The purpose of the present study was to integrate findings from commitment (organizational and professional commitment), its antecedents (especially in terms of personal characteristics), and pay satisfaction literature into a more comprehensive model that would further enhance the understanding of the full concept of commitment, which has been regarded as an important variable in appreciating the work behaviour of employees in organizations. The present study contributed to the literature on commitment in five important ways: (1) Consideration of multiple commitments was included in this study; organizational and professional commitment were examined in a multidimensional way; (2) Since different organizational and professional commitment varied across occupations (Wallace, 1993), it was worthwhile to explore the commitment orientation of R&D engineers in the electronics industry of Taiwan; (3) Direct effects of personal characteristics on two forms of commitment were measured; (4) Moderating effects of pay satisfaction on the relationship between personal characteristics and commitment were observed; (5) Whether there was a complementary or incompatible association between organizational commitment and professional commitment was examined. Several significant and interesting findings of this study are presented as follows. (1)Given that a higher education level has been considered to predispose individuals to lower organizational commitment, but stronger professional commitment, this idea was tested, and as hypothesized, R&D engineers with higher levels of education did report lower commitment to stay in the same organization but stronger value commitment to their profession, as well as stronger commitment to stay in the same profession. However, higher education levels did not cause lower value commitment to the organization. Indeed, it was found in this study that pay satisfaction moderated respectively, the relationship among different education levels, the commitment to stay in the same organization, the value commitment to the profession, and the commitment to stay in the same profession. (2)It was supported that a higher position demonstrated stronger commitment to stay in the same organization. Pay satisfaction moderated the relationship between different position level and commitment to stay in the same organization, as well as commitment to stay in the same profession. (3)As hypothesized, increased age correlated with stronger organizational commitment. It was also confirmed that pay satisfaction moderated the relationship between age and organization commitment. However, there was no significant relationship between increased age and professional commitment. Nor did pay satisfaction influence the relationship between age and professional commitment. (4)The hypothesis that increased organization tenure led to increased organizational commitment but decreased professional commitment was rejected. However, the hypothesis that pay satisfaction moderated the relationship between organizational tenure and organizational commitment was supported. (5)The hypothesis that women tended to demonstrate lower organizational and professional commitment was partially supported. Women reported lower value commitment to the organization, lower value commitment to the profession and lower commitment stay in the same profession, than their male counterparts. However, the relationship between gender and commitment to stay in the same organization was not supported, but pay satisfaction was found to moderate the relationship between gender and commitment to stay in the same organization. (6)This study confirmed that married engineers had stronger commitment to stay in the same organization and that pay satisfaction moderated the relationship between marital status and organizational and professional commitment, except for the value commitment to the profession. (7)In spite of the value commitment to the organization, however, it was found that the more dependents, the higher organizational commitment and the less professional commitment was demonstrated. That pay satisfaction moderated the relationship between number of dependents and organizational commitment was approved in this study. (8)The hypothesis that the more income an individual received, the higher organizational and professional commitment s/he demonstrated, was supported. However, a negative relationship was found between income and commitment to stay in the same organization. As anticipated, pay satisfaction moderated the relationship between salary level and organizational commitment. (9)A positive relationship between organizational and professional commitment was found in this study.

Factors Influencing Members¡¦ Commitment and Participation in the Union Abstract Due to the special situation of Taiwan economical and political development in the past, unions were unable to provide their member the function they ought to do. However Government declared martial law ended in 1989, it offered Taiwan unions a new opportunity to perform their function. Recently Human Resource Management School suggests that company never need union if they have offered work conditions satisfied by their employees. So far, neither union operation nor human resource management can coordinate Labors-Employer relation completely. Thus, it is hard to decide which way is suitable for Taiwan¡¦s situation. Therefore, the extent of Taiwan labor¡¦s commitment and participation in the union is crucial in deciding the way of coordinating Labor-employer Relation. First, this study selected some of demographics in order to realize if there are differences among members with different demographics. Second, the study also selected some factors, including Recognizing and Evaluating of Union, Job Satisfaction, Organizational Commitment and Union Instrumentality to realize if there are any effects among the factors of Union Commitment and Participation. The critical findings of this research are as follows: 1. There are significant differences among gender, age, married status, company run by state or local people, work tenure, union tenure and some factors of union commitment and participation dimension. But there are no significant between education and union commitment and participation dimension. 2. Some factors of recognizing and evaluating of union, job satisfaction, organizational commitment have relation in some factors of union commitment and participation dimension. Some factors of recognizing and evaluating of union, job satisfaction, organizational commitment have significant effects in some factors of union commitment and participation dimension. 3. Union instrumentality has significant positive relation and effects in union commitment and participation. Keyword: union commitment, union participation, union instrumentality, job satisfaction, organizational commitment.

