American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
This document discusses organizational communication and its relationship to organizational commitment. It examines how effective communication between management and employees can help build commitment. The document reviews different theories of organizational communication, including classical, human relations, human resources, systems, and cultural approaches. It discusses how each approach views the role of communication in organizations. The key point is that multidirectional communication that shares information and allows employee input and feedback can help improve problem-solving, innovation and employee trust/commitment. Effective communication is seen as vital for organizational success.
Employees Loyalty has become critical to the management-employees bonding across organisations especially in the banking sectors of global economy. The lack of loyalty on the part of employees has been traced to change in leadership, therefore, this study studies the implications that leadership change have on employees loyalty. The banking sector of Rivers State was covered in this study as 131 sampled employees of the selected banks were studied using a 4point lykert scale closed ended questionnaire. The data gathered were analysed using the Pearson Moment correlations coefficient and the findings from the results derived reveals significant relationships amongst the attributes of the predictor tested on the measures of the criterion variable and conclusion as well as recommendation were drawn from the resultant findings amongst which are: leadership change causes strategic, cultural, policy and attitudinal changes in the organisations and these changes reflects a shift in the loyalty status of the affected employees in the banking sector. Therefore, better management of leadership change is advocated as corporate loyalty is primarily critical for sustenance of successful banking not individual leader loyalty.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
This document summarizes a study on employee engagement in the IT industry. It discusses definitions of employee engagement from various scholars and practitioners. It describes how the study was conducted through interviews with HR personnel and employees at an IT company to understand their employee engagement practices. Key findings include how the company divides HR activities among different teams, uses an internal web portal to facilitate employee goals and recognition, and holds regular refresh meetings to encourage employees. The relationship between employee engagement, job satisfaction, and individual/organizational performance is also discussed. In conclusion, the study provided insight into the company's emphasis on engagement from onboarding through exit interviews to increase productivity.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Role of Work Engagement in Mediating the Effect of Leader Member Exchange on ...AJHSSR Journal
ABSTRACT : Employee performance is an important aspect that must be considered, because employee
performance is the result of work controlled by individual employees and can contribute to the success of the
organization in achieving its goals. This study aims to analyze the effect of LMX and work engagement on
employee performance, the effect of LMX on work engagement and the role of work engagement in mediating
the influence of LMX on the employee performance. The number of respondents used was 89 employees using
the saturated sample method. Data collection was carried out by interviewing, distributing questionnaires and
observations. The data analysis technique used is path analysis and single test. The results of the analysis show
that LMX has a significant positive effect on employee performance and work engagement, work engagement
has a significant positive effect on employee performance and work engagement partially mediates the effect of
LMX on employee performance. The implications in this study provide evidence that work engagement has an
important role because it can strengthen the influence of LMX in organizations to improve employee
performance.
KEYWORDS: leader member exchange, work engagement, employee performance
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot 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/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
This document discusses organizational communication and its relationship to organizational commitment. It examines how effective communication between management and employees can help build commitment. The document reviews different theories of organizational communication, including classical, human relations, human resources, systems, and cultural approaches. It discusses how each approach views the role of communication in organizations. The key point is that multidirectional communication that shares information and allows employee input and feedback can help improve problem-solving, innovation and employee trust/commitment. Effective communication is seen as vital for organizational success.
Employees Loyalty has become critical to the management-employees bonding across organisations especially in the banking sectors of global economy. The lack of loyalty on the part of employees has been traced to change in leadership, therefore, this study studies the implications that leadership change have on employees loyalty. The banking sector of Rivers State was covered in this study as 131 sampled employees of the selected banks were studied using a 4point lykert scale closed ended questionnaire. The data gathered were analysed using the Pearson Moment correlations coefficient and the findings from the results derived reveals significant relationships amongst the attributes of the predictor tested on the measures of the criterion variable and conclusion as well as recommendation were drawn from the resultant findings amongst which are: leadership change causes strategic, cultural, policy and attitudinal changes in the organisations and these changes reflects a shift in the loyalty status of the affected employees in the banking sector. Therefore, better management of leadership change is advocated as corporate loyalty is primarily critical for sustenance of successful banking not individual leader loyalty.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
This document summarizes a study on employee engagement in the IT industry. It discusses definitions of employee engagement from various scholars and practitioners. It describes how the study was conducted through interviews with HR personnel and employees at an IT company to understand their employee engagement practices. Key findings include how the company divides HR activities among different teams, uses an internal web portal to facilitate employee goals and recognition, and holds regular refresh meetings to encourage employees. The relationship between employee engagement, job satisfaction, and individual/organizational performance is also discussed. In conclusion, the study provided insight into the company's emphasis on engagement from onboarding through exit interviews to increase productivity.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Role of Work Engagement in Mediating the Effect of Leader Member Exchange on ...AJHSSR Journal
ABSTRACT : Employee performance is an important aspect that must be considered, because employee
performance is the result of work controlled by individual employees and can contribute to the success of the
organization in achieving its goals. This study aims to analyze the effect of LMX and work engagement on
employee performance, the effect of LMX on work engagement and the role of work engagement in mediating
the influence of LMX on the employee performance. The number of respondents used was 89 employees using
the saturated sample method. Data collection was carried out by interviewing, distributing questionnaires and
observations. The data analysis technique used is path analysis and single test. The results of the analysis show
that LMX has a significant positive effect on employee performance and work engagement, work engagement
has a significant positive effect on employee performance and work engagement partially mediates the effect of
LMX on employee performance. The implications in this study provide evidence that work engagement has an
important role because it can strengthen the influence of LMX in organizations to improve employee
performance.
KEYWORDS: leader member exchange, work engagement, employee performance
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot 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/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
The effect of career development, leadership style and organizational culture...inventionjournals
The practice of career development, leadership style and organizational culture on organizational commitment to employee satisfaction is an important factor in achieving the good governance. Causality between variables built into the model by using the 7,342 employees working in 37 regional work unit (SKPD) in the province of Papua. The sampling technique is done by using proportionate random sampling, the sample size in order to obtain a number of 379 employees with a response rate of 36.41 %, so overall the questionnaire used to analyze just 138 employees. The results of the analysis of moment structures using Ver. 21 provides evidence that career development and organizational culture proved can improve employee job satisfaction. Other facts suggest that the better career development and leadership style, the higher the employee organizational Commitment while organizational culture and employee job satisfaction was not shown to improve organizational commitment.
The Qualitative Measurement towards Organizational Behaviour by using Kano Me...Dr. Amarjeet Singh
This research aims to study the organizational
behavior of the employees by using SERVQUAL and Kano
model. The usual application of SERVQUAL and Kano model
is to find out the needs of the customer but for this research, it
is used to find out the employees needs and feelings towards
the organizational. SERVQUAL used to do a gap analysis of
an organization's service quality performance against the
service quality needs of its customers. The Kano Model
classifies product attributes based on how they are perceived
by customers and their effect on customer satisfaction. The
Kano model defines various product attributes that are
considered important to customers and as a decision maker.
As result, the attributes that has the biggest factor in the
behaviour of the employees are Managers being in the office to
guide the employees, Managers helping the employees with the
job, All employees able to finish the job on time and
Employees respond towards a strict manager. These factors
will have a big impact towards the CRM.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
6.[46 51]employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and commitment to work teams. Antecedents that increase commitment are empowerment, clear purpose, challenging jobs, fairness, autonomy and feedback. Empowerment and commitment lead to benefits like lower turnover, absenteeism, stress, and higher innovation, performance and satisfaction.
International Journal of Business and Management Invention (IJBMI) 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
11.employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and leads to benefits like lower turnover, absenteeism, and improved performance. The document examines the factors that affect empowerment and strategies organizations use to empower employees, such as delegating authority, forming committees, and interacting with top executives. It concludes that empowered employees with strong workplace commitment are more competitive, accountable, innovative, and desire to improve performance.
This document discusses literature on the concepts of work engagement and employee involvement. It defines work engagement as a heightened emotional and psychological connection to one's job and organization that involves vigor, dedication and absorption. Employee involvement is defined as empowering employees to participate in managerial decision-making appropriate to their level. The literature suggests that work engagement and high-involvement work practices can lead to positive employee attitudes, discretionary behaviors, well-being and improved performance.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
1) The study analyzed the influence of organizational culture on employee task performance at PT Bank Pembangunan Daerah Bali in Renon Branch, with work discipline as a mediating variable.
2) The results showed that organizational culture had a positive and significant direct effect on task performance and an indirect effect through work discipline.
3) Work discipline was found to partially mediate the relationship between organizational culture and task performance.
