Full metadata record
|dc.contributor||Department of Management||en_US|
|dc.publisher||Hong Kong Polytechnic University||-|
|dc.rights||All rights reserved||en_US|
|dc.title||Linking organizational commitment and job satisfaction with organizational citizenship behavior : study on the training officers of the HongKong Government||en_US|
|dcterms.abstract||This dissertation explores the antecedents of organizational commitment and job satisfaction of Training Officers of the Hong Kong Government. It also examines the correlation between these two variables and the relationship of these two variables with organizational citizenship behavior. The dependent variable is organizational citizenship behavior. Two intervening variables organizational commitment and job satisfaction are set. The independent variables are personal characteristics, job characteristics and organizational characteristics. It is believed that the independent variables are the antecedents of the intervening variables. The intervening variables in turn are the antecedents of the dependent variable. Self-administered questionnaires were distributed to the Training Officers working in the government. 46 completed questionnaires were received for analysis. Responses were subject to analyses of correlation and multiple regression. It is noted that the respondent's organizational commitment, job satisfaction and organizational commitment level are high and the correlation among them is great. It is found that personal characteristics are not so much the antecedents of organizational commitment and job satisfaction. On the whole, job characteristics are more influential in causing job satisfaction while organizational characteristics are more important in cultivating organizational commitment. There are some independent variables predicting more than one of the intervening and/or dependent variables. It is revealed that consideration leadership behavior is the only common variable predicting organizational commitment, job satisfaction and organizational citizenship behavior. Based on the findings, some suggestions are made for improving the Training Officers' organizational commitment, job satisfaction and organizational citizenship behavior and hence their overall efficiency and helpfulness. Although there are some limitations of this research, it can be used as a reference for the management to improve the staff morale of the Training Officers. And it can form the basis of further research in this area.||en_US|
|dcterms.extent||viii, 78,  leaves : ill. ; 31 cm||en_US|
|dcterms.LCSH||Hong Kong (China) -- Officials and employees -- In-service training||en_US|
|dcterms.LCSH||Employee training directors -- China -- Hong Kong||en_US|
|dcterms.LCSH||Organizational behavior -- China -- Hong Kong||en_US|
|dcterms.LCSH||Organizational commitment -- China -- Hong Kong||en_US|
|dcterms.LCSH||Job satisfaction -- China -- Hong Kong||en_US|
|dcterms.LCSH||Hong Kong Polytechnic University -- Dissertations||en_US|
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|b15055012.pdf||For All Users (off-campus access for PolyU Staff & Students only)||3.27 MB||Adobe PDF||View/Open|
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