學位論文
Permanent URI for this collectionhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/73861
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Item The Effect of Working-From-Home on Employee Attitudes during COVID-19 Pandemic(2022) 杜英杰; Lemma, Yadel MesafentnoneItem Is Laissez–faire Leadership Always Ineffective? Testing Employee Autonomy Need and Employee Feedback Need as Moderators(2022) 朱庭萱; CHU, TING-HSUANnoneItem Work-life Balance Policies and Planned Retirement Age: Job Satisfaction as Mediator and Age as Moderator(2021) 藍泓原; Lan, Hong-YuannoneItem Item The Relationship among Emotional Intelligence, Job Satisfaction, and Organizational Commitment in the Banking Sector in The Gambia(2012) Isatou A.F. Jallow; Isatou A.F. JallowDespite the large number of studies that examined the antecedents of organizational commitment, fairly little is known about its relationship with emotional intelligence and job satisfaction in developing countries. Hence, the aim of this study was to examine the relationship between emotional intelligence and job satisfaction on organizational commitment of employees among six banks in The Gambia. A Quantitative research design was used and thus, a convenience sampling of 200 employees were drawn from the six banks selected for this study. Three scales: Emotional Intelligence from Wong and Law (2002); Spector’s (1985) Job Satisfaction and the Organizational Commitment from Meyer, Allen and Smith (1997) were employed to collect data from the participants. The data analyses involve the use of One-Way ANOVA, Pearson Product Moment Correlation and Simple Linear Regression. The findings from the One-Way ANOVA analysis indicates that among the five demographic variables chosen for this study, only level of education had a significant difference on organizational commitment. Furthermore, the findings from the correlation and regression analysis show that emotional intelligence and job satisfaction is positive and has a significant effect on organizational commitment. Similarly, emotional intelligence was also positively and significantly related to job satisfaction. Based on the outcome of the study, it is recommended that managers and human resource practitioners to consider incorporating emotional intelligence assessment into the educator hiring process as well as determine the job satisfaction levels of employees as a basis for forming training budgets and retention strategies. It is hoped that these programmes will enhance and retain valuable employees especially in The Gambia banking industry.Item Factors Affecting Employee Commitment in Nonprofit Organization in Taiwan(2010) 林姍姍; Lim San SanDue to the rapid growth of nonprofit organizations and their contribution to the community, it is important to conduct a further study of employees who are the key component of these organizations. This study explores factors related to employee commitment in nonprofit organizations (job characteristic, job satisfaction, role fit, extrinsic rewards, job stress and turnover intention). In this study, the researcher intends to provide a theoretical framework of factors related to employee commitment in nonprofit organizations. A questionnaire was the data-collection method for the research. A quantitative research approach was adopted, and linear regression and correlation variable analysis method were used to process and examine the effect of the variables mentioned. The questionnaires were distributed in a period of about six weeks from April 12th until May 30th, 2008. 105 samples were collected from social service organizations and 60 samples were collected from ICDF. In total, 165 samples were received and 162 samples could be used. The data comes from 10 nonprofit organizations in Taiwan. Those 10 nonprofit organizations are categorized into 2 types of organizations: Social service organizations and Taiwan ICDF. In terms of relative contribution, the researcher found that job characteristic, role fit, extrinsic rewards and turnover intention directly influence employee commitment in a nonprofit organization. Through this study, the leaders of nonprofit organizations can broaden their knowledge about what factors impact employees the most. Such findings are useful for an organization to improve the commitment of its employees who constitute a key part of the organization.
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