Krav på flexibilitet har bidragit till att tidsbegränsade anställningar har ökat och bemanningsbranschen expanderat de senaste åren. Den nya utmaningen har blivit att bevara det organisatoriska engagemanget hos anställda när inte längre anställningstrygghet kan erbjudas. Studiens syfte var att identifiera vilka faktorer som påverkar unga, vidareutbildade bemanningskonsulters organisatoriska engagemang till bemanningsföretag och klientföretag. Åtta bemanningskonsulter uthyrda på heltidsuppdrag deltog i halvstrukturerade intervjuer. Materialet analyserades i en induktiv tematisk analys. Resultatet indikerade att bemanningskonsulterna utvecklar dubbla organisatoriska engagemang som påverkas av olika faktorer. De kritiska faktorerna är karriärmöjlighet, arbetskrav och inflytande, anställningsotrygghet, lön och förmåner, sociala aktiviteter och stöd, organisatorisk insyn samt personalsammansättning. Resultatet kopplas till forskning inom det psykologiska kontraktet. Studien visar att framtida forskning kvantitativt bör mäta huruvida de identifierade faktorerna på olika sätt påverkar organisatoriskt engagemang till bemanningsföretag och klientföretag.

I takt med att arbetsmarknaden blivit alltmer global vill företagen snabbt kunna förändra arbetsstyrkan vid behov. Detta har lett till att efterfrågan på inhyrd personal har växt och bemanningsbranschen har således blivit en naturlig del av den svenska arbetsmarknaden. Individer som arbetar på ett bemanningsföretag, ambulerande tjänstemän, är en del i ett trepartsförhållande med arbetsgivaren och uppdragsgivaren. Syftet med undersökningen är att undersöka ambulerande tjänstemäns relation till arbetsgivaren och vilken betydelse relationen har för känslan av tillhörighet till arbetsgivaren hos de ambulerande tjänstemännen. Till grund för undersökningen ligger intervjuer med fem ambulerande tjänstemän samt en gruppintervju med tre chefer. Vårt insamlade material analyserades sedan med hjälp av våra valda teoretiska utgångspunkter som vi ansåg kunde sammankopplas till den typ av tillhörighet vi ville undersöka, psykologiskt kontrakt, ”commitment” och socialt stöd. Analysen visar att tillhörighet kan sammankopplas med vilken uppfattning och relation den ambulerande tjänstemannen har gentemot arbetsgivaren. De ambulerande tjänstemännens önskan om tillhörighet till arbetsgivaren verkar även kunna sammankopplas med vilken tillhörighet de känner till uppdragsgivaren.

Understanding how committed employees are within an organization is a valuable tool for managing and fostering a successful work environment. A continued appreciation of employee commitment is especially beneficial following organizational change as it has been shown that change inevitably impacts commitment levels to some degree. This study investigated organizational commitment within a subpopulation of the newly restructured Parks Canada Agency using an established survey instrument. The findings revealed that an employee's tenure and work location currently influences commitment levels among the sample that was surveyed. This study also found that commitment to the Parks Canada mandate significantly differs from the expressed commitment to the current state of the organization. An effort to improve the moderate levels of organizational commitment would be a valuable strategy for enhancing the employer-employee relationship and contributing to the positive effects of the organizational change.

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With the trend of financial business integration, the life insurance companies face keen market competition. They are forced to develop multiple channels since the agency channel which was the main distribution channel can not stay competitive in the market. In 2009, 63.15% of first-year premium collections on life insurance products come from the bancassurance channel and 33.85% are from the agency channel. However, life insurance products are intangible and agents play significant roles during service delivery in order to meet various customers¡¦ need. This is why most life companies still choose to strengthen the agency channel. Thus, it merits a better attention to probe into the relationships between life companies and their agents. The study is conducted by the questionnaire survey on F Life Insurance Company. Throughout interviewing 509 agents and 200 customers, the datum of the research is made by reliability analysis, descriptive analysis, Pearson correlation analysis, independent sample t-test, ANOVA, and multiple regression analysis to verify the identity degrees of the interviewees on the organizational commitment, the professional commitment, the organizational citizenship behavior, and the service quality. Following are the major findings: 1. Each one of the organizational commitment, the professional commitment, and the organizational citizenship behavior are statistically significant and positive correlated to the service quality. Among them, the organizational citizenship behavior is with the strongest influence on the service quality, then the professional commitment second, and the organizational commitment last. 2. Among the sub-dimensions, the continuance commitment in the organizational commitment explains most the variations of the service quality. Also, the professional involvement in the professional commitment explains most the one. And, the participation in the organizational citizenship behavior explains the most the one and then the service delivery. It means that the professional involvement and the participation of the agents are with significant effects on the service quality. 3. The variations in the identity degrees of the service quality of the agents and the customers are significantly different. 4. The variations in the identity degrees of the organizational commitment of the different agency channel are significantly different. From the findings of the research, the organizational citizenship behavior is proven the most impacts on the service quality and the professional commitment influences the organizational citizenship behavior more than the organizational commitment. Consequently, the life companies should invest more training resources to upgrade agents¡¦ professional capability except for enhancing the organizational identification of agents. Professional agents are more confident of selling and delivering service, and perform organizational citizenship behavior better, so that earn customers¡¦ trust and improve service quality. Ultimately, it creates irreplaceable value of the agency channel.

