學位論文
Permanent URI for this collectionhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/73861
Browse
13 results
Search Results
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 An Investigation of Factors Affecting Bank Employees’ Retention in The Gambia(2014) 孫莉娜; Mariam Jaye SoweThis research was conducted in The Gambia whose population is about 1.8 million with a total of 13 banks and over 70 branches in all in the country. With the market greatly liberalized which has eventually resulted in an increased competition in the domestic financial system, banks end up competing for the same customers who are increasingly aware of their many choices. In addition, as job mobility increases, a high rate of turnover and job hopping has been created with bank employees moving from one job to another and this has created a growing interest on what needs to be done to retain employees. Thus, this research investigated job satisfaction, organizational commitment and compensation satisfaction as factors that can affect employee retention for the attainment of greater organizational performance of bank employees in The Gambia. The samples included employees in the top five banks in The Gambia and purposeful sampling was used to select the cases for inclusion in this research. 155 people responded to the questionnaire by submitting hard copies as well as online submissions. The study adopted validated measurement instruments from researchers who have conducted studies in these constructs. Data for this research was analyzed using quantitative research method. Descriptive statistics, correlation analysis and multiple regressions were used to analyze the data. Based on results of this study, job satisfaction and organizational commitment are found to be significant predictors of retention while compensation satisfaction had an inverse relationship with retention. Based on the findings and the research process, some recommendations are provided.Item 台灣社福機構之志工留任因素探討(2014) 陳遠晴; Yuan-Ching, Chen本研究之目的為探討影響志工留任因素，並採用組織架構中的個人、群體、組織之三構面分層探究各項因素。此研究中的參與者可分為兩種：一則為曾經或是現在服務於社福機構中達三年或三年以上的志工，二為曾經過是現在服務於社福機構終達三年或三年以上的志工管理、經理者。為求研究結果的多樣性與結果應用的普遍性，所有參與者分別來自不同的社福機構，並以結構式訪談得出較深入的訪談結果。此研究的結果貢獻於實務界中的志工管理相關議題。Item The Relationship between Training and Development and Organizational Commitment of Private Service Companies in Mongolia: Job Satisfaction as the Mediator(2019) 穆易白; ABAI MURATIn this permanently and aggressive developing marketplace, training and development and organizational commitment are focused on those essential and important factors in an organization. There are many researchers have been investigated the factors in the organization such as training and development and organizational commitment. Also, there are several studies found that job satisfaction positively related to training and development as well as organizational commitment. This study proposed to investigate the relationships among training and development, organizational commitment and job satisfaction as a mediating role within the private service companies in Mongolia. The data collected via online survey, 250 full time employees was analyzed with SPSS and AMOS. The results of the hypotheses test confirmed that training and development is positively related to organizational commitment. Results also showed that job satisfaction mediated the relationship between training and development and organizational commitment. The findings of this study also provided knowledge in the practical way to the private companies in Mongolia with perception of training and development, organizational commitment, and job satisfaction.Item Leadership Matters? The Moderating Effects of Perceived Transactional and Transformational Leaderships on Career Plateau and Organizational Commitment in Belize(2017) 古瑞希; Delsie Loreni KuThe organizational structure and workplace environment is continuously changing and adapting. As a result, career plateau is more salient in the workplace, resulting in consequences such as reduced organizational commitment and challenges to management. Numerous researches on career plateau have supported the theory that a plateaued employee is harmful to the organization’s success, but few focus on the effects of career plateau in developing countries. Likewise, there is limited focus on how leadership can influence the outcome of organizational commitment in plateaued employees. This study sought to confirm the relationship between career plateau and organizational commitment, with a focus in the moderating roles of transactional and transformational leaderships, particularly in the context of Belize. Data collected, using an online questionnaire, from 247 full-time employed Belizeans, with at least one year tenure with their organization was analyzed. The linear and hierarchical regression analyses were used to confirm the negative correlation between plateaued employees and their affective and normative commitments, and a positive correlation to their continuance commitment. As well, the moderating effects of transactional and transformational leaderships on this relationship were analyzed. The findings show that plateaued employees display reduced affective commitment to the organization, and transactional leadership behaviors strengthen this negative relationship. The results also show that plateaued employees display reduced normative commitment to the organization; however, transformational leadership moderates this negative relationship. What's more, the results also showed that plateaued employees display higher continuance commitment, and transformational leadership strengthens this relationship.Item The Effects of the Personal Characteristics, Cross-Cultural Adaptation and Work Satisfaction of Foreign Workers in Taiwan on their Organizational Commitment and Employee’s Performance(2017) Thomas Thierry Locqueneux; Thomas Thierry Locqueneux無中文摘要