In the process which organization creates value, because of blurred target, limited resources, environmental change, non-procedure decision making, members¡¦ personality, values, difference of perception, and selfish nature of mankind, individuals hunt for benefits and pile up resources to create more power and effect, and then political behavior of organization was born. But on the other side, some people think that political behavior is effective management. So when organization members have perception on political behavior, the behavior and attitude will make influence on organization. This research tries to compare and analyze the relationship and effect of perceptions of organizational politics on organizational commitment, job performance, and organizational citizenship behavior between public and private enterprises members. The research objects include government organization, armed forces, national business, teaching and administrative staff, service trade, manufacturing industry, finance business, science and technology business. The number of questionnaires we mailed to research objects was 1,459. The number of valid questionnaires was 1,187, including to the publicly-owned business (384) and the private enterprise (803). The results of research are as follows¡G (1) The political perceptions of public and private enterprises members and organizational commitment have significant negative correlation. The related degree in publicly-owned business is higher than private enterprise. The supervisor behavior (independent variable) influences political perceptions most. And the affective commitment (dependent variable) explains most. (2) The perceptions of organizational politics and job performance for publicly-owned business members have non-significant negative correlation. The perceptions of organizational politics and job performance for private enterprise members have significant negative correlation. The pay and promotion policies influence most. The contextual performance explains most. (3) The perceptions of organizational politics and organizational citizenship behavior for public and private enterprises members have significant negative correlation. The related degree in private enterprise is higher than publicly-owned business. The independent variable in publicly-owned business, go along to get ahead influences political perceptions most. The independent variable in private enterprise, pay and promotion policies influence political perceptions most. Both about the dependent variables can explain organizational public-profit behavior most.

Since 1996 ¡§the Knowledge-Based Economy¡¨ was published by Organization for Economic Co-operation and Development (OECD), knowledge is going to change the growth of global economy and becomes the important Factor of Production. With the development of the Internet and information technology, researchers have the opportunities to implement Knowledge Management. Knowledge Management Enablers are not brand new research issues. Many researchers have mentioned KM Enablers affect KM, but how KM Enablers affect KM processes hasn¡¦t been deeply discussed. In addition, KM has been developed so many years; we still can¡¦t evaluate performance of KM. There are many researchers develop performance indexes of Knowledge Management, but those indexes are not refined. This study attempts to develop an integrated model for KM Enablers, KM processes and organizational performance because KM Enablers affect organizational performance through knowledge processes. For the purpose of supplying a method for enterprises to realize the performance of KM through KMPI (Knowledge Management Performance Index) and feedbacks from performance, we attempt to understand the efforts of the strategies that have been executed, and decide the direction of the strategies is correct or not. This study uses questionnaire investigation. The samples are the employees who adopt and use knowledge management systems in the north and south of Taiwan. In the analysis, this study use multi regression and Partial Least Squares (PLS) to test all hypotheses. In tools, this study used SPSS12.0 for Windows and Visual PLS 1.04b1. Based on statistical analysis, we obtain the conclusions of this study as follows: we find that collaboration, trust, learning, innovation and expertise in organizational culture have positive impacts on Knowledge Circulation Processes (KCP). The formalization of organizational structure also has a positive impact on KCP. Additionally, KCP has a positive impact on task performance and contextual performance.

