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Commitment in NGOs : A Dual Case Study in SwedenLiu, Yu, Inkabi, Patience Attakora January 2015 (has links)
Background: A successful organization is the one that recognizes the importance of its human element and take into account their commitment to ensure the attainment of its objectives. However, the focus into the study of commitment among workers is often directed towards for-profit organizations with NGOs receiving less attention. This HRM related issue accord several scholars, is said to be an important factor to be considered in order to ensure a successful organization be it for-profit or NGO. The issue of commitment among workers however tend to take several direction as the result of the multidimensional nature of organizations, hence the varying configurations of commitment mindset (Affective, Normative and Continuance) and the presence of various targets of commitment (e.g. organization, customers etc.) among workers. Aim: The aim of this thesis is to examine the commitment among workers in NGOs, by investigating the various targets of commitment among different categories of workers of NGOs in Sweden. The paper will further investigates whether the targets of commitment among the different categories of workers in NGOs differs and what influences these differences. Through the empirical cases, this thesis will provide appropriate guidance to ensure commitment among categories workers in NGOs and also contribute to previous research with regards to commitment among categories workers in NGOs. Methodology: The qualitative research approach was used in the conducting of this study. A dual case study was undertaken 12 semi-structured interviews with six from each case organization. Participants were drawn from the two main categories of workers in NGOs thus from volunteers and paid workers. Results: The conducted research study reveals there are differences in relations to the targets of commitment among the different categories of workers as well as thedisplay of the different types of commitment towards these targets. The guideline identified by this paper to ensure commitment among workers in NGOs should be a considerable amount of attention to workers development and recognition from the organization.
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Essays on Commitment and Optimal Public PoliciesGaron, JEAN-DENIS 12 December 2012 (has links)
We focus on the design of optimal policies in the event of commitment problems.
In the first essay, we characterize how income should be redistributed within
and across generations. The time-inconsistency problem arises when the government
cannot commit to the future retirees' nonlinear tax schedule. Because retired
individuals have revealed their private information during the active period
of their lives, the government has an incentive to misuse it and to implement
more redistribution than a regular second-best policy would prescribe. We study
the set of equilibria that can be sustained if the government is infinitely lived,
and the households are short-lived.
Second, we derive an optimal linear pension scheme when individuals
need forced savings as a commitment device. We do so with
time-inconsistent preferences, whereby forced savings are the outcome of a paternalistic
social welfare maximization process. We then derive the optimal scheme when individuals
have self-control preferences.In both cases, we study the conflict between the forced-savings
and redistributive roles of public pensions. We show that the non-paternalistic pension
system may exhibit more forced savings and be less redistributive than the paternalistic one.
The third essay analyzes whether centralizing or decentralizing the provision of
public goods may influence the threats of secessions in a federation. We use a simple model
with two regions, in which one of them may decide to secede even if it would be socially
optimal, from the standpoint of the whole federation, to keep it united. Centralization
offers both benefits and costs for individual regions. We show how
centralizing generates a cost to secede if centralizing the provision of public goods requires
an investment in joint institutions that cannot be perfectly recovered if the federation is
dissolved. However, because a centralized provision of public goods does not match local preferences
as well as a decentralized one, it also generates a long-run cost to remain in the federation. / Thesis (Ph.D, Economics) -- Queen's University, 2012-12-12 14:37:20.574
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Organisatoriska och individuella prediktorers samband med organisationssamhörighetGustafsson, Martin, Sörensson, Amelie January 2012 (has links)
Tre organisatoriska (inflytande, karriärsutveckling, organisationsstorlek) och tre individuella (anställningsotrygghet, utbildningsnivå, anställningstid) variablers samband med organisationssamhörighet undersöktes i studien. Syftet var att utveckla kunskapen kring vad som påverkar organisationssamhörighet på den svenska arbetsmarknaden. Befintliga data (N=2295) i form av svar från telefonintervju samt enkät från yrkesverksamma individer i Sverige mellan 25 och 50 år, varav 51 % män, analyserades. Resultatet visade på signifikant samband för inflytande och karriärsutveckling gentemot organisationssamhörighet, men inte för de övriga variablerna. Förklarad varians för studien var 11 %. Personlighetsskillnader mellan individer tros vara en bidragande orsak till uteblivna samband för de individuella variablerna. Lön och belöningars samband med organisationssamhörighet är förslag till framtida forskning.
