Thesis Organizational Commitment

Thesis Organizational Commitment-32
An employee's trust in their leadership is an important antecedent to organizational commitment.It is commonly believed that committed employees will work harder to achieve organizational objectives, so organizations often try to foster commitment in their employees to achieve improved organizational performance.

An employee's trust in their leadership is an important antecedent to organizational commitment.It is commonly believed that committed employees will work harder to achieve organizational objectives, so organizations often try to foster commitment in their employees to achieve improved organizational performance.The study consisted of 2 research instruments and 5 demographic questions that were administered to employees of 3 high-technology organizations.

At the deepest level of the thesis, it will be shown that although self-determination and self-definition are certainly not identical aspects of the self, they are mutually reinforcing and each is an essential requirement of the other: self-determination involves and requires self-definition; just as self-definition involves and requires self-determination.

To reach that understanding of how leadership can contribute to organizational commitment, and to reach the deeper conclusion regarding the co-constitutive nature of self-determination and self-definition, two stages of empirical research and analysis are worked through.

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Using a quantitative methodology, 418 of 600 (69.7% response rate) operational employees in the insurance industry in Iran participated and completed the survey.

Confirmatory factor analysis (CFA) was used to verify the construct validity of the instrument, while Cronbach‘s alphas confirmed its reliability.The study revealed that 12 of the 16 possible correlations between trust and organizational commitment were positively correlated.The study findings indicate that leadership skills are critical to increasing trust levels that enable organizational commitment.Besides that, the Co-relational analysis and Structural Equation Modeling (SEM) were used to examine the research hypotheses and hypothesized model.The results of the study indicated that operational employees‘ perceptions of high-level job satisfaction have a positive relationship with organizational commitment whereas job satisfaction facets and organizational commitment subscales have a negative relationship with turnover intention.Research has been extensively conducted on these concepts in numerous contexts but research on these constructs in Iran is scarce.The purpose of this study was to identify the relationship between job satisfaction, organizational commitment and insurance employee‘s intention to quit.in some cases, the file type may be unknown or may be a file. Copyright of the original materials contained in the supplemental file is retained by the author and your access to the supplemental files is subject to the Pro Quest Terms and Conditions of use.Depending on the size of the file(s) you are downloading, the system may take some time to download them. However, the results showed that there was a significant relationship between job satisfaction and turnover intention, and between organizational commitment and turnover intention.The outcomes of this research would enable human resource HR managers to set up policies and rules to better influence the facets deemed most important to establishing satisfaction and commitment as well as reduce the turnover intention among employees.

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