Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
Ranking Motivational Factors of Teachers in Urmia Using SAW Method (2011) ijmvsc
The aim of this study is to rank the motivational factors of teachers that work as private sector employees in schools district 1 in Urmia. This research was done in 2011.
An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees’ job performance.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
Ranking Motivational Factors of Teachers in Urmia Using SAW Method (2011) ijmvsc
The aim of this study is to rank the motivational factors of teachers that work as private sector employees in schools district 1 in Urmia. This research was done in 2011.
An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees’ job performance.
Determinant of Teacher Performance
This research is focused on knowing whether there is an influence of principal's leadership, and organizational commitment on the performance of SMP Negeri teachers in Salatiga City. The main objective is to find and analyze the magnitude of the effect of each variable so that the factors causing the low performance of SMP Negeri teachers in Salatiga City can be identified so that the findings of this study are expected to be taken into consideration and reference in determining policies in an effort that leads to
improvement. Teacher performance. This research is quantitative research with a survey method. The sampling technique used is the probability sampling technique. Data analysis used linear regression analysis techniques for testing the research model. The result of the research is that the principal's leadership and organizational commitment have the most significant influence on teacher performance.
Determinant of teacher performance
The achievement of organizational goals reflects the effectiveness of the principal's leadership. Meanwhile, if the school
employee (Teacher) assesses leadership effectiveness from the point of view of the satisfaction he feels. This study aims to
determine whether a principal's leadership and organizational commitment influence teacher performance by mediating job
satisfaction. The population in this study was all public junior high school teachers in Salatiga city who were government
employees. The sampling technique used is probability sampling technique. Testing the research hypothesis using SEM (Structural
Equation Modeling) analysis. The results showed that: (1) leadership has a positive effect on job satisfaction. (2) a positive effect
on performance. (3) commitment positively affects job satisfaction. (4) commitment has a positive effect on performance. (6) job
satisfaction has a positive effect on performance. So the principal try to increase loyalty by growing a willingness to sacrifice
through more awards with contributions from each individual in the junior high school school environment of the Salatiga city.
Keywords: principal's leadership, organizational commitment, and teacher performance
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
Perception is said to chop down the worker turnover. to scale back absenteeism and to extend the performance of employees. The researcher wants to understand about the worker opinion about the facilities provided to them. At an equivalent time the organization policies and practices aren't accepted by employees. And also to seek out the perception like salary benefits scope for people initiatives and balance between work and private life.
An Examination of Constructive Feedback, Trust towards Leaders and Self-Effic...Universiti Sains Malaysia
...This quantitative descriptive study aimed to identify the influence of trust towards leaders on the relationship between constructive feedback and self-efficacy of teaching. In particular, the objective of this study was to identify whether the affective- and cognition-based trust towards leaders to become a mediator in the relationship between constructive feedback and self-efficacy of teaching. A total of 411 lecturers randomly selected from the five polytechnics which successfully obtained an overall excellent performance including academic standards and quality management through the recognition of the polytechnic ratings. Data for this survey were collected through a questionnaire which was adapted from an instrument used by Steelman, Levy, and Snell (2004), McAllister (1995), and Tschannen-Moran and Hoy (2001). The results of multiple regression analysis showed that trust towards leaders influence positively and significantly on constructive feedback and self-efficacy of teaching. Trust towards leaders acts as a mediator on the relationship between constructive feedback and self-efficacy of teaching. In terms of the implications of this study show the role of the middle leader is especially important in fostering the trust among his followers to ensure that the feedback received and used effectively in developing the followers’ potential.
This is the Topic: performance management Subject : Business Research Method .. please read the file i upload and read it very well before do the work..
Relationship of Demographic Variables and Job Satisfaction among Married WomenIJLT EMAS
The purpose of this study was to study the relationship
between job satisfaction and demographic variables among
married women who are working in academics. The research
was descriptive and survey study. In this study, women working
in technical educational Institutes, from Indore were studied. for
this 300 working women(N=300) were chosen as per their work
in the Institutes, teaching or Non-teaching. A socio- demographic
questionnaire were used for the purpose. The findings revealed
that on the basis of the age and qualification , there is no relation
between factors studied (work environment, job security, roles &
responsibility etc.) and job satisfaction and on the basis of
designation, income and experience, researcher found the
relation between factors studied (work environment, job
security, roles & responsibility etc.) and job satisfaction.
Impact of Abusive Supervision on Employee Turnover Intention: The Moderating ...ijtsrd
The research was aimed to find out the impact of abusive supervision on turnover intention and to see how the moderating role effect by the abusive supervision and leads toward turnover intention i.e. emotional exhaustion. A total of 60 responses were gathered for the analysis of the study. The analysis has to be done through filling up questionnaires from the respondents. Statistical package of social sciences (SPSS) was implemented to get the result. The result finds that emotion exhaustion moderates the relationship between the dependent and independent variable. The nexus between abusive supervision and turnover intention turn out to be positively significant. An optimistic relation was found between the abusive supervision and the moderating variable. Mr. Sher Alam Khetran | Mr. Sikandar Wali | Dr. Muhammad Yar Khan | Ms. Jawaria Mushtaq"Impact of Abusive Supervision on Employee Turnover Intention: The Moderating Effect of Emotional Exhaustion" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11275.pdf http://www.ijtsrd.com/management/business-administration/11275/impact-of-abusive-supervision-on-employee-turnover-intention-the-moderating-effect-of-emotional-exhaustion/mr-sher-alam-khetran
Running head EMPLOYEE WORK BEHAVIOR 1EMPLOYEE WORK BEHAVIOR.docxtodd271
Running head: EMPLOYEE WORK BEHAVIOR 1
EMPLOYEE WORK BEHAVIOR 6
Capella University
Course: Psy7868 Qual Design and analysis
Unit 4 Assignment 1
Instructor: Rosanne Roberts
February 10, 2020
Employee Work Behavior
Psychologist have conducted numerous studies regarding employee work behavior. Such studies have been geared at assisting managers in shaping employee behaviors in ways that maximize their productivity. Employee behavior is shaped by attitudes, cultural norms and the quality of work interactions. Employee behavioral studies are consequential in understanding the underlying motivations of workers in a work environment. There is a direct correlation between employee and organization behavior. This partly explains why I selected the topic.
Behavioral psychologists agree that the productivity of entity is premised on the staff behavior. Highly motivated employees tend to exhibit a positive behavior regarding the trajectory of an enterprise. However, psychologists generally disagree on ideal methods of inculcating positive behavior in a work setting. For instance, Abraham Maslow stipulates that business enterprises can positively shape the behavior of their employees by catering for their needs (Neher, 2017). Maslow argued that employees are mainly motivated to seek for job opportunities in order to satisfy necessities like food, security and shelter. An enterprise that adequately meets employee concerns in this arena will have motivated employees who exemplify positive work etiquette. The growing trend towards workaholism is another aspect of staff behavior that psychologists have been studying. Whereas personal attributes like a strive for greater achievement, perfectionism and motivation are responsible for the phenomenon, some studies have indicated otherwise (Andreassen & Pallesen, 2016). The tough economic environment has partially contributed to the trend. Employees are compelled to work overtime or undertake two jobs to make ends meet. This disputes the notion that workaholics are naturally born. Workaholism is an adaptive characteristic to a work environment. Workaholism is closely linked to excessive work patterns. The pattern can be attributed to the emergence of strict organization behaviors that emphasize on work quality and quantity (Kirrane, Breen & O'Connor, 2018). It is thereby common to find employees who work for long hours.
