In order to enhance competence of companies , flexible human resource strategies have become more and more important in many companies as well as in hospitals. Hospitals now focused in decreased cost to improve profit and maintain their high quality of medical treatment. Flexible nursing manpower has become the main human resource strategy used in hospitals. This study focuses to investigate different working status nursing staffs in hospitals and analysis their organizational commitment , professional commitment and work performance . The critical findings of this study are as follows 1. Different demographic characteristics of nursing staffs have significant difference in organizational commitment , professional commitment and work performance. 2. Different working status nursing staffs in organizational commitment and professional commitment are different but not significant. 3. With the same working status of nursing staffs, they have stronger professional commitment than organizational one. 4. Formal nursing staffs have stronger organizational citizenship behavior than contingent ones. 5. The correlation shows that organizational commitment and professional commitment of formal nursing staffs relates positively to their behaviors of work performance. Based on the findings of this study, suggestions are made at two levels¡GThe hospitals and future research. For the hospitals , enhancing organizational and professional commitment of nursing staffs is good at their behaviors of work performance. Besides , if hospital can rearrange work tasks , it is good idea to use contingent nursing staffs to reduce manpower cost of hospital. For the future researches , they can compare behaviors among different industries and different professional areas.

RD&E professionals will lead the direction of industries in Taiwan and also are the key factor of affecting business¡¦ survival in the future. This study explores the effects of RD&E professionals¡¦ work value, perfectionism, workaholism, and money ethic on professional commitment, pay satisfaction, and work performance. There are 1029 copies of valid samples obtained out of 2209 copies of bulk samples. The Pearson Correlation Analysis and the Blocked Regression Analysis are used to examine the hypotheses of this research and the findings of this study indicate that: 1. Work value, Perfectionism, Workaholism, and Money Ethic have a significant forecast ability on predicting dependent variables. 2. Work Value has a significant positive influence on the professional identification and involvement, the willingness to stay in the same profession, pay satisfaction, and work performance. 3. Personal Standards has a significant positive influence on the professional identification and involvement, the willingness to stay in the same profession, and work performance; Personal Standards has a significant negative influence on pay satisfaction. 4. Concern over Mistakes has a significant negative influence on the professional involvement, and work performance; Concern over Mistakes has a significant positive influence on the willingness to stay in the same profession. 5. Doubts about Actions has a significant negative influence on the willingness to stay in the same profession, and work performance; Doubts about Actions has a significant positive influence on the professional identification. 6. Parental Expectations has a significant positive influence on pay satisfaction. 7. Parental Criticism has a significant negative influence on the professional identification and involvement, and the willingness to stay in the same profession. 8. Non-Required Work has a significant positive influence on the professional identification and involvement, and work performance. 9. Control of Others has a significant positive influence on the professional identification and involvement, and work performance; Control of Others has a significant negative influence on the willingness to stay in the same profession. 10. Rich/Motivators has a significant negative influence on pay satisfaction, and work performance; Rich/Motivators has a significant positive influence on the professional involvement. 11. Making Money has a significant negative influence on the willingness to stay in the same profession; Making Money has a significant positive influence on the professional identification and involvement, and work performance. 12. Intrinsic Motivation has a significant positive influence on the professional identification, and pay satisfaction.

During the process of the financial reform, financial institutions improved their management physique positively and redured their exceed lending effectively. Besides crediting control, financial institutions still have to rely on the professional debt collector to have the debt resolutions, and processing the collection procedure to maintain the management achievements and risk control. The present study aimed on the point of view of Human Capital, and investigated the relationshiop among Developmental Human Resource Configuration, Professional Commitment and Perceived Orangizational Support of the bank debt collector. In addition, the relationship between the Professional Commitment and Perceived Organizational Support will depend on the individual Emotional Intelligence. Therefore, this study also investigated bank debt collector¡¦s Emotional Intelligence as the moderator to the relationship between Professional Commitment and Percived Organizational Support. Based on the data from 94 supervisors and 454 employees in bank debt collection center, and adopted Hierarchical Linear Models to process the cross level analysis and found the results that Developmental Huaman Resource Configuation could raise debt collectors¡¦ Normative Professional Commitment to affect their Perceived Organizational Support, and their Emontonal Intelligence could moderate the relationship between their Porfessioanl Commitment and Perceived Oganizational Support. The results could be the references to the relative institutions to help them understand the development of the bank debt collectors to archive working performance. The findings are as follows: 1.Devlopemental Huaman Resource Configuation positively and significantly affected Normative Professional Commitment. 2.Bank debt collectors¡¦Professional Commitment positively and significantly affected Perceived Organizational Support. 3.Bank debt collectors¡¦Normative Professional Commitment as an indirect mediator positively and significantly affected to the relationship between Developmental Human Resource Configuation and Perceived Organizational Support. 4.Bank debt collectors¡¦ Emotional Intelligence as the moderator positively and significantly affected to the relationship between Affective and Continuance Professional Commitment and Perceived Organizational Support.

