This study synthesises Spreitzer's work on psychological empowerment, the job characteristics model (Hackman and Oldham, 1980) and Porter's attitudinal organisational commitment, and is linked to the philosophy that work empowerment is a organic procedure, energising people at work. Empowerment is conceptualised as a self-developing capacity generalised from interactive motivation reinforcing elements within and between the following sets of variables - motivating job characteristics, constructive contextual conditions, commitment, and internal work motivation. Data from 468 employees at 16 Taiwanese hotels were examined. The concept of empowerment was factor analysed into a multidimensional construct - the perceived control, efficacy, and meaningfulness. Results of the hypotheses proposed indicate that: (1) empowerment is an on-going process, interwoven with interdependent variables, individuals and situations; (2) knowledge enlargement is more empowering than task enla rgement and job rotation; and (3) there are additive effects of variety, autonomy and feedback upon empowerment, commitment, and internal motivation of employees. The concept of task interdependence within the groups and organisations is also a central issue in different aspects of this study. It is argued that empowerment in service organisations should recognise the importance of cross-functional collaboration in attempts to improve group effectiveness and maintain the quality cycle. In addition, this study investigates the interactions between the multidimensional constructs of perceived empowerment and commitment and illuminates that commitment is a synergistic outcome at the individual and organisational levels, deriving from motivating job design, constructive structural conditions, and the service workers' three aspects of empowerment. Such outcomes lead to newly enhanced outcomes at the very core of all organisational functions. This outcome is the interaction of individuals and work experience in an ongoing process in which people's work attitudes, values and beliefs are shaped.

none

In the current South African context, negative work attitude of teachers has become a phenomenon to be reckoned with as it has a detrimental effect on the education system. Although research on this phenomenon is still scarce, a growing interest in work attitude and its different underlying constructs is obvious from the increase of work attitude research. It is now time to investigate ways to improve work attitude, one of which could be to invest in meaningful work. The aim of this study is to expand on the understanding of the relationship between experiencing a sense of calling and work attitude as well as to determine the influence of meaningful work on this relationship. Through this study the researcher proposed an adapted model of Steger, Pickering, Shin and Dik (2011) which will serve as an academic tool for future research. This model will also be applicable as a management tool to understand and deal with teachers’ negative work attitude. A quantitative, cross-sectional survey design was used. The analysis was based on data from a representative sample of teachers recruited from primary and secondary schools in the Fezile Dabi district (n = 270) formerly known as the Northern Free State School district. The following measuring instruments were administered: The Calling and Vocation Questionnaire (CVQ), The Work and Meaning Inventory (WAMI), The Work Preference Inventory (WPI) and The Career Decision Profile (CDP). The researcher used the analytic approach of structural equation modelling by means of the statistical program Mplus. The results revealed that a statistically significant relationship existed between the experience of a sense of calling and work attitude. Results also supported the hypothesis that meaningful work has an indirect effect on the relationship between the experience of a calling and work attitude. The findings of this study indicated that positive work attitude tends to be enhanced by the addition of meaningful work. The Department of Education will have to take ognisance of ways to create meaningful work if they wish to succeed in educational transformation, as meaningful work has an indirect effect on the relationship between the experience of a calling and work attitude of teachers. Future studies should include longitudinal studies to validate the proposed adapted model and to identify more predictors of positive work attitude. / MA (Industrial Psychology), North-West University, Vaal Triangle Campus, 2013

none

After the financial tsunami in 2008, banking businesses took advantage in the economic recovery to attract investors back. For the past two or three years, financial institutions have generated considerable revenue from wealth management businesses, which was growing at a two-digit rate. Since financial consultants determine the success of customer relation management, which is the key factor to wealth management business, it has become essential for human resource research in banks to investigate the characteristics of financial consultants. This study investigates whether there exists a positive correlation between key factors, such as the financial consultants¡¦ seniority in banking business, developing expertise, work attitude, and organizational climate, and their performance achievement. It is hoped that financial consultants, whether recruited from local branches or from outside of the bank, when equipped with related banking experience, developed expertise, better work attitude and supporting organizational climate can achieve their performance goals. This study is based on questionnaire results from the 172 financial consultants in Bank S. A total of 114 valid questionnaires were returned, yielding a return rate of 66.28%. Statistical analysis shows the following results: 1. There is a significant positive correlation between seniority in banking business, developing expertise, and performance achievement. 2. Higher levels of seniority in banking business and developing expertise, lead to higher levels of performance. Based on the results, this study suggests that for future human resource recruiting and training, the wealth management division should strengthen trainings in financial services provided especially for high net worth clients, in addition to the recruitment of experienced employees from local branches. Competent financial consultants, with required certifications, should provide timely suggestions on stop-loss and stop-gain to clients to secure their trust and recognition. Only when the clients become stable assets of the bank can wealth management business be sustainable.

