Tre organisatoriska (inflytande, karriärsutveckling, organisationsstorlek) och tre individuella (anställningsotrygghet, utbildningsnivå, anställningstid) variablers samband med organisationssamhörighet undersöktes i studien. Syftet var att utveckla kunskapen kring vad som påverkar organisationssamhörighet på den svenska arbetsmarknaden. Befintliga data (N=2295) i form av svar från telefonintervju samt enkät från yrkesverksamma individer i Sverige mellan 25 och 50 år, varav 51 % män, analyserades. Resultatet visade på signifikant samband för inflytande och karriärsutveckling gentemot organisationssamhörighet, men inte för de övriga variablerna. Förklarad varians för studien var 11 %. Personlighetsskillnader mellan individer tros vara en bidragande orsak till uteblivna samband för de individuella variablerna. Lön och belöningars samband med organisationssamhörighet är förslag till framtida forskning.

The Intranet Pencil and Paper Checklist (Murgolo-Poore et al., 2002) is a new measure developed to gauge the perceptions of organization members as to the effectiveness of the firms Intranet, from an Internal Marketing and Human Resource perspective. Three dimensions of the construct "Intranet Effectiveness " have been distilled from initial scale development research and testing, they are Operations, Facilitation and Culture.The instrument is now applied to a financial services organization with approximately 3000 staff to test its robustness across all layers of a hierarchy. It performed well, particularly in plumbing the perceptions of management towards their Intranet.Several theoretical perspectives were investigated to understand how OC and Intranet effectiveness may be associated, including Transaction Cost Theory, Communication Theory and Social Identity Theory. With this theoretical underpinning the instrument was administered to discern if an effective Intranet, through its power to communicate and involve multiple stakeholders had any correlation with Organizational Commitment.Intranet effectiveness was found to have a significant correlation, which varied in its effect across user groups. It was suggested as a focus for future research that peripheral groups might have benefited from the Intranet in a way that increased OC amongst those cohorts disproportionately. Should such a theory be borne out by empirical investigation, it has potential application for strategic decision making in Intranet design and management.

This study focused on the Australian health sector, examining the factors that influence the intention of volunteers to leave their employing organizations. There is a general scarcity of research concerning volunteer work, and understanding health sector volunteers is particularly important due to the significance of their contribution in Australia. In exploring volunteer work, this study has utilized a variant of the Mathieu and Zajac (1990) model of organizational commitment. In the health sector much of the work performed by volunteers is very similar to that done by paid employees. In addition, in the Australian health sector volunteers and paid employees often work alongside one another. The methodology integrated quantitative and qualitative data in order to generate a broad understanding of the factors influencing volunteer intention to leave an organization. Using the Mathieu and Zajac model variant, a hypothesis was developed and investigated. Quantitative data was gathered through the Job Characteristics Index (JCI), General Job Satisfaction Survey, and Organizational Commitment Questionnaire (OCQ). In light of the quantitative findings not supporting the initial hypothesis of job characteristics being antecedent to intention to leave as mediated by job satisfaction and organizational commitment, a grounded theory approach was used to explore the antecedent factors. Qualitative data was gathered through open-ended questions in the survey and interviews. The following relationships were discovered and explored: motivation and job characteristics impacted upon the meaningfulness of volunteer work and upon organizational commitment, which had a covarying relationship with job satisfaction. The job characteristics of task identity, feedback and friendship opportunities were correlated with organizational commitment. In essence, the factors of motivation (recognized as altruism) and meaningfulness of work that volunteers do in the Australian health sector determine how the job characteristics and other factors will influence the decision to leave an organization. The study discusses key findings and presents recommendations for relating to effective management of volunteers in the health sector. As a secondary outcome, the study demonstrates the value of judiciously using models and measures normally associated with paid employment in understanding volunteer activity. It is anticipated that these outcomes will inform future research within the volunteer sector.

