I ett samhälle där relationer, även sådana av icke romantisk karaktär, har en central roll imänniskors liv är det viktigt att försöka förstå vad som ligger till grund för individers engagemangi relationer. The Investment Model säger att engagemang i relationer ökar då individerupplever ökade belöningar, minskade kostnader, färre attraktiva alternativ samt att deinvesterat mycket i relationen. I föreliggande tvärsnittsstudie undersöktes 61 grundskolelärarei Göteborgs Stad, med hjälp av the Investment Model, angående upplevt engagemang tillsitt arbete via ett frågeformulär. Studien visade att grundskolelärare med längre anställningstidupplever att de investerat mer i sitt arbete än vad de med kortare anställningstid angav.

The data of this study was collected from 146 current government ethic officers and 50 other officers in other government branches, who were originally transferred from the Bureau of Ethics. The purpose of this study was to analyze the interrelationships between job cognition, job stress, job satisfaction, and work commitment in order to explain the patterning behavior of job turnover happening to the ethic officers in the Bureau of Ethic. In this thesis, we found that those who were transferred to other branches of the government have lower score in job cognition and work motivation than those who are retained in the Bureau. It was also found that job cognition was positively related to job satisfaction and work commitment. Ii is assumed that job turnover is a reflection of work commitment. And the result of data analysis also supports the relationship between them. The job turnover of the ethic officers is at least partially attributed to the direct impacts of job cognition and job stress, and the indirect impacts through job satisfaction. Therefore, the way to promote job cognition, to reduce job stress, and to increase job satisfaction and work commitment shall be able to motivate and retain ethicials¡¦commitment to their work and the Bureau. So is it the possible solution for a reduction in job turnover.

Over the past 2 decades, the number of adult learners seeking an online education has dramatically increased, but student retention and degree completion rates for adult students are lower than those of other student populations. Research has shown that adult learners working full time achieve at higher levels than adult learners who are not working full time and that intrinsic motivation is positively correlated with academic achievement. However, whether the relationship between intrinsic motivation and academic achievement is moderated by level of work commitment has not been previously investigated. For this study, in which the composite persistence model served as the foundation, 137 online adult learners were recruited. A sequential multiple regression was used to investigate whether the relationship between intrinsic motivation, as measured by the Motivation Strategies for Learning Questionnaire (MSLQ), and academic achievement, as measured by self-reported grade point average, was moderated by level of work commitment, as measured by self-reported hours of work per week, while statistically controlling for academic competencies, as measured by 4 subscales of the MSLQ. Intrinsic motivation and level of work commitment did not display a statistically significant correlation with academic achievement, and results showed that level of work commitment did not moderate the relationship between intrinsic motivation and academic achievement. The findings indicated the possibility that education is synergistically related to work commitment. Online programs may use the findings from the study to better support online adult learners and create positive social change by offering internships and mentorships locally that help to connect education to work commitment.

It is understood that national culture has an impact on organisations but what is not well understood is the extent to which this occurs and how it occurs. This thesis examines how employees working in a major multinational corporation (MNC) in the Asia Pacific Region (APR) perceive work commitment. Multinational corporations use ethnocentric and largely American constructs and measures in all areas of staff performance, including work commitment. This study is situated within the service sector where the work commitment of employees is increasingly posited as an important element of achieving competitive advantage. This is an applied research study that seeks to both further the understanding of work commitment in a cross-cultural context, namely the collectivist cultures of the APR, and to provide answers to questions that the management of the MNC in question had regarding the applicability of their American-developed measure of work commitment. The MNC in this study is one of the largest hotel chains in the world, employing 154,000 employees. The methodological approach adopted was a mixed methods sequential exploratory study, with triangulation of data that included: surveys, interviews, focus groups, forced choice questionnaires and expert panels. The final analysis of data was conducted using the MNC's employee survey (n=19950) of APR countries. A hallmark of the research is the extensive use of triangulation or multiple methods within a mixed methods approach. Cross-cultural studies are fraught with methodological problems, and triangulation of data is considered to be essential to overcome a range of problems, associated with the use of traditional survey methods. This is an insider investigation as the researcher was an employee of the MNC, called Merico for the purposes of this thesis, to maintain the organisation's privacy. The first stage of the study revealed the dimension of collectivism as being of importance to employees in the APR. The familial-type organisational culture Merico created a degree of isomorphism because it aligned more readily with the collectivist values and orientations of employees. In the second stage, the research explored work commitment and discovered that in the APR there was a different set of understandings of work commitment compared to the one used currently by Merico. Through integrating the findings from both stages of the study a new framework of work commitment, called the 'Work and Organisational Kinship' (WOK) framework, was developed. The WOK was then tested against the American model through using the existing employee survey that Merico conducted in 2000 and a new index of work commitment, called the WOKI was proposed for use by Merico. The relevance of this study is that it shows that the 'one size fits all' approach to work commitment will no longer provide a sound approach for managing performance within a competitive market place. The research shows that there are differences between drivers of work commitment and outcomes in the APR compared to those of the US and Australia. Performance management in Merico is heavily rewarded by work commitment. To misunderstand work commitment in the context of the APR and to measure it in a culturally insensitive manner, and then apply reward systems accordingly, poses major problems in performance management. The WOK framework introduces two constructs called 'organisational kinship' and 'service loyalty' that are critical to creating a geocentric approach to work commitment in the APR, and in Merico.