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The effects of perceived problems in relationships on commitmentHusby, Tiffany. January 2003 (has links) (PDF)
Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2003. / Includes bibliographical references.
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The psychology of interpersonal relationships in sport : the coach-athlete relationshipJowett, Sophia January 2001 (has links)
No description available.
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CommitmentBlackman, Rodney Jay, January 1900 (has links)
Thesis (Ph. D.)--University of Wisconsin--Madison, 1975. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.
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The impact of downsizing on surviving employees’ organizational commitment in a retail organizationCloete, Celeste January 2012 (has links)
Masters of Commerce / Organizations are operating within a difficult economic environment and in the face of fierce world competition (George & Jones, 1992 cited in Ndlovu & Brijball Parumasur, 2005). To remain competitive globally and for economic reasons, Theron and Dodd (2011) postulate that organizations sporadically have to retrench workers. In order to reduce expenses as well as costs and losses to the organization, they have to restructure and reduce their headcount and the typical form of engaging in the restructuring is by means of downsizing. Makawatsakul and Kleiner (2003) posit that employee morale and loyalty tend to be the first unintended casualties of a downsizing strategy. The repercussions of downsizing is that it jeopardizes employees’ commitment
and morale to a large extent (Muthuvuloo 8Rose, 2005) and survivors thus experience lower job and organizational satisfaction (Baruch & Hind, 2000) as this creates insecurity, anxiety and uncertainty. Survivors are also often forced to make a sideway or downward move in their job, may experience a drop in pay and status, become stressed by the amount of work left by departing colleagues that they would now need to undertake and worry about the security of their new position in the organization (Chipunza & Berry 2010). In light of the above, the aim of the study was to investigate the organizational commitment of those employees who survived and remained with the retail organization following a downsizing process. For the purpose of this study a
quantitative, non probability convenience sampling design was utilized. The sample (N=150) comprised of both males and females from different ethnic groups. A self developed biographical questionnaire and the Organizational Commitment Questionnaire (OCQ) were used to gather data. Statistical analyses involved both descriptive and inferential statistics (the Pearson Product-Moment Correlation Coefficient, Multiple Regression Analysis and Analysis of Variance). The results of the study indicate that employees display below average levels of commitment to the organization. More specifically, a direct, positive relationship was found between normative and affective commitment. Furthermore, a statistically significant relationship was found between
affective and continuance commitment. Statistically significant relationships were found between the biographical characteristics namely, tenure, gender and age, and organizational commitment. Limitations of the current study are put forth and recommendations are made with respect to future research and for the organization.
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Essays on monetary policyHimmels, Christoph January 2012 (has links)
This thesis consists of three essays on optimal monetary policy. In the first essay I study time-consistent monetary policy in an small open economy model with incomplete financial markets. I demonstrate the existence of two discretionary equilibria. The model is capable of explaining periods of different exchange rate volatilities as well as the transition between those regimes. Following a shock the economy can be stabilised either `quickly' or `slow', where both dynamic paths satisfy the conditions of optimality and time-consistency. I also show that a policy of partially targeting the exchange rate results in far worse welfare outcomes relative to a strict inflation targeting policy. In the second essay, I analyse how a policy maker can avoid expectation traps and coordination failures. Using a framework developed by Schaumburg and Tambalotti (2007) and Debortoli and Nunes (2010) in which a policy maker may or may not default on past promises I show that already mild degrees of precommitment are sufficient to generate uniqueness of the Pareto-preferred equilibrium. In the last chapter, I examine optimal monetary policy from an empirical perspective. I estimate a simple small open economy model separately for a policy maker acting under commitment and discretion and find that the data favours the commitment approach. Furthermore, the data suggest that the Bank of Canada did not target the nominal exchange rate in the inspected time period.