This study aims to test the effect of employee engagement and organization trust on organization citizenship behaviour and its impact on organization Effectiveness. The object of this research is the government organization of Pidie Jaya with Echelon IV Officers as a respondent. The number of sample is determined by using proportional sampling technique and Slovin equation, and it provides 171 respondents. Data is analyzed using the path analysis with the SPSS program assistance. The findings describes that employee engagement, organization trust, organization citizenship behaviour and organization Effectiveness have been going well. For the verification test of direct effect provides: employee engagement effects organization citizenship behaviour; organization trust effects organization citizenship behaviour significantly; employee engagement effects organization Effectiveness significantly; organization trust effects organization effectiveness significantly, and; organization citizenship behaviour effects organization Effectiveness significantly. These all findings prove that the previous theories are still applicable, and these also apply in Government organization of Pidie Jaya District. The originality of this research is in its novelty in term of the object, time, and statistic approach. This result contributes to academic and research area in order to develop the next model and method. For the practical, this has verified that the variables in this research need more attention from the managers especially in organization related.
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
The Effect of Workplace Relationship toward Job Satisfaction of Divine Word C...IJMREMJournal
The study was conducted to determine workplace relationship between employer and employees and among employees of Divine Word Colleges in Ilocos Sur, Philippines and its effect on the job satisfaction. Literatures and studies were reviewed, and questionnaires were used to gather the data related to workplace relationship and job satisfaction. The respondents of the study are employees of the colleges of Ilocos region which include Ilocos Sur and Ilocos Norte. The study is a descriptive study involving survey and fact-finding inquiry. Weighted mean and Pearson r were used to determine the workplace relationship and its correlation with job satisfaction. The study found that there is a significant correlation between workplace relationship and job satisfaction. Therefore, the study recommends that management need to monitor and improve workplace relationship between employer and employees and among employees and also improve and monitor factors that affect job satisfaction.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
This document summarizes a research study that examined the relationship between impression management and stakeholders' satisfaction at car servicing firms in Nigeria, and the moderating role of environmental dynamism. The study used a survey design to collect data from 109 car servicing firm owners/managers. Results found a positive and significant relationship between impression management and stakeholders' satisfaction. However, environmental dynamism was shown to weaken the strength of this relationship. The study concluded that car service entrepreneurs should effectively manage impressions to build a good image and satisfy stakeholders, while also adapting to changes in the dynamic business environment.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
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.
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.
This document summarizes a research study that examined the role of organizational commitment in mediating the effect of transformational leadership on organizational citizenship behavior at Como Beach Club in Bali, Indonesia. The study found that transformational leadership had a positive and significant effect on both organizational commitment and organizational citizenship behavior. Organizational commitment was also found to have a positive and significant effect on organizational citizenship behavior. Additionally, organizational commitment was found to mediate the effect of transformational leadership on organizational citizenship behavior. The results indicate that transformational leadership can influence organizational citizenship behavior both directly and indirectly through organizational commitment.
The Influence of Organizational Culture, Leadership, And Motivation Towards J...QUESTJOURNAL
Purpose: (1) find out and analyze the influence of Leadership against employee job satisfaction, (2) to observe and analyze the influence of organizational culture towards job satisfaction employees, (3) knowing and analyzing the influence of Motivation towards job satisfaction employees, (4) knowing and analyzing the influence of Leadership on performance clerk (5) knowing and analyzing the influence of organizational culture on performance clerk, (6) knowing and analyzing the influence of Motivation on performance clerk (7) find out and analyze leadership against the performance of employees through Employee job satisfaction. (8) knowing and analyzing organizational culture towards the performance of employees through Employee job satisfaction. (9) knowing and analyzing the motivation against the performance of employees through Employee job satisfaction. (10) find out and analyze the influence of job satisfaction against the performance of employees. The research of using primary data through survey as many as 245 Employees at the Work Unit of the regional Government of the Maros Devices as samples. Research data were analyzed using Structural Equation Modeling programs (SEM). The results of this research indicate that: (1) Leadership can determine employee job satisfaction in the Work units of the device Area Government Maros, (2) organizational culture can determine the job satisfaction in the Work units of the device Area Government Maros, (3) Motivation can determine the job satisfaction in the Work units of the device Area Government Maros, (4) Leadership can not determine the performance of employees in a work unit of the device Area Government Maros , (5) organizational culture can not determine the performance of employees in a work unit of the device Area Government Maros, (6) Motivation can determine the performance of employees in a work unit of the regional Government of the Maros Device, and (7) Leadership has no effect against the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (8) the organizational culture does not have an effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (9) the motivational effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (10) job satisfaction can determine the performance of employees in a work unit of the device Area Government Maros.
SCRUM MetricsUnderstanding Metrics In Agile MethodologyAbstr.docxkenjordan97598
SCRUM Metrics
Understanding Metrics In Agile Methodology
Abstract
For a long time in the software industry, agile methodologies have become the market leader in the software development process due to its better return on investment (ROI) and risk-driven behavior. Agile has several methods like DSDM, Scrum and XP (Extreme Programming). Scrum is one of the most common methods in agile for its flexibility and simplicity. We can define Scrum as an iterative framework for complex scope of work in the development process. Metrics in scrum focuses on risks, predictability, productivity and progress by using various burn-down and velocity metrics. Scrum has established concrete metric system to analyze the progress of the software development at any given time in the software process. This helps in early risk mitigation, good project management, constant monitoring and controlling and accurate predictions about schedule, budget, and work results.
In the project, we will discuss different metrics available in the scrum method and why they are beneficial for measuring the process. In addition, we would like to study different case studies to understand how these metrics help in better deliver for the product within short time and effective cost.
Contents:
Extreme Programming based Metrics-
Metrics in XP
Projects
Quantitative Metrics
Qualititative Metrics………………………………………………………………………………………………………….
RESEARCH ARTICLE Open Access
Relationship between Organizational Culture,
Leadership Behavior and Job Satisfaction
Yafang Tsai1,2
Abstract
Background: Organizational culture refers to the beliefs and values that have existed in an organization for a long
time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and
behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and
this could influence the employees’ job satisfaction. It is therefore essential to understand the relationship between
organizational culture, leadership behavior and job satisfaction of employees.
Methods: A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected
using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned.
To test the reliability of the data, they were analyzed by Cronbach’s a and confirmatory factors. Correlation analysis
was used on the relationships between organizational cultures, leadership behavior and job satisfaction.
Results: Organizational cultures were significantly (positively) correlated with leadership behavior and job
satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction.
Conclusions: The culture within an organization is very important, playing a large role in whether it is a happy
and healthy environment in which to work. In communicating and promoting the organizational ethos to
employees, the.
The document discusses emerging trends in talent management practices for new economy organizations. These trends are being shaped by factors like the rise of new economy organizations, changing worker aspirations, expanding opportunities, and a shortage of skilled talent. Effective talent management is critical for these organizations' success as it allows them to attract, retain, and utilize high quality talent. Past talent practices focused on lifetime employment are no longer suitable given today's dynamic workforce which expects short-term assignments and a more transactional relationship with employers. New talent practices must align with these new professional values and address challenges like balancing collaboration and competitiveness. The study examines the impact of high performance talent management practices on organizational outcomes like productivity and financial performance.
The effect of career development, leadership style and organizational culture...inventionjournals
The practice of career development, leadership style and organizational culture on organizational commitment to employee satisfaction is an important factor in achieving the good governance. Causality between variables built into the model by using the 7,342 employees working in 37 regional work unit (SKPD) in the province of Papua. The sampling technique is done by using proportionate random sampling, the sample size in order to obtain a number of 379 employees with a response rate of 36.41 %, so overall the questionnaire used to analyze just 138 employees. The results of the analysis of moment structures using Ver. 21 provides evidence that career development and organizational culture proved can improve employee job satisfaction. Other facts suggest that the better career development and leadership style, the higher the employee organizational Commitment while organizational culture and employee job satisfaction was not shown to improve organizational commitment.
The Qualitative Measurement towards Organizational Behaviour by using Kano Me...Dr. Amarjeet Singh
This research aims to study the organizational
behavior of the employees by using SERVQUAL and Kano
model. The usual application of SERVQUAL and Kano model
is to find out the needs of the customer but for this research, it
is used to find out the employees needs and feelings towards
the organizational. SERVQUAL used to do a gap analysis of
an organization's service quality performance against the
service quality needs of its customers. The Kano Model
classifies product attributes based on how they are perceived
by customers and their effect on customer satisfaction. The
Kano model defines various product attributes that are
considered important to customers and as a decision maker.
As result, the attributes that has the biggest factor in the
behaviour of the employees are Managers being in the office to
guide the employees, Managers helping the employees with the
job, All employees able to finish the job on time and
Employees respond towards a strict manager. These factors
will have a big impact towards the CRM.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
6.[46 51]employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and commitment to work teams. Antecedents that increase commitment are empowerment, clear purpose, challenging jobs, fairness, autonomy and feedback. Empowerment and commitment lead to benefits like lower turnover, absenteeism, stress, and higher innovation, performance and satisfaction.
International Journal of Business and Management Invention (IJBMI) 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
11.employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and leads to benefits like lower turnover, absenteeism, and improved performance. The document examines the factors that affect empowerment and strategies organizations use to empower employees, such as delegating authority, forming committees, and interacting with top executives. It concludes that empowered employees with strong workplace commitment are more competitive, accountable, innovative, and desire to improve performance.