This topic aligns with my psychology specialization in many aspects. First, it provides a rationale for effective exploitation of human effort. The study of employee psychology in the execution of duties is crucial in determining whether an organization has instituted humane policies that encourage employee productivity (Bakker et al., 2013). Employees should not be mechanically exploited like machines. Secondly, employee behavioral studies are vital in explaining why some organization succeed while others fail. The secret lies on how the human resource is applied. The c.
Effect of Leadership Styles, Organizational Culture, and Employees Developme...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Determinant of Teacher Performance
This research is focused on knowing whether there is an influence of principal's leadership, and organizational commitment on the performance of SMP Negeri teachers in Salatiga City. The main objective is to find and analyze the magnitude of the effect of each variable so that the factors causing the low performance of SMP Negeri teachers in Salatiga City can be identified so that the findings of this study are expected to be taken into consideration and reference in determining policies in an effort that leads to
improvement. Teacher performance. This research is quantitative research with a survey method. The sampling technique used is the probability sampling technique. Data analysis used linear regression analysis techniques for testing the research model. The result of the research is that the principal's leadership and organizational commitment have the most significant influence on teacher performance.
Determinant of teacher performance
The achievement of organizational goals reflects the effectiveness of the principal's leadership. Meanwhile, if the school
employee (Teacher) assesses leadership effectiveness from the point of view of the satisfaction he feels. This study aims to
determine whether a principal's leadership and organizational commitment influence teacher performance by mediating job
satisfaction. The population in this study was all public junior high school teachers in Salatiga city who were government
employees. The sampling technique used is probability sampling technique. Testing the research hypothesis using SEM (Structural
Equation Modeling) analysis. The results showed that: (1) leadership has a positive effect on job satisfaction. (2) a positive effect
on performance. (3) commitment positively affects job satisfaction. (4) commitment has a positive effect on performance. (6) job
satisfaction has a positive effect on performance. So the principal try to increase loyalty by growing a willingness to sacrifice
through more awards with contributions from each individual in the junior high school school environment of the Salatiga city.
Keywords: principal's leadership, organizational commitment, and teacher performance
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
Perception is said to chop down the worker turnover. to scale back absenteeism and to extend the performance of employees. The researcher wants to understand about the worker opinion about the facilities provided to them. At an equivalent time the organization policies and practices aren't accepted by employees. And also to seek out the perception like salary benefits scope for people initiatives and balance between work and private life.
An Examination of Constructive Feedback, Trust towards Leaders and Self-Effic...Universiti Sains Malaysia
...This quantitative descriptive study aimed to identify the influence of trust towards leaders on the relationship between constructive feedback and self-efficacy of teaching. In particular, the objective of this study was to identify whether the affective- and cognition-based trust towards leaders to become a mediator in the relationship between constructive feedback and self-efficacy of teaching. A total of 411 lecturers randomly selected from the five polytechnics which successfully obtained an overall excellent performance including academic standards and quality management through the recognition of the polytechnic ratings. Data for this survey were collected through a questionnaire which was adapted from an instrument used by Steelman, Levy, and Snell (2004), McAllister (1995), and Tschannen-Moran and Hoy (2001). The results of multiple regression analysis showed that trust towards leaders influence positively and significantly on constructive feedback and self-efficacy of teaching. Trust towards leaders acts as a mediator on the relationship between constructive feedback and self-efficacy of teaching. In terms of the implications of this study show the role of the middle leader is especially important in fostering the trust among his followers to ensure that the feedback received and used effectively in developing the followers’ potential.
This is the Topic: performance management Subject : Business Research Method .. please read the file i upload and read it very well before do the work..
Relationship of Demographic Variables and Job Satisfaction among Married WomenIJLT EMAS
The purpose of this study was to study the relationship
between job satisfaction and demographic variables among
married women who are working in academics. The research
was descriptive and survey study. In this study, women working
in technical educational Institutes, from Indore were studied. for
this 300 working women(N=300) were chosen as per their work
in the Institutes, teaching or Non-teaching. A socio- demographic
questionnaire were used for the purpose. The findings revealed
that on the basis of the age and qualification , there is no relation
between factors studied (work environment, job security, roles &
responsibility etc.) and job satisfaction and on the basis of
designation, income and experience, researcher found the
relation between factors studied (work environment, job
security, roles & responsibility etc.) and job satisfaction.
Impact of Abusive Supervision on Employee Turnover Intention: The Moderating ...ijtsrd
The research was aimed to find out the impact of abusive supervision on turnover intention and to see how the moderating role effect by the abusive supervision and leads toward turnover intention i.e. emotional exhaustion. A total of 60 responses were gathered for the analysis of the study. The analysis has to be done through filling up questionnaires from the respondents. Statistical package of social sciences (SPSS) was implemented to get the result. The result finds that emotion exhaustion moderates the relationship between the dependent and independent variable. The nexus between abusive supervision and turnover intention turn out to be positively significant. An optimistic relation was found between the abusive supervision and the moderating variable. Mr. Sher Alam Khetran | Mr. Sikandar Wali | Dr. Muhammad Yar Khan | Ms. Jawaria Mushtaq"Impact of Abusive Supervision on Employee Turnover Intention: The Moderating Effect of Emotional Exhaustion" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11275.pdf http://www.ijtsrd.com/management/business-administration/11275/impact-of-abusive-supervision-on-employee-turnover-intention-the-moderating-effect-of-emotional-exhaustion/mr-sher-alam-khetran
Running head EMPLOYEE WORK BEHAVIOR 1EMPLOYEE WORK BEHAVIOR.docxtodd271
Running head: EMPLOYEE WORK BEHAVIOR 1
EMPLOYEE WORK BEHAVIOR 6
Capella University
Course: Psy7868 Qual Design and analysis
Unit 4 Assignment 1
Instructor: Rosanne Roberts
February 10, 2020
Employee Work Behavior
Psychologist have conducted numerous studies regarding employee work behavior. Such studies have been geared at assisting managers in shaping employee behaviors in ways that maximize their productivity. Employee behavior is shaped by attitudes, cultural norms and the quality of work interactions. Employee behavioral studies are consequential in understanding the underlying motivations of workers in a work environment. There is a direct correlation between employee and organization behavior. This partly explains why I selected the topic.
Behavioral psychologists agree that the productivity of entity is premised on the staff behavior. Highly motivated employees tend to exhibit a positive behavior regarding the trajectory of an enterprise. However, psychologists generally disagree on ideal methods of inculcating positive behavior in a work setting. For instance, Abraham Maslow stipulates that business enterprises can positively shape the behavior of their employees by catering for their needs (Neher, 2017). Maslow argued that employees are mainly motivated to seek for job opportunities in order to satisfy necessities like food, security and shelter. An enterprise that adequately meets employee concerns in this arena will have motivated employees who exemplify positive work etiquette. The growing trend towards workaholism is another aspect of staff behavior that psychologists have been studying. Whereas personal attributes like a strive for greater achievement, perfectionism and motivation are responsible for the phenomenon, some studies have indicated otherwise (Andreassen & Pallesen, 2016). The tough economic environment has partially contributed to the trend. Employees are compelled to work overtime or undertake two jobs to make ends meet. This disputes the notion that workaholics are naturally born. Workaholism is an adaptive characteristic to a work environment. Workaholism is closely linked to excessive work patterns. The pattern can be attributed to the emergence of strict organization behaviors that emphasize on work quality and quantity (Kirrane, Breen & O'Connor, 2018). It is thereby common to find employees who work for long hours.
