Please use this identifier to cite or link to this item: http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/84795
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dc.contributor張媁雯zh_TW
dc.contributorChang, Wei-Wenen_US
dc.contributor.author施愛娃zh_TW
dc.contributor.authorAwa Sillahen_US
dc.date.accessioned2019-08-28T01:56:17Z-
dc.date.available2015-07-15
dc.date.available2019-08-28T01:56:17Z-
dc.date.issued2015
dc.identifierG060286017I
dc.identifier.urihttp://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=%22http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22G060286017I%22.&%22.id.&
dc.identifier.urihttp://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/84795-
dc.description.abstractA well-organised human resource development programme is a critical strategy for public organizations, as in the coming years human capital will increasingly play a significant role in organizational development. Notwithstanding, the human resource commitment and turnover is one of the biggest concerns of organizations especially in the 21st century. This study was conducted in The Gambia to explore strategies that public organizations could consider for increasing employees’ commitment behavior in order to achieve national development mandates. Thus, this study departing from the emphasis in prior behavioral research developed a framework of organizational commitment that incorporates training and development, employee job satisfaction and psychological capital. The analyses of the data collected from 257 employees of The Gambia Revenue Authority indicated that training and development and organizational commitment are associated positively, and that, employee job satisfaction and psychological capital partially mediates the relationship. This research used a quantitative research paradigm, and prior to the data collection, the study adopted validated measurement instruments from previous researchers who have conducted studies on these constructs. Thus, to confirm their suitability, the instruments have gone through the process of face validity, pilot study and construct reliability. The data was analyzed using SPSS 22 and Amos to compute descriptive statistics, confirmatory factor analysis, correlations, linear and multiple regressions. Thus, this study may lead to a better understanding as regards to how human resource development practitioners can design policies that may enhance organizational commitment behaviors in public enterprises. Based on the results of this study, practical and theoretical implications were discussed.zh_TW
dc.description.abstractA well-organised human resource development programme is a critical strategy for public organizations, as in the coming years human capital will increasingly play a significant role in organizational development. Notwithstanding, the human resource commitment and turnover is one of the biggest concerns of organizations especially in the 21st century. This study was conducted in The Gambia to explore strategies that public organizations could consider for increasing employees’ commitment behavior in order to achieve national development mandates. Thus, this study departing from the emphasis in prior behavioral research developed a framework of organizational commitment that incorporates training and development, employee job satisfaction and psychological capital. The analyses of the data collected from 257 employees of The Gambia Revenue Authority indicated that training and development and organizational commitment are associated positively, and that, employee job satisfaction and psychological capital partially mediates the relationship. This research used a quantitative research paradigm, and prior to the data collection, the study adopted validated measurement instruments from previous researchers who have conducted studies on these constructs. Thus, to confirm their suitability, the instruments have gone through the process of face validity, pilot study and construct reliability. The data was analyzed using SPSS 22 and Amos to compute descriptive statistics, confirmatory factor analysis, correlations, linear and multiple regressions. Thus, this study may lead to a better understanding as regards to how human resource development practitioners can design policies that may enhance organizational commitment behaviors in public enterprises. Based on the results of this study, practical and theoretical implications were discussed.en_US
dc.description.sponsorship國際人力資源發展研究所zh_TW
dc.language英文
dc.subjecttraining and developmentzh_TW
dc.subjectpsychological capitalzh_TW
dc.subjectemployee job satisfactionzh_TW
dc.subjectorganizational commitmentzh_TW
dc.subjectHuman Resource Developmentzh_TW
dc.subjectGambia Revenue Authorityzh_TW
dc.subjecttraining and developmenten_US
dc.subjectpsychological capitalen_US
dc.subjectemployee job satisfactionen_US
dc.subjectorganizational commitmenten_US
dc.subjectHuman Resource Developmenten_US
dc.subjectGambia Revenue Authorityen_US
dc.titleAn Empirical Study of Training and Development, Psychological Capital, Employee Job Satisfaction and Organizational Commitment in a Public Organization: Evidence from The Gambia Revenue Authorityzh_TW
dc.titleAn Empirical Study of Training and Development, Psychological Capital, Employee Job Satisfaction and Organizational Commitment in a Public Organization: Evidence from The Gambia Revenue Authorityen_US
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