Community-pharmacy is in a state of flux with a series of significant recent changes including the Community-pharmacy Contract, the reconstitution of the RPSGB and the General Pharmaceutical Council. There are also socio-cultural changes such as greater numbers of women in the profession, and an increase in pharmacists reducing their hours of work. The latter comes at a time when workload/roles are expanding and diversifying, leading to potential scenarios in which there are shortfalls between the hours worked and workload demands. This will have an impact on community pharmacists, but its magnitude may be dependent on how they are professionally and organisationally committed. Whilst there has been some promising commitment research in the USA, little research has been published in GB. However, multidimensional models of commitment have been researched extensively in other professions.A programme of research was developed and conducted to characterise and understand the role of professional and organisational commitment in community-pharmacy in GB using the Three-Component Model of commitment (TCM). Various methods were used to answer the research questions including focus-groups to assess qualitatively the contextual appropriateness of the constructs (stage 1.1), and cognitive-interviews to assess construct validity (stage 1.2). Stage 2 consisted of a large survey study, which examined the psychometric validity of the measurement scales as well as salient a-priori theoretical relationships found in both community pharmacy in GB and other professional contexts. A total of 32 participants were recruited for stage one and 713 community-pharmacists participated in stage two. Ethical approval was attained from the University of Manchester Ethics Committee for both stages one and two.The research found that beyond the affective facets of professional and organisational commitment both normative and continuance facets made significant, unique and yet varied contributions to the influence of both withdrawal-behaviours and work-performance behaviours in the community pharmacy population in GB. However, the levels and strengths of the different facets of professional and organisational commitment also appeared to differ amongst the different subgroups in community pharmacists in GB. For example, independent/small-chain pharmacists exhibited significantly higher levels of affective and normative organisational commitment and significantly lower levels of organisational withdrawal behaviours compared to large-multiple pharmacists. The implications of these and other differences were highlighted and recommendations made salient to the profession and community pharmacy organisations about how the levels of the different facets of commitment may be managed to foster greater work-performance behaviours and mitigate the different withdrawal behaviours.

This research explores the relationship between job insecurity, organisational commitment and work engagement amongst staff in a tertiary institution. The research was conducted through computer-aided telephone interviews and self-completion techniques. Of the total population (N=4460), a proportion of survey participants (n=260) were selected using a two-stage stratified probability sampling technique, proportional to size, across the different departments. Three instruments were administered among the survey participants, namely the Job Insecurity Scale (JIS), the Organisational Commitment Questionnaire (OCQ) and the Utrecht Work Engagement Scale (UWES). On the basis of the outcome of the study, a theoretical relationship was determined between job insecurity (JIS), organisational commitment (OCQ) and work engagement (UWES). An empirical study provided evidence on the relationship that exists between the three concepts. The results revealed that a statistically significant relationship exists between JIS and OQC as well as UWES, although the relationship is positive and weak (r=.286** for OCQ; r=.270** for UWES). These results are incongruent with previous studies and might suggest that previous studies failed to examine whether the nature and strength of the relationships between job security and its outcomes are different in situations with different levels of insecurity or threat. However, further analysis revealed a statistically significant relationship between some of the subscales. For instance, a positive statistically significant relationship was observed between perceived powerlessness and affective commitment (r=.304**), vigour (r=.346**), dedication (r=.350**) and absorption (r=.279**). The results imply that as participants feel insecure about the various job features and the job as a whole, they simultaneously express their commitment and energy as well as dedication to their work responsibilities and the organisation. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)

ABSTRAKT Onlinekasino är ett snabbt växande område. Dock finns det generellt sett en negativ uppfattning bland allmänheten gentemot onlinekasino där det råder ett bristande förtroende. Det har i denna studie uppstått en önskan att förstå anledningen bakom detta. För att anskaffa data gällande ämnet har en kvalitativ studie utförts i forma av semistrukturerade intervjuer med tidigare samt nuvarande spelare. Vars syfte handlar om att belysa de faktorer som anses vara viktiga för förtroendeskapande, åtagande samt retention i en onlinakasino kontext. Detta för att ta reda på vad onlinekasino-företag behöver arbeta mot för att skapa högre förtroende i den specifika kontexten. Inledningsvis presenteras relevanta teorier om commitment-trust theory samt retention. Den tidigare forskningen används för att visa på de faktorer som tidigare ansetts vara viktiga mot förtroendeskapande samt retention. Utförandet av studien har genomförts av välkända metoder som datatriangulering, semistrukturerade intervjuer, ljudinspelning av intervjuer, transkribering samt kodning och tematisering. Därav har ett resultat framkommit med ett antal faktorer som anses vara viktiga för förtroendeskapande, åtagande samt retention i en onlinekasino kontext. Vidare forskning och tester behövs innan det resultat och de faktorer som framkom kan fastställas som giltiga för förtroendeskapande, åtagande samt retention. Nyckelord: Onlinekasino, hasardspel, förtroende, åtagande, retention, commitment-trust theory. / ABSTRACT Online casino is an ever fast growing area. However, there is generally a negative perception among the public towards online casinos where there is a lack of trust. In this study, a desire has arisen to understand the reason behind this. To obtain data on the subject, a qualitative study has been carried out in the form of semi-structured interviews with previous and current players. This study aims to highlight the factors that are considered important for building trust, commitment and retention in an online casino context. The purpose is to find out what online casino companies need to work towards to build trust in this specific context. Initially, relevant theories on commitment-trust theory and retention are presented. The previous research is used to show the factors that were previously considered important for building trust and retention. The study has been carried out by well-known methods such as data triangulation, semi-structured interviews, sound recording of interviews, transkription, coding and thematization. Hence, a result has emerged with a number of factors that are considered important for building trust, commitment and retention in an online casino context. Further research and tests are needed before the results and the factors that emerged can be determined as valid for building trust, commitment and retention. Keywords: Online casino, gambling, trust, commitment, retention, commitment-trust theory.