Drawn on a self-concept theory, this study hypothesized that self-leadership partly mediated between charismatic leadership and organizational commitment and self-leadership fully mediated between private self-consciousness and organizational commitment. The results indicated that charismatic leadership and private self-consciousness were positively related to self-leadership. The predictive validity of private self-consciousness for self-leadership was greater than the one of charismatic leadership. Moreover, the influence of charismatic leadership on identification or internalization was partly mediated by self-leadership. The influence of private self-consciousness on identification was fully mediated by self-leadership. However, the effect of private self-consciousness on internalization was not transmitted by self-leadership. The surprising result was explained and interpreted as evidence for the distinction between internalization and identification. Finally, further research was encouraged to identify and assess alternative subordinate processes in relation to the activation of individual and collective identity by charismatic leaders.

Besides offering good salary, companies in China start to enhance the job satisfaction of employee to retain employees. The demission rate Uni-President Group has always been lower than others in the same industry; even lower than the overall demission rate of many China enterprises. Among various reasons to affect the demission rate, Uni-President Group in China has a complete and systematic education and training system. Therefore, we set the training as an independent variable, and the three dimensions of organizational commitment to work, professional commitment, and the organizational citizenship behaviors as dependent variables, to discover the effect of independent variable to dependent variables. We set the supervisor¡¦s attitudes toward employees in the process of training as adjustment variable. Our hypothesis is that the supervisor¡¦s attitude will have effect in organizational commitment to work, professional commitment, and the organizational citizenship behaviors of employee. In the sample of 302 full-time employees of Uni-President Group in China, the amount of different training courses accepted by employee will have effect on the three dimensions, organizational commitment, professional commitment, and organizational citizenship behaviors of work. And supervisor¡¦s attitudes di have adjust effect in organizational commitment to work, professional commitment, and the organizational citizenship behaviors of employee.

Dispatched employment has become one of the most popular ways of employment under globalization. The corporate can freely choose the most favorable business environment whereby they can by-pass collective bargaining with trade unions and legal restrictions. Dispatched workers and regularly employed workers in the same client company may experience different working conditions (including wages, working hours, overtime and vacation, etc.). Workers of the same dispatching agency who are dispatched to client companies may also experience different working conditions. Often, working conditions of dispatched workers are relatively poor. This study mainly explores dispatched workers¡¦ working conditions in different companies and how these conditions would affect their organizational commitment to client companies. Four hundred and twenty copies of a questionnaire were distributed to workers who are dispatched to companies located in Kaohsiung, Tainan and Pingtung. Out of these 134 copies were returned and counted as valid response. The findings revealed that (1) working conditions varied across gender and age; (2) dispatched workers tended to accept working conditions below the legal standards; (3) organizational commitment varied across education, job duties and depended on how workers felt about the conditions; (4) working conditions and organizational commitment were significantly related. This study therefore recommends that: Dispatching companies should 1.Employ dispatched workers as full-time workers, rather than merely-registered workers; 2.Provide more training opportunities to dispatched workers; 3.Fulfill their legal obligations to the workers. Client companies should 1.Create a gender-equal working environment; 2.Create sanitary and safe working conditions; 3.Take the responsibility of a joint employer. Authorities of labor affairs should 1.Inspect labor conditions more frequently and closely; 2.Establish a formal legal system to regulate dispatched employment; 3.Specify dispatching agencies and client companies as joint employers in relevant laws and regulations.

This study is mainly working on the influence of the staying employees¡¦ citizenship behaviors and working attitude under corporate merger, under the background of integration upstream parts and components by optoelectronic company. The subjects to study are organizational commitment, job insecurity and job satisfaction.. This study aimed to understand employees¡¦ mentality and coworker relations by interviewing 3 management members and 7 employees by adapting qualitative analysis Those who accept to stay in the merged company usually feel unsafety in their mind and show bad interaction with employees of the merger. The job insecurity will affect employees¡¦ organizational commitment, job involvement, and job satisfaction. The most important is that the support from the direct supervisor will strongly influence the job satisfaction and performance of subordinators. The better interaction, the stronger support from the direct supervisor which subordinators will feel.

The purpose of this study in the empirical analysis by individual personality of the volunteer soldiers, and "Air Force Volunteer Soldiers" as a case study, research and analysis intention to affect the expiry of the statutory length of civilian service to stay in the camp of the period by thisempirical results, and then provide the relevant departments of the national army to refer.This research adopts the investigation method of the questionnaire to collect the data. Mainly regard "Air Force Volunteer Soldiers" as the research object. Because of the fewer number of volunteer officers and soldiers trained by the Air Force Aviation Technology School, and is subject to investigation to the time when the actual questionnaires, so the recovery of the questionnaire is 200.According to the results and findings, of study, sum up the conclusion as follows 1. Air Force Volunteer Soldiers with a high degree of personality for emotional stability. 2. Air Force Volunteer Soldiers in a high degree of organizational commitment. 3. Significant difference in the personality of different background Air Force Volunteer Soldiers. 4. Significant difference in the personality of different background Air Force Volunteer Soldiers. 5. Different background of the Air Force Volunteer Soldiers in degree of organizational commitment are significantly different. 6. Air Force Volunteer Soldiers between personality traits and organizational commitment were significantly related. 7. Air Force Volunteer Soldiers personality predict the organizational commitment.