In order to have a fully representative and reliable sample this study shall

In order to have a fully representative and reliable

This preview shows page 16 - 21 out of 66 pages.

In order to have a fully representative and reliable sample, this study shall involve 100% of the current Virtual Coworker staff by administering two types of questionnaires to the staff of Virtual Coworker. This study will use a critical value table for Pearson’s Correlation Coefficient with common alpha level of 0.05.
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6 CHAPTER II THEORETICAL FRAMEWORK Introduction This chapter discusses the relevant theories, related literature and studies, conceptual framework, hypotheses of the study and the operational definition of variables. Relevant Theories 1. Organizational Commitment Two approaches to define organizational commitment are found in the literature. First, commitment is understood as an employee’s intention to continue working in the organization (e.g., Meyer,1997.) Second, organizational commitment may be defined as an attitude in the form of an attachment that exists between the individual and the organization, and is reflected in the relative strength of an employee’s psychological identification and involvement with the organization) e.g., Mowday et al., (1979). This research concurs with the first definition. Meyer and Allen (1997) defined the general concept of organizational commitment as “a psychological link between the employee and his or her organization that makes it less likely that the employee will voluntarily leave the organization” (p.252).
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7 More recently, several researchers have categorized the concept of organizational commitment into three major themes: affective, normative, and continuance commitment (Meyer and Allen, 1997). Affective commitment is the “employee’s linking for an organization, and related to involvement with the organization” (Fields, 2002, p .43): Normative commitment designates the feeling of obligation of needing to continue employment; and continuance commitment is created by high costs associated with leaving the organization, and creates a feeling of needing to continue employment (Van de Hooff and de Ridder, 2004, p .119). Meyer and Allen’s three-factor concept and instrument of organizational commitment was used for the current research to measure the perceived levels of employee commitment in the organization. 2. Interpersonal Communication Communication is the transmission of meaning from one person to another or to many people, whether verbally or non-verbally. Communication from one person to another is commonly depicted as a simple triangle consisting of the context, the sender, the massage, and the receiver as represented and interpreted below (Barrett, 2006: 386).
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8 Figure 1.0 The Communication Triangle The communication triangle shows what would be very simple and ideal communication. There would be no miscommunication or misunderstandings. The sender would understand the context and the audience (receiver), select the right medium, and send a clear message, and the receiver would receive and understand that message exactly as the sender intended.
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9 Figure 2.0 Communication Reality or the Interruptions to Communication
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  • Spring '20
  • Meyer, Organizational commitment, Research and Statistics, Virtual Coworker

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