This research explores the relationship between job insecurity, organisational commitment and work engagement amongst staff in a tertiary institution. The research was conducted through computer-aided telephone interviews and self-completion techniques. Of the total population (N=4460), a proportion of survey participants (n=260) were selected using a two-stage stratified probability sampling technique, proportional to size, across the different departments. Three instruments were administered among the survey participants, namely the Job Insecurity Scale (JIS), the Organisational Commitment Questionnaire (OCQ) and the Utrecht Work Engagement Scale (UWES). On the basis of the outcome of the study, a theoretical relationship was determined between job insecurity (JIS), organisational commitment (OCQ) and work engagement (UWES). An empirical study provided evidence on the relationship that exists between the three concepts. The results revealed that a statistically significant relationship exists between JIS and OQC as well as UWES, although the relationship is positive and weak (r=.286** for OCQ; r=.270** for UWES). These results are incongruent with previous studies and might suggest that previous studies failed to examine whether the nature and strength of the relationships between job security and its outcomes are different in situations with different levels of insecurity or threat. However, further analysis revealed a statistically significant relationship between some of the subscales. For instance, a positive statistically significant relationship was observed between perceived powerlessness and affective commitment (r=.304**), vigour (r=.346**), dedication (r=.350**) and absorption (r=.279**). The results imply that as participants feel insecure about the various job features and the job as a whole, they simultaneously express their commitment and energy as well as dedication to their work responsibilities and the organisation. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)

A renewed interest in work has developed world-wide during the last decade. One of the reasons for this is that organizations are responding to the changing economic, social, technological and environmental demands in ways that are fundamentally transforming the nature of organizations and the meaning of work for employees. Work has changed tremendously, not only in nature but also its importance. The current demands placed on organizations and employees include, among others, global competition, cost-cutting, downsizing and restructuring and information processing on a large scale. It is intuitive to think that these changes and demands will affect employees in some way or the other. For many employees changes brought different job descriptions, more roles to fulfil and more complicated tasks to complete with more uncertainty and less clear-cut instructions. The work commitment construct has been part of a lively debate since Morrow's (1983) call for a moratorium on the development of further work commitment measures due to the existence of concept redundancy within and among the work commitment facets. It has been proposed that the work commitment construct consists of four main facets i.e. job involvement, organizational commitment, career commitment and work values. It has been unclear up to now on how these facets are interrelated. The relationships between the work commitment facets, role strain and intention to quit have also not been studied together in a single study before. The current study investigated the underlying dimensions of the work commitment construct, the underlying dimensions of each proposed facet, as well as determined the relationships among the work commitment facets, role strain and intention to quit, based on a large diverse South African sample. This was done by using Exploratory and Confirmatory Factor Analyses, the calculation of intercorrelations and Structural Equation Modeling. Each instrument was standardized for South African conditions. The results indicated that although the instruments were portable to South Africa, unique results and factors were obtained. Promising results were obtained with regard to the causal relationships among the variables. / Thesis (DPhil)--University of Pretoria, 1997. / gm2014 / Psychology / Unrestricted

This dissertation looks at the existence of multiculturalism within the North-West University, Potchefstroom Campus after the merger. It also assesses the extent to which there is organisational commitment and job satisfaction within this institution of higher learning. Using frequencies and descriptive statistics, the article provides an overview of the extent of the impact of multiculturalism on organisational commitment and job satisfaction in the identified institution. Furthermore, the article evaluates the extent of relationships between multiculturalism as an independent variable and organisational commitment and job satisfaction as dependent variables. Data collected from 250 respondents using the self-administered questionnaires was analysed using SPSS. The results show that respondents’ self-assessment of their productivity is affirmative. It also indicates that most respondents are satisfied with their work and their responses to the intention to leave the organisation are in the negative. Contrary to the position of most researchers in previous literature, data collected in this study shows that multiculturalism does not result in the sampled employees intending to leave the organisation. It also indicates that the respondents do not show any negative effect of multiculturalism. This positive impact may be attributed to the fact that most respondents indicated their commitment to the institution and satisfaction with their work. The results of this study should be interpreted in the context of academia. In this regard, in a different environment, multiculturalism may be found to result in different findings. Therefore, the findings cannot be generalised to other sectors and industries. In addition, it is safe to generalise the findings only to the Campus at which the study was conducted. Findings of this study show that there is no relationship between multicultural norm and practices and organisational commitment as well as job satisfaction. It nonetheless shows that most employees are productive and satisfied and have no intention to leave the institution. The study recommends that the institution adopts a focused approach to nurturing multiculturalism. In order to improve multiculturalism, it is recommended that the institution creates awareness and trains employees about diversity. It is also recommended that the North-West University enhances job satisfaction through team building activities. / MBA, North-West University, Potchefstroom Campus, 2014