This document discusses literature on the concepts of work engagement and employee involvement. It defines work engagement as a heightened emotional and psychological connection to one's job and organization that involves vigor, dedication and absorption. Employee involvement is defined as empowering employees to participate in managerial decision-making appropriate to their level. The literature suggests that work engagement and high-involvement work practices can lead to positive employee attitudes, discretionary behaviors, well-being and improved performance.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
1) The study analyzed the influence of organizational culture on employee task performance at PT Bank Pembangunan Daerah Bali in Renon Branch, with work discipline as a mediating variable.
2) The results showed that organizational culture had a positive and significant direct effect on task performance and an indirect effect through work discipline.
3) Work discipline was found to partially mediate the relationship between organizational culture and task performance.
This study aims to test the effect of employee engagement and organization trust on organization citizenship behaviour and its impact on organization Effectiveness. The object of this research is the government organization of Pidie Jaya with Echelon IV Officers as a respondent. The number of sample is determined by using proportional sampling technique and Slovin equation, and it provides 171 respondents. Data is analyzed using the path analysis with the SPSS program assistance. The findings describes that employee engagement, organization trust, organization citizenship behaviour and organization Effectiveness have been going well. For the verification test of direct effect provides: employee engagement effects organization citizenship behaviour; organization trust effects organization citizenship behaviour significantly; employee engagement effects organization Effectiveness significantly; organization trust effects organization effectiveness significantly, and; organization citizenship behaviour effects organization Effectiveness significantly. These all findings prove that the previous theories are still applicable, and these also apply in Government organization of Pidie Jaya District. The originality of this research is in its novelty in term of the object, time, and statistic approach. This result contributes to academic and research area in order to develop the next model and method. For the practical, this has verified that the variables in this research need more attention from the managers especially in organization related.
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
The Effect of Workplace Relationship toward Job Satisfaction of Divine Word C...IJMREMJournal
The study was conducted to determine workplace relationship between employer and employees and among employees of Divine Word Colleges in Ilocos Sur, Philippines and its effect on the job satisfaction. Literatures and studies were reviewed, and questionnaires were used to gather the data related to workplace relationship and job satisfaction. The respondents of the study are employees of the colleges of Ilocos region which include Ilocos Sur and Ilocos Norte. The study is a descriptive study involving survey and fact-finding inquiry. Weighted mean and Pearson r were used to determine the workplace relationship and its correlation with job satisfaction. The study found that there is a significant correlation between workplace relationship and job satisfaction. Therefore, the study recommends that management need to monitor and improve workplace relationship between employer and employees and among employees and also improve and monitor factors that affect job satisfaction.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
This document summarizes a research study that examined the relationship between impression management and stakeholders' satisfaction at car servicing firms in Nigeria, and the moderating role of environmental dynamism. The study used a survey design to collect data from 109 car servicing firm owners/managers. Results found a positive and significant relationship between impression management and stakeholders' satisfaction. However, environmental dynamism was shown to weaken the strength of this relationship. The study concluded that car service entrepreneurs should effectively manage impressions to build a good image and satisfy stakeholders, while also adapting to changes in the dynamic business environment.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
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.
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.
This document summarizes a research study that examined the role of organizational commitment in mediating the effect of transformational leadership on organizational citizenship behavior at Como Beach Club in Bali, Indonesia. The study found that transformational leadership had a positive and significant effect on both organizational commitment and organizational citizenship behavior. Organizational commitment was also found to have a positive and significant effect on organizational citizenship behavior. Additionally, organizational commitment was found to mediate the effect of transformational leadership on organizational citizenship behavior. The results indicate that transformational leadership can influence organizational citizenship behavior both directly and indirectly through organizational commitment.
The Influence of Organizational Culture, Leadership, And Motivation Towards J...QUESTJOURNAL
Purpose: (1) find out and analyze the influence of Leadership against employee job satisfaction, (2) to observe and analyze the influence of organizational culture towards job satisfaction employees, (3) knowing and analyzing the influence of Motivation towards job satisfaction employees, (4) knowing and analyzing the influence of Leadership on performance clerk (5) knowing and analyzing the influence of organizational culture on performance clerk, (6) knowing and analyzing the influence of Motivation on performance clerk (7) find out and analyze leadership against the performance of employees through Employee job satisfaction. (8) knowing and analyzing organizational culture towards the performance of employees through Employee job satisfaction. (9) knowing and analyzing the motivation against the performance of employees through Employee job satisfaction. (10) find out and analyze the influence of job satisfaction against the performance of employees. The research of using primary data through survey as many as 245 Employees at the Work Unit of the regional Government of the Maros Devices as samples. Research data were analyzed using Structural Equation Modeling programs (SEM). The results of this research indicate that: (1) Leadership can determine employee job satisfaction in the Work units of the device Area Government Maros, (2) organizational culture can determine the job satisfaction in the Work units of the device Area Government Maros, (3) Motivation can determine the job satisfaction in the Work units of the device Area Government Maros, (4) Leadership can not determine the performance of employees in a work unit of the device Area Government Maros , (5) organizational culture can not determine the performance of employees in a work unit of the device Area Government Maros, (6) Motivation can determine the performance of employees in a work unit of the regional Government of the Maros Device, and (7) Leadership has no effect against the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (8) the organizational culture does not have an effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (9) the motivational effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (10) job satisfaction can determine the performance of employees in a work unit of the device Area Government Maros.
SCRUM MetricsUnderstanding Metrics In Agile MethodologyAbstr.docxkenjordan97598
SCRUM Metrics
Understanding Metrics In Agile Methodology
Abstract
For a long time in the software industry, agile methodologies have become the market leader in the software development process due to its better return on investment (ROI) and risk-driven behavior. Agile has several methods like DSDM, Scrum and XP (Extreme Programming). Scrum is one of the most common methods in agile for its flexibility and simplicity. We can define Scrum as an iterative framework for complex scope of work in the development process. Metrics in scrum focuses on risks, predictability, productivity and progress by using various burn-down and velocity metrics. Scrum has established concrete metric system to analyze the progress of the software development at any given time in the software process. This helps in early risk mitigation, good project management, constant monitoring and controlling and accurate predictions about schedule, budget, and work results.
In the project, we will discuss different metrics available in the scrum method and why they are beneficial for measuring the process. In addition, we would like to study different case studies to understand how these metrics help in better deliver for the product within short time and effective cost.
Contents:
Extreme Programming based Metrics-
Metrics in XP
Projects
Quantitative Metrics
Qualititative Metrics………………………………………………………………………………………………………….
RESEARCH ARTICLE Open Access
Relationship between Organizational Culture,
Leadership Behavior and Job Satisfaction
Yafang Tsai1,2
Abstract
Background: Organizational culture refers to the beliefs and values that have existed in an organization for a long
time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and
behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and
this could influence the employees’ job satisfaction. It is therefore essential to understand the relationship between
organizational culture, leadership behavior and job satisfaction of employees.
Methods: A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected
using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned.
To test the reliability of the data, they were analyzed by Cronbach’s a and confirmatory factors. Correlation analysis
was used on the relationships between organizational cultures, leadership behavior and job satisfaction.
Results: Organizational cultures were significantly (positively) correlated with leadership behavior and job
satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction.
Conclusions: The culture within an organization is very important, playing a large role in whether it is a happy
and healthy environment in which to work. In communicating and promoting the organizational ethos to
employees, the.
The document discusses emerging trends in talent management practices for new economy organizations. These trends are being shaped by factors like the rise of new economy organizations, changing worker aspirations, expanding opportunities, and a shortage of skilled talent. Effective talent management is critical for these organizations' success as it allows them to attract, retain, and utilize high quality talent. Past talent practices focused on lifetime employment are no longer suitable given today's dynamic workforce which expects short-term assignments and a more transactional relationship with employers. New talent practices must align with these new professional values and address challenges like balancing collaboration and competitiveness. The study examines the impact of high performance talent management practices on organizational outcomes like productivity and financial performance.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
This document discusses emerging trends in talent management practices for new economy organizations. Traditional talent management practices focused on lifetime employment are no longer effective given changes like shorter employee tenures, more transactional employee relationships, and a more global and diverse workforce. The study examines how talent attraction, performance management, learning and development, rewards, and other practices impact employee motivation, engagement, and retention. It aims to determine the effect of high-performance talent management on organizational outcomes like productivity and financial performance. Data was collected through surveys from Indian companies and analyzed to identify relationships between practices and outcomes.
Factors affecting employee performance in the civil service a case study of...Newman Enyioko
This document summarizes a study that examined factors affecting employee performance in the civil service of Rivers State, Nigeria. A questionnaire was administered to 125 employees across various ministries over 4 months in 2015. 102 questionnaires were found to be useful, representing an 81.6% response rate. The study aimed to determine how monetary/non-monetary incentives, involvement in decision-making, respect, and linking rewards to performance influence employee motivation. The literature review discussed concepts of motivation, incentives, equity theory, and reward systems. The study revealed individual needs and contributions vary, and recognizing these through performance appraisal can help improve performance.