This topic aligns with my psychology specialization in many aspects. First, it provides a rationale for effective exploitation of human effort. The study of employee psychology in the execution of duties is crucial in determining whether an organization has instituted humane policies that encourage employee productivity (Bakker et al., 2013). Employees should not be mechanically exploited like machines. Secondly, employee behavioral studies are vital in explaining why some organization succeed while others fail. The secret lies on how the human resource is applied. The c.
Effect of Leadership Styles, Organizational Culture, and Employees Developme...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The examination of relation between organizational space and organizational p...ijsptm
The organizational space defines what the method of work is and that which kind of behaviors are
supported. The target of this examination is to knowing of the existence of relation between organizational
spaces (structure of organizational, organizational responsibility, Productivity of managers, organizational
identity) and the organizational patronage of the leaders in administrations of West Azerbaijan. Generally
150 episodes of standard questioning in statistical society were done and 100 questioning for scrutiny
hypothesis were done. According to the normal data of Pearson’s coefficient to identify of the kind of the
quantity of relations between shifty was used. The result of this examination shows a direct relation
between organizational responsibility, manager’s productivity and organizational identity with
organizational patronage. But there is not any relation between organizational structure dimension and
organizational patronage. So it is suggested to do important activities in order to improve the
organizational patronage by using efficient organization.
Week 5 WorksheetDirections For this assignment complete the work sh.docxhelzerpatrina
Week 5 WorksheetDirections: For this assignment complete the work sheet below. Please type out your answers on a separate Word document and then upload it . Don’t forget to number your answers so they can be matched up to the correct question.
1. People were asked how many miles they lived from work. The responses were
22, 20, 1, 25, 35, 23, 18, 5, 22, 22, 15, 7, 14, 21, 5, 9 and 13. The national average distance from work is 20 miles. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
2. At a pet store, a survey was taken asking how many pets each person had. The results were: 2, 5, 3, 1, 0, 4, 2, 7, 0, 2, 5, 1, 2, 6, 2, 10, 7, 3. The population average is 2. Find the following:
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
3. A sample of eight students were randomly selected and asked, "How many times did you check your email yesterday?" The numbers were: 3, 0, 8, 7, 10, 2, 6, 12, 45, 82, 1, 23, 11, 4, 55, 0. The average number of email checks in the population is 16.
a) Mean
b) Median
c) Mode
d) Standard deviation
e) Z-Score
f) Range
d) What would be the most appropriate measure of central tendency and why? Does this data represent a skewed distribution? Why or Why not?
Running Head: ORGANZIATIONAL CULTURE AND PRODUCTION 1
ORGANIZATIONAL CULTURE AND PRODUCTION 2
Organizational Culture and production
Name
Institutional Affiliation
Maamari, B., & Saheb, A. (2018). How organizational culture and leadership style affect employees’ performance of genders. International Journal of Organizational Analysis, 630–651.
Organization Culture and Production
Summary
The topic of the source is how organizational culture and leadership affect employees’ performance of gender. The authors sought to research on how the leaders’ choice and corporate culture influence employees. The study aimed to investigate if there is statistical evidence of the significant effects of organizational culture on the performance of the various genders and whether the leadership style in such an organization has an impact on the relationships. The study used observational method to conduct quantitative research and observation to identify organizational behavior and regularities. The study uses past literature on organizational culture, leadership, and performance in validating and carrying out the research (Maamari & Saheb, 2018). The authors concluded that the leadership style chosen by the organization and the organization culture has an effect on employee performance and gender implication.
Analysis
The authors have clearly outlined the research question, which was to identify the effects of leadership ...
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
A STUDY ON LEADERSHIP BEHAVIOR AND JOB SATISFACTION AMONG HOSPITAL EMPLOYEES ...IAEME Publication
The purpose of the study is to investigate the leadership behaviors and job satisfaction within employees in order to advance the understanding of these concepts as well as to comprehend the relationships among them. The study will gain better understanding of the predictability of job satisfaction based on leadership behavior the study will examine the causal relationships that exist between leadership behavior and job satisfaction in order to determine what direct or indirect impact each of them. The study collected data from employees working in hospitals. The sample size for the study is 120 by adopting purposive sampling technique.
The concept of whether emotional intelligence contributes to entrepreneurial success has been explored. The emotional intelligence skills examined were intrapersonal skills, the ability to recognize and manage one’s emotions, and interpersonal skills, and the ability to recognize emotions and their effect on others. The findings from the studies analyzed in the literature verify that a high level of emotional intelligence has a positive and significant impact on personal and business relationships.
Effect of learning goal orientationon work engagement througEvonCanales257
Effect of learning goal orientation
on work engagement through
job crafting
A moderated mediation approach
Makoto Matsuo
Graduate School of Economics and Business Administration, Hokkaido
University, Sapporo, Japan
Abstract
Purpose – The purpose of this paper is to examine the mechanism by which learning goal orientation (LGO)
promotes work engagement through job crafting (seeking challenges).
Design/methodology/approach – A moderated mediation model was tested using survey data from 266
public health nurses and hospital nurses in Japan.
Findings – The results indicated that job crafting partially mediated the relationship between LGO and work
engagement, and that the mediation effect was stronger when reflection was high (vs middle and low).
Research limitations/implications – Although common method bias and validity of measurement were
evaluated in this paper, the survey data were cross-sectional.
Practical implications – The results suggest that selecting people with a stronger sense of LGO may be a
useful strategy for promoting job crafting and work engagement in an organization. Additionally,
organizations should give employees opportunities to reflect on their jobs and to craft them into more
challenging ones in the workplace.
Originality/value – Although little is known about mechanisms by which LGO promotes work engagement,
this study found that job crafting and reflection play important roles in linking LGO and work engagement.
Keywords Quantitative, Reflection, Work engagement, Moderated mediation, Learning goal orientation,
Job crafting
Paper type Research paper
Introduction
Work engagement, or a positive, fulfilling, work-related state of mind (Schaufeli et al., 2002),
has emerged as a significant construct in the applied psychological and management
literature because it has been shown to promote both well-being and performance in
employees (Saks, 2006; Van De Voorde et al., 2016). The growing interest in work engagement
gives rise to the need for better understanding of its antecedents (Woods and Sofat, 2013).
Although numerous factors have been examined as antecedents (e.g. self-regulation
behaviors, personality traits, psychological meaningfulness, job autonomy), learning goal
orientation (LGO), known as a disposition that intrinsically motivates employees (Cerasoli
and Ford, 2014), may be one of the major determinants of work engagement (Adriaenssens
et al., 2015; Jones et al., 2017) because work engagement constitutes a form of intrinsic
motivation (Demerouti et al., 2015). Despite their importance, little is known, from previous
studies, about the factors that mediate the relationship between LGO and work engagement.
To address this gap, the present research examined the LGO–engagement relationship in
terms of “job crafting” (seeking challenges), conceptualized based on job demands-resources
(JD-R) theory (Demerouti et al., 2001), as well as “reflection,” which plays an important role
in the learning process (Kolb, 19 ...
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
16Personal Consequences of Employee CommitmentUniversity o.docxdrennanmicah
1
6
Personal Consequences of Employee Commitment
University of Maryland Eastern Shore
Submitted in partial fulfillment of the requirements for Course #xxxx
Title
Professor
Date
Journal:
Personal consequences of employee commitment. Academy of
Management Journal, 32(3), 649-661.
Date:
1989
Author(s):
Romzek, B., S.
Introduction
The purpose of the study was to examine the positive or negative consequences of employee commitment on nonwork and career satisfactions with the central hypotheses as positive. The study analyses used panel data that tested the effects of employee commitment on satisfaction with nonwork and career progress. Findings support that organizational involvement has positive consequences for individuals.
