The main aim of this research is to investigate how elements of the dynamic and temporary team environment of construction project teams influence trust, commitment, satisfaction and learning in the teams. While much can be learnt from the current literature about teams, the theories have mainly derived and focused on teams from permanent environments such as manufacturing, hospitality, health care, education and technology sectors. The uniqueness of construction project teams (for example, temporariness and multi-organisations involvement) creates a team working environment different from common permanent work teams. As such, numerous questions arise when we consider how construction project teams function and how the members are influenced by the temporary and dynamic team environment. For example, how do the project team members establish trust and commitment in the project team environment? How does the interdependency on each other to accomplish their assigned tasks influence individual members?? attitudes and learning in the project teams? The research adopted a cross-sectional mixed method research design employing both quantitative and qualitative methods of data collection in Singapore construction industry. The quantitative method involved survey questionnaires collected from 136 construction practitioners from 47 project teams. The qualitative method involved in-depth interviews with 28 construction practitioners. Quantitative statistical analysis was performed on the survey data using Statistical Package for Social Scientists (SPSS) and qualitative thematic analysis was performed on the interview data using computer-assisted qualitative data analysis software - NVivo. Amongst other things the research findings indicated that individual team members?? perceived task interdependence and reward interdependence are positively related to their trust and commitment in the team. Additionally, their satisfaction in the team played a mediating role between the relationships. With respect to team learning, the research found that team goals, task interdependence and reward interdependence influence team learning, and team learning contributes to the performance of project teams. On a broad view, the circumstances in which how team members?? trust, commitment, satisfaction and team learning are influenced appear to be similar with other work teams. However, in-depth interviews with construction professionals revealed many complex and subtle factors relating specifically to construction project teams, such as, multi-projects and multi-organisations involvement, and degree of familiarity between the members before the team is set up. These factors are central to the team members. In conclusion, this study has brought insights into how temporary construction project team environment influence members?? team attitudes and team learning experience.

The current research focuses on the study of power and commitment within heterosexual relationships. The research reviews, compares and contrasts the theoretical perspectives of Nietzsche through the work of Kaufmann and Gordon and utilises a qualitative research method of Narrative Inquiry. These theoretical epistemological and methodological perspectives are used in conjunction with the method of semi-structured interviewing to identify thematic phenomenological descriptions of participants stories. The three discourses of Fear Discourse, Protective Discourse and Detached Discourse have been used in conjunction with the writings of Nietzsche concerning the Will to Power as thematic guidance discourses for this study. To reveal these discourses the research question- How does an individual’s styles or themes of commitment change within and between three of their previous heterosexual relationships - was examined. The research found that commitment is understood as another name for responsibility, males are most often understood as behaving with a lack of responsibility, females in overly responsible ways. The research concluded that the production of a balanced responsible sharing approach achieved through creativity is the most desirable to accomplish self-overcoming independence and freedom within all situations / Master of Arts (Hons) (Psychology)

<p>Dagens organisationer verkar på en marknad präglad av hård konkurrens om såväl marknadsandelar som kompetent personal. Detta ställer krav på kostnadseffektivitet samt lojala och engagerade medarbetare. Ett fenomen som visat sig kunna bidra till just detta är commitment, som beskriver den anställdes bindning till organisationen. Individens värderingar i förhållande till commitment är delvis outforskat. Individualism är ett ramverk av värderingar som bland annat beskriver individers relation och identifikation med grupper. Mot bakgrund av detta är det intressant att sätta begreppet i relation till commitment. Syftet med denna studie var således att undersöka förekomsten av samband mellan individualism och commitment och hur dessa i så fall ter sig. Studien genomfördes genom en enkätundersökning på 158 bankanställda. Resultaten påvisade samband mellan horisontell individualism och känslomässig commitment samt mellan vertikal individualism och normativ commitment. Med denna kunskap kan organisationer anpassa sitt personalarbete för att motivera anställda och skapa förutsättningar för commitment.</p>

<p>Under graviditeten uppstår vanligen viss oro från lättare funderingar till uttalad rädsla inför förlossningen. Föreliggande studie är en randomiserad, kontrollerad pilotstudie i syfte att undersöka om en förberedelsemodell i gruppformat baserad på ACT (Acceptance and Commitment Therapy) kan påverka upplevelsen före förlossningen hos gravida kvinnor med viss förlossningsoro jämfört med en kontrollgrupp. Behandlingsgruppen bestod av 12 gravida kvinnor vilka uppdelade i tre grupper deltog i fyra gruppsamtal. Kontrollgruppen bestod av tio gravida kvinnor som vid ett tillfälle erhöll information och psykoedukation. För utvärdering av behandlingen mättes graden av självskattad oro och rädsla inför förlossningen, graden av självskattad ångest och depression, tendensen att undvika obehagliga upplevelser samt upplevelse av hälsa och livskvalitet. Resultaten visar att oron och rädslan inför förlossningen sjunkit signifikant i såväl behandlings- som kontrollgrupp. Studien ger emellertid inget stöd för att en acceptansbaserad intervention skulle vara att föredra inom denna grupp. Synpunkter på fortsatt forskning inom området diskuteras avslutningsvis.</p>