This study examined the relationship between effective communication and staff commitment at the School of Finance and Banking in Kigali, Rwanda. A survey was conducted of 78 staff members using a questionnaire to assess perceptions of communication and commitment. The results showed a weak but statistically significant positive correlation between effective communication and staff commitment. This implies that higher levels of effective communication are linked to increased staff commitment. However, prior reports found staff commitment to be low at this institution. The researchers aimed to determine if communication influences commitment levels in order to help address issues of low retention and motivation among employees.
This document summarizes research on employee engagement. It defines employee engagement as the level of commitment and involvement an employee has towards their organization and its values. It discusses how engagement differs from but is related to job involvement and flow. The document also outlines categories of engaged employees, the importance of engagement for organizations, and factors that can lead to greater employee engagement such as career development opportunities and feeling valued.
This document summarizes a study that investigated the relationship between delegation of authority and staff commitment at the School of Finance and Banking in Kigali, Rwanda. A survey of 78 staff members found a weak but significant positive correlation between the two variables. This implies that higher levels of delegated authority are linked to increased levels of staff commitment. The study aimed to address gaps in understanding the factors influencing previously reported low levels of commitment among staff at the school.
Chapters(1)A STUDY ON EMPLOYEE ENGAGEMENT IN FCI OEN CONNECTORS, MULAMTHURUTH...JINSE PARACKAL
This document discusses employee engagement and provides context around key concepts. Employee engagement refers to an employee's commitment and involvement in their organization and its values. Engaged employees are aware of the business context and work with colleagues to improve performance for the benefit of the organization. The document reviews literature around elements that contribute to engagement, such as meaningful work, clear direction, accountability, and interpersonal trust and cooperation. It also discusses tools for measuring engagement and how organizations can utilize engagement data for needs analysis, evaluation of interventions, climate surveys, and feedback to leaders and departments.
Empowerment and its Relation with the Job Performance Among the Bank Employee...Dr. Amarjeet Singh
Empowerment of employees give them the power
and responsibility in order to enhance their self-confidence
and give them freedom to perform well. The performance of
employees is the final product sought by all organizations,
which is an indicator for success and failure. The primary
objective of this study is to assess the extents of empowerment
and the level of job performance among the bank employees in
the Kingdom of Bahrain and if there is a significant
correlation between both variables. The descriptive study was
based on surveying 250 employees and managers from 5 main
banks in Bahrain. The questionnaire measured the
empowerment level as well as the job performance level
among the respondents and the correlation between them. As
considered the main two variables of the study. The survey
questionnaire was developed and modified by the researcher
according to the scope of the study. The response rate was
80%. The study data and hypotheses were examined by
statistical analysis done on SPSS 25.0. Most of the respondents
found that the level of empowerment and job performance
were at very high level in banks in Bahrain. The study found a
strong correlation between empowerment of employees and
job performance. Thus, the alternative hypothesis was
accepted. The findings support the high level of empowerment
of employees and job performance and there is a strong
correlation between them.
This document discusses high performance work systems (HPWS) and their impact on employee satisfaction and organizational performance. It notes that HPWS aim to motivate employees through team building, good compensation and benefits. The implementation of HPWS can improve operational performance by increasing employee competency. It also positively impacts employee attitudes by enhancing job challenges, communication, trust, innovation and social cohesion within the workplace. Overall, the use of HPWS can transform organizational culture and human resource practices to boost employee satisfaction and company competitiveness.
This chapter introduces concepts related to organizational commitment and the methodology used for the present research. It discusses the evolution of human resource management in India from a controlling to a more participative model. It also outlines the textile industry context in India, which is a major employer but has both modern mechanized sectors and traditional decentralized sectors like handlooms. The chapter reviews different types of organizational commitment and their relationship to HRM practices and employee attitudes.
This study examines the relationship between team effectiveness, organizational commitment, and job satisfaction among employees in the construction industry in Batangas City. A survey was conducted of employees at IKM BatcHING Plant Corp to understand their perceptions of team effectiveness, organizational commitment, and job satisfaction. The findings showed that employees agreed their teams were effective. Employees also agreed with their level of organizational commitment but only partially agreed or disagreed with aspects of job satisfaction. A significant relationship was found between team effectiveness, organizational commitment and job satisfaction. The study recommends training and strategies to further improve these factors.
Factors Influencing Overall Job Satisfaction Level of Teachers in Erode DistrictDr. Amarjeet Singh
Traditionally, teaching was a combination of information-dispensing, custodial child care and sorting out academically inclined students from others. The underlying model for schools was an education factory in which adults, paid hourly or daily wages, kept like-aged youngsters sitting still for standardized lessons and tests.Teachers were told what, when, and how to teach. They were required to educate every student in exactly the same way and were not held responsible when many failed to learn. They were expected to teach using the same methods as past generations, and any deviation from traditional practices was discouraged by supervisors or prohibited by myriad education laws and regulations. Thus, many teachers simply stood in front of the class and delivered the same lessons year after year, growing gray and weary of not being allowed to change what they were doing. The present study focuses on factors influencing overall job satisfaction level of teachers in Erode district.
Himanshu Kapadia's The Employment Relationship: Crucial Challenges for HR udaysalunkhe
The document discusses the changing nature of the employment relationship and the challenges this poses for human resource management. Key changes include less job security and lifelong loyalty between employers and employees. This dynamic requires HR to focus on retention, motivation, and developing talent. Challenges for HR include maintaining trust, managing the psychological contract, ensuring employee well-being, sharing information fairly, and fostering involvement. Failure to meet employee expectations can harm commitment and increase turnover. Overall, the employment relationship requires empathy from both employers and employees to perform at their best.
Himanshu kapadia the employment relationship crucial challenges for hrudaysalunkhe
This document discusses the changing nature of the employment relationship and the challenges this poses for human resource management. It notes that the business environment is changing rapidly due to factors like globalization and technology. As a result, the traditional lifelong employment relationship between employers and employees has broken down, with both sides now expecting less loyalty from the other. This has implications for HR practices like retaining talent. Maintaining trust, managing psychological contracts, ensuring fairness and employee involvement will be important for sustaining healthy employment relationships in the future. A breakdown in this relationship can lead to issues like lack of commitment, absenteeism and ultimately increased turnover costs.
The document discusses how organizational communication relates to productivity. It provides examples of how communication impacts productivity through communication between employees, climate assessments, the hiring process, and leadership styles. Effective communication helps increase employee satisfaction and engagement, leading to higher productivity. Poor communication has the opposite effect and can reduce productivity. The document also examines a study on how nurses use gossip as an informal communication channel and how this reflects the influence of organizational communication culture.
This study investigated the relationship between decision making and staff commitment at the School of Finance and Banking in Kigali, Rwanda. A survey of 78 staff found a weak but significant positive correlation between participatory decision making and staff commitment. When employees are involved in the decision making process, they are more likely to be committed to the organization. The study aimed to address the gap in understanding how leadership practices like participatory decision making influence staff commitment levels at the school.
Work Environment and Performance of Deposit Money Banks in Rivers StateAJHSSR Journal
ABSTRACT : This study examined the relationship work environmentand organizational performance of
Deposit Money Banks in Rivers State. The study adopted a cross-sectional survey in its investigation of the
variables. Primary data was generated through structured, self- administered questionnaire. The population of
the study is 72 managers (4 managers from each) of the 18 Deposit Money Banks operating in Rivers State. The
reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items
scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The
tests were carried out at a 0.05 significance level. The findings revealed that there is a significant relationship
between work environmentand organizational performance of Deposit Money Banks in Rivers State. Therefore,
the study concludes that creating a conducive work environment positively enhance performance of deposit
money banks in Rivers State. Thus, the study recommends that deposit money banks should prioritize creating a
positive work environment that promotes employee well-being, engagement, and productivity. This can be
achieved through effective leadership, open communication, reduced workload, fair compensation, and fostering
a positive workplace culture.
KEYWORD: work environment, organizational performance, cost minimization, waste minimization, time
minimisation
This dissertation explores factors that impact employee performance and well-being within organizations. It aims to add empirical insights through four main objectives: 1) determine primary factors influencing performance; 2) investigate the relationship between job satisfaction and well-being; 3) examine the influence of organizational culture; and 4) evaluate employee reactions to organizational change. The study seeks to provide quantitative data and practical implications to inform management practices and enhance employee outcomes. A literature review covers key theories in organizational behavior, including classical management, human relations, and contemporary frameworks. Organizational culture and its effect on behavior will also be investigated.