Abstract of Research Paper Name of Research Paper Program / Department Date of Graduation Postgraduate Adviser : A study of the relationship among the work values, career development and organizational commitment of middle- and old-aged career changing workers ¡V Taking the private security guards of Kaohsiung City as the main scope : Executive Master of Public Policy Program, College of Social Sciences, National Sun Yat-Sen University : The 2nd semester of the academic year 2004 : Han-Yung Chiu : Dr. Bih-Shiaw Jaw The purpose of this study is to investigate the interrelationship among the work values, career development and organizational commitment of the middle- and old-aged career changing workers in the private security industry so as to let the enterprises understand the working attitudes of the security guards currently working in their organizations, and explore the difference of population statistical variable on the career development, organizational commitment and work values, as well as the effects of work values on organizational commitment and the planning of career development. Apart from investigating the establishment of the structure of this study through literature, this study takes the private security guards of Kaohsiung City as the research targets for verifying the above theoretical structure. The acquired information is applied to the quantitative analysis by statistical method. And multiple-regression analysis is conducted under the control of population statistical variable. This study is finally concluded as follows: 1. The middle- and old-aged employees in the private security industry are mostly the job-ceased workers who start working again. The main reason for the cessation of their previous jobs is the termination of business. After observation, the reason of their current employment is still mainly the ¡§basic economic need of family.¡¨ 2. The work value that the middle- and old-aged employees in the private security industry stress most is ¡§social interaction and economic orientation,¡¨ implying that they have a high extent of concern for whether reasonable economic returns can be obtained from work as well as whether the company can offer a complete system to satisfy their sense of security. 3. As to the career development of the middle- and old-aged employees in the private security industry, the average scores of each construct is above average. The construct of career development that the employees stress most is ¡§ability exertion.¡¨ Especially the employees at a younger age, they are more concerned about whether their abilities can be exerted than the older employees. 4. The loyalty of the middle- and old-aged employees in the private security industry towards their servicing organization is above average, with emotional commitment getting the highest average scores, and the next items being regulative commitment and continuous commitment. It can be seen that the middle- and old-aged employees¡¦ loyalty towards organization is due to their emotional dependence on, understanding of and involvement in the organization. They even think that their loyalty should be a must in their posts of private security guards. As to the extent of their remaining in their organizations, it is rather low due to the consideration of cost. Key words: Work Values, Career Development, Organizational Commitment

The study serves to recap, based upon the author¡¦s more than three decades of servicing Japanese manufacturer in export processing zones, in deciphering an imminent question concerning whether the Japanese manufacture in export processing zones will continue to thrive the such export processing zone environment in a sustainable development amid the fiercely competitive economy, in light that the Japanese manufacturers had once invested heavily in the initial start-up stage to now almost in a dormant stage. Further in addressing how the quality of a business payroll system and its organizational committee to its employees continues to determine a business¡¦s sustainable management and development, the study also attempts to focus on how the Japanese manufacturer employees view their payroll systems, identify with their organization commitments and how their payroll systems affect their organizational commitments as references in future business management and decision maker and for a sustainable fortuity operating from the export processing zones. Based on the foreign background and motivation, the study deployed questionnaire poll focusing on export processing zone Japanese manufacturers/as study subjects, from which a total of 1,129 valid questionnaires have been recalled covering a total of 42 Japanese owned manufacturers/throughout the export processing zones. Statistics means adopted in the study primarily concern descriptive statistics, t factor assessment, singular factor variable analysis, simple relevancy analysis, classic relevancy analysis, inductive analysis and so forth, with major findings concluded as follows, 1. There are ominous differences how gender, age group, seniority, education, position, inception stage of a manufacture and industry types come to affect export processing zone Japanese manufacturer employees as to how they view the organization¡¦s induction of base payroll declared under the national health insurance program and how they identify to such, and are ominous differences how they view their emotional commitment, ongoing commitment and ethical commitment toward the organization. To which, an organization is best to alleviates the differences among employee responses, improve its management approach, and improve its organizational commitment and the design of an adequate payroll system with which to improve its overall competitiveness. 2. With the health insurance-based payroll system found natively correlated and negatively influencing the emotional commitment, an organization is best to adequately adjust its payroll system to avoid undercutting the morale. 3. With the health insurance-based payroll system found positively correlated and positively influencing the emotional commitment and ethical commitment, an organization is best to adequately adjust its payroll structure focusing on different individuals, made in conjunction with addressing the overall business competitiveness. 4. With the performance-based payroll system found positively correlated and positively influencing the emotional commitment and ethical commitment, together with how export processing zone employees identify highly with a performance-based payroll system, it is prudent that an organization attempts to improve means of performance evaluation by inducting a performance-based payroll system with which to excel its overall competitiveness and achieve a sustainable management. 5. The integration of some of the demographic variables, i.e. age, seniority and education to the payroll system can affect how the employees identify their organization commitments, hence it is also prudent to take into consideration of their potential impact in the design of a payroll system for sustainable the organization with a high level of organizational commitment. Recapping the foregoing findings, the study also presents recommendations to export processing zone Japanese manufacturer/exporters and to subsequent researchers pursuing in this domain.