<p>Arbetet i ett fängelse är annorlunda mot de flesta andra arbetsplatser. Det är en isolerad arbetsplats med lite insyn från det övriga samhället, samt i hög grad styrt av lagar och förordningar. Det framgick i forskning att fängelseanställda har högre arbetsengagemang då de upplever sin arbetsplats som rättvis, och då de får stöd från arbetsledare. Studien ämnade undersöka om det fanns ett samband mellan konflikten mellan arbete och familj och arbetsengagemang, samt om det fanns samband mellan arbetsmiljö (rättvisa, kontroll i arbetet och arbetsbörda) och arbetsengagemang. Undersökningen hade en svarsfrekvens på 15 % vilket påverkade studiens tillförlitlighet. Den visade ett samband mellan rättvisa och arbetsengagenmang. Inget samband hittades hos konflikten mellan arbete och familj och arbetsengagemang.</p>

Arbetet i ett fängelse är annorlunda mot de flesta andra arbetsplatser. Det är en isolerad arbetsplats med lite insyn från det övriga samhället, samt i hög grad styrt av lagar och förordningar. Det framgick i forskning att fängelseanställda har högre arbetsengagemang då de upplever sin arbetsplats som rättvis, och då de får stöd från arbetsledare. Studien ämnade undersöka om det fanns ett samband mellan konflikten mellan arbete och familj och arbetsengagemang, samt om det fanns samband mellan arbetsmiljö (rättvisa, kontroll i arbetet och arbetsbörda) och arbetsengagemang. Undersökningen hade en svarsfrekvens på 15 % vilket påverkade studiens tillförlitlighet. Den visade ett samband mellan rättvisa och arbetsengagenmang. Inget samband hittades hos konflikten mellan arbete och familj och arbetsengagemang.

The aim of this study is to examine potential gender inequality in authority positions in the Swedish labour market. In addition, this thesis intends to explore whether there is a difference in gender inequality between the public and the private sector. The results show that women have poorer advancement opportunities compared to men. Men have significantly higher probabilities of holding managerial positions and this is valid in both sectors of the Swedish economy. The outcome cannot be explained by family-related factors, or by gender differences in work motivation. Moreover, despite public sector bureaucracy implying more extensive regulations with the intent to equalize recruitments and promotions on factors such as gender and ethnicity; women have greater chances of holding managerial positions in the private sector compared to the public sector. For men, the sector of employment is not related to differences in workplace authority. Women’s greater disadvantage in the public sector compared to the private is primarily due to the large concentration of female-dominated occupations in the former sector, which limit career opportunities substantially for women. In fact, when controlling for the share of women working in the profession there is no longer a significant advantage in terms of workplace authority for women in the private sector compared to the public sector. This thesis argues that public sector formalized regulations, as regards recruitment and promotion, are not able to attenuate the negative effects for women due to the substantial share of female-dominated occupations within this sector.