The document summarizes a textbook called "Rural Property Valuation" published by the Appraisal Institute. It discusses how the textbook provides essential guidance for appraising rural properties, covering topics unique to valuing agricultural land, ranches, timberland, and other rural uses. The textbook is said to be an important resource for students and practitioners to understand rural markets and issues. It contains 19 chapters covering key appraisal topics from a rural perspective, and provides up-to-date information on valuation of rural properties in the United States.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
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Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
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At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
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1. American Journal of Multidisciplinary Research & Development (AJMRD)
Volume 3, Issue 03 (March- 2021), PP 01-12
ISSN: 2360-821X
www.ajmrd.com
Multidisciplinary Journal www.ajmrd.com Page | 1
Research Paper Open Access
BUILDING LOCAL COUNCIL WORKERS’ COMMITMENT;
LEVERAGING ON WORKPLACE MANAGEMENT TOOLS
Dr Patrick N. Nwinyokpugi1
, Ikoromasoma, Emmanuel2
Office and Information Management Department Rivers State University, Nigeria
Office and Information Management Department Rivers State University, Nigeria
Abstract: Commitment has been of critical concern to local government employees as searches had consistently
failed to address,to a greater degree, its causes. This study therefore is driven to explore the workplace
management index with a view to identifying and resolve the persistent lacklustre manifestation amongst the
local government employees in Rivers State. The Krejcie and Morgan sample determination table was used to
derive a sample of 355 employees from the target population of 4,905 employees gathered from a conveniently
selected 13 local government councils in Rivers State.This councils are: Obio-Okpor, Okrika, Ogu-Bolo, Opobo-
Nkoro, Abua-Odual, Degema, Bonny, Etche, Eleme, Emohua, Ikwerre, Port Harcourt and Khana local
government councils.The close-ended structured questionnaire was used to gather dataand further presentation
and analyses were done using descriptive and inferential statistics. The results derived from the analysis of tests
of hypotheses using the Pearson’s Product Moment Correlation Coefficient showed that ergonomics, workplace
automation, communication and organizational structure have significant relationships with employee
commitment. Findings also revealed a strong moderating effect of leadership on workplace management
strategies and employee commitment. It became necessary to conclude that workplace management strategies
have significant relationship with employees’ commitment in the local government councils in Rivers State. This
study therefore recommended that, local government administrators should take serious cognizance of
ergonomics, healthy workplace communication, process automation and complimentary organisational structure
in the resolving the concerns of employee commitment in the local government councils in Rivers State.
Keywords: Ergonomics, Automation, Organisational Structure, workplace Communication,Employee
Commitment.
I. Introduction
One of the major challenges faced by local government councils in Rivers State is low employee
commitment. The increasing cases of high rate of stress and tension, poor job fit, absenteeism, poor morale, and
poor job satisfaction amongst local government council employees in Rivers State points to the fact that there is
absence of commitment. Local government councils invest little or nothing providing enabling workplace for
their employees. Poor ergonomics that should provide comfort during work time is ignored, automation of the
workplace is not given considerable attention, communication amongst employees and management is not
healthy and effective, tasks and responsibilities are not assigned according to ability and decisions are made that
affect the lives of employees without consulting them, this and many more affect the loyalty and innovativeness
of employees in local government councils in Rivers State. Proper management of the workplace is critical for
expected commitment on the part of employees.Workplace management is one of the efficient ways to minimize
organizational loss. It could also mean those series of efforts that are directed towards efficient planning,
designing and organization of work activities to enhance conformity to rules, team spirit and the optimization of
organization resources with the aim of achieving administrative efficiency.Employees commitment has been a
major problem faced by local government councils in Rivers State because employees complain of the stress
associated with the workplace, which manifest in poor tasks assignment and inaccessible leadership which affect
their morale to work and their commitment level.[1]. Employee commitment in the workplace means employees
become attached to the goals of the organization by following schedules, making communications, and
collaborating with colleagues and the management. When the workplace is not properly managed, it reduces an
employee’s commitment level to task accomplishment and to the goals of the organization. No employee would
want to give maximum attention to tasks in a workplace that constantly triggers office hazard, stress and tension,
poor communication and spending the whole day on a single task that is not supposed to take much time. It can
also show where there is no clear-cut direction of who does what. However, a well managed workplace would
increase the likelihood of employee becoming committed and employees.Local government has been in
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Multidisciplinary Journal www.ajmrd.com Page | 2
existence in Nigerian since the 1972. It is often referred to as the third- tier level of government charged with the
responsibilities of providing basic amenities and social infrastructures for the people within that geographical
environment. [2] stated that the concept, local government, has been given many definitions by various scholars.
However, no matter how the concept is explained, it still focuses on the transfer of political powers to local
areas by involving the inhabitants in the provision of basic needs in their respective communities. But our focus
in this study was on employees of the councils in the various local government areas in Rivers state, Nigeria.
The problems these employees face within their respective local government councils is of grave concern and
the consistent complaints from the councils of their employee commitment level are getting worse and without a
possible solution. Identifying the problems that employees face in their respective workplaces would lead us to
proffering possible means of managing the workplace. Therefore, this study is focused on addressing the
commitment problems of employees in the Local Governments Councils in Rivers State, Nigeria.Employee
commitment from the perspective of the psychological attachment which employees have towards their jobs.
They went further to identify commitment to be affective, continuance, and normative. When employees are
committed, there is every tendency that, they will be loyal and innovative in the accomplishment of their tasks
which in turn lead to productivity and growth. [3] assert that, commitment is a force that binds an individual to a
course of action. However, uncommitted employee is one who sees nothing beneficial in the work that are to be
done. In the light of this, the study explored four strategies for managing the workplace. These include but not
limited to ergonomics, automation, communication and organizational structure. Other researchers have done
studies showing several tools of managing the workplace that could improve employee commitment. Some have
used salary as a motivation to improving employee commitment, others used training and development as a tool
for improving employees’commitment yet not many have testedergonomics, structure, communication and
automation for improved employee commitment. This is the gap thatthis study intends to fill.
Certain philosophical foundation needs to be explored to provide a empirical buttress to this study. The
social exchange theory is of relevance to this research. [4], whose view is frequently cited in discussions about
social exchanges, defines social exchanges as “voluntary actions of individuals that are motivated by the returns
they are expected to bring and typically do in fact bring from others”. In essence, social exchange theory is
among the most influential conceptual paradigms for understanding workplace.For decades, the concept of
social exchange has been used by organizational researchers to explain the motivational basis behind employee
behaviours and the formation of positive employee attitudes. One of the basic tenets of the social exchange
theory is that relationships evolve over time into trusting, loyalty, and mutual commitment and to do so, rules or
norms of exchange which serve as the guidelines of exchange processes must be obeyed by exchanging parties.
The foregoing definitions show that Social exchange theory is a sequence of positive interactions which over a
period of time generate openness, obligation and friendship between people in the social network [5].Previous
literatures have shown that, high perceived organizational support and its influence on employee wellbeing will
lead to employee commitment and innovativeness. It is believed that high-quality social exchange relationships
can engender beneficial consequence for the organization. This is in accordance with Employees who perceive a
high level of organizational support or have a high-quality exchange with their supervisor will feel a sense of
indebtedness and reciprocate the exchange partner by demonstrating affective commitment and supportive
attitudes towards using new information systems [6]. This is to say, when employees perceive that organizations
are being committed to them by ensuring the right workplace ergonomics are provided to reduce hazards, stress
and tension, encourage workplace automation, effectively communicate with employees by using the
appropriate medium and channels to avoid communication gap, ensuring clear-cut responsibilities and ensuring
employee are being motivated both psychologically and financially, there is the likelihood that such
commitment from the organization will be reciprocated by employees in increasing their commitment level.[7]
state that, a well-managed workplace usually sees average workers as the root sources of quality and
productivity gains. Organizations such as this do not have maximum focus on capital investment, but rather on
human investment, as such; employees become the fundamental source of improvement and to achieve such
improvement, there is need to make employees committed to their jobs in the workplace. Extensive search has
been made covering the effects of employee commitment and majority of these research found out that, there are
several factors capable of contributing positively to the commitment of employees. Factors such as, ergonomics,
automation, structure and communication are not entirely left out. Employees are a salient aspect of every
organization as such, how their workplace is managed has a huge influence on their commitment level. Thus, a
sufficient satisfying workplace which will enable workers carry out their daily task effectively and efficiently
without complaints is a welcome attribute for enhanced performance. Subsequently, when employees work in a
situation that agrees with their psychological and physical fits, the possibility of employees achieving
organizational goals would be on the high side without stress and tension. The study explores work condition
index of workplace management which include but not limited to ergonomics, process automation,
organisational structure and workplace communication as result driven attributes for the attraction of
employees’ commitment.
