Thesis (B.Psy.Sc.(Hons.)) - University of Queensland, 2006. / Includes bibliography.

<p>The primary objective of this study was to gain an understanding of the impact of psychological empowerment and job satisfaction on organizational commitment amongst employees in a multi-national organization. For the purpose of this study a quantitative, non-probability convenience sampling design was used to assess the three variables. The sample consisted of (N = 120) permanent employees were employed in the following departments namely: Administration, Engineering, Production, Quality and Commercial.</p>

As global competition becomes more fierce each day, in order for many corporations and organizations to respond to competitive pressures or technological advancements, they are forced to reduce costs or promote efficiency through downsizing, restructuring or merger. These organization changes result in involuntary modification of employee¡¦s jobs, which violates the psychological contracts between organization and the employee, causing employees to loose their sense of security. In recent years, new battleships have joined service in the navy. The Policy of Abridgement together with the policy of national defense procuring from the private sectors are also being enforced. These movements required the logistic capabilities of the defense logistics shipyard unit to implement restructuring and adjustment of human resources so as to meet the new mission requirements. Yet, being part of an organizations undergoing change, lack of job security becomes the atmosphere among employees, which is exacerbated by retirements reaching its peak in the next 3 years. This has been a great impact on the logistics organization of the navy. Therefore, it is imperative that the mechanisms by which job insecurity affects occupational stress, organizational commitment and employee responsive behavior be identified. Moreover, there is need to establish what leadership styles will effectively reduce the negative impacts of job insecurity, occupational stress and promote employee commitments to the organization, so as to lead a positive course of response from employees. Based on the above motivation and research objectives, in this study, maintenance staff of the defense logistics shipyard unit was investigated through a questionnaire survey. 482 questionnaires were returned from the 500 questionnaires distributed, from which 371 responses are valid, representing a 74.2% response rate. The survey data was analyzed by multivariate analysis using SPSS v.10 statistical software. The major results are as follows: 1. Job insecurity, as moderated by occupational stress, reduces the effect of emotions on employee responsive behavior. 2. Leadership styles with high relationship and high task, high relationship and low task, and, low relationship and low task, bear significant interfering effects on the relationship between job insecurity and employee responsive behavior toward problems. 3. Leadership styles with high relationship and high task, and, low relationship and low task, bear significant interfering effects on the relationship between occupational stress and employee responsive behavior toward problems.

Many researchers have examined the effect of formal mentoring on job satisfaction and organizational commitment. However, there has been little or no focus on an employee's intent to participate in a formal mentoring program based upon an employee's perceived organizational support, and/or affective reaction (job satisfaction and organizational commitment). In the current study, the researcher examined the relationship among cultural values, perceived organizational support (career and psychosocial support), affective reaction (job satisfaction and organizational commitment), and the intent to participate in a formal mentoring program in an oilfield services organization. A 44-item electronic survey was utilized to collect data. The questionnaire was sent to 831 Field Engineers 1 (FE1's) in forty-two countries within an oilfield services organization. The sample included 341 respondents. Descriptive statistics, Cronbach's alpha estimates for reliability, factor analysis, correlation analysis, regression analysis, path analysis, and structural equation modeling were the analyses used in the study. The researcher posited that cultural values amongst the FE1's do not differ significantly; moreover, the cultural values do not influence the FE1's perceived organization support. Further, it was found that FE1's perceived support (career and psychosocial) and affective reactions predicted the FE1's intent to participate in a formal mentoring program.

Previous research has shown that there is a relationship between trust and organizational commitment. Our research questions were if the three trust-variables ability, benevolence and integrity predict organizational commitment differently. Further we examined if the length of employment affected the relationship between benevolence and organizational commitment. Due to the fact that past studies has shown that benevolence develop during a longer period of time than do the other trust-variables. We made a survey using questionnaires (n=50) in a “caretaking facility” and using a multiple regression analysis we found that ability was a significant predictor (p=0.032) for organizational commitment. The result of a partial correlation test showed that the length of employment did not affect the relationship between benevolence and organizational commitment. Finally we discussed reasons why ability was the only predictor that could explain organizational commitment in this study. / Tidigare forskning har visat att det finns en relation mellan tillit och engagemang för organisationen. Våra frågeställningar var om de tre tillitsvariablerna Ability, Benevolence och Integrity predicerar engagemang för organisationen olika mycket. Vidare undersökte vi om anställningstiden påverkade relationen mellan Benevolence och engagemang för organisationen. Eftersom tidigare studier visat att Benevolence tar längre tid att utveckla än de övriga tillitsvariablerna. Vi gjorde en enkätundersökning (n=50) på en omsorgsverksamhet och fann genom en multipel regressionsanalys att Ability var en signifikant prediktor (p=0.032) till engagemang för organisationen.  Resultatet av en partiell korrelation visade att anställningstiden inte påverkade relationen mellan Benevolence och engagemanget. Slutligen diskuterade vi varför Ability var den enda prediktorn som kunde predicera engagemang för organisationen i denna studie.

Despite decades of interest in the organizational and managerial factors that influence an individual s attachment to the organization, very little is known about the personal characteristics that may influence an individual s interpersonal relations at work and attachment to the organization. In the context of a changing workplace, in which greater importance is being placed on worker interpersonal skills and organizational commitment, individual differences in adult attachment styles represent a potentially important determinant of intrapersonal and interpersonal criteria as well as organizational commitment. The purpose of this research was to empirically validate a work-related measure of adult attachment and to examine the criterion-related validity of this measure for work outcomes and organizational commitment.

