Committed employees are increasingly becoming a valued asset in organisations. For the purpose of this study employee commitment is viewed as commitment to the organisation as well as employees' commitment to their occupations. The purpose of the research was to determine whether there is a correlation between perceived self-efficacy and employee commitment in a South African sugar manufacturing company. Self-efficacy, a social cognition construct, which refers to a person's self-beliefs in his/her ability to perform specific tasks, has been shown to be a reliable predictor of both motivation and task performance and to influence personal goal setting. Despite this, little attention has been given to its organisational implications. The General Self-Efficacy Questionnaire (GSE), and an Employee Commitment (CM) questionnaire based on the Conversion Model were used as measuring tools. The results of this study indicate that there is a positive correlation between self-efficacy and employee commitment (Ambassador, Career oriented, Company oriented). Uncommitted employees show a lower level of self-efficacy. The implications of these results are discussed. Further research from a predictive validity perspective is suggested in order to substantiate the findings and to improve the generalisability thereof. / Industrial & Organisational Psychology / M.Com. (Industrial Psychology)

The objectives of the study were: (1) to determine the relationship between organisational commitment (measured by the Organisational Commitment Scale), retention factors (measured the Retention Factor Scale) and job embeddedness (measured by the Job Embeddedness Questionnaire), and (2) to determine whether employees from different gender, age, race, marital status, tenure and job level groups differ significantly in their levels of organisational commitment, retention factors and perceived job embeddedness. A quantitative survey was conducted on a purposive sample (N = 206) of medical and IT service staff in the South African client service sector. Correlational and inferential statistical analyses revealed significant relationships between organisational commitment, retention factors and perceived job embeddedness. Significant differences between gender, age, race, marital status, tenure and job level groups were also found. The findings contribute valuable insight and knowledge to the field of Career Psychology that can be applied in the retention of employees in the medical and IT industry. The study concludes with recommendations for future research and practice. / Industrial and Organisational Psychology / (M.Comm. (Industrial and Organisational Psychology))

by Lee Siu-Chun, Daisy. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1992. / Includes bibliographical references (leaves 61-62). / abstract --- p.ii / table of contents --- p.iv / list of tables --- p.vi / ACKNOWLEDGEMENTS --- p.vii / Chapter / Chapter I. --- introduction --- p.1 / Introduction & General Background --- p.1 / Definition of Organizational Commitment --- p.3 / Chapter II. --- literature review --- p.5 / Commitment and Age and Tenure --- p.5 / "Commitment, Demographics and Personal Variables" --- p.6 / Commitment and Role-related Factors --- p.7 / Commitment and Job Nature --- p.8 / Commitment and Job Satisfaction --- p.9 / Commitment and Turnover --- p.10 / Commitment and Job Performance --- p.11 / Multidimensionality of Organizational Commitment --- p.11 / Chapter III. --- methodology --- p.14 / Sampling Procedures and Sample Characteristics --- p.14 / The Measuring Instrument --- p.15 / Organizational Commitment --- p.15 / Motivational Job Characteristics --- p.16 / Intention to Leave and Job Satisfaction --- p.16 / Other Variables --- p.17 / Personal Factors and Work Background --- p.17 / Missing Data --- p.18 / Language --- p.18 / Analytical Framework --- p.18 / Chapter IV. --- results and analysis --- p.20 / Sample Characteristics and Work Background --- p.20 / Sex and Age --- p.20 / Year of Graduation --- p.21 / Faculty of Major Study --- p.21 / Monthly Salary --- p.21 / Absence Frequency --- p.22 / Years in Current Job --- p.22 / Frequency of Job Change --- p.23 / Data Analysis --- p.23 / Reliability Coefficient --- p.24 / Means and Standard Deviations --- p.24 / Level of Organizational Commitment --- p.25 / Correlations of Organizational Commitment and other Measures --- p.26 / Correlations of Organizational Commitment with Personal Factors and Work Background --- p.27 / Correlations of Organizational Commitment and Motivational Job Characteristics --- p.29 / Correlation of Organizational Commitment with job Satisfaction --- p.29 / Correlation of Organizational Commitment with Intention to Turnover --- p.30 / Correlations of Organizational Commitment with Other Variables --- p.30 / Multidimensionality of Organizational commitment by Factor Analysis --- p.30 / Chapter V. --- DISCUSSION AND CONCLUSION --- p.33 / Level of Organizational Commitment --- p.33 / Nature of Organizational Commitment --- p.34 / Conclusion --- p.36 / TABLES --- p.37 / APPENDIX --- p.56 / BIBLIOGRAPHY --- p.61

Thesis (M.A. (Clinical Psychology)) --University of Limpopo, 2010 / There is a considerable literature linking aspects of personality, attachment,and identity development. Five hundred and thirty one boarding school learners participated in a study of the relationship between identity, assessed with the Ochse’ Erikson scale (Ochse, 1983; Ochse & Plug, 1986), EPIES (Rosenthal et al., 1981), PIES (Markstrom et al., 1997), and Tan’s Eriksonian Ego Identity (Tan et al., 1977); domicile (rural or urban), and attachment assessed with The Inventory of Parent and Peer Attachment Revised (IPPA-R; Gullone, & Robinson, 2005). No relationship was found between domicile, and the development of attachment and identity. Results of the current study revealed no significant relationship between attachment, identity development and home background of individuals. Keyword: Attachment; Identity formation; Internal working models; Exploration; Commitment.