Hypothesis and Research Question:
The author submitted two hypotheses that tested for positive or negative consequences of employee commitment on nonwork and career satisfactions. Controlling for family involvement and age, the author’s first hypotheses tested to determine if employee commitment would have positive consequences for individuals’ nonwork satisfaction. The second hypotheses tested to determine if employee commitment would have positive consequences for individuals’ satisfaction with their career progress and future prospects.
Method/Type of Study
Research Design
The research design was a quantitative cross-sectional two-wave panel study conducted in 1982 and 1984 respectively.
Research Participants
The study surveyed a random sample of 484 respondents in the first wave of the survey which took place in 1982. The same respondents were contacted for the second wave in 1984 and resulted in 368 of the original individuals responding. The original sample was drawn from personnel listings solicited through nine public agencies; three federal offices, three state offices, and three local governments based in the states of Kansas and Missouri. The author noted that the “agencies represented diversity in the level of government, scope of services provided, and size and constituted an availability sample.” Other than collecting data on age as a control variable, the author did not indicate additional demographic information as being collected for study purposes. Without the data, it is very difficult to determine if the findings can be generalized to the population.
Instrumentation
Organizational involvement was the concept used to measure employee commitment. The author employed a customized measurement instrument adapted from separate scales developed by Etzioni (1975) for organizational involvement; Romzek (1985) for organizational alienation; and Hall, Schneider and Nygren (1970) and Buchanan (1974) for positive psychological attachment. The resultant organizational involvement scale had a Cronbach alpha of .77. Nonwork satisfaction was adapted from a scale developed by the National Opinion Research Center. The five-item Likert format measured the extent o which individuals report being satisfied wi.
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
ANALYSE THE USER PREDILECTION ON GPAY AND PHONEPE FOR DIGITAL TRANSACTIONSIAEME Publication
Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
VOICE BASED ATM FOR VISUALLY IMPAIRED USING ARDUINOIAEME Publication
The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
ROLE OF SOCIAL ENTREPRENEURSHIP IN RURAL DEVELOPMENT OF INDIA - PROBLEMS AND ...IAEME Publication
The majority of the population in India lives in villages. The village is the back bone of the country. Village or rural industries play an important role in the national economy, particularly in the rural development. Developing the rural economy is one of the key indicators towards a country’s success. Whether it be the need to look after the welfare of the farmers or invest in rural infrastructure, Governments have to ensure that rural development isn’t compromised. The economic development of our country largely depends on the progress of rural areas and the standard of living of rural masses. Village or rural industries play an important role in the national economy, particularly in the rural development. Rural entrepreneurship is based on stimulating local entrepreneurial talent and the subsequent growth of indigenous enterprises. It recognizes opportunity in the rural areas and accelerates a unique blend of resources either inside or outside of agriculture. Rural entrepreneurship brings an economic value to the rural sector by creating new methods of production, new markets, new products and generate employment opportunities thereby ensuring continuous rural development. Social Entrepreneurship has the direct and primary objective of serving the society along with the earning profits. So, social entrepreneurship is different from the economic entrepreneurship as its basic objective is not to earn profits but for providing innovative solutions to meet the society needs which are not taken care by majority of the entrepreneurs as they are in the business for profit making as a sole objective. So, the Social Entrepreneurs have the huge growth potential particularly in the developing countries like India where we have huge societal disparities in terms of the financial positions of the population. Still 22 percent of the Indian population is below the poverty line and also there is disparity among the rural & urban population in terms of families living under BPL. 25.7 percent of the rural population & 13.7 percent of the urban population is under BPL which clearly shows the disparity of the poor people in the rural and urban areas. The need to develop social entrepreneurship in agriculture is dictated by a large number of social problems. Such problems include low living standards, unemployment, and social tension. The reasons that led to the emergence of the practice of social entrepreneurship are the above factors. The research problem lays upon disclosing the importance of role of social entrepreneurship in rural development of India. The paper the tendencies of social entrepreneurship in India, to present successful examples of such business for providing recommendations how to improve situation in rural areas in terms of social entrepreneurship development. Indian government has made some steps towards development of social enterprises, social entrepreneurship, and social in- novation, but a lot remains to be improved.
OPTIMAL RECONFIGURATION OF POWER DISTRIBUTION RADIAL NETWORK USING HYBRID MET...IAEME Publication
Distribution system is a critical link between the electric power distributor and the consumers. Most of the distribution networks commonly used by the electric utility is the radial distribution network. However in this type of network, it has technical issues such as enormous power losses which affect the quality of the supply. Nowadays, the introduction of Distributed Generation (DG) units in the system help improve and support the voltage profile of the network as well as the performance of the system components through power loss mitigation. In this study network reconfiguration was done using two meta-heuristic algorithms Particle Swarm Optimization and Gravitational Search Algorithm (PSO-GSA) to enhance power quality and voltage profile in the system when simultaneously applied with the DG units. Backward/Forward Sweep Method was used in the load flow analysis and simulated using the MATLAB program. Five cases were considered in the Reconfiguration based on the contribution of DG units. The proposed method was tested using IEEE 33 bus system. Based on the results, there was a voltage profile improvement in the system from 0.9038 p.u. to 0.9594 p.u.. The integration of DG in the network also reduced power losses from 210.98 kW to 69.3963 kW. Simulated results are drawn to show the performance of each case.
APPLICATION OF FRUGAL APPROACH FOR PRODUCTIVITY IMPROVEMENT - A CASE STUDY OF...IAEME Publication
Manufacturing industries have witnessed an outburst in productivity. For productivity improvement manufacturing industries are taking various initiatives by using lean tools and techniques. However, in different manufacturing industries, frugal approach is applied in product design and services as a tool for improvement. Frugal approach contributed to prove less is more and seems indirectly contributing to improve productivity. Hence, there is need to understand status of frugal approach application in manufacturing industries. All manufacturing industries are trying hard and putting continuous efforts for competitive existence. For productivity improvements, manufacturing industries are coming up with different effective and efficient solutions in manufacturing processes and operations. To overcome current challenges, manufacturing industries have started using frugal approach in product design and services. For this study, methodology adopted with both primary and secondary sources of data. For primary source interview and observation technique is used and for secondary source review has done based on available literatures in website, printed magazines, manual etc. An attempt has made for understanding application of frugal approach with the study of manufacturing industry project. Manufacturing industry selected for this project study is Mahindra and Mahindra Ltd. This paper will help researcher to find the connections between the two concepts productivity improvement and frugal approach. This paper will help to understand significance of frugal approach for productivity improvement in manufacturing industry. This will also help to understand current scenario of frugal approach in manufacturing industry. In manufacturing industries various process are involved to deliver the final product. In the process of converting input in to output through manufacturing process productivity plays very critical role. Hence this study will help to evolve status of frugal approach in productivity improvement programme. The notion of frugal can be viewed as an approach towards productivity improvement in manufacturing industries.
A MULTIPLE – CHANNEL QUEUING MODELS ON FUZZY ENVIRONMENTIAEME Publication
In this paper, we investigated a queuing model of fuzzy environment-based a multiple channel queuing model (M/M/C) ( /FCFS) and study its performance under realistic conditions. It applies a nonagonal fuzzy number to analyse the relevant performance of a multiple channel queuing model (M/M/C) ( /FCFS). Based on the sub interval average ranking method for nonagonal fuzzy number, we convert fuzzy number to crisp one. Numerical results reveal that the efficiency of this method. Intuitively, the fuzzy environment adapts well to a multiple channel queuing models (M/M/C) ( /FCFS) are very well.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
2. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 4, Issue 5, September - October (2013)
relationship between self-leadership focused behavioral strategies and team performance. Prusiaa,
Anderson and Manz (1998) studied the relationship between self-leadership and performance
outcome in which self-efficacy as mediating variable. The result of this study was that selfleadership had a significant effect on self-efficacy and self-efficacy directly effected performances.