The study primarily investigates into the following aspects on bank employees under changeable economic environment: (1) the relationships among achievement motivation, commitment to organizational change, job performance, and organization-based self-esteem; (2) the achievement motivation as a mediator to commitment to organizational change and job performance; (3) the moderating effect of organization-based self-esteem to achievement motivation and commitment to organizational change. For the purposes of the study, the questionnaire survey was conducted for the employees of 37 domestic banks in the end of 2007. A total of 112 supervisor questionnaires and 551 staff questionnaires were distributed to 15 banks, including 79 branches or units, where the job performance questionnaires were designed for pairs of supervisor and staff. A total of 105 supervisor questionnaires and 450 staff questionnaires were returned and, after eliminating 49 invalid staff questionnaires, a total of 401 valid sets of questionnaires have been collected. The valid effective questionnaire response rate is 72.78%. The study adopts the following statistical analysis techniques: the confirmatory factor analysis ¡]CFA¡^, the reliability analysis, the descriptive statistics, the independent t-test, the one-way ANOVA, the structural equation modeling ¡]SEM¡^, the correlation analysis, and the hierarchical regression analysis. The primary findings are as follows: (1) There are significant positive correlation between social-oriented achievement motivation and continuance commitment to change; significant positive correlation between individual-oriented achievement motivation and affective commitment to change, normative commitment to change, job efficiency, and job effectiveness, respectively; (2) affective commitment to change has significant positive influence on job quality; continuance commitment to change has significant positive influence on job efficiency, job effectiveness, and job quality, respectively; normative commitment to change has significant positive influence on job effectiveness; (3) individual-oriented achievement motivation as a mediator to commitment to organizational change has partial influence on job efficiency and job effectiveness, respectively; (4) organization-based self-esteem has significant negative moderating effect between individual-oriented achievement motivation and affective commitment to change; organization-based self-esteem has significant negative moderating effect between individual-oriented achievement motivation and continuance commitment to change. The relationships among achievement motivation, commitment to organizational change, job performance, and organization-based self-esteem on domestic bank employees are studied. The primary results mentioned above provide good strategic planning references to organizational changes for domestic banks.

Personnel selection validation studies are routinely conducted in contemporary organizations for selecting and placing employees. Although numerous studies have been conducted with the goal of identifying new predictors, less research was focused on the criterion side. In the current paper, across three studies and five samples, I examined the role played by rater motivation in validation studies. I proposed that rater motivation would impact criterion-related validity of various predictors, the reliability, and the variance of performance ratings. In Study 1, these hypotheses were tested in two samples with varied operationalizations of predictors and of rater motivation. In Study 2, I developed and tested a theoretically based brief intervention designed to increase rater motivation. Study 3 examined directly the link between rater motivation and accuracy. The results suggest that rater motivation is important and should be considered in validation studies. Rater motivation impacted the criterion related validity of the predictors and the reliability of the ratings. Also, motivated raters showed higher convergence between subjective and objective ratings. The intervention resulted in increased response rates and more reliable ratings. Strengths, limitations and directions for future research are discussed.

The purpose of this dissertation is to build and test a model that integrates the marketing, management, and psychological literature with respect to organizational climate variables and their direct and indirect impact on salesperson psychological and behavioral outcomes, as well as one that answers the overarching research question of how organizational climate variables impact salesperson psychological and behavioral work outcomes. Data were collected during the time period from April 2006 until May 2006. Three hundred survey invitations were sent via e-mail to salespeople at three organizations. The participating organizations included a privately owned publishing firm located in the southeastern United States, a large privately owned Internet recruiting firm located in the upper Midwest, and a publicly traded worldwide financial information reporting firm. In total, 251 responses were gathered yielding an overall response rate for the study of 83.6%. Generally, the results from this analysis confirm the research questions that climate variables such as perceived organizational support, ethical climate, and trust do positively impact salesperson psychological and behavioral outcomes. Managerial implications and directions for future research are also offered.

