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Thesis/Dissertation Information
- Degree Disciplines:
- Education
Notes
- Abstract:
- Purpose: The purpose of this phenomenological study was to explore the factors that affect organizational commitment in a healthcare organization. The primary research question was: What factors contribute to organizational commitment? Secondary questions answered were: Does the gender, age, tenure, job satisfaction, and supervision of employees affect their level of organizational commitment? Method: The framework of this study was based on the earlier research of Mowday (2005). A qualitative approach, specifically a phenomenological study, was chosen for this study. The primary method for gathering data was individual face-to-face interviews with six participants chosen. The criteria used to select the participants was; (1) each participant must be eighteen years or older, (2) participants must be employed in the healthcare field, and (3) the first six to contact the researcher that met the criteria were chosen to participate. Data were analyzed through phenomenological processes including epoche, phenomenological reduction and imaginative variation. Common themes were identified and reported in the narrative format. Major Findings: The emerging themes and sub-themes were consistent with Mowday’s (2005) theory of organizational commitment with two exceptions. The first exception was that gender was not a significant factor when determining organizational commitment. The second exception identified three new structures not previously identified by Mowday (2005). The three exceptions were (1) flexibility in scheduling, (2) an access to training, and (3) a compassion for patient care. A modification of Mowday’s (2005) theory based upon the findings of this study was discussed and the findings were presented in accordance with the modified framework. Recommendations for human resource practitioners include continuing research into the phenomenon of employee, more specifically, nurses’ perceptions of organizational commitment in larger healthcare organizations. The findings of this study supported the need for human resource practitioners to further research by (1) exploring the impact of gender on organizational commitment in a larger healthcare population, (2) exploring the differences of employee perceptions related to organizational commitment and job satisfaction depending upon the specific healthcare unit they work for, and (3) exploring the perceptions of new healthcare workers to determine why they would commit to a long term relationship with an organization. After further exploration it was recommended that human resource development practitioners develop training programs for supervisors to enhance their skills related to organizational commitment.
- Thesis:
- Thesis (Ph.D.)--Barry University, 2008.
- Bibliography:
- Includes bibliographical references (leaves 94-111).
Record Information
- Source Institution:
- Barry University
- Holding Location:
- Barry University Archives and Special Collections
- Rights Management:
- Copyright Robert G. Logsdon, II. Permission granted to Barry University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder.
- Resource Identifier:
- HD58.7 .L64 2008_LogsdonRobert ( BU-Local )
- Classification:
- HD58.7.L64 2008 ( lcc )
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