El propósito del estudio es comprobar la existencia de una relación entre la motivación en el trabajo y el compromiso organizacional en una muestra de asesores de venta (n= 140) del rubro de seguros de Lima Metropolitana. Se aplicó la escala de Motivación en el trabajo-MAWS, la cual considera las dimensiones motivación intrínseca, regulación identificada, regulación introyectada, regulación externa y desmotivación, y escala de Compromiso Organizacional de Meyer y Allen que desarrolla al compromiso afectivo, compromiso de continuidad y compromiso normativo. Se encontraron correlaciones significativas entre compromiso y motivación, así como también en la edad. A diferencia del tiempo de servicio, el cual no obtuvo resultados significativos. Finalmente, se realizó un análisis comparativo según sexo y nivel educativo encontrando diferencia tanto positivas como negativas. / The purpose of the study is to verify the existence of a relationship between motivation at work and organizational commitment in a sample of sales consultants (n = 140) of the insurance area of ​​Metropolitan Lima. The Motivation at work-MAWS scale was applied, which considers the dimensions intrinsic motivation, identified regulation, introjected regulation, external regulation and demotivation, and Meyer and Allen's Organizational Commitment scale that develops the affective commitment, commitment of continuity and regulatory commitment. Significant correlations were found between commitment and motivation as well as age. Unlike the time of service, which did not obtain significant results. Finally, a comparative analysis was carried out according to sex and educational level, finding both positive and negative differences. / Tesis

Between 2003 and 2011, 1.2 million U.S. workers were laid off every year. Some organizational leaders of information technology/telecommunications organizations lack strategies to improve affective commitment to the organization after downsizing events. The strains of overwork, organizational changes, anxiety over job insecurity, and lack of choice often result in physical illness, emotional trauma, and extreme disengagement termed survivor syndrome. The purpose of this single case study was to explore strategies organizational leaders in the Midwest United States in information technology/telecommunications organizations used to improve affective commitment to the organization after downsizing. The conceptual framework was Herzberg's 2-factor theory. Data were collected via semistructured interviews, retention records, and organizational documents specific to postdownsizing activities. Data were compiled, disassembled, and reassembled into patterns and themes. The data revealed 4 themes: internal communications, organizational support, training, and employee manager relationships. The findings suggested establishing a formalized strategy to support survivors of corporate downsizing is needed to ensure consistency throughout the company. This research might contribute to social change within the organization by identifying and providing strategies to improve affective commitment to the organization after a downsizing event, which might lead to better individual and organizational performance and decrease residual employee turnover. This research could also contribute to social change by stabilizing the emotional state of the employee and removing a source of family instability.

En el Perú en los últimos años, han salido a la luz una serie de casos, ligados a comportamientos faltos de ética en diversas entidades estatales, y que son los líderes de las organizaciones quienes influyen en el compromiso organizacional y la satisfacción de sus empleados. Considerando lo anterior, resultó interesante probar la influencia del liderazgo ético en el compromiso organizacional y la satisfacción laboral en una entidad pública del sector energético en Lima Metropolitana, con el cual se buscó sumar evidencia relacionada a la psicología del sector público, donde actualmente no se cuenta con mucha información al respecto. Para ello, se revisó, entre otros, conceptos relacionados a la Teoría cognitiva social y la satisfacción laboral, Liderazgo Ético, el Compromiso Organizacional Tridimensional de Meyer y Allen, así como la consulta de diversos estudios relacionados con las variables de estudio. Además, se efectuó un análisis estadístico descriptivo para caracterizar la muestra, encuestándose a 262 individuos de la entidad pública. Luego, se determinaron los indicadores de consistencia de cada uno de los constructos para establecer el nivel de fiabilidad de la encuesta, y, por último; se desarrollaron regresiones lineales y múltiples para identificar la relación de explicación entre las variables estudiadas. El resultado de la investigación muestra que el Liderazgo Ético tiene una influencia directa con el Compromiso Organizacional; no obstante, la explicación que tuvo con la Satisfacción Laboral fue no significante. Asimismo, el Compromiso Organizacional si es explicada por la Satisfacción Laboral. / During the last years in Perú, a number of cases have come to light, related to unethical behavior in various public entities, and that it is the leaders of the organizations who influence the organizational commitment and satisfaction of their employees. Taking this into account, it turned out interesting to test the influence of ethical leadership on organizational commitment and job satisfaction in a public entity of energy sector in Metropolitan Lima, through which it was sought to add evidence related to the psychology of public sector, where currently there is not relevant information about it. To that end, concepts related to social cognitive theory and job satisfaction, ethical leadership, Mayer and Allen’s tridimensional organizational commitment were reviewed, as well as several studies related to those variables. Besides that, a descriptive statistical analysis was carried out to characterize the sample, surveying 262 individuals from the mentioned public entity. Afterwards, consistency indicators of each of the constructs were determined to establish the level of survey’s reliability; and lastly, linear and multiple regressions were developed to identify the explanatory relationship among the studied variables. The research result shows that ethical leadership has a direct influence on organizational commitment; however, the explanation it had on job satisfaction was not significant. Likewise, organizational commitment is explained by job satisfaction. / Trabajo de investigación

