This research was designed to investigate the potential mediating role of personal power and of trust in the relationship between servant leadership and affective organizational commitment. The research responds to calls for increased understanding of the mechanisms at work between leadership models and outcomes. Especially unique in the available literature is the quantitative study of the relationship between servant leadership and personal power. All of the constructs in the research model are based on existing instruments, including those developed for personal power (PP; Hinkin & Schriesheim, 1989; Raven, Schwarzwald, & Koslowsky, 1998), trust (T; Mayer & Gavin, 2005), servant leadership (SL; Winston & Fields, 2015), and affective organizational commitment (AOC; Allen & Meyer, 1990), and were measured as follower perceptions and attitudes. Social exchange theory was used as the theoretical basis of the proposed model (Blau, 1964; Emerson, 1962). This includes the perspective of social power and trust being characteristic of exchange relationships as opposed to attributes of an individual. Linear regression was performed using IBM® SPSS® (SPSS), and mediation was evaluated using the approach from Baron and Kenny (1986). The hypotheses for the positive relationship between SL and AOC, and for mediation of the SL-AOC relationship by PP were supported. Structural equation modeling (SEM) was used in confirmation analysis. The hypothesis for T as a mediator in the relationship between SL and AOC was not supported. Further ad hoc analysis suggests SL and PP as serial mediators in the relationship between T and AOC. Implications for academic and practitioner applications are discussed.

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

Temos aktualumas: Darbuotojų lojalumo ir motyvacijos trūkumas yra viena didžiausių problemų su kuria susiduria organizacijos šiandien. Didžiausios Lietuvoje viešosios nuomonės ir rinkų tyrimų bendrovės „TNS Gallup“ duomenimis, Lietuvos darbuotojų lojalumas yra vienas iš žemiausių ne tik Baltijos šalyse, bet ir visoje Europoje: vos vienas iš devynių darbuotojų Lietuvoje jaučiasi motyvuotas darbe ir lojalus įmonei, kurioje dirba. Ypač sunku motyvuoti ir organizacijoje išlaikyti jaunimą, kai jų gyvenimo varomoji jėga yra nauji iššūkiai ir pokyčiai. Arba vyresnio amžiaus darbuotoją, kuris kritiškai žiūri į bet kokias naujoves ir sunkiai išgyvena, bet kokius pokyčius. Taigi, vienas svarbiausių šių dienų žmogiškųjų išteklių vadybos organizacijoje uždavinių - tokios motyvacijos sistemos sudarymas, kuri ne tik atitiktų skirtinguose karjeros etapuose esančių darbuotojų poreikius, bet ir skatintų jo lojalumą organizacijai. Darbo tikslas – įvertinti skirtinguose karjeros etapuose esančių darbuotojų motyvavimo ypatumus ir poveikį jų lojalumui. Siekiant iškelto tikslo yra nagrinėjami tokie uždaviniai: 1. Išskirti motyvavimo metodus ir priemones tinkančias motyvuoti darbuotojus įvairiuose jų karjeros etapuose. 2. Įvertinti motyvavimo metodų ir priemonių poveikį darbuotojų lojalumo organizacijai didinimui (užtikrinimui). 3. Sukurti skirtinguose karjeros etapuose esančių darbuotojų motyvacijos ir lojalumo tyrimo modelį. 4. Nustatyti veiksnius, įtakojančius darbuotojo motyvaciją esant... [toliau žr. visą tekstą] / The theme relevance and necessity of its decision: The shortness of employee loyalty and motivation is one of the biggest problems facing organizations today. According to the data of Lithuania largest public opinion and market research Company TNS Gallup, Lithuanian staff loyalty is one of the lowest in the Baltic countries but also across Europe: less than one out of nine workers feel motivated at work and loyal to the company, which they belong to. In particular, it is difficult to motivate and retain young people in an organization when their life is driven by new challenges and changes. Or, older workers, who take a critical view on any new developments and make it difficult to survive any change. Therefore, one of the most important tasks for human resource management in nowadays organization is to create such a motivation system which not only meets workers' needs in the different career stages, but also to promote its loyalty to the organization. The object of search work - employee motivation and loyalty in the different stages of carrier. The goals of the work: 1. Distinguish reasoning methods and tools suited to motivate employees in various stages of their careers. 2. To evaluate different motivating methods and their impact of increasing workers' loyalty to the organization. 3. Compose empirical research model of motivation and loyalty in the different stages of carrier. 4. Identify the factors influencing employee motivation at different career stages and to... [to full text]

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.