3. BUILDING LOCAL COUNCIL WORKERS’ COMMITMENT; LEVERAGING ON …
Multidisciplinary Journal www.ajmrd.com Page | 3
Ergonomics: This is derived from the Greek words ergo (work) and nomos (natural laws), ergonomics
literally means the laws of work. International Ergonomics Association (IEA), defined Ergonomics as the
scientific discipline concerned with the understanding of interactions among humans and other elements of a
system, and the profession that applies theory, principles, data and methods to design in order to optimize
human well-being and overall system performance. [8] studied the impact of office ergonomics on employee
performance with 98 employees of Ghana National Petroleum Corporation. Ergonomic elements such as office
design, décor, illumination and noise levels and furniture were found to be negatively affecting the performance
of employees by between 20 - 80 percent. Also, few employees were found to have suffered musculoskeletal
disorders which they attributed to their furniture. The researcher, therefore, asserted that Ghana National
Petroleum Corporation was yet to leverage on its workplace environment as a means of motivating and
enhancing the performance of its employees as the study identified substantial office ergonomic lapses. [9],
investigated the influence of workstation and work posture ergonomics on the job satisfaction of librarians in the
Federal and State University libraries in Southern Nigeria. The findings revealed that there was a positive
relationship between ergonomics (suitability of workstation and equipment and work posture designs) and job
satisfaction. thus, the key ergonomics factors that affect employee productivity and performance are office
furniture, workspace design, noise/vibration, light intensity, and ventilation/humidity. [10], also showed other
benefits which include, increased productivity, increased work quality, reduced turnover, reduced absenteeism,
and increased morale. From a safety perspective, [11] (2006) emphasizes that environmental conditions affect
employee safety perceptions which impacts upon employee commitment. This field of ergonomics takes
intoaccount how critical workplace elements such as workstations, computers, chairs, lighting, noise level could
be tailored to fit and enhance employee health, safety and commitment. [12], the single largest class of injury
claims in the office is Work-related and recently, there is an observed rise in the reported cases of work-related
injuries mostly in the developing countries. Ergonomics is a tool which business owners and managers use to
help prevent these injuries in the office in the developed nations [13];[14]. It reduces the risk of injury by
adapting the work to fit the person instead of forcing the person to adapt to the work. In recent years, the use of
workplace automation systems has been present in our country as such, many organizations are willing to
optimize the use of these systems without minding the cost of installation but with deep focus on the possible
benefits an automated workplace can bring to an employee and the organization. Automation is understood as
the replacement of (human) labour input by digitally-enabled machine input for some types of tasks within
production and distribution processes.
Workplace automation is a mechanism for the purpose of improving employee commitment in local
government councils in Rivers State, the leadership of councils should invest in technological advances suitable
in the workplace which would facilitate work process, rapid and timely response to clients, paperless office,
improve communication flow and promote remote work life balance of employees in the local government
councils. Automated information system can support employees to achieve their goals. Workplace automation
cannot actually be talked about without the infiltration of technological advance. As such, automation of work
refers to any or a combination of the technologies geared towards managing the workplace which could take the
form of advanced robotics and modern internet technological tools.It also indicated that all factors such as quick
and easy access to data, establishing uniformity in all matters, speed in doing works, accuracy and precision of
operation have influenced on employee performance. As a result, Workplace automation leads to increase
employee performance. It can be said that having automated workplace can trigger employees’ commitment
because an automated workplace make work flexible, easy and in turn promotes remote working. It is no longer
news that an automated workplace will reshape the way work is done by providing modern technological tools
that enable employees within and outside the workplace to collaborating with each other seamlessly and this is
sometimes done in real time bases. Workplace technology is not just a facilitator; it is also a major factor for an
automated workplace compared to the traditional workplace. Information and communication technology (ICT)
ensures continuous interaction between managers and their subordinates.[15] in their study posited that, office
technology is correlated with positive change in management performance. The findings of the study conducted
by [16], stated that there is a statistically significant association between Technology and employee
performance. Empirical studies show that some organizations will struggle with the adoption of the latest trends.
However, firms that can successfully assess how to incorporate the latest strategic technology advancements
will benefit a lot from their employees in terms of commitment. There are really not much empirical studies on
technology and employee commitment and that’s what this research work is out to find.
Communicationcould be defined as the exchange of information from one person to another through
the use of mutually understood signs and symbols. Communication is an invaluable aspect of every
organization. The functions and importance of communication for organizations have been examined by
researchers in various ways. This study explores the role of communication, types and channels in enhancing
employees’ commitment to their respective organizations. Communication is the creation or exchange of
thoughts, ideas, emotions, and understanding between senders and receivers. It is essential to building and
4. BUILDING LOCAL COUNCIL WORKERS’ COMMITMENT; LEVERAGING ON …
Multidisciplinary Journal www.ajmrd.com Page | 4
maintaining commitment in the workplace. Accordingly, for organizations and humans as social beings,
communication has a vital importance and its impact on organization and employees cannot be overemphasized.
Research has also shown that communication improves employee job performance [17]. The importance of
communication in the workplace cannot be overlooked, knowing that, organisations are made up of people from
different social and professional backgrounds who come together to achieve the goals and objectives of the
organization. Below are some of the importance of communication in the workplace to both the organization
and their employees: Increase commitment: when communication is effective and the right channels and
medium is used, there is every tendency that there will be no redundancy as such commitment will also be
increase on the side of the employee. Creates job satisfaction: Job satisfaction is seen from the eyes of an
employee, that is what Employee A sees as satisfying might not be what employee sees as satisfaction.
However, organisations which encourage an open and easy communication between seniors and subordinates
ends up reducing employee absenteeism and turnover thereby, making employee satisfied with their job.
Reduced conflicts: when communication is effective, it prevents and resolve many conflicts within and outside
the organization. Increases productivity: Effective communication at work is the most important issue for how
productive an organization becomes. Every organisation has a set of clearly defined goals, and vision and how
these are communicated across to various departments defines the productivity level of the organization. [18]
observed that, “the perception of people in the communication process must be considered, for what they think
or feel affects considerably how they interact with the organizational environment, the importance of
communication may appear intuitively obvious, but does research support this assumed importance; the short
answer is yes. [19], the following forms of communication are unarguably present in the workplace - including
Intrapersonal, Interpersonal groups, public, and mass communication. While Intrapersonal communication
refers to the discourse within the individual, Interpersonal communication occurs between two persons either
through face-to-face or mediated settings. Though, it is argued that the benefits of Interpersonal communication
have not been adequately explored [20]. Its importance in management decision-making process cannot be
overemphasized [21]. In contrast to interpersonal communication, Group communication is the exchange of
information among three to eight individuals who have a common cultural, linguistic, and/or geographical
identity. [22] conducted a study on “The Effect of Communication on Workers’ Performance in Selected
Organizations. The outcome of the research revealed the relationship between effective communication and
workers’ performance, productivity and commitment. Per the outcome showed in the study, a recommendation
was made for managers to communicate with employees consistently and regularly to improve workers
commitment and performance.
Structure This directly impacts the company's capability to attract, engage and retain employees. An
organizational structure is a logical framework of the department. It lays out and defines priorities through
design of positions with generalist and specialist roles, indicates reporting relationships and the fit of each
person in the big picture, and establishes decision making as centralized or decentralized. Effective
implementation of organization structure entails clarity of task responsibilities to enable employees to work well
together and jointly manage overlapping duties and hand-offs with each other [23].[24] conducted a study on
Organizational Structure and Employee Performance: A Study of Brewing Firms in Nigeria. The study sought to
assess the effect of organizational structure on employee performance in brewing firms in Nigeria. The result of
the study revealed that nature of hierarchical layers has significant positive effect on the employee performance
of brewing firms; that technology has significant positive effect on the employee performance of brewing firms;
that internal and external boundaries has significant positive effect on the employee performance of brewing
firms; and that formalization significantly affect employee performance positively. In view of the above
findings, the study concludes that adopting appropriate structure is the fulcrum on which employees‟
performance of brewing firms revolves.[25], also carried out a study on the effects of organizational structure on
the entrepreneurial orientation of the employees in metal industries of Kaveh industrial city of Iran. The analysis
revealed that organizational structure has a positive significant effect on entrepreneurial orientation of the
employees of the organization. The findings further revealed that the study can help the managers of the metal
industry identify the weaknesses and the strengths of their organizational structure.[26], also opined that the
level of job satisfaction and effectiveness of every human depends upon an appropriate organization structure;
as organization structure is the prescribed pattern of work-related behavior that are deliberately established for
the accomplishment of organizational goals. During the last decade quite a lot of discussions have taken place in
the corporate world about organizational structure, and a lot of organizational success and job satisfaction by the
employee are attached to the structure that is in place. However, there is a lack of empirical studies examining
the relationship of structure and employee commitment.[27].
II. Research Methods
This study is a descriptive study and as such, it adopted a cross-sectional survey design because it allows for the
collection of a sample from a large population because of the homogenous characteristics of the respondents
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studied. the targeted population comprised of all Employees of 23 Local Government Councils in Rivers State.
