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The purpose of this research was to determine if motivation had any influence on productivity in a merged real estate company. A secondary purpose of this research was also to determine the influence of commitment on motivation and productivity. A questionnaire was designed by the researcher emanating from the literature review addressing the variables of motivation, productivity and commitment. The questionnaire consisted of 58 questions: 4 demographical questions and 54 questions on the three variables of motivation, productivity and commitment. Frequency analyses were used to determine the results from the questionnaire on the three variables of motivation, productivity and commitment. Participants in the research included 315 employees of the 524 employees of the real estate company. These employees were located in the Carlton, Inland and the Corporate offices that are situated in Johannesburg, Pretoria, Bloemfontein and Kimberley. The results showed a direct link between motivation, commitment and productivity based on aspects like training, work experience, work knowledge, culture and tradition, leadership styles and the understanding of information systems. A limitation of this research entailed that additional research will be needed on mergers in real estate companies seeing that this study is not a representative sample of all mergers in real estate companies. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Syftet med studien var att undersöka relationen mellan commitment gentemot organisationen och chefs-commitment i en svensk kontext med hjälp av TCM Employee Commitment Survey. Metoden för att undersöka detta var en webbenkät som delades ut till sammanlagt 188 personer, med en svarsfrekvens på 35%. Respondenterna arbetade i tre olika organisationer inom offentlig sektor. I enkäten fick respondenterna ta ställning till påståenden rörande sin organisation och sin närmaste chef. Resultatet visade att ju lägre continuance commitment är gentemot närmaste chef, desto högre är affective commitment gentemot organisationen. Vidare visade resultatet att ju högre continuance commitment är gentemot närmaste chef, desto högre är continuance commitment gentemot organisationen. Dessutom visade resultatet att ju högre normative commitment gentemot närmaste chef är, desto högre är normative commitment gentemot organisationen. I motsats till tidigare studier fann vi ingen korrelation mellan affective commitment gentemot organisation och affective commitment gentemot närmaste chef. / The main purpose of this study was to examine the relationship between organizational commitment and supervisor commitment within a Swedish context using TCM Employee Commitment Survey. Measures were done via a questionnaire distributed to a total of 188 people, with a response rate of 35%. The respondents were employees from three different organizations within the public sector. They were asked to consider different statements regarding their organization, their supervisor and work-related identity. The results showed that if continuance commitment to supervisor is low, affective organizational commitment will be high. The results also showed that when continuance commitment to supervisor was high, continuance organizational commitment was also high. When normative supervisor commitment was high, so was normative organizational commitment. In contrast to previous studies, we found no correlation between affective organizational commitment and affective commitment to supervisor.

The purpose of this research was to determine if motivation had any influence on productivity in a merged real estate company. A secondary purpose of this research was also to determine the influence of commitment on motivation and productivity. A questionnaire was designed by the researcher emanating from the literature review addressing the variables of motivation, productivity and commitment. The questionnaire consisted of 58 questions: 4 demographical questions and 54 questions on the three variables of motivation, productivity and commitment. Frequency analyses were used to determine the results from the questionnaire on the three variables of motivation, productivity and commitment. Participants in the research included 315 employees of the 524 employees of the real estate company. These employees were located in the Carlton, Inland and the Corporate offices that are situated in Johannesburg, Pretoria, Bloemfontein and Kimberley. The results showed a direct link between motivation, commitment and productivity based on aspects like training, work experience, work knowledge, culture and tradition, leadership styles and the understanding of information systems. A limitation of this research entailed that additional research will be needed on mergers in real estate companies seeing that this study is not a representative sample of all mergers in real estate companies. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

This thesis investigated the possibility of experimentally increasing intimates' use of relationship maintenance responses, the strategies thought to sustain romantic relationships. Because research has demonstrated that constructs, traits, and goals can all be primed in order to affect behavior, priming participants' relationship commitment and satisfaction, two correlates that promote such strategies, was anticipated to similarly result in changes in maintenance responding. The first three studies demonstrated greater maintenance responses in women when they first thought about their commitment and satisfaction, but saw no effects in men. In an attempt to explain this gender difference, a theory involving relationship identification, a factor thought to underlie commitment, was proposed. General relationship identification, or the incorporation of important relationships into the self-concept, is seen more in women than it is in men. The theory was that the commitment and satisfaction prime actually served as a relationship reminder and activated the self-concepts of those who identify with their relationships, namely women. Subsequently encountering relationship threats was therefore experienced as threatening to the self-concept, and because people are motivated to protect their self-concepts, they engage in greater relationship maintenance responding. To first test this theory, in Study 3 a simple factual relationship reminder was shown to be as effective as the relationship commitment and satisfaction prime at raising women's maintenance responding. In Study 4, further demonstrating the role of chronic relationship identification, only those women high in chronic relationship identification showed the effect obtained in the previous studies. The involvement of self-protection was again shown in Study 5, when women who were given the opportunity to defend their self-concepts, without defending their relationships, displayed lower main

Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2003.

Thesis (Ph. D.)--Simon Fraser University, 2004. / Includes bibliographical references (leaves 129-135).

Thesis (B.A.)--Haverford College, Dept. of Psychology, 2009. / Includes bibliographical references.

Thesis (Ph. D.)--UCLA, 2007. / Vita. Includes bibliographical references (leaves 92-98).

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1992. / Vita. Abstract. Includes bibliographical references (leaves 118-127). Also available via the Internet.