If a company concentrates its attention into developing the structure and improving the performance, then it has owned partial characteristics of a learning organization basically. If the employees' perception of these characteristics increases their commitment to the organization, the managers will be confident in taking action leading to organizational revolution. In this research, the characteristics of an organization are treated as independent variables, organizational commitment as a dependent variable, personal characteristics as a control variable, while questionnaires are designed to gather data. 357 units of questionnaires (with 302 effective respondents) were distributed to the employees who work in two companies, which had good performances and have experienced organizational revolution in the past two years. To analyze the data collected from the two companies, various types of analysis were carried out including internal reliability analysis, Pearson correlation, one-way ANOVA and regression. The research findings show that the perception of the characteristics of a learning organization by employees does affect the organizational commitment. This means that in the event of an organization stepping forward to becoming a learning organization, the characteristics of a learning organization will exist in working experience, organizational structure, organizational culture, and information management, and the characteristics will promote employees¡¦ value commitment, effort commitment, and retention commitment. As listed below, the relation between characteristics of a learning organization and organizational commitment is meaningful for the organization, managers and employees. 1. An enterprise is able to promote its competitive strength in human resource management by building a learning organization. 2. Apart from job position, payment, image of firm, and financial performance, characteristics of learning organization are also an important element that can engage the employees in the organization. 3. Building a learning organization to promote employees¡¦ organizational commitment is helpful in order to cut down the expenses in raising the efficacy of the employees. 4. Organizational commitment can be promoted through the characteristics of a learning organization. These are a cause for the identification of common aims among employees and the organization, but not a result from advantage exchange, and this commitment is based on a stable foundation. 5. It enables managers to practice organizational revolution with more confidence, and thus the constitution and competence of the organization will get improved. 6. Being a part of the characteristics of the learning organization, manager behavior is related to the employees¡¦ organizational commitment. If managers get used to introspecting, the relation between staffs and supervisors can improve, and management efficiency can be promoted. 7. For the supervisor who takes charge of the human resource management in a company, the task to build a learning organization has become an important strategy of human resource management. 8. A learning organization can result in high employee motivation. Innovation and learning are encouraged in a democratic and open environment, and most employees will become motivated in the process of organizational learning and revolution. Therefore, the managers can take action for revolution in the organization with great confidence.

Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2003.

Thesis (B.A.)--Haverford College, Dept. of Psychology, 2009. / Includes bibliographical references.

Thesis (D.B.A.)--Cleveland State University, 2006. / Adviser: Thomas W. Whipple. Includes bibliographical references (p. 173-202)

Thesis (MBA.) -- University of Limpopo, 2015 / This research report investigated job satisfaction and organisational commitment in a changing environment at Sefako Makgatho Health Sciences University (SMU). The desire to this enquiry was a result of the recent de-merger and name change experienced at the University hence the researcher developed curiosity to determine if employees are still satisfied with their jobs and whether they are still committed to work for the organisation. The research also investigated the perceptions of employees regarding management of change at SMU. Evidence from the obtained data shows that employees are generally satisfied to work for SMU hence it seems to suggest that they are also committed to work for SMU. The research was quantitative in nature utilising convenient sampling method. A convenient sample size of (114) was utilised in the execution of this research. The sample was drawn from both administrative and academic staff of the institution. Sections A, B and C of the questionnaire were analysed using SPSS version 22 and section D of the questionnaire was analysed using thematic analysis.