By improving the leadership and organizational antecedents that promote a trustworthy environment, employees become more committed and organizational performance improves.The supplemental file or files you are about to download were provided to Pro Quest by the author as part of a dissertation or thesis.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.Tags: Declaration Sentiments Elizabeth Cady Stanton EssayWriting Business Law EssaysEssay On Right To FoodType My Essay For Me FreeEthnic Research PapersEssay On Importance Of Cce PatternTamu DissertationThree Part Thesis Statement In English 101Essay On Classical MusicGood Thesis Statements For Edgar Allan Poe
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The aim of this cross-sectional research was to examine work-related factors’ impact on the level of hotel employees’ affective organizational commitment in hotels in Scandinavia.
Another aim was to test a possible mediating role of perceived organizational support between career development/organizational rewards/organizational justice/leader-member exchange and affective organizational commitment.
This instrument separates trust into the 3 dimensions of keeping commitments, negotiating honestly, and not taking advantage.
The survey instrument used to measure organizational commitment was Meyer and Allen's Three Component Model.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.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.Job satisfaction and turnover intention are significant concerns many employers, especially large insurance organizations.Problems regarding job satisfaction, organizational commitment and turnover intention are a cause for concern among the insurance industry players.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. In addressing that lack of knowledge, the thesis establishes the central mediating role played by ways in which leadership can contribute to employee experiences of feeling self-determined which, in turn, contributes to satisfaction of three fundamental psychological needs: the need for autonomy, the need for competence, and the need for relatedness.The thesis then goes on to conclude that understanding how leadership can contribute to organizational commitment requires understanding the importance of, and the processes of, not only self-determination but also self-definition.