The purpose of this study was to examine whether transformational leadership behaviors were significantly related to the variables of teaching efficacy, job satisfaction, and organizational commitment as perceived by special education teachers. One hundred twenty-one special education teachers from region seven of the Commonwealth of Virginia completed surveys for this study. Confirmatory factor analysis revealed that administrative support was the transformational leadership behavior most frequently recognized by participants of this study. Pearson correlation analysis indicated that administrative support was significantly related to the factors of job satisfaction and organizational commitment. However, administrative support was not significantly related to teachers' sense of teaching efficacy. Teaching efficacy did share a significant relationship with teachers' job satisfaction. This finding suggests that the higher teachers report their perceived their sense of teaching efficacy, the higher they report their level of job satisfaction. The highest correlation in this study was between the factors of job satisfaction and organizational commitment. These findings suggest that as special education teachers' perceptions of administrative support increases, so do their levels of job satisfaction and organizational commitment; thereby increasing the likelihood that special education teachers will remain in their current teaching positions. / Ph. D.

Submitted by Isaac Francisco de Souza Dias (isaac.souzadias@ufpe.br) on 2016-03-02T18:33:06Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) DISSERTAÇÃO George de Almeida Andrade.pdf: 1069618 bytes, checksum: 836da70d27a97e37f383643dff840b32 (MD5) / Made available in DSpace on 2016-03-02T18:33:06Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) DISSERTAÇÃO George de Almeida Andrade.pdf: 1069618 bytes, checksum: 836da70d27a97e37f383643dff840b32 (MD5) Previous issue date: 2015-01-29 / A presente dissertação tem como objetivo principal analisar como os componentes e antecedentes de comprometimento organizacional são percebidos pelos servidores técnico-administrativos do Centro Acadêmico do Agreste, da Universidade Federal de Pernambuco. Para tal propósito, procurou-se identificar como são percebidos os níveis das dimensões afetiva, instrumental e normativa e os principais antecedentes de comprometimento organizacional sob a análise de importância e percepção na realidade laboral. O estudo teve como lócus de pesquisa o Centro Acadêmico do Agreste da UFPE, localizado no município de Caruaru, na região do agreste do estado. A população do estudo foi de setenta e cinco servidores, sendo a amostra da investigação composta por cinquenta e nove participantes. Realizou-se um levantamento teórico acerca do tema envolvido no problema de pesquisa, o comprometimento organizacional, tendo os seguintes focos de análise: o comprometimento em si, suas origens, bases, dimensionalidades e seus antecedentes. Os dados da pesquisa foram coletados por meio de um questionário composto por três partes: a primeira apresentava o modelo tridimensional de comprometimento organizacional desenvolvido por Meyer e Allen (1991; 1997). A segunda parte apresentava o modelo de antecedentes de comprometimento desenvolvido por Medeiros (2003). Os itens foram analisados em escala do tipo Likert de cinco pontos sob duas óticas distintas: a importância e a percepção na realidade laboral. A terceira parte foi composta por perguntas sociodemográficas e funcionais. Para análise dos resultados utilizaram-se procedimentos estatísticos descritivos simples (frequências, médias e desvios-padrão). Os resultados revelaram um moderado grau de comprometimento geral dos respondentes (60%) e um relevante grau de não-comprometimento na dimensão normativa (48%) e na instrumental (44%). Acerca do modelo de Meyer e Allen (1991; 1997), percebeu-se que, na dimensão afetiva, todos os itens foram mais bem pontuados na análise de importância do que na percepção real; já na dimensão instrumental, todos os itens apresentaram maiores pontuações na percepção de realidade. E por fim, a dimensão normativa apresentou valores bem aproximados entre importância e percepção no trabalho. Os resultados do modelo de Medeiros (2003) apontaram que, dos 28 itens estudados, 26 foram mais bem avaliados na escala de importância do que na escala de percepção no trabalho. Pode-se concluir que, para a amostra estudada, os servidores da instituição consideram como importante ou muito importante os itens de comprometimento afetivo, e como pouco importante ou importante os itens das dimensões instrumental e normativa. Na realidade laboral, os servidores estão mais comprometidos na dimensão afetiva do que nas dimensões instrumental e normativa. Acerca dos antecedentes de comprometimento, foi percebida uma alta diferença entre os escores de importância e percepção no trabalho, principalmente nas dimensões de políticas de recursos humanos e valores da organização. / This thesis aims to analyze how the components and antecedents of organizational commitment are perceived by technical and administrative staff of the Centro Acadêmico do Agreste, Universidade Federal de Pernambuco. For this purpose, it was identified how they perceived levels of affective, instrumental and normative dimensions of organizational commitment and the main antecedents, in importance analysis and insight into working reality one. The study was researched at Centro Acadêmico do Agreste, UFPE, located in Caruaru, agreste region of the state. The study population was seventy-five servers, and the sample of the research consists of fifty-nine participants. It was made a theoretical survey on the subject involved on the research problem, organizational commitment, with the following focuses: the commitment itself, its origins, bases, dimensionalities and antecedents. Survey data were collected via a questionnaire consisting of three parts. The first one featured the three-dimensional model of organizational commitment developed by Meyer and Allen (1991; 1997). The second part presented the model of antecedents of commitment developed by Medeiros (2003). The items were analyzed in the Likert scale of five points on two distinct points of view: the importance and perceived reality in the workplace. The third part consisted of sociodemographic and functional questions. For data analysis it was used descriptive statistical procedures simple (frequencies, means and standard deviations). The results show a moderate degree of commitment overall respondents (60%) and a significant degree of non-commitment in the normative dimension (48%) and instrumental (44%). About the Meyer and Allen model (1991; 1997), it was realized that the affective dimension, all items were better scorers in the analysis of importance than the actual perception; on the contrary the instrumental dimension, all items had higher scores in perceived reality. Finally, the normative dimension presented well approximated between importance and perceived work values. The results of the Medeiros model (2003) showed that, of the 28 items studied, 26 were best evaluated on the scale of importance than the scale of perception at work. At the conclusion, for the studied sample, the servers of the institution consider it as important or very important items of affective commitment, and how minor and major items of instrumental and normative dimensions. At the labor reality, the servers are more committed in the affective dimension than instrumental and normative ones. About the antecedents of commitment is high perceived difference between the scores of importance and perception at work, particularly in the dimensions of human resource practices and values of the organization.