The present study explored the relationships between pay satisfaction, affective organisational commitment, voluntary turnover intention, and attitudes to money in a South African context, as well as whether attitudes to money acted as a moderator and affective organisational commitment as a mediator in the relationship between pay satisfaction and voluntary turnover intention. All participants received a web link to an online survey host in which a questionnaire was presented. The questionnaire included a self-constructed demographic questionnaire, the Pay Satisfaction Questionnaire (Heneman & Schwab, 1985), the Organisational Commitment Questionnaire (Mowday, Steers, & Porter, 1979), an adapted six-item questionnaire assessing voluntary turnover intention, and the Money Ethics Scale (Tang, 1992). The final sample (n = 190) consisted of respondents from a corporate company, as well as a snowball sample from social networks (Facebook, Twitter, and LinkedIn). The results suggested that pay satisfaction may best be viewed as a multi-dimensional construct both internationally and within a South African context. The study provides further support that this is robust across different types of samples and contexts and in different organisational fields. Furthermore, pay satisfaction was positively related to affective organisational commitment and negatively related to voluntary turnover intention. Voluntary turnover intention was also significantly and very strongly negatively related to affective organisational commitment. Moreover, affective organisational commitment mediated the relationship between pay satisfaction and voluntary turnover intention. This supported international findings regarding these relationships. Although one of the subscales of pay satisfaction, pay benefits, was significantly and negatively related to ‘good’ attitude to money, overall pay satisfaction and the other subscales did not significantly relate to money being seen as ‘good’. Pay satisfaction and all its subscales were also not related to money being seen as ‘evil’, an ‘achievement’, ‘respect’ for money, ‘budget’, ‘freedom’, or overall attitude to money. Furthermore, overall attitude to money and all of the subscales were not significantly related to either organisational commitment or voluntary turnover intention. In addition, further analyses found no moderating effect for attitudes to money in terms of the relationship between pay satisfaction and voluntary turnover intention. These results were unexpected given the limited theory available and further research is required.

The aim of this study was to determine the impact that Indoor Environmental Quality (IEQ) design features of green buildings, have on specific organisational outcomes. The organisational outcomes investigated were physical wellbeing, psychological wellbeing, productivity, absenteeism and job satisfaction. These outcomes were investigated within two different green buildings, belonging to a large financial institution, situated in Johannesburg and Durban. Self-report questionnaires were distributed to employees via email inviting them to participate in the study. The questionnaires contained the Warwick-Edinburg Mental Wellbeing Scale (WEMWBS), the Sick Building Syndrome (SBS) questions, and single-item questions measuring productivity and job satisfaction. Actual absenteeism records were obtained of the participating sample from the organisation. Measures were taken before the participants moved into each of the green buildings and 12 months post occupancy in the green buildings. Measures of a comparison group that did not move into either of the green buildings were also taken at the same time periods. The final sample consisted of 175 participants. The results of this study illustrated significant differences in physical wellbeing and productivity of the participants in the green building situated in Durban. Both these measures increased 12 months post occupancy in the green building. The IEQ design features that were found to most significantly impact wellbeing and productivity within the two green buildings were lighting and air conditions. This research is important as there is a growing movement towards implementing green building design initiatives, however in order to be truly effective, the benefits of green building designs must extend beyond the benefits to the environment and also consider the benefits to its occupants (Heerwagen, 2000).

Thesis advisor: Martin Scanlan / Problem and Purpose: Without time for preparation, COVID-19 caused a wave of operational and structural changes that encumbered much of the time and energy educational leaders previously spent on moving the district forward. The ripple effect of the pandemic exposed new challenges in teaching and learning, requiring superintendents and principals to establish efficient and effective responsive systems to support the needs of students. Even so, amid crisis principals were given new managerial tasks. This led to tension as principals’ identities as instructional leaders were threatened by increased workloads and changed responsibilities. To better understand this tension, the purpose of this study is to examine how a superintendent strives to increase the organizational commitment of their principals regarding instructional leadership. Methods: This bounded single-site design examined the interactions between superintendent and principals in one urban district of medium size in Massachusetts where at least 50% of students are high needs. Learning capabilities were used as a conceptual framework to analyze how the superintendent and principals interacted within a Community of Practice. Implications: This study found that strengthening principals’ organizational commitment during this time of crisis was the result of superintendent interactions in three areas: supervisor support, perceived autonomy, and alignment of personal and district goals. Principals’ investment increased in a culture where connection, candor, and capacity-building existed. Additionally, organizational commitment increased when there was greater alignment between principals’ personal and district goals and the district allowed for more autonomy to achieve goals. Under these conditions principals felt empowered to take on complex challenges and develop innovative solutions. These findings can assist superintendents in cultivating principal investment that will be integral during post-pandemic recovery and reconstruction. / Thesis (EdD) — Boston College, 2022. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

