| Abstract [eng] |
The main aim of this master thesis was to explore the effect of employee motivation on organizational commitment while working remotely in Lithuania or Estonia. Many organizational commitment theories have been discussed in the Literature Review, with a particular emphasis on the work of Mowday, Steers and Porter and another two authors, Allen and Meyer and their Three Component Model of commitment. This approach defines organizational commitment as affective, normative, or continuous. For analyzing employee motivation, Self-determination theory was analyzed, and Intrinsic and Extrinsic motivation defined as independent variables of research. The information was acquired within Lithuania and Estonia using a custom designed questionnaire that included items to assess dimensions of commitment, motivation, and teleworking. The empirical research stressed the connections between Intrinsic and Extrinsic motivation and organizational commitment dimensions. Analysis begins with demographics and comparison of means, where it was found out majority of answer are similar in comparison between countries, age, and gender. Only difference was that Lithuanian employees have more obligatory sense to their organization compare with Estonia. To test the impact, regression analysis was performed, and regression models for all types of commitment were built. Then Moderation analysis were tested with teleworking as moderator. However, it showed that there is low effect and high P value which rejects the model. Therefore, a new model for teleworking as mediator were implemented. This model was approved and determined high mediator affect as in most cases indirect value between motivation and dimensions of organizational commitment were higher. |