This study explored benefits of providing employee training and development beyond the specific content covered in such interventions. The relationship between training and development opportunities, and associated factors (job satisfaction, organizational commitment, and turnover intent) were significant among participants. Implications for training and development investment returns are considered. Previous research has identified training and development as an antecedent to perceived organizational support. Results failed to confirm perceived organizational support as mediating the relationship between training and organizational commitment. Age was found to be significantly correlated with job satisfaction, organizational commitment, and turnover intent, while education level was not found to have an impact. Limitations of this study, practical implications and recommendations for further study are discussed.

The Three-Component Model of organizational commitment (TCM) by Meyer and Allen (1991, 1997) is widely regarded as the most dominant model in organizational commitment research (Cohen, 2003, 2007). However, recent research by Solinger et al. (2008) questioned the legitimacy of the TCM as a general model of organizational commitment. More specifically, the authors criticized the TCM for grouping affective commitment as an attitude toward target with continuance and normative commitment as attitudes toward behaviors under one general label of attitudinal construct. Based on the Theory of Reasoned Action (TRA; Ajzen & Fishbein, 1980), Solinger et al. (2008) argued that we should consider organizational commitment strictly as an attitude toward the organization (i.e., affective commitment). Based on Eagly and Chaiken's (1993) composite attitude-behavior model, the current study tested the reconceptualization of organizational commitment as a unidimensional construct reflecting employees' attitudes toward the organization (i.e., affective commitment) in predicting several organizational behaviors (i.e., considerate voice, production deviance, and behavioral engagement). In addition, I also investigated whether these organizational behaviors could be better explained by adding different classes of behavioral expectancies (i.e., utilitarian, normative and self-identity expectancies) as antecedents. Finally, I tested the mediating roles of attitude toward behaviors in the relationship between affective commitment and three behavioral expectancies and the three organizational behaviors. A sample of 258 employees in a large-sized organization in China was obtained for this study. The results suggested that none of the hypotheses of the current study was supported by the evidence in the current study. In particular, affective commitment and three classes of behavioral expectancies did not significantly predict their corresponding behaviors. In addition, I also did not find the evidence for the indirect effects from affective commitment and the behavioral expectancies on the behaviors. Several alternative explanations were provided for the results. Among those, the lack of compatibility between affective commitment and the behaviors, the existence of moderators (e.g. national culture), the lack of necessary control to perform the behaviors successfully are key factors that might lead to the current findings. Although none of the hypotheses was supported, I found limited empirical supports for the reconceptualization of organizational commitment strictly as the attitude toward the organization and that organizational behaviors could be better explained by adding appropriate behavioral expectancies to the model (Solinger et al., 2008). Finally, theoretical and practical implications of the current study as well as directions for future research are discussed.