<p>Medarbetarskap har fått mer betydelse i det svenska arbetslivet under de senaste decennierna. Många organisationer strävar efter att förbättra samarbetet inom och över avdelningsgränserna samt chefens och medarbetarens relation. Arbetstagaren har till stor del övergått till att ta en mer aktiv roll i arbetet. Enkätundersökningen (<em>N</em> = 139) genomfördes i en statlig myndighet där medarbetarskap undersöktes utifrån F. Hällstén och S. Tengblads (2006) modell. Medarbetarskap kopplades till arbetsmotivation och lojalitet mot organisationen även intressanta likheter och skillnader undersöktes. Resultatet visar hur det rådande medarbetarskapet ser ut och kan utvecklas. Ett positivt samband uppvisades mellan medarbetarskap och arbetsmotivation samt lojalitet mot organisationen. Studien fann att upplevelsen av medarbetarskap är högst individuellt. Tidigare forskning har utgått ifrån ledningens och chefens perspektiv medan vår studie som kontrast utgick ifrån medarbetarens perspektiv. Detta uppmanar framtida forskning att undersöka båda perspektiven i en studie för att få en sammanfattande helhetsbild av fenomenet medarbetarskap.</p>

Over the past two decades, health care has undergone massive change, both in scientific and technological advancements, and in the manner in which services are structured and delivered (Angus, Auer, Cloutier, & Albert, 1995). Social, political, and financial pressures have resulted in organizational restructuring, which in turn influenced the delivery of health care at all levels. The knowledge base of the occupational therapy profession has continued to expand and there is increasing evidence of the effectiveness of its services. For these many reasons professional development has become especially critical as it enhances practitioners abilities to respond appropriately to these ever-changing external forces (Nolan, Owens, & Nolan, 1995) and ensures evidence-based practice (Craik & Rappolt, 2006), thus benefitting both patients and organizations. As professionals, occupational therapists are personally accountable for the quality and outcomes of the services they provide (Friedson, 1994). This study examined the factors that induce occupational therapists - important resources for the health care system - to maintain, adapt, and enhance their competencies. I explored the potential drivers of professional development using a combination of commitment theory and organizational support theory (Eisenberger, Huntington, Hutchison, & Sowa, 1986; Meyer & Herscovitch 2001). Hierarchical regression analysis showed that, though perceived organizational support and development-oriented human resource management practices play a role in professional development, occupational therapists professional commitment is the most important influence on professional development. Moreover, in the population studied, performance appraisals did not appear to influence professional development. Participants open-ended comments suggested that occupational therapists do not perceive such appraisals as relevant to their practice or learning needs. These findings have important implications. The education of occupational therapists and the role of professional bodies become important for instilling and supporting professional commitment. For employers, the hiring process for occupational therapists and the policies and human resource management practices related to encouraging professional commitment become especially critical. / Rehabilitation Science

Thesis (M. Soc. Sc.)--University of Hong Kong, 2000.

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

Dagens organisationer verkar på en marknad präglad av hård konkurrens om såväl marknadsandelar som kompetent personal. Detta ställer krav på kostnadseffektivitet samt lojala och engagerade medarbetare. Ett fenomen som visat sig kunna bidra till just detta är commitment, som beskriver den anställdes bindning till organisationen. Individens värderingar i förhållande till commitment är delvis outforskat. Individualism är ett ramverk av värderingar som bland annat beskriver individers relation och identifikation med grupper. Mot bakgrund av detta är det intressant att sätta begreppet i relation till commitment. Syftet med denna studie var således att undersöka förekomsten av samband mellan individualism och commitment och hur dessa i så fall ter sig. Studien genomfördes genom en enkätundersökning på 158 bankanställda. Resultaten påvisade samband mellan horisontell individualism och känslomässig commitment samt mellan vertikal individualism och normativ commitment. Med denna kunskap kan organisationer anpassa sitt personalarbete för att motivera anställda och skapa förutsättningar för commitment.

This research was to learn the trust of direct leaders from the points of the staff, and to discuss how to influence organizational commitment and job involvement. Since trust of direct leaders was one of the key factors to increase organizational commitment and job involvement, the cohesion will turn up when the staff accept the concern from directors, and the group can collaborate. Therefore, the operation of an organized system and the achievement of assignment were necessary to base on the trust of direct leaders, then it brought the maximum beneficial result. After getting nine hundred and thirty-six available questionnaires, this research used the methods of Analysis of One-Way Factorial Variance, Correlation Analysis, and Analytical Regression Process to get the verification. According to the statistics, I addressed the conclusion and recommendation of this research. In the discovery of the result, individual variables were including the trust of direct leaders, organizational commitment and job involvement. There wasn¡¦t any noticeable difference in sex, but it existed in marriage, age, work experience, education level and position. Moreover, according to the result of the research in Correlation Analysis, the trust of direct leaders, organizational commitment and job involvement caused high positive correlation . It means the degree of the trust of direct leaders is higher, and the staff would have higher organizational commitment, and degree of job identification and involvement. In addition, the work experience with directors was interference variables, and to prove if there was the interference effect in the trust of direct leaders from organizational commitment and job involvement, the verified result revealed that there wasn¡¦t any interference effect in any other factors, except Cognition-based Trust could effect the value and effort commitment . In terms of the collection of this research results, the assumptions approximately existed in Correlation Analysis, and on the contrary, they didn¡¦t exist in interference effect. In conclusion, I had some recommendation for this research to provide the enterprise some different ideas and directions of management. The organization should emphasize how to increase the trust of direct leaders, enhance the interaction between the management and the staff, lift organizational commitment from the personnel, and raise the degree of job involvement for the advantage of the organization development.