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The study of the affect of mentoring,organizational commitment,professional commitment to turnover intention-Example of Public Relations industy in TaiwanShih, hung-hua 09 August 2005 (has links)
The training programs for a new coming can not only raise the professional capabilities of the employees and also develop the sense of belongings to the enterprise. Guided by a veteran, who can illustrate the norms of the business domain & the instruction the working guide for the rookies, the system is so called the ¡V Mentor and apprentice system. The system helps the new comings melt-into the enterprise quicker and accelerate the pace for the rookies to be familiar with their own workings, even mentally support counts one of the function in this system. Thus, for a rookie; ¡§Mentor¡¨ plays an important role in the cognition for the company, while the transition of the professional technology, the mentor affect the rookie in the mental aspects spontaneously.
The study is focused on the group of liaison ¡Vbusiness as the studies target, the ¡§Mentoring¡¨ system as the premise & variations; to probe if the system affects the professions and the attitude for employees to the whole organization and to further aspects to find out the functions of this system, the relations of organization commitment and turnover intentions.
The study has proofed as; 1. Demographic statistics variations as the major affects is tenable, to the system, organization & professional commitments and turnover intentions. 2. The system as a remarkable affect to organizational & professional commitment is tenable. 3. The system as a remarkable affects to the job-turnover intention is not tenable. 4. The organizational & professional commitment as remarkable affect to job-leaving is tenable. 5. Through the affect of organizational & Professional Commitment, the system as a remarkable parameter to job-turnover intention is tenable.
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A study of the relationship of money ethic, perfectionism, professional commitment, organizational commitmentLiauh, Fang-Weei 06 August 2002 (has links)
Abstract
This study is focused on the discrimination of the relationship between money ethic & perfectionism and professional commitment & organizational commitment. I intend to provide company owners useful information on management of those R&D engineers. This research targets on engineers from different areas of businesses like computer, information, communication, electronics, optotech, refined machinery, automobiles, machinery, chemical engineering, metal industry and son on, but most are on the refined machinery, automobiles, machinery and telecommunication. There are total 508 copies of valid samples received. This is to check out if there is any obvious influence that the ¡§ money ethic ¡§ & ¡§perfectionism¡¨ and ¡§professional commitment ¡¨ & ¡§organizational commitment ¡¨ by using regression.
The result on research R&D engineers is as follows:
1¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on professional commitment.
¡}1¡~¡BThe stronger the no intrinsic motivation is, the stronger their involvement and identification to profession will be.
¡}2¡~¡BThe stronger the no intrinsic motivation is, the weaker willingness to stay in the same profession will be.
¡}3¡~¡BThe higher their personal standard is, the stronger their involvement and identification to profession will be.
¡}4¡~¡BThe more parental criticism, the weaker their professional identification and the willingness to stay in profession will be.
¡}5¡~¡BThe higher their personal standard and the doubt about actions is, the weaker the willingness to stay in profession will be.
¡}6¡~¡BThe higher the concern over making mistakes is, the weaker their involvement and identification to profession will be.
2¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on organizational commitment.
¡}1¡~¡BThe stronger they regard ¡§money is good¡BImportant¡¨ , the weaker their involvement and identification to organization will be.
¡}2¡~¡BThe stronger the no intrinsic motivation is, the stronger their identification to organization will be.
¡}3¡~¡BThe higher they consider themselves receiving a equity treatment, the stronger their involvement to organization and the willingness to stay in position will be.
¡}4¡~¡BThe more the motivators are, the stronger their involvement to organization will be.
¡}5¡~¡BThe higher the expectation from their parents is, the stronger their involvement and identification to organization and the willingness to stay in position will be.
¡}6¡~¡BThe higher the doubt about actions is, the weaker their involvement and identification to organization and the willingness to stay in position will be.
¡}7¡~¡BThe more concern over making mistakes is, the weaker their willingness to stay in position will be.
¡}8¡~¡BThe higher their personal standard is, the stronger their involvement and identification to organization and the willingness to stay in position will be.
¡}9¡~¡BThe more criticizes receiving from parents, the weaker their involvement to organization and the willingness to stay in position will be.
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