demographic questionnaire, Maslach Burnout Inventory - General Survey, and Organizational Commitment Questionnaire. Linear regression and ANOVA were used to examine the relationships between these variables. The response rate was 18.4% (N = 184). Among clinical laboratory employees in Florida, the findings revealed significant predictive relationships between BO and turnover intention, OC and turnover intention, age and BO, and work shift and OC among clinical laboratory employees in Florida. Potential implications for positive social change from this study include reducing turnover among laboratory employees by allowing laboratory managers to create strategies that will reduce BO and increase OC, and thus decrease turnover intention.

Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2018. / The purpose of this study was to investigate the impact of intrinsic and extrinsic rewards on the job satisfaction and morale of educators in Western Cape Public Technical Vocational Education and Training (TVET) institutions. The study endeavoured to determine factors that contributed to public TVET educators’ dissatisfaction with intrinsic and extrinsic rewards offered by public TVET institutions in the Western Cape. In addition, the study investigated the job satisfaction of public TVET educators as well as the resultant morale, attrition and absenteeism brought about by educators’ dissatisfaction with rewards offered. The study was also expected to present findings and make recommendations to public TVET institutions and the Department Higher Education and Training (DHET). Recommendations were supposed to be made to bring about an improvement in the job satisfaction and morale of public TVET educators in the Western Cape. A stratified purposive sampling procedure was utilised in drawing up the sample from some population of 1535 educators in the Western in 2013. The Research Advisors (2006) and Krejcie and Morgan (1970) Sample Size Tables were utilised. However, out of 308 JDI questionnaires that were initially distributed 265 were returned duly completed. The two hundred and sixty-five JDI questionnaires were processed using SPSS Version 23. As suggested by statistical analysis, the overall conclusion drawn from the research was that extrinsic and intrinsic rewards significantly predicted the job satisfaction and morale of educators in a sample of 308 derived from some population of 1535 educators in Western Cape public TVET institutions. This study revealed that extrinsic and intrinsic rewards had a significant influence or impact on the job satisfaction and morale of public TVET educators in the Western Cape. It was discovered that beside extrinsic rewards such as pay and bonuses, intrinsic rewards such as the job itself were important in the job satisfaction and morale of educators. Beside the above it was also discovered that supervision, career progression opportunities and relationships among principals and staff, and among educators and learners were instrumental in enhancing the job satisfaction and morale of educators. Beside the above mentioned, it was discovered that learners’ grades after assessments also played a major role in the motivation of public TVET educators. It was confirmed that extrinsic and intrinsic rewards complimented each other in fostering and enhancing the job satisfaction and morale of public TVET educators in the Western Cape. The results of this study showed that job satisfaction among public TVET educators in the Western Cape could be explained by the type of rewards (extrinsic and intrinsic) offered by public TVET institutions as previously indicated. In other studies, mentioned in this study it was confirmed that beside extrinsic rewards, intrinsic rewards such as the job itself and the educational institution enhanced the educator’s job satisfaction and morale. When an employer fulfils the educator’s intrinsic and extrinsic reward expectations, an educator’s affective commitment, job satisfaction and morale is enhanced.

<p> </p><p>Krav på flexibilitet har bidragit till att tidsbegränsade anställningar har ökat och bemanningsbranschen expanderat de senaste åren. Den nya utmaningen har blivit att bevara det organisatoriska engagemanget hos anställda när inte längre anställningstrygghet kan erbjudas. Studiens syfte var att identifiera vilka faktorer som påverkar unga, vidareutbildade bemanningskonsulters organisatoriska engagemang till bemanningsföretag och klientföretag. Åtta bemanningskonsulter uthyrda på heltidsuppdrag deltog i halvstrukturerade intervjuer. Materialet analyserades i en induktiv tematisk analys. Resultatet indikerade att bemanningskonsulterna utvecklar dubbla organisatoriska engagemang som påverkas av olika faktorer. De kritiska faktorerna är karriärmöjlighet, arbetskrav och inflytande, anställningsotrygghet, lön och förmåner, sociala aktiviteter och stöd, organisatorisk insyn samt personalsammansättning. Resultatet kopplas till forskning inom det psykologiska kontraktet. Studien visar att framtida forskning kvantitativt bör mäta huruvida de identifierade faktorerna på olika sätt påverkar organisatoriskt engagemang till bemanningsföretag och klientföretag.</p><p> </p>

<p>I takt med att arbetsmarknaden blivit alltmer global vill företagen snabbt kunna förändra arbetsstyrkan vid behov. Detta har lett till att efterfrågan på inhyrd personal har växt och bemanningsbranschen har således blivit en naturlig del av den svenska arbetsmarknaden. Individer som arbetar på ett bemanningsföretag, ambulerande tjänstemän, är en del i ett trepartsförhållande med arbetsgivaren och uppdragsgivaren. Syftet med undersökningen är att undersöka ambulerande tjänstemäns relation till arbetsgivaren och vilken betydelse relationen har för känslan av tillhörighet till arbetsgivaren hos de ambulerande tjänstemännen. Till grund för undersökningen ligger intervjuer med fem ambulerande tjänstemän samt en gruppintervju med tre chefer. Vårt insamlade material analyserades sedan med hjälp av våra valda teoretiska utgångspunkter som vi ansåg kunde sammankopplas till den typ av tillhörighet vi ville undersöka, psykologiskt kontrakt, ”commitment” och socialt stöd. Analysen visar att tillhörighet kan sammankopplas med vilken uppfattning och relation den ambulerande tjänstemannen har gentemot arbetsgivaren. De ambulerande tjänstemännens önskan om tillhörighet till arbetsgivaren verkar även kunna sammankopplas med vilken tillhörighet de känner till uppdragsgivaren.</p>

Thesis (M. Soc. Sc.)--University of Hong Kong, 2006.

This thesis is to study the relationship among transformational leadership, organizational commitment and organizational citizenship behavior within team levels and cross-levels. The analysis demonstrated in this thesis is based on 305 questionnaires collected from 63 leaders and 242 questionnaires from team members. The conclusions are listed as following. 1. The relationship between transformational leadership and organizational commitment (1) Transformational leadership positively impacts organizational commitment. (2) If the team members feel the inspiration from leaders, it will positively impact team members¡¦ value commitment; if they feel leaders¡¦ Idealized Influence, they will be positively impacted in retention commitment. (3) Transformational leadership is not the key factor of influencing team members¡¦ organizational commitment. 2. The relationship between transformational leadership and organizational citizenship behavior (1) If the leaders enhance their transformational leadership, it will be helpful of strengthening team members¡¦ OCB in the aspects of identification with the company, interpersonal harmony, civic virtue, conscientiousness and altruism. (2) In cross level, transformational leadership does effect the correlation to interpersonal harmony.