Not available / text

Thesis (Ph. D.)--University of Iowa, 2006. / Supervisors: Randy Y. Hirokawa, David B. Hingstman. Includes bibliographical references (leaves 130-141).

Committed employees are increasingly becoming a valued asset in organisations. For the purpose of this study employee commitment is viewed as commitment to the organisation as well as employees' commitment to their occupations. The purpose of the research was to determine whether there is a correlation between perceived self-efficacy and employee commitment in a South African sugar manufacturing company. Self-efficacy, a social cognition construct, which refers to a person's self-beliefs in his/her ability to perform specific tasks, has been shown to be a reliable predictor of both motivation and task performance and to influence personal goal setting. Despite this, little attention has been given to its organisational implications. The General Self-Efficacy Questionnaire (GSE), and an Employee Commitment (CM) questionnaire based on the Conversion Model were used as measuring tools. The results of this study indicate that there is a positive correlation between self-efficacy and employee commitment (Ambassador, Career oriented, Company oriented). Uncommitted employees show a lower level of self-efficacy. The implications of these results are discussed. Further research from a predictive validity perspective is suggested in order to substantiate the findings and to improve the generalisability thereof. / Industrial and Organisational Psychology / M.Com. (Industrial Psychology)

The objectives of the study were: (1) to determine the relationship between organisational commitment (measured by the Organisational Commitment Scale), retention factors (measured the Retention Factor Scale) and job embeddedness (measured by the Job Embeddedness Questionnaire), and (2) to determine whether employees from different gender, age, race, marital status, tenure and job level groups differ significantly in their levels of organisational commitment, retention factors and perceived job embeddedness. A quantitative survey was conducted on a purposive sample (N = 206) of medical and IT service staff in the South African client service sector. Correlational and inferential statistical analyses revealed significant relationships between organisational commitment, retention factors and perceived job embeddedness. Significant differences between gender, age, race, marital status, tenure and job level groups were also found. The findings contribute valuable insight and knowledge to the field of Career Psychology that can be applied in the retention of employees in the medical and IT industry. The study concludes with recommendations for future research and practice. / Industrial and Organisational Psychology / (M.Comm. (Industrial and Organisational Psychology))

The purpose of this study is to explore the benefits of providing employee training and learning beyond the specific content covered in such interventions, and how personality constructs might moderate those benefits. Training refers to the imparting of specific knowledge and tasks. Learning involves processes and skills that support on the job learning experiences. This study builds on previous research linking training and development to increased job satisfaction, and reduced turnover intent, by considering additional factors. The relationships between independent variables training, learning, task variety and task significance and outcome variables job satisfaction, commitment and turnover intent are assessed. Personality constructs of need for achievement and growth need strength are explored as possible moderating variables. This research was conducted using archival data (N = 500) collected from technical professionals employed by fourteen organizations in the Southwest United States. Both task variety and task significance were found to significantly predict all three outcome variables. Growth need strength was found to moderate the prediction of commitment by task variety. Need for achievement was found to moderate the prediction of job satisfaction, commitment and turnover intent by training and learning. Need for achievement was also found to moderate the prediction of both commitment and turnover intent by task significance.

This study investigated the role of selected variables on organizational commitment in selected organizations in a North Texas metropolitan area. The selected (independent) variables were orientation attendance, unit size, educational level, gender, age, and length of service. Organizational commitment score was the dependent variable. The Organizational Commitment Questionnaire and a demographic questionnaire were administered to 1,055 employees. The Organizational Commitment Questionnaire contained fifteen statements which measured employees' feelings about their organization. Multiple regression was used to determine the relationship between organizational commitment and the selected variables at the .001 level of significance. It was determined that gender and length of service showed the strongest significant relationship on organizational commitment. This model shows that the six independent variables account for only 3 percent of the variance in the relationship between organizational commitment and the selected variables. Therefore, approximately 97 percent of the unexplained variance is accountable for the organizational commitment of the employees at the selected organizations used in this study. Studies using the Organizational Commitment Questionnaire to show the relationship between organizational commitment and other antecedents of organizational commitment are recommended. A follow-up study should also be conducted using the Organizational Commitment Questionnaire to show the relationship between organizational commitment and race. A follow-up study should be conducted using this questionnaire and a work ethic questionnaire to determine the relationship between organizational commitment and work ethics. An orientation attendance questionnaire should be developed and used with the Organizational Commitment Questionnaire to show the relationship between organizational commitment and orientation attendance. Additional research is necessary in other organizations and cultural settings before this study can be generalized to a greater number of employees. Recommendation is made that future researchers administer questionnaires to subjects due to the low reading and comprehension skills of many respondents.