The document summarizes a research study that developed an Innovative Work Behavior Scale to measure innovative behavior among agricultural extension personnel.
The researchers initially constructed 50 statements measuring two dimensions of innovative work behavior: teaching role and managerial role. Expert judges evaluated the statements for relevance. The 50 statements were then administered to 99 extension personnel, and various statistical analyses were used to refine the scale.
The results showed that 32 statements with high factor loadings and correlation constituted the final Innovative Work Behavior Scale. The scale demonstrated good validity and reliability. The scale can help measure the frequency of innovative behaviors exhibited by extension personnel in their teaching and managerial roles.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
A Study on the Quality of Work Life of Women Employees of Mahathma Eye Hospit...ijtsrd
Working women always need to do a juggling act of doing multiple talks at home as well as at workplace. They need to constantly ensure that these multiple roles and responsibilities do not hinder each other. Therefore, it becomes imperative for organisations to pay heed to the demands of their women employees and deconstruct the Quality of Work Life concept, to allay the misgivings of women about giving up their joy of life and work or compromising one of the two realms of responsibilities and to ensure that the two realms personal and professional are not at cross purposes. The congruence of the demanding roles is highly essential for working women. Quality of Work Life could be defined as synthesis of work place strategies, processes and environment which stimulates employee’s job satisfaction and his her overall satisfaction with life. The research findings of the paper show that the measurement of the quality of working life could be reliable and that the organization has possibilities to increase its employee’s quality of life and loyalty by improving the working conditions and environment. Mr. K. Arun Prasad "A Study on the Quality of Work Life of Women Employees of Mahathma Eye Hospital, Trichy" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31743.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/31743/a-study-on-the-quality-of-work-life-of-women-employees-of-mahathma-eye-hospital-trichy/mr-k-arun-prasad
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
A Study on the Quality of Work Life of Women Employees of Mahathma Eye Hospit...ijtsrd
Working women always need to do a juggling act of doing multiple talks at home as well as at workplace. They need to constantly ensure that these multiple roles and responsibilities do not hinder each other. Therefore, it becomes imperative for organisations to pay heed to the demands of their women employees and deconstruct the Quality of Work Life concept, to allay the misgivings of women about giving up their joy of life and work or compromising one of the two realms of responsibilities and to ensure that the two realms personal and professional are not at cross purposes. The congruence of the demanding roles is highly essential for working women. Quality of Work Life could be defined as synthesis of work place strategies, processes and environment which stimulates employee’s job satisfaction and his her overall satisfaction with life. The research findings of the paper show that the measurement of the quality of working life could be reliable and that the organization has possibilities to increase its employee’s quality of life and loyalty by improving the working conditions and environment. Mr. K. Arun Prasad "A Study on the Quality of Work Life of Women Employees of Mahathma Eye Hospital, Trichy" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31743.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/31743/a-study-on-the-quality-of-work-life-of-women-employees-of-mahathma-eye-hospital-trichy/mr-k-arun-prasad
An Investigation on the Impact of the Factors of Quality of Worklife on Socio...RSIS International
This research was designed to explore the impact of favourable Quality of worklife (QWL) on Socio-psychological aspects of workers and make suggestions to the policy makers to improve the QWL and the factors of socio-psychological aspects of weaving mill workers. This present study concentrated on QWL of the workers of weaving mills (shuttle-less power looms) in specific and found the relationship between the prevailing factors of Quality of Worklife (QWL) and its impact on socio-psychological factors of workers’ attitude and then how the weaving mill workers are behave in groups with present work environment. There are five principal socio-psychological factors are identified here, such as Job involvement, workers’ behaviour pattern, sense of competence, response to family and physical activity in work. The researcher has used both primary and secondary data and they were analysed with appropriate statistical tools. It is found that the existing QWL factors influence 75% on the attributes of socio-psychological of the workers. This survey clearly indicates that the existing quality of worklife in weaving mills is positively influencing the socio-psychological aspects of the workers. The present study has a few limitations. Based on the study, analysis of data and the findings, some suggestions have been given. It is solemnly believed if the various measures suggested are fully implemented; the weaving mills in Tamilnadu will get an exemplary position on achieving better QWL of the workers and improve the socio-psychological aspects of workmen.
Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac D...ijtsrd
This study inherits and develops the Kovach model 1987 , also references researches related to employee motivation to find out factors affecting the work motivation of staff working at official credit institutions in Ham Thuan Bac district, Binh Thuan province. Research data are collected from 176 employees working at official credit institutions by convenient sampling. Applying exploratory factor analysis and multivariate linear regression, the study has demonstrated impacting factors to employee motivation. They include learning and promotion opportunities, income and benefit, care and recognition, working environment, leadership style, nature of work, workplace relationship, empowerment, and job stability. Especially, the factor of learning and promotion opportunities has the most influence on the working motivation of official credit employees in Ham Thuan Bac district, Binh Thuan province. Nguyen Truong Thuan | Nguyen Quoc Nghi | Dinh Hoang Anh Tuan "Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac District, Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47529.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/47529/factors-affecting-work-motivation-of-official-credit-staff-in-ham-thuan-bac-district-binh-thuan-province/nguyen-truong-thuan
International Journal of Engineering Research and Applications (IJERA) is an open access online peer reviewed international journal that publishes research and review articles in the fields of Computer Science, Neural Networks, Electrical Engineering, Software Engineering, Information Technology, Mechanical Engineering, Chemical Engineering, Plastic Engineering, Food Technology, Textile Engineering, Nano Technology & science, Power Electronics, Electronics & Communication Engineering, Computational mathematics, Image processing, Civil Engineering, Structural Engineering, Environmental Engineering, VLSI Testing & Low Power VLSI Design etc.