Submitted in partial fulfilment of the requirements for the Degree of Masters in Business Administration, Durban Institute of Technology, 2004. / This thesis describes and analyses the integration process of mergers and acquisitions, which is often blamed for the failure of such undertakings. It explains the status quo for internal branding in general and in the environment of mergers and acquisitions. The two aspects are integrated in such a manner as to develop an internal brand strategy that resolves many of the common integration problems. Since the traditional focus on branding is on the external environment rather than the internal environment, the objective of this thesis is to emphasise the employee rather than the customer. As the writer believes that through the development of internal brand awareness and loyalty, the net effect is that the overall effectiveness of the entire merged organisation will increase exponentially. In this thesis, a meta-analysis approach is utilised to develop theory, thus this study is exclusively a qualitative styled study. The strategy developed in this thesis is not a once off fix, but is a continuous process that must be maintained and implemented by the management and shareholders of the organisation to ensure the success of the brand and the new merged organisation. / M

Organizational commitment is most commonly defined as a measure of an employee's commitment to the company or larger organization. In a longitudinal study, the Organizational Commitment Questionnaire was administered to 123 first line manufacturing supervisors in a defense contracting firm. After a one year check, subjects were grouped into categories of voluntary and involuntary turnover. The results suggest that significant relationships exist among the variables of departmental commitment, turnover and tenure. However, the study failed to show any relationship between organizational commitment and turnover.

Master of Agribusiness / Department of Agricultural Economics / Brian Niehoff / The purpose of this thesis was to examine the relative efficacy of the incentive plan for loan officers within Farm Credit of the Virginia’s, ACA (FCV). The purpose of FCV’s incentive plan includes promoting firm financial growth and stability, employee retention, and encouraging teamwork. Incentive plans are important financial decisions for companies and these plans have upside potential and downside risk that should be considered in the decision making process. A literature review was conducted to analyze incentive practices and management theory in addition to a review incentive plans from other Farm Credit associations. A survey was also conducted to understand loan officer perceptions of the current incentive plan at FCV. The results of the survey provide insight into employee perceptions about job satisfaction, intrinsic motivation, extrinsic motivation, organizational commitment, understanding of the incentive plan, and timing of incentives. Finally, observations with regards to potential improvement in the incentive plan were provided.

A research report submitted in partial fulfilment of the requirements for the degree of MA by Coursework and Research Report in the field of Organisational Psychology in the Faculty of Humanities, University of the Witwatersrand, Johannesburg, on 8 February 2016 / The aim of the current study was to investigate two possible mechanisms that might facilitate thriving in the workplace, namely implicit person theories and psychological capital. These variables were chosen because of their potential to operate in accordance with Barbara Fredrickson’s broaden and build hypothesis, with implicit person theories working to broaden thought-action repertoires, and psychological capital working to build personal resources. The study employed a quantitative, non-experimental, correlational, and cross sectional design. A sample of 226 working adults living in South Africa volunteered to participate in the study. They completed four online questionnaires: a demographic questionnaire; the Thriving at Work Scale; the Implicit Person Theories Scale; and the Psychological Capital Questionaire-24 (PCQ-24). To test the hypothesis that implicit person theories and psychological capital jointly facilitate the experience of workplace thriving, a series of correlations, regressions, and mediation analyses were conducted. The results indicated that psychological capital does indeed mediate the relationship between implicit person theories and workplace thriving.