Although gazillion of studies have been conducted regarding what influences auditors’ judgment, few studies examined the impact of conformity pressure on auditors’ judgment. Despite the few attempts to discover this area, different results rendered from these studies.The purpose of this study is to explain how the conformity pressures affect auditors’ judgement. The effect of other factors was taken into consideration such as professional commitment, Locus of control and the characteristics of Swedish culture. The method was quantitative using data collected by surveys sent to auditors working in big-four and non-big-four audit firms.The findings show that conformity pressure does not affect the judgment of the Swedish auditors.The limitations of the study are the number of responses received through the survey and the difficulty of accurately target the Swedish auditors.

This dissertation explores frontline nurses' perceptions of peer support in fostering emotional, professional, and organizational support and commitment in different contexts. This study draws together scholarship on street-level bureaucrats (SLBs) and formal and informal training in nursing to build on research demonstrating that internal organizational elements such as formal training and informal peer interaction continuously develop SLBs' professional and organizational personalities. Also, research traditions on SLBs regard peer interaction as policy implementation using "service styles" to build stronger ties with peers to solve problems and better respond to the needs of citizens and communities. Despite the prominent role peers play in scholarly research on SLBs, few empirical studies have contextualized the meaning of peer support in different settings to examine how it affects professional meaning and organizational commitment in a specific industry. This dissertation expands on the findings of several studies that demonstrate that peer relatedness is an important component of frontline work. The distinctive contribution of this dissertation is using narrative analysis to collect and analyze stories of firsthand experiences told by personal narratives from mental health, military, and emergency nurses in public hospitals to thoroughly compare the perception of informal or formal peer support influence and highlight its evaluative aspects across different settings. This dissertation contributes to the street-level bureaucracy theory by providing empirical evidence in contextualizing peer support as a catalyst for emotional support and a buffer for organizational uncertainty in various emotionally charged healthcare settings. / Doctor of Philosophy / This dissertation focuses on the narratives of frontline nurses in mental health, military, and emergency settings to highlight the impact of peer support on nurses' emotional well-being, as well as professional development, fulfillment, and commitment in diverse healthcare environments. This study illuminates how formal (preceptorship) and informal (mentorship) training or peer support shape nurses' professional identities, engagement, and commitment. Despite the acknowledged importance of peer support in public administration scholarly discourse, few studies have explored its nuanced significance across different healthcare settings. This dissertation addresses this gap by employing narrative analysis to examine narratives from mental health, military, and emergency nurses in public hospitals. By comparing informal and formal peer support perceptions of these different types of nurses, this study explores the realities of frontline healthcare delivery, including the emotional toll and systemic challenges they face, personal development lessons learned, and dynamics surrounding co-supporting quality care through peer support. Subsequently, this study highlights the critical role of peer support in developing and enhancing the psychological drivers — autonomy, mastery, purposefulness — and social drivers — supportive workplace, sense of belonging, and psychological safety— of nurses, thereby fostering a supportive environment and enhancing their competency and the quality and safety of patient care.