Curral Louis and Quienteiro P.M(2009) reported their study in three companies in Portugal with 108
employees. There was significant correlation between general self-leadership and work role
innovation and significant correlation existed between intrinsic motivation and learning orientation.
In addition to that, Self-leadership relates to multiculture, American students scored better than
Chinese students. Neubert and Wu (2006) found that Self-leadership hardly influenced performance
of people in chine. This fact opens up mind to study the relationship between self-leadership focused
behavioral strategies and motivation. In addition to that, motivation is a psychological process that
encourages employees to achieve their goal. Intrinsic and extrinsic motivation are internal and
external forces to encourage individuals to to have direction and intensity to obtain their good
performance (Bandura, 1986).This study will treat intrinsic and extrinsic motivation as intervening
variable to the relationship between self-leadership focused behavior strategies and performance
outcome.
The previous studies mentioned above did not study motivation as intervening variables.
Motivation is a determinable factor that plays an important role to influence employees to work hard.
Some evidences showed that extrinsic motivation improved work quality as reported by Gibbons
(1997) and he said that payment influenced productivity of workers. Workers were more productive
when they switched from being paid by time to be paid by piece. Gibbon said that rewards could
influence performance in the work place. Deci and Ryan(1985) that extrinsic motivation encourages
performance of employees. This study hypothesizes that self-leadership focused behavioral strategies
influence. Performance outcome and intrinsic and extrinsic motivation mediates the relationship
between self-leadership focused behavioral strategies and performance outcome. This study will
correlates self-leadership focused behavioral strategies with performance outcome. Intrinsic and
extrinsic motivation mediate the relationship between self-leadership focused behavioral strategies
and performance outcome. Aspects of self-leadership focused behavioral strategies namely self-goal
setting, self-reward, self-cue management, self-rehearsal, self-reward and self-punishment. Intrinsic
motivation such as feeling of self-responsibility, feeling of self-advancement, feeling of selfachievement, feeling of self- empowerment, and work itself are important factors in this study. In
addition to that, extrinsic motivation factors such as organization policy, salary, supervision, work
condition will be analysed with performance outcome such as productivity, time allocation, and work
quality. The four contructs with indicators of this research will be analysed by path analysis with
lisrel. The problem identified at Cenderawasih University is about the performance outcome of
teaching and learning in which many lecturers taught students without lesson plan, module, hand out
and syllabus. They missed class meeting because of absence. They did not follow the tim allocation
to teach according to time schedules. This condition influenced academic atmosphere and influence
the teaching and learning quality that finally will result in low accreditation at Cenderawasih
university. What is the root problem of the behavior of the lecturers to perform like that. This
situation invites my curiosity to carry out this study. The low and high outcome of a Cenderawasih
University lecturer at workplace relates to self-leadership focused behavioral strategies, intrinsic and
extrinsic motivation of the lecturer. In addition to that, there is contrary fact that Neubert and
Wu(2006) pointed out that self-leadership is not significant with performance in chinese people and
Manz said that self-leadership focused behavioral strategies influence performance outcome or team
performance. This study is expected to find the root problem of this condition and to answer three
hypotheses above. Theoretically factors that might support or hinder them to work optimally are
individual factors such as mentioned above. Other factors such as self-empowerment and their work
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itself that enchance motivation into individual to perform well. All these factors are not always
studied depend on the researchers. The approach of this study is quantitative in which can identify
how the relationship between self-leadership focused behavioral strategies and performance out
come and intrinsic, extrinsic motivation and performance outcome positive or not, especially, both
motivations as intervening variables that influences the relationship between self-leadership focused
behavioral strategies and performance out come. In addition to that, this study uses qualitative
analysis to support the statistical results through description of linkert scale and factor loading of
variable indicators. The results of this study can contribute to new findings to support the previous
studies. Self-leadership focused behavioral strategies even reject the previous studies results and give
new theoretical contribution to self-leadership focus behavioral strategies and new implication of
training self-leadership focus behavioral strategies and motivation. This research finding will give
more clear picture of reality that obtained from questionnaire of the perception of Cenderawasih
University lectures.
2. LITERATURE
The need of research on self-leadership and performance continuously carried out to prove
the concepts proposed by
leadership theorists and researchers that self-leadership and selfleadership focused behavioral strategies are effective to be practiced by individual or group. Some
researches have been done in the theme of general self-leadership and self-focused behavioral
strategies in connection with self-efficacy (Prusia, Anderson and Manz (2006). Another research on
the relationship between self-leadership and performance mediated by job satisfaction reported by
Politis (2005). The results showed that the relationship between self-leadership focused behavioral
strategies and job satisfaction was direct, positive and significant. Also the relationship between job
satisfaction and self-leadership focused behavioral strategies on was direct, significant. Finally job
satisfaction mediated self-leadership focused behavioral strategies and team performance. The need
of doing empirical study with motivation as mediating variable with self-leadership focused
behavioral strategies or self-leadership is an important theme for researchers. Intrinsic motivation is
understood as self-motivation and self-direction process come from someone to do activities (Manz
1986, Malone and Lepper, 1987). On the other hand, Fedrik Winslow Taylor(1915) and A.H.
Maslow(1954) in Wren (2001) said that extrinsic motivation come from management of
organization as reported in Scientific Management. Moreover, Maslow(1954) said that an individual
had to fulfill his or her basic needs and then the higher needs had to be fulfilled later. From what
was said by Maslow implied that basic needs as motivating factor to influence performance of
human being. Take for example for example, money that people bought food to eat and the energy
came from food as firing fuel that encouraged to work was their extrinsic motivation that mediate
their efforts to do a piece of work well. The previous researches gave theoretical contribution to
self-leadership focused behavioral strategies and practical implication to the organization that drew
attention of organization leaders. This fact showed how important self-leadership focused behavioral
strategies influenced performance outcome of employees when practiced by employees in
organization. It is understandable that self- leadership focused behavioral strategies’ effect initially
on intrinsic and extrinsic motivation, and then both motivation’s effect influenced performance of
employees in organization is unfinished work for researchers to carry out impirical studies to prove
the effectiveness of self-leadership focused behavioral strategies connected with other aspects
employees’ life as a new perspective. In Indonesia empirical researches on self-leadership focused
behavioral strategies and performance in which motivation as intervening variable is useful to be
carry out in order to give new ideas improve the performance outcome in organization to increase the
level of productivity, work quality and speed of completion of work.
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Self-leadership Focused Behavioral Strategies Theory
Up to until now, researchers and practitioners pay their attention self-leadership focused
behavioral strategies that adopted six aspects of self-leadership. Theoretically, self-leadership
focused behavioral strategies is one of three categories of self-leadership, and two others are natural
reward strategies and constructive thought pattern strategies. Self-leadership approach is not
concerning on a vertical influence process (e top-down) in which subordinates are controlled,
influenced and managed by a single individual leader (conger and Kanungo 2003).An emergent
approach suggests that leadership is an activity that can be shared or distributed among members of
group or organization (Pearce and Conger, 2003). This open up a new lines of thinking about
leadership in organization when people empowered (Conger and Kanugo, 1988).