The global government will focus the corporation process reengineering and maintain the predominance of business of global. Our country should follow this tendency and increase the competition with the other country. According to the transition of government environment, it is necessary to reengineer the corporation process of military for us. The goal of the military corporation reengineering is to become the efficient modern military. In this process, the officer and sergeant have the diffegent opinions for the core military professional value. How many different opinions do the officer and sergeant have for the core military professional value? This research has the target of the officer and sergeant of air force logistics unit. This research discusses the military professional value and work attitude in the policies of military corporation reengineering. We hope to gain the goals as follows: 1.We discuee the relationship of military corporation reengineering, military professional value and work attitude of officer and sergeant. a.The officer and sergeant have the strong concept of military corporation reengineering and have the strong concept of military professional value. b.The officer and sergeant have the strong concept military professional value and have the strong concept of work attitude. c.The officer and sergeant have the strong concept of military corporation reengineering and have the strong concept of work attitude. 2.According to the concept of the participation and communication, the officer and sergeant have the effectiveness in the military corporation reengineering. 3.The work attitude has the effectiveness in the concept of military professional value. 4.The military professional value is the normal effectiveness between military corporation reengineering and work attitude.

In the current South African context, negative work attitude of teachers has become a phenomenon to be reckoned with as it has a detrimental effect on the education system. Although research on this phenomenon is still scarce, a growing interest in work attitude and its different underlying constructs is obvious from the increase of work attitude research. It is now time to investigate ways to improve work attitude, one of which could be to invest in meaningful work. The aim of this study is to expand on the understanding of the relationship between experiencing a sense of calling and work attitude as well as to determine the influence of meaningful work on this relationship. Through this study the researcher proposed an adapted model of Steger, Pickering, Shin and Dik (2011) which will serve as an academic tool for future research. This model will also be applicable as a management tool to understand and deal with teachers’ negative work attitude. A quantitative, cross-sectional survey design was used. The analysis was based on data from a representative sample of teachers recruited from primary and secondary schools in the Fezile Dabi district (n = 270) formerly known as the Northern Free State School district. The following measuring instruments were administered: The Calling and Vocation Questionnaire (CVQ), The Work and Meaning Inventory (WAMI), The Work Preference Inventory (WPI) and The Career Decision Profile (CDP). The researcher used the analytic approach of structural equation modelling by means of the statistical program Mplus. The results revealed that a statistically significant relationship existed between the experience of a sense of calling and work attitude. Results also supported the hypothesis that meaningful work has an indirect effect on the relationship between the experience of a calling and work attitude. The findings of this study indicated that positive work attitude tends to be enhanced by the addition of meaningful work. The Department of Education will have to take ognisance of ways to create meaningful work if they wish to succeed in educational transformation, as meaningful work has an indirect effect on the relationship between the experience of a calling and work attitude of teachers. Future studies should include longitudinal studies to validate the proposed adapted model and to identify more predictors of positive work attitude. / MA (Industrial Psychology), North-West University, Vaal Triangle Campus, 2013

Abstract Attracting and developing information technology (IT) professionals is one of the top concerns for companies. Although much research has been conducted about the job behavior and attitudes of IT professionals over the last three decades, findings are inconclusive and contradictory. This suggests that something may be missing in how we examine this phenomenon. Most of this research is drawn from theories of motivation, very little examines the effect of social relationships on IT professionals' behavior and attitude. Yet, social capital theory suggests that job behavior and attitude may be greatly influenced by these relationships. This suggests that IT professionals' social capital warrants empirical examination. The primary research question that this dissertation addresses is how social capital affects IT professionals' work attitude and behavior including job satisfaction, organizational citizenship behavior, job performance and turnover intention. The research model in this dissertation examines the influence of three aspects of social capital on IT professionals' job attitude and work behavior: tie strength, the number of ties and the structural holes. Data were collected from 129 IT professionals from a range of jobs, organizations and industries. Results indicate that tie strength in the organization of an IT professional is positively related to job satisfaction. The number of ties outside an organization an IT professional has is also positively related to job performance. However, hypotheses about organizational citizenship behavior and turnover intention are not supported. Several implications for organizational executives and managers are offered based on findings.

<p>Tidigare forskning har visat att individers omgivning (klimat, natur) har relativt stor inverkan för hur pass stor vemodet blir vid byte till en ny omgivning. Omgivningen anses även påverka och forma individens personlighetsdrag. Studiens syfte var att undersöka vilka individtyper som är mest villiga till att byta ort för ett lämpligt arbete, i relation till deras huvudsakliga uppväxtort. Undersökningen bestod av 250 deltagare. Resultatet redovisade signifikanta samband mellan både uppväxtort och attityd till att arbeta i stora och mindre städer. Inget signifikant samband erhölls mellan de olika personlighetsdragen i relation till flyttbenägenhet. Det personlighetsdrag som starkast påverkar individens flyttbenägenhet var öppenhet. Män rapporterades vara mer flyttbenägna än kvinnor, och generellt tenderar de att vara uppvuxna i glesbygd.</p>

Tidigare forskning har visat att individers omgivning (klimat, natur) har relativt stor inverkan för hur pass stor vemodet blir vid byte till en ny omgivning. Omgivningen anses även påverka och forma individens personlighetsdrag. Studiens syfte var att undersöka vilka individtyper som är mest villiga till att byta ort för ett lämpligt arbete, i relation till deras huvudsakliga uppväxtort. Undersökningen bestod av 250 deltagare. Resultatet redovisade signifikanta samband mellan både uppväxtort och attityd till att arbeta i stora och mindre städer. Inget signifikant samband erhölls mellan de olika personlighetsdragen i relation till flyttbenägenhet. Det personlighetsdrag som starkast påverkar individens flyttbenägenhet var öppenhet. Män rapporterades vara mer flyttbenägna än kvinnor, och generellt tenderar de att vara uppvuxna i glesbygd.