La littérature a souligné à quel point la mobilisation collective des professionnels dans le sens de la performance de leur organisation pose question. En effet, les auteurs sont partagés sur la compatibilité entre engagement envers l’organisation et engagement envers la profession. Cette thèse cherche à comprendre la mobilisation collective des professionnels envers la performance de leur organisation, en interrogeant leur représentation sociale de la performance organisationnelle. Notre étude interroge les enseignants-chercheurs des universités françaises, confrontés depuis plusieurs années à d’importantes réformes, qui ont mis en place un management basé sur la performance. Des logiques managériales ont alors pris place aux cotés des logiques professionnelles pré-existantes. Les résultats révèlent que les enseignants-chercheurs ont une représentation largement partagée de la performance de l’université, mais deux groupes s’opposent : un premier groupe, majoritaire, est favorable au concept de performance, et un deuxième groupe, minoritaire est défavorable. Dès lors, quatre profils de mobilisation collective émergent, révélant ainsi des hybridations identitaires distinctes. Ainsi, l’identité professionnelle des enseignants-chercheurs évolue. Ils s’identifient davantage à leur établissement et intègrent ses besoins. Toutefois, des résultats émergents soulignent que ces quatre profils de mobilisation sont plus ou moins soutenus par une forte mobilisation au service public et que les profils les plus mobilisés ont un besoin fort de reconnaissance organisationnelle / Literature emphasized how much the professional’s collective mobilization towards the performance of their organization is problematic. In fact, the authors have divided opinions about the compatibility between the professional commitment and the organizational commitment. This thesis seeks to understand the professional’s collective mobilization to their organization performance by asking the social representation of the organizational performance. Our study of quantitative and exploratory nature question the academics of the French University who are facing, since previous years, significant reforms which implemented a management approach based on the performance. Therefore, the managerial logics took a place beside the prevailing professional logics. The results reveal that the academics defined the performance of the university as being the scientific publications and the student’s integration into the workplace. In the face of this representation widely shared about the performance of the university, two opposing groups: the first one, the majority group, is favourable to the concept of the performance, and the second one, in the minority, is unfavourable. From then on, four different profiles of collective mobilization emerge from the results, thus, revealing different identity hybridizations. So, the academics’ professional identity evolves. They identify more to their institution and integrate its needs. However, the emerging results stress, on one hand, that these four mobilization profiles are, more and less, supported by a strong Public Service Motivation. On the other hand, the most mobilized profiles need a high organizational support

The behaviour of employees is increasingly being recognised as the critical factor in achievement of organisational effectiveness. Therefore, the need to address inefficiencies that are derived from the organisation-employee relationship is being recognised as important to organisational success. For many years the concept of organisational commitment provided the means to develop theory in relation to organisation-employee relationships. More recently, however, other types of workrelated commitments have been identified as having importance to the organisationemployee relationship. In the contemporary political-economic context, professionals are increasingly becoming employees of organisations which operate according to market or quasi-market principles. There are some fundamental differences between professional occupations and non-professional occupations. These differences may have consequences for the relationship between professional employees and their employing organisation. The differences may also have consequences for other workrelated outcomes for professional employees in ways that are different from the work-related outcomes of non-professional employees. Importantly, for professional employees commitment to the profession is developed during the pre-workplace entry educational experiences and may have consequences for the retention of professional employees within organisations, as well as retention within the profession. Therefore, the commitment of professional employees to their occupation may be both an antecedent to and a consequence of other work-related outcomes. However, to date, professional commitment has not been studied from a developmental perspective and the effect of workplace exposure on professional commitment is not understood. This thesis reports the findings of a study in which a theoretical model of the relationship between professional commitment prior to workplace entry and professional turnover intention was evaluated using path analysis. The relationships included in the model were between commitment to the profession as both an antecedent to, and a consequence of organisational-professional conflict, job satisfaction and organisational commitment, as well as the relationship that each of these variables may have to organisational turnover intention and professional turnover intention. A repeated measures design was used with a sample of nursing professionals. Professional commitment before entry to the workplace was measured, and after a period of workplace exposure, professional commitment was again measured, as well as the other work-related outcomes identified in the model. The Blau (2003) occupational commitment measure was used to measure the pre-and-post workplace entry levels of professional commitment. The thesis also examined the factor structure of the Blau (2003) occupational commitment measure. The results of the model evaluation indicated that it is a plausible model of the identified relationships. Examination of the factor structure of the Blau (2003) occupational commitment measure indicated that it is best represented by five rather than four components. This research found that professional commitment was quite stable in the initial period of workplace exposure. The research findings also indicated that the relationship between professional commitment and organisational commitment was mediated by job satisfaction and that organisational-professional conflict and job satisfaction were directly related to organisational commitment. The research found that job satisfaction and professional commitment after a period of workplace exposure were related to organisational turnover intention, but that organisational commitment was not. The final major research finding was that organisational turnover intention was the only workplace variable in the model that was directly related to professional turnover intention. This research has contributed to the organisational behaviour literature through the development and initial evaluation of a model of the relationship between professional commitment prior to workplace entry and professional turnover intention. The results of the model suggested that when organisations provide professional employees with workplace experiences that are professionally, as well as personally satisfying, they promote retention of professional employees with their own organisation, as well as retention of professionals within the profession. This research recommends that for organisations that employ professionals, the model of the organisation-professional employee relationship that is likely to promote the retention of professional employees both within the organisation and within the profession, is a partnership model. Conflict resolution principles are recommended to inform the partnership model of the organisation-professional employee relationship. In addition, the empowering leadership style is recommended for organisations that employ professionals, because it is better matched to the employment mode and characteristics of professional employees.