The type of leadership which leads his or her employee to motive or direct him or herself to
achieve good performance known as self-leadership focused behavioral strategies theory. Selfleadership focused behavioral strategies is one of the three categories of self-leadership theory
proposed by Manz (1986). The origin of self-leadership focused behavioral strategies from selfleadership that rooted from self-management theory.. According to Manz(1992) literature clearly
attest that self-leadership focused behavioral strategies to a larger extend overlap with selfmanagement because of their common theoretical background. Self-leadership focused behavioral
strategies involve the influences people exert over themselves to achieve their motivation and
direction needed to accomplish desirable outcomes (Manz1992).In relationship to focused behavioral
strategies, Manz (1992) has developed self-focused behavioral strategies theory which goes beyond
the work of self-control of Bandura (1997, 1982). Theory of self-leadership focused behavioral
strategies of Manz (1992) is expanded some self-leadership perspective that views employees
possessing an internal control system (1997).Self–leadership focused behavioral strategies consists
of self-goal setting, self-observation, self-rehearsal, self-cue management, self-reward and selfpunishment in which form self-motivation which subsequently affect on performance outcomes.
Each description of indicator as follows: Self-goal setting presents extend to which employees set up
specific goal of their tasks by self-direction. Self-observation describes extend to which employees
can keep tract of their progress of their work, or are aware of their own work performance. Self-cue
management describes to extend to which employees use physical cues like schedules remind their
important task. Self-rehearsal describes extend to which employees avoid making mistakes at their
tasks so that they practice or prepare the task well before their real presentation. Self-reward
describes extend to which employees influences themselves using reward at both physical (extrinsic)
and mental(intrinsic) level. Self-punishment represents extend to which employees correct their
undesirable behavior through the feeling of guilty when they fail to seething. Self-leadership focused
behavioral strategies influence performance outcome.
Intrinsic and Extrinsic Motivation
Motivation can be divided into intrinsic and extrinsic when it is seen from its psychological
process (Deci and Ryan 1985). Intrinsic and extrinsic motivation is inner and external drive
stimulates individual to achieve his or her performance with his or her desire and intensity.
According to Amobile (1997), Cameli et al.(2006), Deci and Ryan (1985) that motivation at
workplace should be encouraged by the leaders or organization. Motivation can be defined as as a set
of cognitive processes through which individual determine amount of the time and the effort will
invest on the persuit of specify needs and goals. Intrinsic and extrinsic motivation positively relate to
performance through process of internal and external drive. According to Deci and Ryan(1985)
intrinsic motivation is all about the desire to enjoy performance a task by its nature being well known
to be positively relate to highly auto my level, self-efficacy perception and work performance
satisfaction (Deci and Ryan 1985).Extrinsic motivation is external drive that influences an individual
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through his or her intensity to achieve his or her needs. Malone and Lepper(1987) define extrinsic
motivation more simply in terms of what people will do without external inducement. Employees
who are intrinsically motivated are those who engage for no rewards other than interest and
enjoyment that ecampany them. On the other hand, extrinsic motivation is defined as external forces
come from organization like organization policy, supervision, salary, personal communication, and
work condition. Training for employees to influence the performance of employees like training for
self-leadership focused behavioral strategies is an example of external effort from organizations
which apply self-leadership to increase performance of his or employees(Neck and Manz, 1992).
Researchers found intrinsic and extrinsic motivation influence employees in workplace. Extrinsic
motivating factors such as monetary rewards increase willingness of employees to accept jobs at
workplace or increase the speed of completing work. Finally both intrinsic and extrinsic motivation
are important factors for employees at workplace that self-managed by employees to increase
performance outcome.
Performance Outcome
Many organizations hire individual who has high capacity in creativity to create noel ideas
and innovation for the advancement, and achievement of his or her team work or organization.
Individual performance is highly important I for an organization as whole and for individual working
for it. Performance comprises both behavior and an outcome aspect. These two aspects are very
important for researchers and practitioners in their work place. Behavioral aspect of performance
describes action made by individual while outcomes aspect describe the result of individual action.
Both aspects relate to individual performance and the use of job performance as outcome measure in
the research. Referring to Cambell 1990 that what an individual does in work situation. Job
performance comprises of quality and quantity( Toops(1944) and Wherry (1957) listed units of
production, quality of work, tenure, supervisory and leadership ability as dimension of job
performance Benardin and Beatty(1984) define performance as the records of outcomes produced
on a specified job function or activity during a a specified time. According to Benardin and Beatty
some of dimensions may not relevant to all job activities. Finally performance outcome can be
simply defined for this study as activities of employees in which measured by productivity, work
quality and time allocation.
Self-leadership Focused behavioral strategies influence Performance Outcome
It is common to many organization work hard to restructure employees empowerment. More
specifically, empowering employees is a key foundation of self-managed work teams. (Alvesson and
Willmott, (1992); Conger and Kanungo, (1988); Thomas and Velthouse, (1990 Due to that,
managers can rely on employee self-leadership focused behavioral strategies rather than on external
leadership as it has been traditionally applied (Manz and Sims, 1996). Self-leadership focused
behavioral strategies considered pivotal to employees’ enthusiasm for commitment and performance
in empowering organization (Manz, 1986, 1990). In addition that, Blanchard (1995), Cashman
(1995), and Manz (1992) stated that either self-leadership or self-leadership focused behavioral
strategies were applied to increase performance outcomes, and the application of self-leadership and
self-leadership focused behavioral strategies has gained increasing attention from researchers and
practitioners. Thus, a following hypothesis proposed.
H1: Self-leadership focused behavioral strategies influence performance outcome.
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Intrinsic and Extrinsic Motivation Mediates Self-leadership focused behavioral
Strategies and Performance Outcome
Self-leadership focused behavioral strategies developed from self-leadership theory due to
that it has the same six aspects as mentioned in self-leadership and self-focused behavioral strategies.
Employees who practice self-leadership focused behavioral strategies well they perform well. Many
researches of self-leadership and self-focused behavioral strategies have shown the effectiveness of
self-leadership or self-leadership focused strategies influenced performance (.....). Manz and Neck
(2004) said that self-leadership or self-leadership focused behavioral strategies is psychological
construct that presents one’s capacity for performance enhancement through a repotoire of ongoing
cognitive, motivational and behavioral self- navigation strategies. Moreover many statements found
in literature stated that motivation mediates the relationship between self-leadership and selfleadership focused behavioral strategies and performance outcomes. Motivation which was its
function as intervening was translated into intrinsic and extrinsic motivation in this study based on
above opinions or theorists in self-leadership and self-leadership focused behavioral strategies.
(Manz and Neck, 2004, Houghton and Neck, 2006). Although only exist theoretical preposition,
intrinsic motivation is considered to be one of the main explanatory concerning self-leadership, selfleadership focused behavioral and natural reward strategies (Houghton and Neck 2006). Thus two
hypotheses proposed as follow: H2: Intrinsic motivation mediates self-leadership focused behavioral
strategies and performance. H3: Extrinsic motivation mediates self-leadership focused behavioral
strategies and performance.
3. METHOD
Sample and procedure of the study relate to method of this study.
The study took place in 8 Fakulties at Cenderawasih University. The sample of study is 229
taken randomly from eight (8 ) Faculties that is Faculty of Teacher training and education, faculty of
social science and politics, faculty of mathematic and natural science, faculty of law, faculty of
economy, faculty of technology, faculty of medicine, faculty of public health. The average age of
lecturers was 30 year old, and their average years of job experiences was 13 year. Data collected
through the questions which consists of self-leadership focused behavioral strategies, intrinsic
motivation, extrinsic motivation and performance outcome. There were 19 questions about selfleadership focused behavioral strategies, 16 questions of intrinsic motivation, 10 questions of
extrinsic motivation and 9 questions of performance. Almost 86 % of lecturers had master degree
and 12 % held doctorate degree. The questionnaire was self- developed from indicators of four
constructs of this research. The all data were normally distributed and the reliability of all questions
was between 0, 70-0, 80. Path analysis was used to analyse the data with statistical software called
lisrel stand for program 8.70. Besides that, linkert scale and factor loading will applied to give
describe data from questionnaire which is basically perception of the subjects studied to respond
whether completely disagree to completely agree.