近年来员工工作嵌入性在人员离职研究中受到广泛关注，虽然职内嵌入的效用在不同的文化环境和职业领域内得到了验证，职外嵌入性对人员自动离职的缓冲作用并没有得到一致的实证支持。基于认同理论和工作-家庭冲突的研究文献，本文提出假设，认为职外嵌入性对职内嵌入性与自动离职的关系起调节作用。与此同时，虽然员工离职的文献中涉及决策机制，决策机制的效用在实证中却甚少被验证。基于决策过程模型，作者假设员工的最大化或者满意化的倾向解释了职内嵌入减少人员离职的原因，同时假设冒险倾向调节职内嵌入与最大化倾向之间的关系，工作搜寻自我效能对职内嵌入与最大化倾向之间的关系产生抑制效应。本文采用实验和调查对假设进行了验证。 / 结果显示，职外嵌入性低的情形下，职内嵌入与人员离职意向负相关；职外嵌入性高时，职内嵌入与人员离职意向仍呈负相关，但关系较弱。职内嵌入与最大化倾向负相关，工作搜寻自我效能对最大化倾向产生影响，最大化倾向作为中介变量解释了职内嵌入对员工离职意向的影响。文章的结论部分对以上结果进行了解释，并探讨了本文在理论上与实践上的意义。 / Job embeddedness is a retention construct, which has received considerable amount of attention in turnover research. While the utility of on-the-job embeddedness has been extensively validated across different cultures and occupations, the buffering effect of off-the-job embeddedness has not been consistently supported. Drawing from identity theory and work-family conflict literature, the current study proposes an interaction effect of off-the-job embeddedness on the relationship between on-the-job embeddedness and turnover intention. Meanwhile, although the decision making mechanism has been identified in the turnover literature, it has not been adequately tested empirically. Based on the generalized decision process, I propose that employees’ maximizing/satisficing tendency explains why on-the-job embeddedness reduces turnover, and the process is moderated by risk propensity and suppressed by job search self-efficacy. / Hypotheses were generated on the relationships and tested, using data collected from an experiment using the student sample and a survey from employees working in IT companies. Results showed that the negative relationship between on-the-job embeddedness and turnover intention was weaker when off-the-job embeddedness was high, compared with the negative relationship in the condition that off-the-job embeddedness was low. Meanwhile, on-the-job embeddedness was negatively related to individual maximizing tendency, and the maximizing tendency mediated the relationship between on-the-job embeddedness and turnover intention. Job search self-efficacy also influenced individual maximizing tendency. The practical and theoretical implications, limitations and future research were discussed. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Gong, Yuanyuan. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2012. / Includes bibliographical references (leaves 89-103). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese; appendix B in Chinese. / List of Figures --- p.iii / List of Tables --- p.iv / Abstract (English) --- p.v / ABSTRACT (CHINESE) --- p.vi / Acknowledgement --- p.vii / Chapter Chapter 1 --- Introduction --- p.1 / Chapter 1.1 --- Problem Statement --- p.2 / Chapter 1.2 --- Research Questions --- p.4 / Chapter CHAPTER 2 --- LIterature review and Theoretical Framework --- p.8 / Chapter 2.1 --- Turnover Studies --- p.11 / Chapter 2.1.1 --- Antecedents --- p.12 / Chapter 2.1.2 --- Turnover Studies - Processes --- p.15 / Chapter 2.1.3 --- Summary of turnover studies --- p.18 / Chapter 2.2 --- Definition of Job Embeddedness --- p.19 / Chapter 2.2.2 --- Fit --- p.20 / Chapter 2.2.3 --- Sacrifice --- p.20 / Chapter 2.3 --- Empirical Evidence of On-the-job Embeddedness --- p.22 / Chapter 2.4 --- Off-the-job Embeddedness and Turnover --- p.23 / Chapter 2.5 --- On-the-job Embeddedness and Turnover Process --- p.28 / Chapter 2.5.1 --- Job choice models --- p.29 / Chapter 2.5.2 --- Maximizing and satisficing --- p.31 / Chapter 2.6 --- Job Choice Tendency in Turnover --- p.32 / Chapter 2.6.1 --- On-the-job embeddedness and maximizing tendency --- p.33 / Chapter 2.6.2 --- Job search tendency and employee turnover --- p.35 / Chapter 2.6.3 --- The mediating role of maximizing tendency --- p.37 / Chapter 2.7 --- Moderating Role of Risk Propensity --- p.38 / Chapter 2.8 --- Job Search Self-efficacy - An Alternative Perspective --- p.40 / Chapter 2.9 --- Summary of Hypotheses --- p.42 / Chapter Chapter 3 --- Methods --- p.43 / Chapter 3.1 --- Study 1 The Experiment --- p.43 / Chapter 3.1.1 --- Participants --- p.43 / Chapter 3.1.2 --- Experimental design and procedures --- p.43 / Chapter 3.1.3 --- Results --- p.45 / Chapter 3.2 --- Study 2 The Survey --- p.47 / Chapter 3.2.1 --- Participants and procedure --- p.47 / Chapter 3.2.2 --- Measures --- p.48 / Chapter CHAPTER 4 --- RESULTS --- p.52 / Chapter 4.1 --- Correlations --- p.52 / Chapter 4.2 --- Factor Analysis --- p.54 / Chapter 4.3 --- Hypotheses Testing --- p.59 / Chapter 4.4 --- Post Hoc Analysis --- p.67 / Chapter Chapter 5 --- Discussion and conclusion --- p.73 / Chapter 5.1 --- Key Findings --- p.74 / Chapter 5.1.1 --- Off-the job embeddedness as a moderator --- p.74 / Chapter 5.1.2 --- The mediating role of maximizing tendency --- p.77 / Chapter 5.1.3 --- The moderating role of risk propensity --- p.79 / Chapter 5.2 --- Theoretical Implications --- p.80 / Chapter 5.3 --- Practical Implications --- p.83 / Chapter 5.4 --- Limitations --- p.84 / Chapter 5.5 --- Future Research --- p.86 / Chapter 5.6 --- Conclusion --- p.88 / REFERENCES --- p.89 / Chapter APPENDIX A --- Scenarios used in the experiment --- p.104 / Chapter APPENDIX B --- Questionnaire used in the survey (Chinese version) --- p.106