Victor Frankl (1969, 1972, 1975, 1984a, 1984b) postulated that man’s search for meaning is the primary motivational force in his life. If this postulation is true for life in general, it was expected that this would also be true for a person’s work life. The objective of the present research was to explore whether relationships exist between man's "will to meaning" as defined in Frankl’s logotherapy, with work aspects such as work commitment and work motivation. The present research also investigated the relationships between meaning and certain work related biographic/lifestyle variables. Survey research was conducted with a sample of 458 management level employees from six large companies from different industrial sectors in South Africa. Seven standardised, well-validated instruments were used to measure the respective constructs. The following constructs were measured: meaning, work involvement, work commitment (represented by work values, job involvement and career commitment), and work motivation (represented by intrinsic motivation and goal orientation). The data was analysed by means of Principal Factor Analysis, Non-Parametric Analysis of Variance, Partial Correlation Analysis, Stepwise Multiple Regression Analysis, and Structural Equations Modelling. These instruments were revalidated as part of the present study. The results of this research indicated that meaning was significantly associated with career commitment. The results also indicated that meaning was significantly associated with work motivation, as measured through intrinsic motivation and goal orientation. Furthermore, meaning generally showed statistically significant relationships with work orientation and lifestyle related variables. In contrast, meaning did not show statistically significant relationships with work values, job involvement or work involvement. Meaning also did not show statistically significant relationships with Biographical/demographic type variables. These findings deepened the understanding of some of the origins of work commitment and work motivation. The findings from this study also pointed to a deeper and more fundamental source of work motivation and work commitment than those sources covered in the existing work motivation and commitment theories; an existential source. This study also attested to the significant role that meaning plays in a person’s work and in his worklife. / Thesis (PhD (Organizational Behaviour))--University of Pretoria, 2006. / Human Resource Management / unrestricted

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La motivation et l’implication organisationnelle occupent une place essentielle dans les stratégies et politiques de gestions des ressources humaines de toute entreprise. Elles font partie des moyens par lesquels on cherche à maximiser l’apport des membres de l’organisation et par là la réussite de cette dernière. La présente étude interculturelle, qui porte sur une entreprise minière au Niger, s’interroge sur les effets de la culture individualiste/collectiviste sur la motivation des travailleurs mais aussi sur les conséquences des comportements antisociaux au travail (CAAT). Sur la base des résultats d’études antérieures mais aussi de façon exploratoire nous avons postulé une culture collectiviste au Niger, l’expression et la valorisation de la motivation extrinsèque et enfin une baisse de la motivation, une amotivation et une baisse de l’implication dans le travail conséquemment aux CAAT. La méthodologie mise en œuvre, qui comporte des observations et entretiens, puis l’administration d’un questionnaire auprès d’une population de 350 personnes tout venant mais aussi cadres et non cadres d’une société minière, nous permet d’observer des résultats concordants et discordants avec les théories abordées. Cette population se montre collectiviste, alors que contrairement à la littérature, elle est plus motivée intrinsèquement et ne valorise pas socialement la motivation extrinsèque. En ce qui concerne les CAAT, les effets partiels - de la dégradation et/ou appropriation des biens appartenant à l’organisation, du non respect des règlements et procédures de l’organisation, des agressions physique envers une personne, des agressions psychologiques au sein de l’organisation et des contraintes imposées par l’organisation aux travailleurs- mis en évidence permettent de parler d'une démotivation mais aussi une baisse de l’implication dans le travail qui prendrait des chemins différents en fonction du contexte culturel et le statut des travailleurs. / Motivation and work commitment play a major role in human resources strategy and policy in any workplace. They help in maximising individuals’ contributions to an organisation and so improve its success. The following inter-cultural study, carried out on a mining firm in Niger, asks examines the effects of an individualist or collectivist culture on worker motivation and on the consequences of anti-social behaviour within the workplace (CAAT). Based on pre-existing and exploratory research, the following hypothesises were made. There is in Niger a collectivist culture, with the favouring of extrinsic motivation, falling motivation, leading to a de-motivation and a reduction in work commitment provoked by CAAT. The methodology used observations and interviews followed by the completion of a questionnaire by a diverse sample of 350 people including executives and non-executives of a mining company, produced results that were both in agreement and disagreement with the theoretical hypotheses. The population is shown to be collectivist, but contrary to the literature is more intrinsically motivated and does not favour socially extrinsic motivation. The various effects of CAAT- degradation and/or theft of the organisation’s property, non-respect of rules and procedures, physical and psychological aggression towards individuals within the workplace constrains imposed by the organisation on workers- are signs of a de-motivation but also a reduction of work commitment that takes different forms depending on the cultural context and status of employees.