Employee commitment is a concept that seeks to capture the nature of the attachments formed by individuals to their employing organisations. Researchers such as Porter have attempted to identify what factors influence the formation of employee commitment in individuals and how employee commitment (once formed) influences important organisational consequences, particularly employee turnover and business success. In a highly committed workplace, employees understand and agree with the company's strategic goals, are clear about how their work fits into making those goals a reality, are motivated to go beyond narrow job definitions to meet those goals and are confident that their efforts will be recognised and rewarded by their peers, managers and the organisation as a whole. A workplace with committed employees exhibits an 'all for one, one for all' spirit that encompasses both their colleagues and customers - a place where employees do whatever is necessary to ensure the continuous high performance and success of their organisation. In today's business environment, it is imperative that organisations learn to attract, motivate and retain the key talent needed to meet aggressive business goals. Committed employees are more productive and work with a focus on quality to increase customer satisfaction and the profitability of their organisation. High employee commitment also leads to superior performance. Money certainly plays a part in reinforcing employee commitment, but it is clearly not enough in today's work environment. Praise and recognition also tend to build employee loyalty and commitment. People want to feel that they make a difference. The purpose of this study was to determine whether employee commitment is an imperative for business success or not. A literature study was conducted by combining the views of different authors. Following the literature study, a survey was conducted in order to determine employee commitment levels at a wholesale company in Gauteng. The information obtained was reviewed statistically. The key results of the research findings revealed that there is a strong relationship between employee commitment and business success. The employees at the company that was studied are highly committed, and stay at the company because they want to. These commitment levels indicate a workforce that is highly committed and the employees will think twice before they leave. In chapter one, a general introduction to the study will be given, providing aims, problem statements and a description of terms to be used in the study. In chapter two, an in depth literature study will be done and the different elements of employee commitment will be identified and its importance to an organisation. In chapter three, the empirical study and statistical analyses of the data undertaken will be discussed. In chapter four, current situations will be discussed in order to form a synthesis between the literature study and the survey results. In chapter five, conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment, job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey design was used to obtain the research objectives. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, multiple regression analyses were used to analyse the data. In Article 1 the objectives were to investigate the reliability and validity of the measuring instruments, and to study the relationships between employment- and psychological contracts and other employment relation outcomes. The Psychological Contract Questionnaire (PCQ) and demographical questionnaire were administered. Three internally consistent factors, namely Employer Obligations, Employee Obligations and Status of the Psychological Contract were extracted. Statistically significant differences were found between employee obligations and state of psychological contract. Statistically significant relationships were also found between employee obligations and violation of psychological contract. In Article 2 the objective was to determine the relationship between employer obligations, employee obligations, and the state of psychological contract, violations of psychological contract and various demographical characteristics of employees in the chemical industry. The PSYCONES were administered. Practically significant relationships with a large effect were found between employer obligations, state of psychological contract and violation of psychological contract. Gender and age were statistically significantly related to experiences of the psychological contract. In Article 3 the aim was to assess the relationship between employer obligations, employee obligations, the state of the psychological contract, violations of the psychological contract, work-outcomes and the demographic of employees. The PSYCONES were used as measuring instruments. A practically significant relationship was found between the state of psychological contract, violation thereof (a large effect), job insecurity (a medium effect) and organisational commitment (a medium effect). Regression analyses showed that psychological contract violation predicted organisational commitment. A negative relationship was found between the violation of the psychological contract, as associated with the state of the psychological contract, and intention to quit. Theoretically, it was expected that job insecurity would have a negative impact on organisational commitment, but the results showed that a statistically and practically significant positive relationship exists between job insecurity and organisational commitment. Only the type of contract and qualifications of employees resulted in a statistically increase in the prediction of variance in job insecurity. Demographical characteristics (age, gender, tenure, supervision, qualifications, and type of contract) did not contribute to oganisational commitment. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2010.

Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment, job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey design was used to obtain the research objectives. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, multiple regression analyses were used to analyse the data. In Article 1 the objectives were to investigate the reliability and validity of the measuring instruments, and to study the relationships between employment- and psychological contracts and other employment relation outcomes. The Psychological Contract Questionnaire (PCQ) and demographical questionnaire were administered. Three internally consistent factors, namely Employer Obligations, Employee Obligations and Status of the Psychological Contract were extracted. Statistically significant differences were found between employee obligations and state of psychological contract. Statistically significant relationships were also found between employee obligations and violation of psychological contract. In Article 2 the objective was to determine the relationship between employer obligations, employee obligations, and the state of psychological contract, violations of psychological contract and various demographical characteristics of employees in the chemical industry. The PSYCONES were administered. Practically significant relationships with a large effect were found between employer obligations, state of psychological contract and violation of psychological contract. Gender and age were statistically significantly related to experiences of the psychological contract. In Article 3 the aim was to assess the relationship between employer obligations, employee obligations, the state of the psychological contract, violations of the psychological contract, work-outcomes and the demographic of employees. The PSYCONES were used as measuring instruments. A practically significant relationship was found between the state of psychological contract, violation thereof (a large effect), job insecurity (a medium effect) and organisational commitment (a medium effect). Regression analyses showed that psychological contract violation predicted organisational commitment. A negative relationship was found between the violation of the psychological contract, as associated with the state of the psychological contract, and intention to quit. Theoretically, it was expected that job insecurity would have a negative impact on organisational commitment, but the results showed that a statistically and practically significant positive relationship exists between job insecurity and organisational commitment. Only the type of contract and qualifications of employees resulted in a statistically increase in the prediction of variance in job insecurity. Demographical characteristics (age, gender, tenure, supervision, qualifications, and type of contract) did not contribute to oganisational commitment. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2010.

Employee commitment is a concept that seeks to capture the nature of the attachments formed by individuals to their employing organisations. Researchers such as Porter have attempted to identify what factors influence the formation of employee commitment in individuals and how employee commitment (once formed) influences important organisational consequences, particularly employee turnover and business success. In a highly committed workplace, employees understand and agree with the company's strategic goals, are clear about how their work fits into making those goals a reality, are motivated to go beyond narrow job definitions to meet those goals and are confident that their efforts will be recognised and rewarded by their peers, managers and the organisation as a whole. A workplace with committed employees exhibits an 'all for one, one for all' spirit that encompasses both their colleagues and customers - a place where employees do whatever is necessary to ensure the continuous high performance and success of their organisation. In today's business environment, it is imperative that organisations learn to attract, motivate and retain the key talent needed to meet aggressive business goals. Committed employees are more productive and work with a focus on quality to increase customer satisfaction and the profitability of their organisation. High employee commitment also leads to superior performance. Money certainly plays a part in reinforcing employee commitment, but it is clearly not enough in today's work environment. Praise and recognition also tend to build employee loyalty and commitment. People want to feel that they make a difference. The purpose of this study was to determine whether employee commitment is an imperative for business success or not. A literature study was conducted by combining the views of different authors. Following the literature study, a survey was conducted in order to determine employee commitment levels at a wholesale company in Gauteng. The information obtained was reviewed statistically. The key results of the research findings revealed that there is a strong relationship between employee commitment and business success. The employees at the company that was studied are highly committed, and stay at the company because they want to. These commitment levels indicate a workforce that is highly committed and the employees will think twice before they leave. In chapter one, a general introduction to the study will be given, providing aims, problem statements and a description of terms to be used in the study. In chapter two, an in depth literature study will be done and the different elements of employee commitment will be identified and its importance to an organisation. In chapter three, the empirical study and statistical analyses of the data undertaken will be discussed. In chapter four, current situations will be discussed in order to form a synthesis between the literature study and the survey results. In chapter five, conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The public image of nurses has been of great concern to the nursing profession. This image views nursing as a female occupation with nurses having little power over their practice. Researchers claim that the stereotypical public image of nursing could constrain nursing practice. For instance, nursing skills may be under- utilised and the health care environment may not adequately reward nurses for their performance. There has also been a concern that the constraints arising from the stereotypical public image of nursing may adversely affect nurses’ work behaviour. Based on the Person-Environment-Occupation Model of Occupational Performance, the thesis examined how the public image of nurses could impact on nursing practice. The thesis also explored the person-environment (mis)fit in nursing, which is characterised as (in)congruence between nurses’ professional orientation (i.e., nurses’ self-image, role expectations and work values) and their actual practice (i.e., nurses’ perception of the image of nurses held by the public, and nurses’ perceptions of their actual roles and the rewards available to them in practice). In addition, the thesis investigated the factors that could moderate nurses’ perception of the person-environment fit, and how this fit could impact on their job performance and turnover intention. (For complete abstract open document)