This dissertation looks at the existence of multiculturalism within the North-West University, Potchefstroom Campus after the merger. It also assesses the extent to which there is organisational commitment and job satisfaction within this institution of higher learning. Using frequencies and descriptive statistics, the article provides an overview of the extent of the impact of multiculturalism on organisational commitment and job satisfaction in the identified institution. Furthermore, the article evaluates the extent of relationships between multiculturalism as an independent variable and organisational commitment and job satisfaction as dependent variables. Data collected from 250 respondents using the self-administered questionnaires was analysed using SPSS. The results show that respondents’ self-assessment of their productivity is affirmative. It also indicates that most respondents are satisfied with their work and their responses to the intention to leave the organisation are in the negative. Contrary to the position of most researchers in previous literature, data collected in this study shows that multiculturalism does not result in the sampled employees intending to leave the organisation. It also indicates that the respondents do not show any negative effect of multiculturalism. This positive impact may be attributed to the fact that most respondents indicated their commitment to the institution and satisfaction with their work. The results of this study should be interpreted in the context of academia. In this regard, in a different environment, multiculturalism may be found to result in different findings. Therefore, the findings cannot be generalised to other sectors and industries. In addition, it is safe to generalise the findings only to the Campus at which the study was conducted. Findings of this study show that there is no relationship between multicultural norm and practices and organisational commitment as well as job satisfaction. It nonetheless shows that most employees are productive and satisfied and have no intention to leave the institution. The study recommends that the institution adopts a focused approach to nurturing multiculturalism. In order to improve multiculturalism, it is recommended that the institution creates awareness and trains employees about diversity. It is also recommended that the North-West University enhances job satisfaction through team building activities. / MBA, North-West University, Potchefstroom Campus, 2014

No summary available / Industrial & Organisational Psychology / M. Comm. (Industrial Psychology)

The objective of this study was to explore the relationship between perceived career mobility, career mobility preference, job satisfaction and organisational commitment. A secondary objective was to determine whether various age, gender, tenure, marital status and race groups differed significantly regarding their perceived career mobility, career mobility preference, job satisfaction and organisational commitment. A perceived career mobility scale and career mobility preference scale, the Minnesota Satisfaction Questionnaire (short form) and the Organisational Commitment Scale, were applied to a non-probability convenience sample consisting of 82 South African accountants, auditors and financial staff members. Significant relationships were observed between the variables. Significant differences were found between age and race groups‟ perceived career mobility, gender and tenure groups‟ career mobility preference, and age and tenure groups‟ organisational commitment. The findings contribute valuable new knowledge that may be used to inform retention practices in the financial sector. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)

Human resource management advocates consider that obtaining employees' affective commitment to the organisation is an important objective. A key part of this concept is concerned with employees' identification with organisational goals and values. Recent research however, indicates that employers want employees to maintain their commitment levels even though organisations are undergoing periods ofextensive change that impact on many aspects of these goals and values. In the literature, employee commitment is regarded as a stable construct that nothing seems to alter. Despite this, there is increasing evidence to suggest that commitment may change if something in the organisation changes. To date, little research has sought to measure the impact of organisational changes on employee commitment. This study seeks to find out if commitment is altered by organisational changes or if commitment remains constant after the implementation of change. It also examines the impact of a range ofvariables on employees' commitment levels not previously addressed in the literature. The study adopted a cross sectional design. Data was collected by use of both quantitative techniques, (incorporating the British Organisational Commitment Scale or BOCS) and qualitative approaches, in three organisations located in the South East of England. An evaluation of the BOCS' reliability and dimensionality was carried out. In contrast to the literature, an eight item scale was shown to be superior, providing the best fit to the data. BOCS was found to comprise two distinct, but related components, hence the measure is considered bi-dimensional. The study makes several contributions to the literature. In particular, the: process of change (i.e. strategy used by each organisation to elicit organisational changes); antecedents to commitment (i.e. personal and work related variables); extent to which changes are experienced and content of change (i.e. the changes themselves) are all shown to affect the outcomes for individuals' commitment after periods of change in the organisation. Of the changes examined, almost all lead to increased levels ofemployees' self reported commitment. This challenges the claims that suggest commitment is stable and unchangeable. The study also revealed a number of factors lead to increased commitment amongst the workforce after change. These represent employee perceptions of change. Researchers and practitioners will need to focus on these issues in the future when considering commitment if they are to safeguard it after changes in the workplace.