Gong, Yuanyuan. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 80-93). / Abstract and some appendixes also in Chinese. / LIST OF TABLES --- p.ii / LIST OF FIGURES --- p.iii / ABSTRACT --- p.iv / ABSTRACT IN CHINESE --- p.vi / ACKNOWLEDGEMENT --- p.vii / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Chapter 1.1 --- Problem Statement --- p.2 / Chapter 1.2 --- Research Questions --- p.3 / Chapter 2.1 --- Turnover Study --- p.7 / Chapter 2.1.1 --- Antecedents --- p.8 / Chapter 2.1.2 --- Processes --- p.10 / Chapter 2.3 --- Five-Factor Model of Personality --- p.13 / Chapter 2.3.1 --- Five-Factor Model and Turnover --- p.14 / Chapter 2.2 --- Job Embeddedness --- p.18 / Chapter 2.2.1 --- Links --- p.18 / Chapter 2.2.2 --- Fit --- p.20 / Chapter 2.2.3 --- Sacrifice --- p.21 / Chapter CHAPTER 3 --- HYPOTHESES DEVELOPMENT --- p.23 / Chapter 3.1 --- Five-Factor Model and Job Embeddedness --- p.23 / Chapter 2.4.2 --- Extraversion --- p.28 / Chapter 2.4.3 --- Conscientiousness --- p.30 / Chapter 2.4.4 --- Openness to Experience --- p.33 / Chapter 2.4.5 --- Agreeableness --- p.35 / Chapter CHAPTER 4 --- METHOD AND RESULTS --- p.38 / Chapter 4.1 --- Study 1 --- p.38 / Chapter 4.1.1 --- Participants and Procedure --- p.38 / Chapter 4.1.2 --- Measures --- p.40 / Chapter 4.1.3 --- Results --- p.43 / Chapter 4.2 --- Study 2 --- p.51 / Chapter 4.2.1 --- Job Embeddedness as a Mediator --- p.51 / Chapter 4.2.2 --- Participants and Measures --- p.60 / Chapter 4.2.3 --- Results --- p.60 / Chapter CHAPTER 5 --- DISCUSSION AND CONCLUSION --- p.71 / Chapter 5.1 --- Key Findings --- p.17 / Chapter 5.2 --- Implications --- p.76 / Chapter 5.3 --- Limitations and Future Directions --- p.77 / REFERENCES --- p.80 / APPENDIX A Questionnaire used in this study (English version) --- p.94 / APPENDIX B Questionnaire used in this study (Chinese version) --- p.97