4. RESULT
This research findings consist of lisrel analysis result as main findings to be presented in
diagram one. In addition to that, the qualitative result consists of the mean of linkert scale and
loading factor of indicators of self-leadership focused behavioral strategies, intrinsic motivation,
extrinsic motivation and performance outcome presented in the table 2, 3, 4 and 5 to give to support
the main findings in statistics. The following path diagram used SL stands for self-leadership focused
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behavioral strategies, PM stands for performance outcome, IM stands for intrinsic Motivation, and
EM stands for Extrinsic Motivation.
Diagram one
Sources: Primary data, 2012.
Notes.
X1 = SL(self-leadership focused behavioral strategies); X2 = intrinsic motivation;
X3 = extrinsic motivation;
Y = performance outcome
Table 1 below shows the research findings obtained from lisrel analysis. The results
presented in table are path coefficient, path effect and t-value.
Path
Table1. Path Analysis Result Among Variables
Path Coefficient
Effect (%)
Dirct effect of SEL on IM (PX2X1)
Direct effect of SEL on EM
(PX3X1)
Direct effect of SFL on PM (PyX1)
Direct effect of EM on PM (PyX3)
Direct effect of IM on PM (PyX2)
Indirect effect of SL on PM(PyX1)
mediated by IM
Indirect effect of SL on PM (PyX1)
mediated by EM
t-values
0,5719
0,4837
57,19%.
48,37%.
10,50
8,33
0,2726
0,1442
0,0005
-
27,26%
14,42%
0,05%
-
3,30
2,04
0,01
10,50 dan 0,01
0,2726 + 0.0190
29,16%
8,33 dan 3,30
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This section showed the results of the study as presented at the table one above. The results
consisted of the direct effect of self-leadership focused behavioral strategies(SL) on intrinsic
motivation(IM)., the direct effect of self-leadership focused behavioral strategies(SL) on extrinsic
motivation(EM), the effect of intrinsic motivation(IM) on performance outcome (PM), the effect of
extrinsic motivation (EM) on performance outcome(PM), the direct effect of self-leadership focused
behavioral strategies (SL) on performance outcome(PM), the indirect effect of self-leadership
focused behavioral strategies(SL) on performance outcome(PM)_ mediating by intrinsic
motivation(IM), and indirect effect of self-leadership focused behavioral strategies(SEL) on
performance outcome(PM) mediating by extrinsic motivation(EM).
Based on the table 1 above the interesting fact found is that t values of direct effect of selfleadership focused behavioral strategies on performance is positive and significant (t value =10.50),
when intrinsic motivation mediates the relationship between self-leadership focused behavioral
strategies (SL)and performance outcome(PM) is not significant indicated by t-value is 0.01 in red
mark. Besides that, the direct and indirect effect of independent variable on independent variable
result in the following effect:
(a). 57,19 % is direct effect of self-leadership focused behavioral strategies(SL) on intrinsic
motivation(IM) with coefficient value: 0,5719. This fact indicates that the other factors contributed
to the effect of self-leadership focused behavioral strategies(SL) on intrinsic motivation (IM) is
43,81%. The up and down variation of intrinsic motivation is 57.19% determined by self-leadership
focused behavioral strategies(SL)(b).4837% is direct effect of self-leadership focused behavioral
strategies(SL) on extrinsic motivation(IM) with path coefficient: 0.4837. This fact indicated that
other factors contributed to the effect of self-leadership focused behavioral strategies(SL) on
Extrinsic motivation is 52.63 %. The up and down variation of extrinsic motivation (EM) is 4837%
determined by self-leadership focused strategies.(c). 27.26% is direct effect of self-leadership
focused behavioral strategies (SL) on performance outcome(PM) with coefficient value is 0.2726.
This fact shows that other factors contributed to the influence of self-leadership focused behavioral
strategies(SL) on performance outcome(PM) is 73.74 %. The up and down variaton of performance
outcome(PM) determined by self-leadership focused behavioral strategies(SL) is 27.26%. (d).14.42
% is direct effect of extrinsic motivation on(EM) performance outcome(PM) with coefficient value
is 0,1442. This fact indicated that other factors contributed to the effect of self-leadership focused
behavioral strategies(SL) on performance outcome(PM) is 8658%. The up and down variation of
performance outcome(PM) is 14.42% determined by extrinsic motivation(EM).
(e).The indirect effect of self-leadership focused behavioral strategies(SL) on performance
outcome(PM) mediated by extrinsic motivation(EM) is 29.16%. The increase of this effect because it
is mediated by extrinsic motivation. The up and down variation of performance outcome(PM) was
mediated by extrinsic motivation(EM) is 29,16% determined by self-leadership focused behavioral
strategies.
4. DISCUSSION
Discussion describes the results of lisrel analysis to test the significant of the hypotheses
proposed. Whereas linkert scale and factor loading describe the perception of lecturers of
Cenderawasih University. The objectives of this study are first, to examine direct effect of selfleadership focused behavioral strategies on performance outcome. Second the mediating effect of
intrinsic and extrinsic motivation between the relationship of self-leadership focused behavioral
strategies and performance outcome. Path analysis with statistical software, lisrel examined the effect
of relationship of self-leadership focused behavioral strategies on performance outcome, The
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research findings show that correlation is direct, positive and significant indicated by 3, 30 t-value
obtained from CFA. Extrinsic motivation as intervening variable that effects the relationship between
self-leadership focused behavioral strategies and performance outcome is positive and significant
indicated by 8, 33 and 3, 30 t-values. On the other hand, intrinsic motivation is not significant as
intervening variable mediated the effect of relationship between self-leadership focused behavioral
strategies and performance outcome indicated by 0,01 t-value. This finding is not consistent with the
previous research reported by Neubert and Wu(2006) that self-leadership hardly influence
performance of chinese people because they preferred to work together to work individually.
Indonesian and chinese people are oriental people who prefer to work cooperatively to work
individually. The different results of these two studies invite curiosity to be studied later. Besides
that, this finding supports the concept of self-leadership or self-leadership focused behavioral
strategies influence performance as said by (Manz, 1986, 1990, 1992. Blanchard, 1995, Cashman,
1995). The current research finding extend the previous research finding on the relationship between
self-leadership focused behavioral strategies and team performance mediated self-efficacy(Prusia,
Anderson, Manz) and job satisfaction as mediating variable (Politis, 2005). Now extrinsic motivation
and intrinsic motivation as intervening variables in this study of the relationship between selfleadership focused behavioral strategies and performance outcome.
This study supports the concept that self-leadership focused strategies and self-leadership
influence performance mediated by motivation (Houghton and Neck 2006, Sake and Asforth, 1996).
This study extend and support the previous study of self-leadership in higher education carried out
by John. Jacques. Garger and Paul. H(2007) .The result of this study showed that transformational
self-leadership positively related to GPA and passive /avoidance self-leadership negatively ly related
to GPA., Prusia, Anderson and Manz (2006) gave contribution to support the effectiveness of selfleadership
which is suspected by Lee and Koh(2001). This study not only give quantitative
discussion but it also give description of variables that show the perception of the lecturers that
influence their performance outcome. The next description is classified into four parts about
perception of Cenderawasih University lecturers how they view or experience about self-leadership
focused behavioral strategies, intrinsic motivation, extrinsic motivation and performance outcome.
