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Ref: hrman0029

The dissertation was set out to examine the relationship between self-esteem of non-profit employees, and their commitment to the organisation. The data was collected through self administered questionnaire from the employees of non-profit organisation in the United Kingdom. The results of the study revealed that the employees’ attitudes toward the agency's guiding values and ethnicity were positively related. In addition, there is a positive relationship among the employees’ attitudes toward the non-profit agency's guiding values and employee status. Additionally, there was a positive relationship between organisational commitment and regard of leadership. According to The British Chambers of Commerce (BCC), Non-profit employees make up 7% of the nation's workforce. A recent study of non profits in the UK indicated that 8% of the non-profit workforce was vacant. In the London, UK non-profit sector as of 2010, 40% of non profits reported having significant staff turnover. Those agencies reported having, on average, a 45% rate of turnover in staff. In the UK, many non-profit companies are incorporated as a company limited by guarantee. This means that the company does not have shares or shareholders, but it has the benefits of corporate status. This includes limited liability for its members and being able to enter into contracts and purchase property in its own name. The goals ("objects") of the company are defined in the Memorandum of Association when the company is formed. The profits of the company (also referred to as the trading surplus) must be invested in achieving these goals and not distributed to the company's members Since the Companies Act 2006, non-profit companies may be formed as a Community Interest Company (CIC). These are forms of company limited by guarantee or company limited by shares but with special conditions and are intended specifically to ensure that the profits and assets of the company are used for the public good, even when managed for (limited) profit.

  • 13,000 words – 62 pages in length
  • Excellent use of literature
  • Good in depth statistical analysis
  • Well written throughout
  • Includes questionnaire
  • Ideal for HRM students

1. INTRODUCTION
Background
Background Research
Purpose of this Study
Cross-Cultural Relevance
Social Work Relevance
Definition of Terms

2. LITERATURE REVIEW
Organisational Commitment
Organisational Values and Employee Commitment
Consequences of Commitment
Employee Status and Organisational Commitment
Gender and Organisational Commitment
Commitment and Turnover Intentions
Self-Esteem
Self-Esteem and Organisational Commitment
Self-Esteem and Turnover Intentions
Conclusions

3. METHODOLOGY
Design
Sample
Instrument
Data Collection
Data Analysis

4. RESULTS

5. DISCUSSION
Significant Findings
Age and Education
Gender
Ethnicity
Employee Status
Leadership
Intentions to Leave Employment
Limitations
Implications for Social Work Practice
Implications for Future Research

References

Appendix Section



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