In order to enhance competence of companies , flexible human resource strategies have become more and more important in many companies as well as in hospitals. Hospitals now focused in decreased cost to improve profit and maintain their high quality of medical treatment. Flexible nursing manpower has become the main human resource strategy used in hospitals. This study focuses to investigate different working status nursing staffs in hospitals and analysis their organizational commitment , professional commitment and work performance . The critical findings of this study are as follows 1. Different demographic characteristics of nursing staffs have significant difference in organizational commitment , professional commitment and work performance. 2. Different working status nursing staffs in organizational commitment and professional commitment are different but not significant. 3. With the same working status of nursing staffs, they have stronger professional commitment than organizational one. 4. Formal nursing staffs have stronger organizational citizenship behavior than contingent ones. 5. The correlation shows that organizational commitment and professional commitment of formal nursing staffs relates positively to their behaviors of work performance. Based on the findings of this study, suggestions are made at two levels¡GThe hospitals and future research. For the hospitals , enhancing organizational and professional commitment of nursing staffs is good at their behaviors of work performance. Besides , if hospital can rearrange work tasks , it is good idea to use contingent nursing staffs to reduce manpower cost of hospital. For the future researches , they can compare behaviors among different industries and different professional areas.

Recent research has urged more comprehensive theoretical development and empirical validation in the field of organizational change. This study is aimed at further developing the change leadership construct and investigating its effect on employees¡¯ commitment to a particular change, along with investigating the moderating roles of leaders¡¯ general transformational leadership styles and subordinates¡¯ affective commitment to the larger organization. The results for the change leadership measure suggest that change leadership behaviors encompass two factors¡ªleaders¡¯ change-selling behavior and change- implementing behavior. Hierarchical linear modeling results indicate that the two aspects of change leadership have different effects on employees¡¯ affective commitment to change. Results on the three-way interaction also provided a more comprehensive view of organizational change situations. Additional theoretical and empirical implications are discussed.

Thesis (Ph. D.)--Ohio State University, 2009. / Title from first page of PDF file. Includes bibliographical references (p. 165-180).

Teorin om Leader- Member Exchange antar att en chef differentierar mellan olika anställda i arbetsgruppen, vilket därav kan kännas av i arbetsplatsomgivningen. Ett högt utbytesförhållande med chefen har visat sig få betydande konsekvenser inom en organisation. Utifrån det kan det vara viktigt att chefen upplevs som jämlik. Denna studie undersökte hur chefen brukar differentiera förhållningssätt gentemot olika anställda samt om chefen uppfattas som jämlik, detta för att utröna vilken påverkan det har på commitment till organisationen, och till arbetsgruppen. Beroende på om avdelningscheferna skiljer sig åt beträffande uppfattad jämlikhet undersöktes om anställdas commitment skiljer sig åt mellan avdelningarna. 60 anställda vid tre olika avdelningar inom ett sjukhus besvarade enkäten. Hierarkisk regression utfördes och signifikanta resultat visade att commitment till arbetsgruppen ökade genom att tillföra jämlikhet med hur chefen kan differentiera sig, men främst förklarade den commitment till organisationen. Beträffande resultaten av att avdelningscheferna signifikant skiljde sig åt i uppfattad jämlikhet samt att det fanns skillnader i anställdas commitment till organisationen diskuteras.