Doctor of Philosophy / Department of Psychological Sciences / Clive Fullagar / Within the literature on engagement at work there has traditionally been a focus on overall work engagement. However, in recent years there has been increasing research on applying a specific form of task engagement, called flow, to the world of work. The current project details two studies that serve to differentiate and understand the relationship between overall work engagement and flow. The first study collected data on engagement and flow from several hundred working adults and used confirmatory factor analysis to explore the factor structure of the two concepts. Results indicated that flow and engagement are separate constructs, albeit related. The second study again collected data from working adults, however, the goal was to show the differential relationships both flow and engagement have with the work outcomes of job satisfaction, commitment, citizenship behaviors, and burnout. Results indicated that both flow and engagement were significant predictors of these outcomes with engagement being the stronger predictor of the two. Theoretical and practical implications of these findings are also discussed in full.

Research report presented to SBL, Unisa, Midrand. / This study aims to examine how manager's leadership styles correlates with leadership outcomes and perceptions of subordinates and management in the construction industry. Leadership styles, conception and leadership outcomes in terms of effectiveness and operationalization were measured using a modified Bass and Avolio's multifactor leadership questionnaire (MLQ) and a modified Porter et al.'s organizational commitment questionnaire (OCQ).

Submitted in the fulfilment of the requirements for the Degree of Doctor of Technology: Management, Durban University of Technology, 2012. / It has become imperative for organisations to create family-friendly work-environments, where employees can effectively balance work and family life, in order to ensure employee satisfaction and increased productivity. A critical review of the quality of work life factors and organizational commitment literature was therefore conducted, in order to ascertain their psychometric applicability to knowledge workers within the Pulp and Paper industry in the greater eThekwini Metropolitan Area. A total of 450 questionnaires were distributed to employees in the pulp and paper industry within the eThekwini metropolitan area. The employees were randomly selected, while the organisations were stratified selected. A questionnaire was used to measure the different dimensions of quality of work life factors as well as the different dimensions of organisational commitment. The gathered data was processed through an SPSS program. A number of statistical tests were then performed on the collected data, where biographical variables were compared with the independent variables. The questionnaire was considered moderately reliable because the overall coefficient alpha was 0.525. The Pearson’s value indicated that there was a positive relationship at 0.01 level of significance between the majority of the quality of work factors (organizational climate, task characteristics, job satisfaction, role behaviour, utilization and future orientation) and the organisational commitment. No relationship was found between remuneration and organizational commitment. There was no significant difference in organizational commitment across the biographical variables of marital status, age, length of service and span of control. There was, however, a significant difference in organizational commitment across different levels of education. The Analysis of variance indicated that there was no significant difference in organizational commitment across marital status group. There was however a significant difference in organizational commitment across length of service. There was a significant difference I organizational commitment across supervisory span of control. The results from the hierarchical multiple regression indicated that with the exception of age, education and experience, all other demographics variables do not have an impact on affective commitment. The results also indicated that age, education and experience had an impact on continuance commitment. Similarly, age and education contribute significantly to normative commitment. The structural equation model comparative technique was performed to all constructed models and indicated that all models had a good fit in relation to the data based on the GFI. The best-fitting model for consequences demonstrated that organisational citizenship behaviour and procedural justice were important variables. Apart from that, affective, continuance and normative commitment were also found to be part of the model.

Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: Today's economy demands that organisations' continually change the way they do business. The agility and efficiency with which organisations can implement change are vital in ensuring their continued competitiveness. Unfortunately, people's fear of the unknown results in a natural propensity to resist change. This presents significant challenges that management must overcome in order to implement desired changes to improve organisational efficiencies and overall stakeholder value. This study investigates the importance of employee commitment in implementing workplace change through a review of related literature and the analyses of primary data collected. The data was collected by means of a questionnaire that was sent to all employees within Media24 IT. The findings indicate a strong relationship between commitment and change. Especially one type of commitment displays significant importance with respect to workplace change, i.e. commitment that deals with an employee's emotional attachment to, identification with and involvement in the organisation. Additionally, certain drivers of commitment are investigated and conclusions presented. However, it is recommended that further research might be necessary. This is mainly due to the fact that the primary data collected could be seen as merely a reflection of the situation within a single organisation at a certain period in time. / AFRIKAANSE OPSOMMING: Vandag se ekonomie vereis dat organisasies vooortdurend die wyse waarop hulle besigheid doen, moet verander. Die tempo en doeltreffendheid waarmee organisasies verandering kan implementeer, is van deurslaggewende belang vir hul voortgesette kompeterendheid. Ongelukkig veroorsaak mense se vrees vir die onbekende 'n natuurlike geneigdheid om verandering teen te staan. Dit bied aan bestuur aansienlike uitdagings wanneer gewenste veranderings om organisatoriese doeltreffendheid en belanghebberwaarde te verbeter, geimplemenleer moet word. Hierdie werkstuk ondersoek die belangrikheid van werknemers se toegewydheid ten opsigte van die implementering van verandering by die werkplek deur middel van 'n literatuurstudie en die analise van primere data wat ingesamel is. Die data is deur middel van 'n vraelys wat aan al Media24 IT se personeellede gestuur is, ingesamel. Die bevindings dui 'n sterk verwantskap tussen toegewydheid en verandering aan. Veral een tipe toegewydheid wat handel oor 'n werknemer se emosionele verbintenis tot die organisasie, asook identifikasie met en betrokkenheid by die organisasie, toon 'n sterk invloed op verandering in die werkplek. Addisioneel word sekere drywers van toegewydheid ondersoek en afleidings gemaak. Daar word egter aanbeveel dat verdere navorsing moontlik nodig mag wees. Dit is hoofsaaklik weens die feit dat die primere data wat ingesamel is, gesien kan word as 'n blote weerspieeling van die situasie binne 'n enkele organisasie op 'n gegewe tydstip.