The evaluation of the transition experiences of veterans to civilian life was conducted. The military to civilian transition (MCT) framework along with theories covering organizational, identity, and systems streams of research situated the study. A mixed methods approach was conducted in two phases: a 28-item survey and 1.5-hour interviews, which helped contextualize and explain survey findings. The multiple regression procedure examined the relationship among three variables: person-organization fit, military identity, and organizational commitment with military identity was included as a moderator. Results indicated a positive relationship between person-organization fit and organizational commitment. Contrariwise, results indicated military identity's relationship between the variables was found to be not statistically significant. Although the moderation effect of military identity was not found to influence the relationships, interviews with veterans indicated a strong connection to their military identity. Veterans shared negative and unpredictable transition stories, positive transition stories, feelings of isolation, and held prevailing military goals, while reporting a lack of backing from support agencies. Veterans perceived differences between the military and civilian environments, veteran turnover and organizational commitment were found to connect and military values and military identity were found to have connections as well. Recommendations for improving military to civilian setting transitions for veterans, civilians, and support agencies are presented. A new system of transition is proposed with the intention of improving the veteran experience as they enter the workforce. Future research and limitations to the research outcomes are also supplied.

M. Tech. (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology. / The purpose of this study is to investigate the influence of presenteeism on job satisfaction and organisational commitment among government employees within the Cacadu district. Research on presenteeism has been conducted and the majority of research on presenteeism has predominantly focused on its prevalence, determinants and economic effects, in the process neglecting important attitudinal results. Sickness presenteeism may signify physical presence and mental absence and can be associated with affective-motivational states such as job satisfaction and organisational commitment. The research methodology used to conduct the study is a combination of a literature review and an empirical study. A quantitative research paradigm and a descriptive research method were used to investigate a sample size of 220 employees within government departments in the Cacadu district. In order to minimise the study bias, simple random sampling was used to ensure that the sample accurately reflects the larger population (N=1025). Data were collected by means of a structured questionnaire. The instrument was piloted with 40 respondents and the instrument was hand delivered to all the participants. The results of the correlation analysis indicated that there is a moderate relationship between presenteeism and job satisfaction and a moderate relationship between presenteeism and organisational commitment. Regression analysis showed mixed results among presenteeism, job satisfaction and organisational commitment. Findings and recommendations of this study are significant to employees as they provide essential information regarding the influence and impact of presenteeism within the working environment and how these affect the performance of employees in delivering quality service within the Cacadu district. Given that there is presently little available research on the attitudinal consequences of sickness presenteeism and also non-work related presenteeism, these findings offer further opportunity for conducting research in the area.

No description available.

Syftet med denna fallstudie är att beskriva chefer och anställdas upplevelser av distansarbete efter en återgång till kontoret, genom att koppla till faktorer som organisatoriskt engagemang och produktivitet. Tidigare har forskningen varit inriktad på distansarbetets effekter under Covid-19-pandemin, däremot finns det en brist av forskning inom området efter pandemin. Studien bidrar till kunskap inom området genom att koppla upplevelser av distansarbete till den teoretiska ingången resursbaserat perspektiv. Studiens forskningsmetod är kvalitativ och semistrukturerade intervjuer har genomförts. Den övergripande slutsatsen av studien är att chefer och anställdas upplevelser av distansarbete har resulterat i en positiv inställning till arbetsmodellen. Det som däremot är den främsta orsaken till den positiva inställningen är den hybrida arbetsmodellen som företaget som ingår i studien använt. Chefer och anställda föredrar en kombination av både distans- och kontorsarbete. Detta har även gjort att faktorerna produktivitet och organisatoriskt engagemang har upplevts olika beroende på olika situationer av arbetsmodellerna. Studiens bidrag är därmed att belysa vikten av att kunna kombinera distansarbete och kontorsarbete. / The purpose of this case study is to describe managers’ and employees’ experiences of remote work after returning to the office, by connecting to factors like organizational commitment and productivity. Previous research has been focused on the effects of remote work during the Covid-19 pandemic. However, there is a dearth of research on this topic after the pandemic. This study contributes to knowledge on this area by connecting experiences of remote work to the theoretical model of resource-based perspective. The research method of this study is qualitative and semi-structured interviews have been conducted. The overall conclusion of the study is that managers’ and employees’ experiences of remote work have resulted in a positive attitude to the working model. Thefore most cause of this positive attitude is the hybrid model used by the company analysed in this study. Managers and employees prefer a combination of both remote and office work. This has also led to the factors of productivity and organizational commitment have been experienced differently due to different situations of the work models. The contribution of the study is thus to show the importance of being able to combine remote work and office work.