This study is one of the first studies to fully address the relationship that business-to-business buyers have with both the selling firm and salesperson within an integrated model. Finding from this survey research support 14 of the 26 original hypotheses and the 2 additional linkages using structural equation modeling. This study finds that the relationship customers have with the selling firm is a stronger predictor of continuance than the relationship that the buyer has with the salesperson. While this relationship is stronger between the buyer and the selling firm, findings suggest that the salesperson can have a direct negative impact on the relationship if conflict is present. Overall, this study provides a framework for future research on the topic of business-to-business buyer-selling firm and buyer-salesperson relationships.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

Det här arbetet studerar med hjälp av en attitydundersökning förhållandet mellan anställdasoldater och Försvarsmakten i syfte att utveckla förståelsen för soldaters commitment till sinarbetsgivare. Frågeställningen lyder Hur ser soldaters relationer ut till arbetsgivarenFörsvarsmakten? Arbetets teoretiska grund hämtas i begreppet relationship commitment och närmare bestämtden del som benämns attitudinal commitment. Den begreppsdefinition som nyttjas bygger ihuvudsak på Meyer och Allens (1991) tre komponenter av relationship commitment, det villsäga affective commitment (känslomässig), continuance commitment (kalkylativ) ochnormative commitment (normativ). Begreppsdefinitionen inkluderar även åtta påverkansfaktorer som var och en ges en tydlig knytning till respektive komponent avrelationship commitment. Påverkansfaktorerna utgörs av personlig kompetens, deladevärderingar, förtroende, upplevelser, relationsfördelar, relationsavvecklingskostnader samtskyldigheter och tvingande miljö.Till skillnad från många tidigare studier görs här en tydlig koppling mellan påverkansfaktoreroch komponenter. Vidare studeras relationen mellan arbetstagare och arbetsgivare inomoffentlig sektor vilket även det är relativt ovanligt. Tidigare har framförallt relationer mellanorganisationer inom privat sektor eller olika former av nätverk studerats.Undersökningens resultat visar att soldaternas relation med Försvarsmakten framföralltbygger på en känslomässig grund där personlig kompetens och upplevelser samt deladevärderingar har störst betydelse. Därtill kan föras att även förtroende har viss betydelse förrelationen. Inom den kalkylativa komponenten spelar en förväntan om personlig utveckling enviss roll, men i övrigt har komponenten begränsat inflytande på relationen. I studienkonstateras också att det i princip inte finns någon normativ grund i soldaternas relation medFörsvarsmakten. / Using an attitude survey, this essay studies the relationship between employed soldiers and their employer the Swedish Armed Forces in order to develop an understanding of therelationship between these parties. The research question is: What do soldiers' relationships totheir employer, the Swedish Armed Forces, look like?The theoretical basis of the study is build on the theories of relationship commitment, andmore specifically the part that can be linked to attitudinal commitment. The conceptualdefinition used is mainly based on Meyer and Allen's (1991) three components of relationshipcommitment, namely affective commitment (emotional), continuance commitment(calculating) and normative commitment (normative). The concept definition also includeseight influencing factors, each given a clear linkage to the respective component ofrelationship commitment. The influencing factors are personal competence, shared values, trust, experiences, relationship benefits, relationship termination costs, obligations andimperative environment.Unlike many previous studies done in this area, a clear link between the influencing factorsand their respective components is defined. In addition, the survey covers the relationshipbetween workers and employers in the public sector which is also relatively rare. Previously,mainly relationships between organizations in the private sector or in various forms ofnetwork have been studied.The results of the survey show that soldiers' relationship with the Swedish Armed Forces arebased in particular on an emotional basis, where feelings of personal competence, desire forexperiences and shared values are most important. In addition, trust has some but lesssignificance for the relationship. Within the caculating component an expectation of personaldevelopment play a certain role but otherwise the component has limited influence on the relationship. In principle, there is no normative basis in the soldiers' relationship with theSwedish Armed Forces.Keywords: