Attachment of an employee to an organization is explored through concept of an organizational commitment. One of the results of an organizational commitment is a turnover, which is in a light of the current situation on the labor market up-to-date topic. Goal of the theoretical part of this thesis is an overview of approaches to organizational commitment and summary of factors, that have been according to many studies considered to be antecedents of organizational commitment. Following these findings, empirical part of this thesis sets the goal to summarize the results of qualitative and quantitative research which objective was to conduct a survey about extent and type of commitment to the organization and related factors. As research methods were chosen semi-structured interviews, TCM Employee commitment survey and survey examining related factors. Based on correlation analysis positive and negative factors related to organizational commitment were identified. Results also suggests that commitment does not correlate with any of demographic variables except of sex. From variables connected to work of employee for organization only length of employment did significantly correlate with affective commitment. Results of this research provide overall view on the organizational commitment at the branch...

Attitudinal commitment (AOC) to the organization is consistently viewed as the most desirable form of organizational commitment due to its consistently positive relationship with many desirable workplace outcomes. Though researchers tend to overlap considerably with their definitions of attitudinal commitment, consensus on how to define and operationalize this form of organizational commitment has yet to be reached. Recently, Jaussi (2007) proposed a multidimensional model of AOC that borrows from the various conceptualizations of AOC in an attempt to form an all encompassing scale. The current study examined the utility of using a multidimensional measure of AOC by examining the unique relationships that the dimensions of AOC have with other forms of commitment as well important workplace correlates and outcomes. Bivariate correlations were used to examine the relationships that the dimensions of AOC have with other forms of organizational commitment. In addition, hierarchical regression analyses were used to examine the unique variance that particular dimensions of AOC account for in correlates and outcomes of organizational commitment. Finally, hierarchical regression was used to examine the variance that the set of AOC dimensions accounts for in focal behaviors (e.g., turnover intentions). Results indicate that using a multidimensional model of attitudinal commitment could prove fruitful for both researchers and organizations. Implications for research and practice are discussed.

Sammanfattning Titel: Internal commitment hos medarbetare - En kvalitativ studie som ser empowerment ur ett medarbetarperspektiv    Nivå: Kandidatuppsats inom ämnet företagsekonomi Författare: Maria Elefteriadou och Martin Kjellnäs Handledare: Tomas Källquist och Pär Vilhelmson Datum: Vårterminen 2020 Bakgrund och syfte: Empowerment inom företagsekonomin avser framhävandet av den individuella förmåga som varje medarbetare inom en organisation besitter. Trots fokus på den individuella medarbetaren utgår litteraturen till stor del från ett ledningsperspektiv. Denna studie väljer att utgå från ett medarbetarperspektiv och dess syfte är att skapa förståelse för hur kognitiva dimensioner påverkar medarbetarnas internal commitment. Metod: Studien utgår från en socialkonstruktivistisk verklighetssyn och en hermeneutisk kunskapssyn. Studien är av kumulativ karaktär då den teoretiska referensramen, som utgör grunden för forskningsprocessen, baseras på tidigare forskning inom området. En kvalitativ forskning har tillämpats och semistrukturerade intervjuer har utförts för insamlingen av empiri. Studiens bidrag: Studien belyser ett perspektiv av empowerment som hittills inom litteraturen varit av underordnad karaktär. Genom att ge medarbetarna rösten att uttrycka hur deras internal commitment påverkas av olika kognitiva dimensioner skapas förståelse för hur det skulle kunna öka deras upplevda empowerment. Utöver detta teoretiska bidrag lämnas även praktiska bidrag i form av rekommendationer till organisationer som strävar efter att tillämpa empowerment. Förslag till vidare forskning: Vi föreslår fortsatt vidare forskning inom medarbetarperspektivet för att skapa en mer komplett bild av empowerment. För att vidga medarbetarperspektivet rekommenderar vi studier i olika kontexter där faktorer som till exempel miljö, yrke, ålder och utbildning varieras.  Nyckelord: Ekonomistyrning, medarbetare, empowerment, internal commitment. / Abstract Titel: Internal commitment of employees - a qualitative study that sees empowerment from an employee perspective Level: Final assignment for Bachelor Degree in Business Administration Authors: Maria Elefteriadou and Martin Kjellnäs Supervisors: Tomas Källquist and Pär Vilhelmson Date: Spring term 2020 Background and aim: Empowerment within Business Administration refers to the emphasis of the individual ability that every employee within an organisation possesses. Despite the focus on the individual employee, a large part of the literature is based on a management perspective. This study therefore chooses to focus on an employee perspective. The aim for this study is to create an understanding on how cognitive dimensions affect employees internal commitment.        Method: This study adopts a method that is based on a social constructivist view of reality and has a hermeneutic view of knowledge. The study is of a cumulative nature, as the theoretical frame of reference, which forms the basis of the research process, is based on previous research. A qualitative research approach has been applied and semi-structured interviews have been conducted for the empirical data collection. Contribution of the study: This study illustrates a perspective of empowerment that has been quite unexplored so far. By giving employees the voice to express how their internal commitment is affected by different cognitive dimensions, a broader understanding of how their perceived empowerment can increase is created. In addition to this theoretical contribution, practical contributions are also made in the form of recommendations to organizations that strive to apply empowerment. Suggestions for future research: We propose further research within the employee perspective to create a more complete picture of empowerment. To broaden the employee perspective, we recommend studies in various contexts where factors such as environment, occupation, age and education are varied. Keywords: Management control, employee, empowerment, internal commitment.

The present research investigates three current debates in commitment research. In order to contribute to these debates and to provide novel insights, the present research consistently applies a differentiated multi-target approach by distinguishing between employees’ commitments to the organization and their commitments to its constituents top management, supervisors, and workgroups. In addition, it considers recent developments in the conceptual refinement of commitment and consistently aims to strongly build on established basic theoretical foundations of social psychology as well as on incorporating methodological advancements. The first study investigated the debated relationship between values and commitment. Specifically, it compared the relevance of employee values, commitment target values, and of their congruence for employee’s multiple commitments. Results indicate that targets’ values are most important for commitment, especially the targets’ people-centered values. In contrast, value congruence between targets and employees appears to play a less important role than implied in much previous research. The second study investigated the debated relationship between commitments and employees’ readiness for change. Again applying a multi-target perspective, results showed that the association was only positive when the different commitment targets were perceived to advocate changes. If the target’s change advocacy was low, the association between commitment and change readiness disappeared or even turned negative. Finally, the third study investigated the debated relationship between global commitment to the organization and specific commitments to its constituents. This research question again implied the use of a multitarget perspective and was investigated in a multi-cohort cross-lagged panel design to understand the influences between commitments. Results indicate that global commitment influences the specific commitments of low-tenured employees; however, in medium- and high-tenured employees the different commitments grow independent of each other. Taken together, the studies demonstrate that reassessing the debated associations with higher differentiation and a multi-target perspective can contribute to explaining the mixed findings in previous research. Moreover, moderations and conditions identified in the present research shed more light onto the processes that underlie commitment development and effects. Most importantly, the present research strongly encourages researchers and practitioners to consider the multiple targets of commitment and their values and goals in order to better understand and manage employee commitment.

The purpose of this study is to demonstrate how the phenomenon of technostress is present in the accounting and auditing industry depending on the mode of working and further examine its relationship with job satisfaction and organizational commitment which in this context is valid to measure turnover intentions. A quantitative research approach was used in this research where the primary data was collected through a survey among audit and accounting professionals in Sweden. Standard multiple regression analysis to examine how technostress is connected to job satisfaction and organizational commitment. The findings of this research confirm that technostress as a phenomenon. is perceived regardless of the mode of working in the accounting and auditing branches. Moreover, it was found that technostress is negatively associated with job satisfaction and further with organizational commitment.

Since mental illness has legal as well as medical aspects, it is the purpose of this thesis to consider one part of the relationship between the courts, the mentally ill person, and the state hospital. This part is concerned with the problem of how mentally ill persons are selected and committed by legal proceedings in the state of Texas for treatment in a mental hospital. This paper is concerned with the problem of how mentally ill persons are selected and committed by legal proceedings in the state of Texas for treatment in a mental hospital.

This research explores the relationship between sense of coherence, work engagement and organisational commitment in an automotive development institution in South Africa. The study was conducted through quantitative research. The study used the Orientation to Life Questionnaire (OLQ) to measure sense of coherence, the Utrecht Work Engagement Scale (UWES) to measure work engagement and the Organisational Commitment Scale (OCS) to measure organisational commitment. A biographical questionnaire was also used. The questionnaires were administered to a sample of 46 employees, 37 of whom were based in the company’s Pretoria office and nine at their Eastern Cape office. In view of the fact that the sample was small, 100 % of the population was included in the study. A theoretical relationship between the constructs was determined and an empirical study provided evidence of the degree of relationship that existed between them. The results reveal significant relationships to exist between some sub-scales, however, statistical significance could not be reached for some correlations. / Psychology / M. Admin. (Industrial and Organisational Psychology)

Summaries in English and Afrikaans / Text in Afrikaans / Die doel van hierdie verkennende studie was om ondersoek in te stel na die prestasiewaardes onderliggend aan Affektiewe, Kontinulteits- en Normatiewe organisasieverbintenis van werknemers binne die motorywerheid in Suid-Afrika. 'n Steekproef van 113 werknemers is uit verskillende motorhandelaars geselekteer. Daarna is ondersoek ingestel na watter prestasiewaardes betekenisvolle voorspellers van organisasieverbintenis is. Daar is bevind dat die prestasiewaardes mededinging en materiele welvaart betekenisvolle voorspellers van affektiewe organisasieverbintenis is, en dat die prestasiewaardes materiele welvaart en strewe na uitmuntendheid betekenisvolle voorspellers van kontinuiteitsorganisasieverbintenis is, maar dat geeneen van die prestasiewaardes wat huidig wereldwyd erken word, betekenisvolle voorspellers van normatiewe organisasieverbintenis in die motomywerheid is nie. Dit het verreikende irnplikasies vir die Suid-Afrikaanse motorhandelaar. Hierbenewens is dit ook duidelik uit die navorsingsresultate dat die prestasiewaardes mededinging, materiele welvaart en strewe na uitmuntendheid hulself daartoe leen om op 'n geintegreerde wyse deur bestuur van motorhandelaars aangewend te word ten einde hul kumulatiewe invloed op organisasieverbintenis optimaal te kan benut. / The objective of this exploratory study was to investigate the performance values subjacent to affective, continuity and normative organisation commitment of employees in the motor industry in South Africa. A sample of 113 employees was selected from different dealerships. Thereafter an investigation was done to establish which performance values were meaningful predictors of organisation commitment. It was found that the performance values competition and material gain were meaningful predictors of affective organisation commitment, and the performance values material gain and excellence were meaningful predictors of continuity organisation commitment, but that none of the performance values which are contemporarily recognised world-wide were meaningful predictors of normative organisation commitment. This has far-reaching implications for South African motor dealers. It was also apparent from the results that the performance values competition, material gain and excellence can be utilized in an integrated way by management of motor dealers in order to ensure optimal utilization of their cumulative impact on organisation commitment. / Industrial psychology / M.Com. (Industrial Psychology)

This research explores the relationship between sense of coherence, work engagement and organisational commitment in an automotive development institution in South Africa. The study was conducted through quantitative research. The study used the Orientation to Life Questionnaire (OLQ) to measure sense of coherence, the Utrecht Work Engagement Scale (UWES) to measure work engagement and the Organisational Commitment Scale (OCS) to measure organisational commitment. A biographical questionnaire was also used. The questionnaires were administered to a sample of 46 employees, 37 of whom were based in the company’s Pretoria office and nine at their Eastern Cape office. In view of the fact that the sample was small, 100 % of the population was included in the study. A theoretical relationship between the constructs was determined and an empirical study provided evidence of the degree of relationship that existed between them. The results reveal significant relationships to exist between some sub-scales, however, statistical significance could not be reached for some correlations. / Psychology / M. Admin. (Industrial and Organisational Psychology)

Summaries in English and Afrikaans / Text in Afrikaans / Die doel van hierdie verkennende studie was om ondersoek in te stel na die prestasiewaardes onderliggend aan Affektiewe, Kontinulteits- en Normatiewe organisasieverbintenis van werknemers binne die motorywerheid in Suid-Afrika. 'n Steekproef van 113 werknemers is uit verskillende motorhandelaars geselekteer. Daarna is ondersoek ingestel na watter prestasiewaardes betekenisvolle voorspellers van organisasieverbintenis is. Daar is bevind dat die prestasiewaardes mededinging en materiele welvaart betekenisvolle voorspellers van affektiewe organisasieverbintenis is, en dat die prestasiewaardes materiele welvaart en strewe na uitmuntendheid betekenisvolle voorspellers van kontinuiteitsorganisasieverbintenis is, maar dat geeneen van die prestasiewaardes wat huidig wereldwyd erken word, betekenisvolle voorspellers van normatiewe organisasieverbintenis in die motomywerheid is nie. Dit het verreikende irnplikasies vir die Suid-Afrikaanse motorhandelaar. Hierbenewens is dit ook duidelik uit die navorsingsresultate dat die prestasiewaardes mededinging, materiele welvaart en strewe na uitmuntendheid hulself daartoe leen om op 'n geintegreerde wyse deur bestuur van motorhandelaars aangewend te word ten einde hul kumulatiewe invloed op organisasieverbintenis optimaal te kan benut. / The objective of this exploratory study was to investigate the performance values subjacent to affective, continuity and normative organisation commitment of employees in the motor industry in South Africa. A sample of 113 employees was selected from different dealerships. Thereafter an investigation was done to establish which performance values were meaningful predictors of organisation commitment. It was found that the performance values competition and material gain were meaningful predictors of affective organisation commitment, and the performance values material gain and excellence were meaningful predictors of continuity organisation commitment, but that none of the performance values which are contemporarily recognised world-wide were meaningful predictors of normative organisation commitment. This has far-reaching implications for South African motor dealers. It was also apparent from the results that the performance values competition, material gain and excellence can be utilized in an integrated way by management of motor dealers in order to ensure optimal utilization of their cumulative impact on organisation commitment. / Industrial psychology / M.Com. (Industrial Psychology)