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001 ocn881458601;

003 OCoLC;

005 20141212070331.0;

006 m o d ;

007 cr bn|||||||||;

008 140617s2014 ncua ob 000 0 eng d;

035 a| (Sirsi) o881458601;

035 a| (OCoLC)881458601;

049 a| EREE;

090 a| BF619;

100 1 a| Wagy, Megan,e| author.?| UNAUTHORIZED;

245 10 a| Self-reported changes in organizational commitment :b| the relationship between present organizational commitment and its perceived changes over time /c| by Megan R. Waggy.;

264 1 a| [Greenville, N.C.] :b| [East Carolina University],c| 2014.;

300 a| 72 pages :b| illustrations (some color);

336 a| textb| txt2| rdacontent;

337 a| computerb| c2| rdamedia;

338 a| online resourceb| cr2| rdacarrier;

347 a| text fileb| PDFc| 0.71Mb2| rda;

538 a| System requirements: Adobe Reader.;

538 a| Mode of access: World Wide Web.;

502 b| M.A.c| East Carolina Universityd| 2014.;

500 a| Presented to the faculty of the Department of Psychology.;

500 a| Advisor: John G. Cope.;

500 a| Title from PDF t.p. (viewed July 8, 2014).;

520 3 a| A sample of 188 university employees was surveyed about present levels of organizational commitment and beliefs about changes in commitment over time. Both present levels of commitment and self-reported increases in each of the three forms of commitment (i.e., affective, continuance, and normative) were negatively associated with turnover intention, with present levels of commitment producing correlations of a significantly greater magnitude. In a simplified model, all present forms of commitment combined with age were found to be significant predictors. A moderation effect was found for continuance commitment, in that as magnitude of beliefs about continuance commitment increasing over time grew, so did the negative relationship of continuance commitment to turnover intention. This effect was only found at low levels of present continuance commitment. Sequential polynomial regression revealed nonlinear relationships of tenure with each form of commitment. Cubic models were adopted for both affective and normative commitment while a quadratic model was adopted for continuance commitment.;

504 a| Includes bibliographical references.;

650 0 a| Organizational commitment.=| ^A478679;

653 a| Psychology;

700 1 a| Cope, John G.,e| degree supervisor.?| UNAUTHORIZED;

710 2 a| East Carolina University.b| Department of Psychology.?| UNAUTHORIZED;

856 40 z| Access via ScholarShipu| http://hdl.handle.net/10342/4434;

949 o| jgml;

994 a| C0b| ERE;

596 a| 1 4;

998 a| 3485951;

999 a| CLICK ON WEB ADDRESSw| ASISc| 1i| 3485951-1001l| JNETm| JOYNERr| Ys| Yt| JNE3ETDu| 6/17/2014x| ETDz| JERESOURCE;

999 a| CLICK ON WEB ADDRESSw| ASISc| 1i| 3485951-2001l| HSLELECm| HSLr| Ys| Yt| HEETDu| 6/17/2014x| ETDz| HERESOURCE;

Self-reported changes in organizational commitment : the relationship between present organizational commitment and its perceived changes over time / by Megan R. Waggy.

Author/creator	Wagy, Megan author.
Other author	Cope, John G., degree supervisor.
Other author	East Carolina University. Department of Psychology.
Format	Theses and dissertations
Publication	[Greenville, N.C.] : [East Carolina University], 2014.
Description	72 pages : illustrations (some color)
Supplemental Content	Access via ScholarShip
Subjects	Organizational commitment.

Summary	A sample of 188 university employees was surveyed about present levels of organizational commitment and beliefs about changes in commitment over time. Both present levels of commitment and self-reported increases in each of the three forms of commitment (i.e., affective, continuance, and normative) were negatively associated with turnover intention, with present levels of commitment producing correlations of a significantly greater magnitude. In a simplified model, all present forms of commitment combined with age were found to be significant predictors. A moderation effect was found for continuance commitment, in that as magnitude of beliefs about continuance commitment increasing over time grew, so did the negative relationship of continuance commitment to turnover intention. This effect was only found at low levels of present continuance commitment. Sequential polynomial regression revealed nonlinear relationships of tenure with each form of commitment. Cubic models were adopted for both affective and normative commitment while a quadratic model was adopted for continuance commitment.
General note	Presented to the faculty of the Department of Psychology.
General note	Advisor: John G. Cope.
General note	Title from PDF t.p. (viewed July 8, 2014).
Dissertation note	M.A. East Carolina University 2014.
Bibliography note	Includes bibliographical references.
Technical details	System requirements: Adobe Reader.
Technical details	Mode of access: World Wide Web.

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Self-reported changes in organizational commitment : the relationship between present organizational commitment and its perceived changes over time / by Megan R. Waggy.

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