Cenderawasih University lecturers’ perception of these variables is their reality to view through the
following description. The following description of self-leadership focused behavioral strategies,
intrinsic motivation, extrinsic motivation, intrinsic motivation and performance outcome are
presented in a 5 point linkert scale. The range of scale begins 1 for completely disagree, 2 for
disagree, 3 neutral, 4 for agree and 5 for completely agree.
The first part begins with self-leadership focused strategies. Table 2 below shows that the
range linker scale of self-focused behavioral strategies indicators starts from 4.48 up to 4.63 from a 5
point linkert scale. The fact found from this study is the highest mean linkert scale of perception of
self-goal setting is 4.63 and the highest loading factor is 0.90 for self-goal setting. Cenderawasih
University lecturers’ perception of self-goal setting is their reality. They view self-goal setting for
their self-leadership focused behavioral strategies in their workplace more important. Besides that,
the highest loading factor of self-leadership focused behavioral strategies is also self-goal setting.
This mean that they view that self-goal setting is ideally more important for their work.
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Table 2. Description of self-leadership focused behavioral strategies
Indicator
Self-goal
setting
SelfObservation
Self-Cue
Management
Self Reward
1
2
3
0%
0%
0.00%
1
(0.60%)
2
(0.79%(0.0))
4
(1.79%)
4
(1.59%)
14
(5.95%)
11
(4.76%)
11
(4.76%)
0%
0%
0%
0%
Sel–
2
0%
Rehearsal
(0.79%)
Self2
0%
Punishment
(0.79%)
Resource: Primary Data, 2012
4
5
86
(37.50%)
94
(41.07%)
67
(29.37%)
106
(46.43%)
65
(28.57%)
82
(35.71%)
143
(62.50%)
128
(55.95%)
154
(67.46%)
112
(48.81%)
145
(63.49%)
134
(58.73%)
Men
Loading
factor(λ)
4.63
0.90
4.51
0.70
4.61
0.79
4.48
0.20
4.48
0.56
4.52
0.08
The next second part of of description is description is about how Cenderawasih University
lecturers view or experience elements of intrinsic motivation. Their Intrinsic motivation consists of
the feeling of self-f responsibility, self-advancement, self-achievement, self- recognition, selfempowerment and work itself. The table 3 describes how they experience from their conscience. The
highest mean linkert scale is 4.75 for work itself. This is their perception or reality to experience
work itself more important compared with other elements of intrinsic motivation. Besides that, they
view self-empowerment is ideally very important in their work motivation. This is indicated by
highest loading factor is 1.00.
Table 3. Description of Intrinsic Motivation
Indicator
1
2
3
4
5
Responsibility
0.00%
2
(0.79%)
Achieve-ment
0.00%
0.00%
Work itself
0.00%
0.00%
Advancement
0.00%
5
(2.38%)
Self-Recognition
0.00%
0.00%
0.00%
0.00%
84
(36.51%)
93
(40.48%)
46
(20.24%)
85
(36.90%)
106
(46.43%)
81
(35.24%)
124
(53.97%)
120
(52.38%)
177
(77.38%)
134
(58.33%)
120
(52.38%)
SelfEmpowerment
18
(7.94%)
14
(5.95%)
5
(2.38%)
5
(2.38%)
5
(2.38%)
2
(0.95%)
132(57.62%)
Mean
Loading
(λ)
4.41
0.20
4.42
0.74
4.75
0.31
4.51
0.61
4.55
0.83
4.32
1.00
Resource: Primary data. 2012.
This third description of extrinsic motivation is very important. Extrinsic consists of
organizational policy, salary, supervision, work condition and interpersonal relationship. The table 4
below shows that the score range of extrinsic motivation starts from 3.90 up to 4.51 in a 5 point
linker scale. The highest mean of linkert scale is 4.50 refers to organizational policy. They views
regulations or policies from Cenderawasih University is very important to control or regulate the
behavior of lectures in order to perform well at workplace. Take for example, self-punishment is not
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practice so that regulation for much abseism is important. Besides that, the highest loading factor is
0.93 for supervision. They think supervision is ideally very important in their work. Table 4 shows
the mean of each indicator and factor loading that present their perception or their reality of extrinsic
motivation at workplace.
Finally table 5 is performance outcome that gives description is about performance outcome.
Performance outcome measured by productivity, work quality and time allocation.
Table 4. Description of Extrinsic Motivation
Indicator
1
2
3
Organization
policy
0.00%
0.00%
Supervision
0.00%
Salory
0.00%
Personal
communication
0.00%
Work-condition
0.00%
0.00%
0.00%
5
(2.38%)
3
(1.19%)
4
5
3
(1.19%)
30
(13.10%)
35
(15.48%)
74
(32.14%)
30
(13.10%)
79
(34.52%)
144
(63.10%)
104
(45.24%)
115
(50.00%)
144
(63.10%)
142
(61.90%)
55
(23.81%)
95
(41.67%)
41
(17.86%)
57
(25.00%)
Mean
Loading
(λ)
4.51
0.72
4.11
0.93
4.36
0.66
3.90
0.92
4.19
0.34
Resource: Primary data, 2012
The final part description is about performance outcome of Cenderawasih University
lecturers. The performance outcome consists of productivity of work quality, and time allocation
performed by them. Table 5 below indicates each mean linkert scale. The highest mean of linkert
scale is 4.71 for work quality whereas the highest loading factor is 0.87 for both work quality and
time allocation. Their perception of work quality is their reality to experience it in their workplace.
On the other hand, they view work quality and time allocation in their for work is ideally very
important Table 5 below shows description of Performance outcome as their reality of their
perception.
In connection with self-leadership focused behavioral strategies, intrinsic motivation and
extrinsic motivation, it is understandable that performance outcome of Cenderawasih University
lecturers is the function of their self-leadership, intrinsic motivation and extrinsic motivation. Their
performance outcome proved by statistical correlation is proved qualitatively as well.
Table 5. Description of performance outcome
Indicator
1
2
3
4
5
Productivity
2
(0.95%)
3
(1.43%)
38
(16.67%)
41
(17.86%)
8
(3.57%)
103
(44.76%)
112
(48.81%)
76
(33.33%)
83
(36.19%)
174
(32.14%)
150
(65.48%)
Time
0.00%
0.00%
allocation
Work
0.00%
0.00 %
Quality
Resource: Primary data, 2012.
201
Mean
Loading
factor
(λ)
4.14
0.06
4.10
0.87
4.71
0.87
12. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 4, Issue 5, September - October (2013)
5. CONCLUSION
Based on the results obtained from this study, the conclusion as follow. There are three
findings in this study as follows. First, Self-leadership focused behavior strategies influenced
performance outcome of Cenderawasih University lecturers. Second, Intrinsic motivation is not
significant as mediating influence between the relationship between self-leadership focused
behavioral strategies and performance outcome. Third, Extrinsic motivation mediates significantly
effect of the relationship focused behavioral strategies and performance outcome. Finally the reality
of self-leadership focused behavioral strategies, intrinsic motivation, extrinsic motivation and
performance outcome showed by Cenderawasih University lecturers reflect their perception. The
highest mean of linkert scale of each indicator of each variable indicates the reality of lecturers’
perception dealt with self-leadership focused behavioral strategies, intrinsic motivation, extrinsic
motivation and performance outcome. First, the highest mean of linkert scale exist in self-goal
setting, work itself, organization policy and work quality indicate their perception which is also their
reality. On the other hand, the loading factor of self-goal-setting, self-empowerment, organization
policy, time allocation and work quality are ideally most important for them in their workplace.
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