From the point of view of interrole conflict, this study probes into the conflict that a physician encounters in his/her environment and the subsequent conflict effect on the satisfaction and intention to quit. In addition to investigating the source of conflict, the study develops a questionnaire to understand the influence of dual professional conflict on satisfaction and intention to quit. Simultaneously, the study examines the mediating effect of physician's satisfaction on dual professional conflict and intention to quit, and tests the moderating effect of professional commitment on other consequences. The rapid changes of healthcare insurance policy in Taiwan have a great impact on the hospital administration. In addition, it has a tremendous influence on physician¡¦s behaviors, which arouse conflicts on both organizational-professional (OPC) and personal-professional (PPC) levels. In the past, there were few research on interrole conflict, especially on the source of physicians' OPC and PPC. Taiwan¡¦s national health insurance and global budget system is unique (to) healthcare insurance system in the worldwide(Taiwan).Literatures are not enough to offer the cause of the dual conflicts of physicians and relevant consequences. The study, first, carries on case interview in accordance with literature review to form questionnaires and builds up hypotheses. Second, it collects the survey materials by combining quantitative and qualitative research in order to obtain a deeper and more accurate analysis of the study results. Physician including residents and attending physician from both public and private hospitals in Taiwan were enrolled for study. A total of 1,200 questionnaires were distributed and 776 were valid questionnaires. The result shows five variables in the source of conflict by using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). These five variables are significantly correlated with physician¡¦s dual professional conflicts. Results from regression analysis show that affective commitment, continuance commitment and normative commitment of professional commitment have a moderating effect on the relationship between dual professional conflicts and the output variables. Furthermore, by structural equation modeling these results show that both internal and external job satisfaction mediate between physicians¡¦ OPC and their intention to quit, and professional satisfaction partially mediate between physicians¡¦ PPC and their intention to quit. Physicians are one of the important professional groups. Even though changes in healthcare insurance policy are worldwide phenomenon, there is relatively few studies probing into interrole conflict among physicians in Taiwan. This study developed questionnaires of the source of conflict and confirmed both the moderating effect of professional commitment and the mediating effect of satisfaction, which contributes to fill the gap in this field. These results provide a managerial reference in clinical practice and as well as a foundation of future studies.