Because of the infinite nature of respondents in the sector, the study used convenient sampling technique to
derive thirteen (13) Local Government Councils because of the ease with which data was gathered. They are;
Port Harcourt, Obio/Akpor, Degema, Etche, Okrika, Opobo/Nkoro, Bonny, Ikwerre, Eleme, Abua/Odual,
Ogu/Bolo, Emohaa and Khana Local Government Councils. From the registry of the Rivers State Local
Government Service Commission, data gathered showed to a total of 4,905 permanent employees excluding
casual staffs. However, the Krejcie and Morgan sample determination table was used to derive the target sample
size of 355. A total of 355copies of questionnaires were distributed across 13 selected Local Government
Council in Rivers State from which 320 were retrieved successfully. The study data were gathered from the
respondents through the use of self-constructed questionnaire which was designed in four sections. The first
section was designed to generate the demographic data of the respondents, the second section was structured to
obtain data on the dimensions of workplace management strategies, third was to elicit response and generate
data on the measures of employee commitment and the last section was to generate data on the moderating
variable. The questionnaire was the structured closed-ended that allows for easy interpretation of data and
designed in the four points Likert scale format in the order of SA = Strongly Agreed; A = Agreed; DA =
Disagree and SD = Strongly. Disagreed.Content and face validity were done to ensure the instrument is
structured to attract the necessary data for the subject being investigated. The reliability test of the structured
questionnaires was ascertained through Test-re-test in which a pilot administration of the questionnaire was
made on a portion of the chosen sample and administered after two months and relationship between the two
results determined by correlation coefficient, through SPSS version 20. Our reliability test was also anchored on
the Cronbach Alpha at 0.7.
Table 1: Cronbach Alpha Reliability Coefficients Of The Variable Measures
Source: SPSS Result (Version 20)
Basically, there are two major sources of data collection which are primary and secondary data; the primary
sources consist of structure of copies of questionnaires. The secondary sources are obtained from textbooks,
journal, magazines and seminar. In this research, the study employed the use of questionnaire to aid data
collection. The data collected were analyzed using descriptive statistical tools namely: Tables, Frequencies,
Simple Percentage and Mean Score. The formulated hypothesis will be analyzed using Pearson Correlation
statistic.
Below is the Pearson’s product moment
correlation co-efficient formula.
Where:
r =Pearson product moment correlation coefficient,
X and Y =individual observations of the two variables,
= arithmetic means of the two sets of observations.
n =number of bivariate observations.
Nos of
items
Dimensions/Measures/moderating
Variable
Numbers
of items
Numbers
of Case
Cronbach
Alpha (α)
1. Ergonomics 4 320 .970
2. Automation 4 320 .989
3. Communication 4 320 .969
4. Structure 4 320 .971
5. Innovativeness 4 320 .970
6. Loyalty 4 320 .969
7. Leadership 4 320 .970
2
2
2
2
y
y
n
x
x
n
y
x
xy
n
r
Y
and
X
6. BUILDING LOCAL COUNCIL WORKERS’ COMMITMENT; LEVERAGING ON …
Multidisciplinary Journal www.ajmrd.com Page | 6
In determining the statistical technique to suit our purpose, we considered Kothari and Garg, (2004),
who argued that when there exists association or correlation between two variables, correlation technique should
be used and when there exists cause and effect relationship between two variables in the case of bivariate
population or between one variable on one side and two or more variable on the other side in case of
multivariate population, partial correlation technique is appropriate. This was the basis for our choice of the
Pearson Moment Correlation Coefficient to test our hypothesized relationship in our study stated in chapter one.
Scatter plot of the relationship between workplace management strategies and employee commitment of
Local Government Council in Rivers State.
Scatter graph is one of the techniques used in deciding whether a bivariate relationship does exist
between interval scaled variables. In a bid to determine the existence and trend of this relationship, we plotted a
scatter diagram as presented in the figure below workplace management as a predictor variable is plotted on the
X axis whereas employee commitment as the criterion variable is on the Y axis.
Figure 1 scatter plot showing influence of workplace management strategies on employee commitment
The figure 1 above shows a strong relationship between workplace management strategies
(independent variable) and employee commitment (dependent variable). The scatter plot graph shows at R2
linear value of (0.712) depicting a strong viable and positive relationship between the two constructs. The
implication is that an increase in workplace management strategies simultaneously brings about an increase in
the level of employee commitment.
2.1 Presentation of Results on the Test of Hypotheses
The study had proposed nine research hypotheses in chapter one of this studied to seek explanation to
the relationship between workplace management strategies and employee commitment as well as the moderating
influence of leadership in such relationship. The Pearson Product Moment Correlation Coefficient statistics was
calculated using the SPSS version 20 to establish the relationship among the empirical referents of the predictor
variable and the measures of the criterion variable. Correlation coefficients can range from -1.00 to +1.00. The
value of -1.00 represents a perfect negative correlation while +1.00 represents a perfect positive correlation. A
value 0.00 represents a lack of correlation. In testing hypothesis 1 – 9, the following rules were upheld in
accepting or rejecting the null hypotheses. All the coefficient values that indicate levels of significance (* or **)
as calculated using SPSS were accepted and therefore, our null hypotheses rejected; when no significance is
indicated in the coefficient (r) value, we accept our null hypotheses. Our confidence interval was set at the 0.05
(two tailed) level of significance to test the statistical significance of the data in this study.
Table 2:Cronbach Alpha Reliability Coefficients of the variable measures
Nos of
items
Dimensions/Measures/moderating
Variable
Numbers of
items
Numbers of
Case
Cronbach
Alpha (α)
1. Ergonomics 4 320 .970
7. BUILDING LOCAL COUNCIL WORKERS’ COMMITMENT; LEVERAGING ON …
Multidisciplinary Journal www.ajmrd.com Page | 7
2. Automation 4 320 .989
3. Communication 4 320 .969
4. Structure 4 320 .971
5. Innovativeness 4 320 .970
6. Loyalty 4 320 .969
7. Leadership 4 320 .970
Source: SPSS Result (Version 20)
Table 3: Correlation Matrix for ergonomics and employee commitment
Ergonomics Innovativeness Loyalty
Ergonomics
Pearson Correlation 1 .919**
.925**
Sig. (2-tailed) .000 .000
N 320 320 320
Innovativeness
Pearson Correlation .919**
1 .986**
Sig. (2-tailed) .000 .000
N 320 320 320
Loyalty
Pearson Correlation .925**
.986**
1
Sig. (2-tailed) .000 .000
N 320 320 320
**. Correlation is significant at the 0.01 level (2-tailed).
The table 3 shows the correlation of hypotheses one and two; the hypothesis one show a significant correlation
at r = .919**
where P-value = .000 (P<0.001). This implies a strong and significant relationship between both
variables at 95% level of confidence. We therefore reject the null hypothesis (Ho:1), and upheld the alternate and
restated, thus, there is a significant relationship between ergonomics and innovativeness in Local Government
Councils, Rivers State, Nigeria.The hypothesis two show a significant correlation at r = .925**
where P-value =
.000 (P<0.001). This implies a strong and significant relationship between both variables at 95% level of
confidence. We therefore reject the null hypothesis (Ho:2), and upheld the alternate and restated, thus, there is a
significant relationship between ergonomics and employee loyalty in Local Government Councils in Rivers
State, Nigeria.
Table 4. Correlation Matrix for technology and employee commitment
Automation Innovativeness Loyalty
Automation
Pearson Correlation 1 .873**
.835**
Sig. (2-tailed) .000 .000
N 320 320 320
Innovativeness
Pearson Correlation .873**
1 .986**
Sig. (2-tailed) .000 .000
N 320 320 320
Loyalty
Pearson Correlation .835**
.986**
1
Sig. (2-tailed) .000 .000
N 320 320 320
**. Correlation is significant at the 0.01 level (2-tailed).
The table 4 above shows the correlation of hypotheses three and four; the hypothesis three show a significant
correlation at r = .873**
where P-value = .000 (P<0.001). This implies a strong and significant relationship
between both variables at 95% level of confidence. We therefore reject the null hypothesis (Ho:3), and upheld
the alternate and restated, thus, there is a significant relationship between automation and employee
innovativeness of Local Government Council, Rivers State, Nigeria.The hypothesis four show a significant
correlation at r = .835**
where P-value = .000 (P<0.001). This implies a strong and significant relationship
between both variables at 95% level of confidence. We therefore reject the null hypothesis (Ho:4), and upheld
the alternate and restated, thus, there is a significant relationship between automation and employee loyalty in
Local Government Councils, Rivers State, Nigeria.
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Table 5: Correlation Matrix for communication and employee commitment
Communication Innovativeness Loyalty
Communication
Pearson Correlation 1 .950**
.981**
Sig. (2-tailed) .000 .000
N 320 320 320
Innovativeness
Pearson Correlation .950**
1 .986**
Sig. (2-tailed) .000 .000
N 320 320 320
Loyalty
Pearson Correlation .981**
.986**
1
Sig. (2-tailed) .000 .000
N 320 320 320
**. Correlation is significant at the 0.01 level (2-tailed).
The table 5 shows the correlation of hypotheses five and six; the hypothesis five shows a significant correlation
at r = .950**
where P-value = .000 (P<0.001). This implies a strong and significant relationship between both
variables at 95% level of confidence. We therefore reject the null hypothesis (Ho:5), and upheld the alternate and
restated, thus, there is a significant relationship between communication and employee innovativeness of Local
Government Councils, Rivers State, Nigeria.
The hypothesis six show a significant correlation at r = .981**
where P-value = .000 (P<0.001). This implies a
strong and significant relationship between both variables at 95% level of confidence. We therefore reject the
null hypothesis (Ho:6), and upheld the alternate and restated, thus, there is a significant relationship between
communication and employee loyalty in Local Government Councils, Rivers State, Nigeria.
