The end of launching Financial Holding Company, FHC is to maximize the synergy of versatile financial services like banking, insurance, securities, and the like by means of cross selling internally to expand product line as well as offering integrated financial services to consumers externally to satisfy their one-stop shopping demands. One of the characteristics in the property is highly counting on people to deliver service, and agents play significant roles during service delivery. Therefore, it merits a better attention to probe into the relationships between the organizational commitment, the professional commitment, the organizational citizenship behavior, and the job involvement in cross selling of agents¡¦. The study is conducted by the questionnaire survey on three FHCs in which insurance business is inner circle in Taiwan. Throughout interviewing the staffs of the three by 500 questionnaires offered and 351 valid ones collected, the datum of the research is made by reliability analysis, descriptive analysis, Pearson correlation analysis, independent sample t-test, ANOVA, and multiple regression analysis to verify the identity degrees of the interviewees on the organizational commitment, the professional commitment, the organizational citizenship behavior, and the job involvement in cross selling. Following are the major findings: 1.Each one of the organizational commitment, the professional commitment, and the organizational citizenship behavior are statistically significant and positive correlated to the job involvement in cross selling. Among them, the organizational citizenship behavior is with the strongest influence on the job involvement in cross selling, then the organizational commitment second, and the professional commitment last. 2.Among the sub-dimensions, the organizational identity in the organizational commitment explains most the variations of the job involvement in cross selling and then the retention on the job. Also, the professional identity in the professional commitment explains most the one and then the retention on the occupation. And, the involvement in the organizational citizenship behavior explains the most the one and then the loyalty. It means that the organizational identity, the professional identity, the involvement and the loyalty of the agents are with significant effects on their involvement in cross selling. 3.The variations in the identity degrees of the organizational commitment and the professional commitment of the agents in the three FHCs are significantly different, however, the ones of the organizational citizenship behavior and the involvement in cross selling are no significant. From the findings of the research, the organizational commitment and the organizational citizenship behavior are proven the most impacts on the involvement in cross selling. Consequently, FHCs should pay more attentions especially to enhance the organizational identity of agents all the time except for advancing their knowledge and ability in cross selling when they want to raise the wills of agents on the job involvement in cross selling. For example, they can disclose the expectation and the requirement of the organization to agents to make them fully understand, follow, and moreover increase their confidence. Besides, building incentive performance assessment and rewarding system is more important than else in stimulating agents to have strong involvement in cross selling.

Giving a special treatment for employees in order to develop competences and engagement are still significant problem in human resources management in the organizations. To counter those problems, researchers and practices have been implementing some approaches, for example, well-established programs on selection, training, reward system, career development and performance appraisal, even more, to exert the employee assistance programs. This paper describes the relationship among the high commitment human resource management system, employee assistance programs, affective commitment, and employee engagement. I share 232 questionnaires as primary data in which respondents are on jobs¡¦ staff. Moreover, I use quantitative method in SEM, One-way ANOVA, etc., to analyze all the information. The main finding is that high commitment human resource management systems and employee assistant programs have a positive effect on job engagement through the mediate of affective commitment. The finding is highly supported the hypothesis I made, and also testify some researcher¡¦s suggests. Further from this research, I also offer some suggestions of management and practical to the issue.