Studiens syfte var att undersöka huruvida ”Corporate Social Responsibility” (CSR) påverkar de anställdas organisatoriska engagemang och ”Organizational Citizenship Behavior” (OCB) positivt samt huruvida CSR-aktiviteterna minskar de anställdas vilja att säga upp sig. Forskningsstrategin har utgått ifrån en deduktiv ansats och grundades i en kvantitativ design där en webbaserad enkätstudie skickades ut till de anställda på ett medelstort kooperativt företag inom fastighetsbranschen under april 2016. Ett klusterurval genomfördes vilket genererade 62 enkätsvar med en svarsfrekvens på 36%. För att säkerställa mätinstrumentets reliabilitet användes Cronbachs alfa reliabilitetskoefficient där samtliga värden låg mellan α=0,81 och α=0,89. Pearsons korrelationsanalys och flera stegvisa regressionsanalyser utfördes för att analysera data. En signifikansnivå på p=0,05 tillämpades och studiens resultat visade att CSR predicerar de anställdas organisatoriska engagemang (p <0,001) och OCB (p <0,001). Slutsatsen av resultatet indikerade på att företagets CSR-arbete är relevant och har en positiv påverkan på de anställdas attityder och beteenden.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The aim of the study is firstly to determine what the main causes are for employee turnover and turnover intention. Secondly, the study is to investigate the consequences for organisations that are unable to retain or attract talented employees. The data was collected through exit interviews and through personal interviews from the organisation. The sample was taken from a diverse group of individuals consisting of people from all departments in the organisation. In total six departments were considered. The data was categorised into five areas, namely remuneration and benefits, work-life balance, organisational culture, job satisfaction and career development. The data will be presented graphically and then analysed. The literature review was conducted on the categories as categorised from the exit and personal interview data. This was done to compare the literature findings to the data analysis results as established from the exit and personal interview data. The findings suggested that organisational culture was the biggest contributor to employee turnover or turnover intention, followed by career development and job satisfaction. While remuneration and benefits are of some significance, it does not appear to be major contributors. / AFRIKAANSE OPSOMMING: Die doel van die studie is eerstens om die hoofoorsake van werknemer bedankings, sowel as die voorneme van werknemers om organisasies te verlaat, te bepaal. Tweedens, om ondersoek in te stel na die moontlike gevolge vir organisasies wat nie in staat is om werknemers te behou of nuwe talent te lok nie. Inligting vir die studie is deur middel van diensverlatings- en persoonlike onderhoude van die organisasie verkry. 'n Verskeidenheid individue uit ses verskillende departemente het aan die studie deel-geneem. Die inligting is in vyf katagorieë verdeel, naamlik vergoeding en voordele, balans tussen werk en persoonlike lewe, organisasiekultuur, werksbevredeging en loopbaanverbetering. Die data word grafies voorgestel en geanaliseer. Die literatuurstudie is saamgestel in dieselfde vyf katagorieë as die waarin inligting verkry is deur die verskillende onderhoude. Dit is gedoen ten einde die literatuurstudie-bevindings met die data- analise te vergelyk wat deur middel van diensverlatings- en persoonlike onderhoude verkry is. Die studie dui aan dat organisasiekultuur die grootste bydraende faktor is by werknemerbedankings, sowel as by werknemers wat beoog om die organisasies te verlaat. Bykomende bevindings dui op loopbaanverbetering en werksbevrediging. Terwyl vergoeding en voordele 'n faktor is, wys die studie dat dit nie 'n belangrike bydraende faktor is nie.