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|a HD58.7 .N64 2011_NoellisteMirlenda |2 BU-Local |
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|a HD58.7 .N64 2011 |
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|a Noelliste, Mirlenda. |
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|a The relationship between perceived leader integrity, job satisfaction, job characteristics, and organizational commitment among organizational members |h [electronic resource]. |
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|a Miami, Fla. : |b Barry University, |c 2011. |
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|a vi, 115 leaves : |b ill. ; |c 28 cm |
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|a Barry University Dissertations -- School of Education. |
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|a Thesis (Ph.D.)--Barry University, 2011. |
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|a Includes bibliographical references (leaves 82-100). |
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|a Copyright Mirlenda Noelliste. 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. |
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|a The primary purpose of this research was to investigate the relationship between perceived leader integrity, job satisfaction, job characteristics, and organizational commitment among organizational members. A convenience sample was obtained from employees of three retail grocers in Miami Dade and Broward County. Investigating the predictors of organizational commitment was an attempt to fill a research gap between ethics and employee outcomes in the human resource development (HRD) literature. A quantitative methodology was used with a correlational design to determine the strength, character, and direction of the relationships between the dependent variable and the independent variables. In addition, a regression analysis was conducted to assess the relationship between perceived leader integrity and organizational commitment, controlling for job satisfaction and job characteristics. Questionnaires were completed electronically by 67 respondents via the anonymous website surveygizmo.com and analyzed using the Statistical Package for the Social Sciences (SPSS) software. The results suggest that perceived leader integrity, job satisfaction, and job characteristics are all positive correlates of organizational commitment. Recommendations for future research and implications for HRD research and practice are discussed. |
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|a Electronic reproduction. |c Barry University, |d 2020. |f (Barry University Digital Collections) |n Mode of access: World Wide Web. |n System requirements: Internet connectivity; Web browser software. |
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|a Barry University Archives and Special Collections. |
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|a Organizational commitment. |
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|a Leadership |x Moral and ethical aspects. |
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|a Job satisfaction |x United States. |
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|a Decision making |x Moral and ethical aspects. |
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|a Academic theses. |
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|a Barry University Digital Collections. |
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|a Theses and Dissertations. |
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|a BUDC |c Theses and Dissertations |
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|u http://sobekcmsrv.barrynet.barry.edu/AA00001496/00001 |y Click here for full text |
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|a https:/budc.barry.edu/content/AA/00/00/14/96/00001/HD58_7 _N64 2011_NoellisteMirlendathm.jpg |
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|a Theses and Dissertations |
The record above was auto-generated from the METS file.