Political behavior prevails in organizations. Recently, organization researchers dedicate themselves to the issues related to perceptions of organization politics. The motivation of those organization studies is nothing more than the willingness of improving organization commitment, in turns to enhance long-term competitiveness in organizations. This study is based on the Revised Model of Perceptions of Organizational Politics, Ferris et al (2002), to discuss the relationship among perceptions of organizational politics, organizational commitment, job satisfaction and organizational cynicism. The study also examines whether the perceptions of organizational politics through mediating effects, job satisfaction and organizational cynicism, will influence organizational commitment. After using structural equation modeling¡]SEM¡^ to analyze the research data in 2008, provided by Political Perception Research Team, which is led by Prof. Chin-Ming Ho, the new findings include: 1.For the influence of perceptions of organizational politics to organization commitment: ¡§general political behavior¡¨ shows a significant positive correlation; for ¡§go along to get ahead¡¨, it is not notable; regarding ¡§pay and promotion policies¡¨, it represents significant negative correlation.. 2.There is significant negative impact between perceptions of organizational politics and job satisfaction. 3.There is significant positive impact between perceptions of organizational politics and organizational cynicism. 4.Job satisfaction has positive impact to organizational commitment. 5.Organization cynicism has negative impact to organizational commitment. 6.Job satisfaction and organizational cynicism are the mediators of organizational commitment and perceptions of organization politics.

The end of launching Financial Holding Company, FHC is to maximize the synergy of versatile financial services like banking, insurance, securities, and the like by means of cross selling internally to expand product line as well as offering integrated financial services to consumers externally to satisfy their one-stop shopping demands. One of the characteristics in the property is highly counting on people to deliver service, and agents play significant roles during service delivery. Therefore, it merits a better attention to probe into the relationships between the organizational commitment, the professional commitment, the organizational citizenship behavior, and the job involvement in cross selling of agents¡¦. The study is conducted by the questionnaire survey on three FHCs in which insurance business is inner circle in Taiwan. Throughout interviewing the staffs of the three by 500 questionnaires offered and 351 valid ones collected, 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 job involvement in cross selling. 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 job involvement in cross selling. Among them, the organizational citizenship behavior is with the strongest influence on the job involvement in cross selling, then the organizational commitment second, and the professional commitment last. 2.Among the sub-dimensions, the organizational identity in the organizational commitment explains most the variations of the job involvement in cross selling and then the retention on the job. Also, the professional identity in the professional commitment explains most the one and then the retention on the occupation. And, the involvement in the organizational citizenship behavior explains the most the one and then the loyalty. It means that the organizational identity, the professional identity, the involvement and the loyalty of the agents are with significant effects on their involvement in cross selling. 3.The variations in the identity degrees of the organizational commitment and the professional commitment of the agents in the three FHCs are significantly different, however, the ones of the organizational citizenship behavior and the involvement in cross selling are no significant. From the findings of the research, the organizational commitment and the organizational citizenship behavior are proven the most impacts on the involvement in cross selling. Consequently, FHCs should pay more attentions especially to enhance the organizational identity of agents all the time except for advancing their knowledge and ability in cross selling when they want to raise the wills of agents on the job involvement in cross selling. For example, they can disclose the expectation and the requirement of the organization to agents to make them fully understand, follow, and moreover increase their confidence. Besides, building incentive performance assessment and rewarding system is more important than else in stimulating agents to have strong involvement in cross selling.

In this study, it is defined to treat the sources of work passion as independent variables and to treat organizational commitments as dependent variables. Based on the test samples of high-tech research and development engineers, it is intended to figure out the relationship between all variables and how they affect eath other. Futhermore, using person-organization fit and person-job fit as interference variables to study the interference among all variables. Totally 1,035 questionnaires are issued and get 642 valid copies returned. By using reliability analysis, factor analysis, on-way ANOVA, correlation analysis, multiple linear regression and hierarchical regression to analyze questionnaire data, the result is summarized as follows, 1.A positive relationship between the sources of work passion and organizational commitments. 2.The sources of work passion and organizational commitments differ significantly depending on personal attributes. 3.Person-organization fit and person-job fit interfere the relationship between the sources of work passion and organizational commitments.

Abstract In recent years, the Ministry of Education's policy on higher education is no longer the way to indulge control operation, the opposite order to improve the quality of higher education. The Ministry of Education used the double-dealing, first of all, the university evaluation system begin and regulate the so-called "university exit mechanism." In addition the education and implementation of large grants of accreditation providing subsidies to the better universities, and thus evaluation of poor schools can¡¦t get grants, so the formation of most of the subsidies to the school an excellent university, and therefore caused the situation to strong become more stronger, the weak become more weaker. Therefore, if colleges and universities can¡¦t achieve the minimum number of students remain in operation, and it will eventually be forced out of the education market, and then it will be accompanied by referred students, teachers, severance and other social issues. This study used the purposive sampling with snowball sampling, and questionnaires the domestic 14 private university teachers, a total of 224 valid questionnaires recovered, and then to use the SPSS 18.0 in statistical analysis and examination the collected date. The results showed: 1. Teachers with high degree of Internal Marketing consciousness will increase their organizational commitment in the university. 2. Teachers with high degree of environmental uncertainty Perceptions will reduce their organizational commitment in the university and it will affect the teaching quality. 3. Teachers with high degree of organizational commitment and the internal marketing consciousness will increase the teaching quality. 4. Teachers with organization commitment have positive mediation effect between the internal marketing consciousness and teaching quality 5. In the situation of internal marketing consciousness, the environmental uncertainty perception does not have any effect the organizational commitment and the teaching quality.