The purpose of the present study was to integrate findings from commitment (organizational and professional commitment), its antecedents (especially in terms of personal characteristics), and pay satisfaction literature into a more comprehensive model that would further enhance the understanding of the full concept of commitment, which has been regarded as an important variable in appreciating the work behaviour of employees in organizations. The present study contributed to the literature on commitment in five important ways: (1) Consideration of multiple commitments was included in this study; organizational and professional commitment were examined in a multidimensional way; (2) Since different organizational and professional commitment varied across occupations (Wallace, 1993), it was worthwhile to explore the commitment orientation of R&D engineers in the electronics industry of Taiwan; (3) Direct effects of personal characteristics on two forms of commitment were measured; (4) Moderating effects of pay satisfaction on the relationship between personal characteristics and commitment were observed; (5) Whether there was a complementary or incompatible association between organizational commitment and professional commitment was examined. Several significant and interesting findings of this study are presented as follows. (1)Given that a higher education level has been considered to predispose individuals to lower organizational commitment, but stronger professional commitment, this idea was tested, and as hypothesized, R&D engineers with higher levels of education did report lower commitment to stay in the same organization but stronger value commitment to their profession, as well as stronger commitment to stay in the same profession. However, higher education levels did not cause lower value commitment to the organization. Indeed, it was found in this study that pay satisfaction moderated respectively, the relationship among different education levels, the commitment to stay in the same organization, the value commitment to the profession, and the commitment to stay in the same profession. (2)It was supported that a higher position demonstrated stronger commitment to stay in the same organization. Pay satisfaction moderated the relationship between different position level and commitment to stay in the same organization, as well as commitment to stay in the same profession. (3)As hypothesized, increased age correlated with stronger organizational commitment. It was also confirmed that pay satisfaction moderated the relationship between age and organization commitment. However, there was no significant relationship between increased age and professional commitment. Nor did pay satisfaction influence the relationship between age and professional commitment. (4)The hypothesis that increased organization tenure led to increased organizational commitment but decreased professional commitment was rejected. However, the hypothesis that pay satisfaction moderated the relationship between organizational tenure and organizational commitment was supported. (5)The hypothesis that women tended to demonstrate lower organizational and professional commitment was partially supported. Women reported lower value commitment to the organization, lower value commitment to the profession and lower commitment stay in the same profession, than their male counterparts. However, the relationship between gender and commitment to stay in the same organization was not supported, but pay satisfaction was found to moderate the relationship between gender and commitment to stay in the same organization. (6)This study confirmed that married engineers had stronger commitment to stay in the same organization and that pay satisfaction moderated the relationship between marital status and organizational and professional commitment, except for the value commitment to the profession. (7)In spite of the value commitment to the organization, however, it was found that the more dependents, the higher organizational commitment and the less professional commitment was demonstrated. That pay satisfaction moderated the relationship between number of dependents and organizational commitment was approved in this study. (8)The hypothesis that the more income an individual received, the higher organizational and professional commitment s/he demonstrated, was supported. However, a negative relationship was found between income and commitment to stay in the same organization. As anticipated, pay satisfaction moderated the relationship between salary level and organizational commitment. (9)A positive relationship between organizational and professional commitment was found in this study.

Factors Influencing Members¡¦ Commitment and Participation in the Union Abstract Due to the special situation of Taiwan economical and political development in the past, unions were unable to provide their member the function they ought to do. However Government declared martial law ended in 1989, it offered Taiwan unions a new opportunity to perform their function. Recently Human Resource Management School suggests that company never need union if they have offered work conditions satisfied by their employees. So far, neither union operation nor human resource management can coordinate Labors-Employer relation completely. Thus, it is hard to decide which way is suitable for Taiwan¡¦s situation. Therefore, the extent of Taiwan labor¡¦s commitment and participation in the union is crucial in deciding the way of coordinating Labor-employer Relation. First, this study selected some of demographics in order to realize if there are differences among members with different demographics. Second, the study also selected some factors, including Recognizing and Evaluating of Union, Job Satisfaction, Organizational Commitment and Union Instrumentality to realize if there are any effects among the factors of Union Commitment and Participation. The critical findings of this research are as follows: 1. There are significant differences among gender, age, married status, company run by state or local people, work tenure, union tenure and some factors of union commitment and participation dimension. But there are no significant between education and union commitment and participation dimension. 2. Some factors of recognizing and evaluating of union, job satisfaction, organizational commitment have relation in some factors of union commitment and participation dimension. Some factors of recognizing and evaluating of union, job satisfaction, organizational commitment have significant effects in some factors of union commitment and participation dimension. 3. Union instrumentality has significant positive relation and effects in union commitment and participation. Keyword: union commitment, union participation, union instrumentality, job satisfaction, organizational commitment.