Community-pharmacy is in a state of flux with a series of significant recent changes including the Community-pharmacy Contract, the reconstitution of the RPSGB and the General Pharmaceutical Council. There are also socio-cultural changes such as greater numbers of women in the profession, and an increase in pharmacists reducing their hours of work. The latter comes at a time when workload/roles are expanding and diversifying, leading to potential scenarios in which there are shortfalls between the hours worked and workload demands. This will have an impact on community pharmacists, but its magnitude may be dependent on how they are professionally and organisationally committed. Whilst there has been some promising commitment research in the USA, little research has been published in GB. However, multidimensional models of commitment have been researched extensively in other professions.A programme of research was developed and conducted to characterise and understand the role of professional and organisational commitment in community-pharmacy in GB using the Three-Component Model of commitment (TCM). Various methods were used to answer the research questions including focus-groups to assess qualitatively the contextual appropriateness of the constructs (stage 1.1), and cognitive-interviews to assess construct validity (stage 1.2). Stage 2 consisted of a large survey study, which examined the psychometric validity of the measurement scales as well as salient a-priori theoretical relationships found in both community pharmacy in GB and other professional contexts. A total of 32 participants were recruited for stage one and 713 community-pharmacists participated in stage two. Ethical approval was attained from the University of Manchester Ethics Committee for both stages one and two.The research found that beyond the affective facets of professional and organisational commitment both normative and continuance facets made significant, unique and yet varied contributions to the influence of both withdrawal-behaviours and work-performance behaviours in the community pharmacy population in GB. However, the levels and strengths of the different facets of professional and organisational commitment also appeared to differ amongst the different subgroups in community pharmacists in GB. For example, independent/small-chain pharmacists exhibited significantly higher levels of affective and normative organisational commitment and significantly lower levels of organisational withdrawal behaviours compared to large-multiple pharmacists. The implications of these and other differences were highlighted and recommendations made salient to the profession and community pharmacy organisations about how the levels of the different facets of commitment may be managed to foster greater work-performance behaviours and mitigate the different withdrawal behaviours.

Made available in DSpace on 2016-04-29T14:16:14Z (GMT). No. of bitstreams: 1 Reginaldo Pereira Franca Junior.pdf: 1819541 bytes, checksum: 6d1fc9ffc4c52297fd062845de058ee3 (MD5) Previous issue date: 2012-06-01 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / The objective of this work is to review the process of ownership and objectification in Marx s social theory and its ethical-political effects on the social workers ethical-political professional project. It is also intended to analyze the contribution of Marx s social theory for the profession and its subsequent materialization in daily life of professional work. It is a study of qualitative approach, including a literature review and a field research, through semistructured interviews with three social workers one of the healthcare area, another a teaching and a third of the Judiciary in the city of Uberaba, MG, in the year 2012. This work was justified by questioning the forms of appropriation of the Marx s social theory by social workers and the forms of objectification of the ethical-political professional project in daily professional work. It was noted that there is a degree of ownership of Marx s social theory by social workers, as well as obstacles in the process of vocational training that fell on these theoretical-methodological bases deficiencies. The limitations for the objectification of professional project in daily work come from the relative difficulty in taking ownership of Marx's theory. The subjects understand the centrality of contemporary Social Service professional project, but they are limited in this objectification, given the social relations of capitalist production and institutional boundaries. It was noted that the difficulty in joining the class project cannot be attributed solely to institutional or capitalist limits; that project is to be thought of as a compromise to overcome the determinations and locate man as the measure of all things / Este trabalho tem por objetivo analisar o processo de apropriação e da objetivação da teoria social de Marx e seus rebatimentos no projeto ético-político profissional junto aos assistentes sociais. Pretende-se ainda, analisar qual a contribuição da teoria social de Marx para a profissão e sua consequente materialização no cotidiano do trabalho profissional. Trata-se de um estudo de abordagem qualitativa, tendo como procedimento a revisão de literatura e pesquisa de campo, por meio de entrevista semiestruturada com três assistentes sociais da cidade de Uberaba, MG, no ano de 2012, sendo um da área da saúde, um da docência e um do Tribunal de Justiça. Este trabalho justificou-se pelos questionamentos sobre as formas de apropriação da teoria social de Marx pelos assistentes sociais e as formas de objetivação do projeto ético-político profissional no cotidiano do trabalho profissional. Observou-se que há uma relativa apropriação da teoria social de Marx pelos assistentes sociais, constatando entraves no processo de formação profissional que incidiram nessas deficiências de bases teórico-metodológicas. Da relativa dificuldade em apropriar-se do arcabouço teórico de Marx apontam-se as limitações para a objetivação do projeto profissional no cotidiano de trabalho. Dessa forma, os sujeitos compreendem a centralidade do projeto profissional no Serviço Social contemporâneo, porém se veem limitados nesta objetivação, dadas as relações sociais de produção capitalista e dos limites institucionais. Observou-se que a dificuldade na adesão ao projeto de classe não pode ser atribuída exclusivamente aos limites institucionais ou do capital; esse projeto necessita ser pensado como um compromisso que supere as determinações e situe o homem como a medida de todas as coisas