Table 6. Correlation Matrix for structure and employee commitment
Structure Innovativeness Loyalty
Structure
Pearson Correlation 1 .871**
.908**
Sig. (2-tailed) .000 .000
N 16 16 16
Innovativeness
Pearson Correlation .871**
1 .986**
Sig. (2-tailed) .000 .000
N 16 16 16
Loyalty
Pearson Correlation .908**
.986**
1
Sig. (2-tailed) .000 .000
N 16 16 16
**. Correlation is significant at the 0.01 level (2-tailed).
The table 6 shows the correlation of hypotheses seven and eight; the hypothesis seven shows a significant
correlation at r = .871**
where P-value = .000 (P<0.001). This implies a strong and significant relationship
between both variables at 95% level of confidence. We therefore reject the null hypothesis (Ho:7), and upheld
the alternate and restated, thus, there is a significant relationship between structure and employee innovativeness
of Local Government Councils, Rivers State, Nigeria.The hypothesis eight show a significant correlation at r =
.908**
where P-value = .000 (P<0.001). This implies a strong and significant relationship between both variables
at 95% level of confidence. We therefore reject the null hypothesis (Ho:6), and upheld the alternate and restated,
thus, there is a significant relationship between structure and employee loyalty in Local Government Councils,
Rivers State, Nigeria.
Table 7: Showing Partial Correlation of the moderating effect of leadership between
workplace management strategies and employee commitment
Control Variables Workplace
Management
Strategies
Employee
Commitment
Leaders
hip
-none-a
Workplace
Management
Strategies
Correlation 1.000 .925 .935
Significance (2-
tailed)
. .000 .000
Df 0 318 318
9. BUILDING LOCAL COUNCIL WORKERS’ COMMITMENT; LEVERAGING ON …
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Employee
Commitment
Correlation .925 1.000 .949
Significance (2-
tailed)
.000 . .000
Df 318 0 318
Leadership
Correlation .935 .949 1.000
Significance (2-
tailed)
.000 .000 .
Df 318 318 0
Leadership
Workplace
Management
Correlation 1.000 .333
Significance (2-
tailed)
. .226
Df 0 317
Employee
Commitment
Correlation .333 1.000
Significance (2-
tailed)
.226 .
Df 317 0
a. Cells contain zero-order (Pearson) correlations.
In table 7 above, the zero-order partial correlation between workplace management strategies and
employee commitment shows the correlation coefficient where leadership is moderating the relationship; and
this isindeed, both very high (0.935) and statistically significant (p-value (=0.000) < 0.05). The partial
correlation controlling for leadership however is (0.333) and statistically significant (p-value (= 0.000) <
0.05.).The observed positive "relationship" between workplace management strategies and employee
commitment is due to underlying relationships between each of those variables and leadership. Looking at the
zero correlation, we find that both workplace management strategies and employee commitment are positively
correlated with leadership, the control variable. Removing the effect of this control variable reduces the
correlation between the other two variables to be 0.333 and it is significant at α = 0.05, therefore we reject the
null hypothesis and conclude that: leadership significantly moderates the relationship between workplace
management strategies and employee commitment of Local Government Council employees in Rivers State,
Nigeria.
2.2 Discussion of findings
This is a cross sectional survey that adopted the micro level study for individual employees to
investigate the relationship between workplace management strategies and commitment of the local government
council employees in Rivers State. The empirical findings revealed a positive and significant relationship
between workplace management strategies and employee commitment of local government councils using the
Pearson Product Moment Correlation Coefficient at 95% confidence interval. This empirical finding supports
the study conducted by Tella et al., (2007), when they concluded that well-managed workplace usually sees
average workers as the root sources of quality and productivity gains. It further revealed a strong positive
relationship between ergonomics and measure of employee commitment, innovativeness atr=0.919; p= 0.000
<0.05,and r=0.925; p= 0.000 <0.05., both at 95% confidence interval leading to the rejection of the null
hypotheses (H0:1) and (H0:2). This study findings support the empirical findings of Ikonne, (2014), who
investigated the influence of workstation and work posture ergonomics on the job satisfaction of librarians in the
Federal and State University libraries in Southern Nigeria.
In the test of the automation, the study showed a strong positive relationship between workplace
automation and measures of innovativeness and loyalty atr=0.873; p= 0.000 <0.05.,andr=0.835; p= 0.000
<0.05., both at 95% confidence interval leading to the rejection of the null hypothesis (H0:3) and (H0:4). This
study findings support the empirical findings of Pfano& Beharry, (2016)who examined the effects of office
automation on the efficiency in their research and results indicated that office automation has impacts on the
efficient use of time response to the customers and accuracy in doing things and resulted to increasing
efficiency.The findings also showed a strong positive relationship between communication and measure of
innovativeness and loyalty at r=0.950; p= 0.000 <0.05.,andr=0.981; p= 0.000 <0.05., both at 95% confidence
interval leading to the rejection of the null hypothesis (H0:5) and (H0:6). The study also showed a strong positive
relationship between structure and measure of loyalty and innovativeness at r=0.871; p= 0.000
<0.05.,andr=0.908; p= 0.000 <0.05., both at 95% confidence interval leading to the rejection of the null
hypotheses (H0:7) and (H0:8). This study findings support the empirical findings of previous studies. Behzad and
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Aboulfazl, (2013), carried out a study on the effects of organizational structure on the entrepreneurial orientation
of the employees in metal industries of Kaveh industrial city of Iran.
The hypothesis nine show that, there is a strong positive moderating effects between workplace
management and employee commitment atr=0.935; p= 0.000 <0.05., at 95% confidence interval. Looking at the
zero correlation, we find that both workplace management strategies and employee commitment are highly
positively correlated with leadership, the control variable. Removing the effect of this control variable reduces
the correlation between the other two variables to be 0.333 and it is significant at α = 0.05, therefore we reject
the null hypothesis and conclude that: leadership significantly moderates the relationship between workplace
management strategies and employee commitment of local government in Rivers State, Nigeria.
III. Conclusions
A happy employee is a committed employee. Because commitments require an investment of time as
well as mental and emotional energy, employee make them with the expectation of reciprocation. That is, people
assume that in exchange for their commitment, they will get something of value in return such as favours,
affection, gifts, attention, goods, money and property. In the world of work, employees and employers have
traditionally made a tacit agreement: In exchange for workers’ commitment, organizations would provide forms
of value for employees, such as secure jobs, good environment, and fair compensation. Reciprocity affects the
intensity of a commitment. When an individual to whom someone has made a commitment fails to come
through with the expected exchange, the commitment breakdown. Therefore, management of local government
councils owe the employee the duty of providing the enabling workplace that attracts employee commitment. In
this study, the relationships between ergonomics, automation, communication and structure have been
investigated. A survey seeking for the relationships has been conducted on a sample of 355employees of
selected local government councils in Rivers State, Nigeria. The study results shows significant relationships
between the variables hypothesized in the research conceptual framework. Accordingly, the study strategies and
methodology was designed in a way that points towards the achievement of the study objectives. The study
concluded that workplace management strategies through the use of ergonomics, automation, communication
and structure significantly influence employee innovativeness and loyalty. A scattered plot diagram was also
plot to see the relationship between the predictor variable (workplace management strategies) and the criterion
variable (Employee Commitment). The scatter plot graph shows at R2
linear value of (0.712) depicting a strong
viable and positive relationship between the two constructs. The implication is that an increase in workplace
management strategies simultaneously brings about an increase in the level of employee commitment.
IV. Recommendations
The recommendations of this study are derived from the empirical findings and conclusions drawn. Therefore,
the following recommendations are hereby made:
1. There is partial presence of ergonomics in the Local Government Councils. The study therefore
recommended that, local government administrators should pay more attention to critical factors of
workplace ergonomics such as, workplace furniture, workspace design and ventilation/humidity and also
encourage the maintenance of these tools to avoid undue breakdown as it has been found to have a strong
positive relationship with employee commitment. It was found that Automation is a critical element of the
workplace. The study therefore recommended that local government administrators should automate the
workplace by procuring modern workplace technologies and also retrain their employees on how to fit into
the trend of current technological advance. This will improve the flow of communication, task execution
and also promote remote work-life balance.
2. Communication between employees and management of Local Government Councils were not excellent as
some employee didn’t talk much to each other or to management. The study recommended that, local
government administrators should maintain good and effective communication amongst employees and
management by being thorough and understandable in the process. They should also explore other channels
of communication and not just the formal lines of communication as it has been found to increase
employees’ commitment. Again, communication should not just be downwards but also upward to
encourage seamless flow of information.
3. The study recommended that, local government administrators should maximize a decentralized system of
control that allows employees contribute to the decision making process of the organization. This will give
employee a sense of belongingness and a sense of support; in return will trigger high level of employee
commitment.
4. Local government administrators should adopt people oriented leadership style which gives employee a
sense of belonging and support as it will allow for the adoption of the elements of this study in managing
the workplace.
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