In order to enhance competence of companies , flexible human resource strategies have become more and more important in many companies as well as in hospitals. Hospitals now focused in decreased cost to improve profit and maintain their high quality of medical treatment. Flexible nursing manpower has become the main human resource strategy used in hospitals. This study focuses to investigate different working status nursing staffs in hospitals and analysis their organizational commitment , professional commitment and work performance . The critical findings of this study are as follows 1. Different demographic characteristics of nursing staffs have significant difference in organizational commitment , professional commitment and work performance. 2. Different working status nursing staffs in organizational commitment and professional commitment are different but not significant. 3. With the same working status of nursing staffs, they have stronger professional commitment than organizational one. 4. Formal nursing staffs have stronger organizational citizenship behavior than contingent ones. 5. The correlation shows that organizational commitment and professional commitment of formal nursing staffs relates positively to their behaviors of work performance. Based on the findings of this study, suggestions are made at two levels¡GThe hospitals and future research. For the hospitals , enhancing organizational and professional commitment of nursing staffs is good at their behaviors of work performance. Besides , if hospital can rearrange work tasks , it is good idea to use contingent nursing staffs to reduce manpower cost of hospital. For the future researches , they can compare behaviors among different industries and different professional areas.

Recent research has urged more comprehensive theoretical development and empirical validation in the field of organizational change. This study is aimed at further developing the change leadership construct and investigating its effect on employees¡¯ commitment to a particular change, along with investigating the moderating roles of leaders¡¯ general transformational leadership styles and subordinates¡¯ affective commitment to the larger organization. The results for the change leadership measure suggest that change leadership behaviors encompass two factors¡ªleaders¡¯ change-selling behavior and change- implementing behavior. Hierarchical linear modeling results indicate that the two aspects of change leadership have different effects on employees¡¯ affective commitment to change. Results on the three-way interaction also provided a more comprehensive view of organizational change situations. Additional theoretical and empirical implications are discussed.

Thesis (Ph. D.)--Ohio State University, 2009. / Title from first page of PDF file. Includes bibliographical references (p. 165-180).

Teorin om Leader- Member Exchange antar att en chef differentierar mellan olika anställda i arbetsgruppen, vilket därav kan kännas av i arbetsplatsomgivningen. Ett högt utbytesförhållande med chefen har visat sig få betydande konsekvenser inom en organisation. Utifrån det kan det vara viktigt att chefen upplevs som jämlik. Denna studie undersökte hur chefen brukar differentiera förhållningssätt gentemot olika anställda samt om chefen uppfattas som jämlik, detta för att utröna vilken påverkan det har på commitment till organisationen, och till arbetsgruppen. Beroende på om avdelningscheferna skiljer sig åt beträffande uppfattad jämlikhet undersöktes om anställdas commitment skiljer sig åt mellan avdelningarna. 60 anställda vid tre olika avdelningar inom ett sjukhus besvarade enkäten. Hierarkisk regression utfördes och signifikanta resultat visade att commitment till arbetsgruppen ökade genom att tillföra jämlikhet med hur chefen kan differentiera sig, men främst förklarade den commitment till organisationen. Beträffande resultaten av att avdelningscheferna signifikant skiljde sig åt i uppfattad jämlikhet samt att det fanns skillnader i anställdas commitment till organisationen diskuteras.

This study is one of the first studies to fully address the relationship that business-to-business buyers have with both the selling firm and salesperson within an integrated model. Finding from this survey research support 14 of the 26 original hypotheses and the 2 additional linkages using structural equation modeling. This study finds that the relationship customers have with the selling firm is a stronger predictor of continuance than the relationship that the buyer has with the salesperson. While this relationship is stronger between the buyer and the selling firm, findings suggest that the salesperson can have a direct negative impact on the relationship if conflict is present. Overall, this study provides a framework for future research on the topic of business-to-business buyer-selling firm and buyer-salesperson relationships.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.