Impact of Labor Turnover on Organizational Performance in it Sector With Spec...ijtsrd
In the recent years impact of labor turnover has received considerable attention by senior management, human resource professionals, and industrial psychologists. It has been proven to be one of the most seemingly intractable human resource challenges confronting organizations. Labor plays a significant role for the performance of any business firm. The efficiency, productivity and effectiveness of the Organization are highly influenced by a competent and well experienced workforce. This research was carried out to examine the impacts of labor turnover on Organization performance in IT sector WITH SPECIAL EMPHASIS ON IT DEPARTMENT OF TCS NOIDA .The main purpose of the study was to determine the impact of employee turnover on the performance of an organization. The research study supports the argument of Derek 2006 that the employees' turnover positively associated with the organization inefficiency. The sample study comprised fifty respondents, both qualitative and quantitative data have been used and the questionnaires were individually administered. It is clearly evidenced that there is negatively relationship between organizational performance and the employees' turnover. The general objective of this study was to assess the impacts of labor turnover on Organizational performance at TCS Noida. The study recommended that the Management continue employing people who are well trained and who perceive their jobs as expected. Organizations should not only employ to fill a job but also consider a fit between the person and the organization. It is highly recommended that management should give attention to those factors that they can easily manage. Management has to understand that people are different and appreciates those differences. Lovelesh Joshi | Dr. Deepak Dhariyal "Impact of Labor Turnover on Organizational Performance in it Sector (With Special Emphasis on it Department of TCS Noida)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd26753.pdfPaper URL: https://www.ijtsrd.com/management/organizational-behaviour/26753/impact-of-labor-turnover-on-organizational-performance-in-it-sector-with-special-emphasis-on-it-department-of-tcs-noida/lovelesh-joshi
Work Life Balance among Women Employees in Service Sectors in Sangliijtsrd
"Work life balance WLB refers to the level of prioritization between personal and professional activities in an individual’s life and the level to which activities related to their job are present in the home. A balanced life is one where we spread our energy and effort – emotional, intellectual, imaginative, spiritual and physical – between key areas of importance. Work life balance is not mere related to work and life it is the positive state of mind. Work life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life Hudson, 2005 .The present study aims at understanding the work life Balance of women employed in service sectors in Sangli city. The study was conducted on conveniently selected 120 women employees from six service sectors, using a WLB scale consisting of ten statements on a three point scale. The study revealed that the WLB is slightly above average and factors like age, Type of family and experience did not show any significant relationship.Work Life Balance assumes greatest significance when the demands of one’s work and the life aspects seem equally critical at the same point in time.In the present global scenario every business organization tries to maintain specific standards and quality to attain reputation and recognition for their products along with customer satisfaction in terms of quality of services, products, reasonable price and other offers etc. On the other hand employees are also demanding more from their employers to improve their social life. They want more time, resources, and support from their employers to enrich their life particularly other than at their work place. Dr. K. Pradeep Kumar | Dr. Sonia. P. Rajput | Ms. Priya Chougule ""Work-Life Balance among Women Employees in Service Sectors in Sangli"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Special Issue | Fostering Innovation, Integration and Inclusion Through Interdisciplinary Practices in Management , March 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23098.pdf
Paper URL: https://www.ijtsrd.com/management/other/23098/work-life-balance-among-women-employees-in-service-sectors-in-sangli/dr-k-pradeep-kumar"
MODELLING TRAINING EFFECTIVENESS AND ITS IMPACT ON DEVELOPMENT OF MANAGERS IN...IAEME Publication
The study made attempt to evaluate the effectiveness of training provided and its impact in the manager’s development. The banking employees designated as managers, branch managers, asst. Branch managers are consider for this study. A draft Questioner was consists of 6 different set of question. They are personal and demographic profile (6), Training session (6), training content (5), and training aspects (5), transfer of learning (6), manager’s development (8). The conceptual questions are anchored with 7 point linker scale and the Questionnaire was issued to the managers randomly to collect a primarily information as the results were good. Finally, the data analysis with statistical namely IBM SPSS 22 and IBM SPSS AMOS 22. At first frequency table was tabulated for personal and demographic profile. Secondly structure equation model was applied to evaluate the impact of training effectiveness in manager development.
This study examines the influence of perceived flexibility within the timing and site of labour on work-family balance. Results indicate that perceived job flexibility is claimed to reinforce work-family balance after controlling for paid work hours, unpaid domestic labour hours, gender, and occupational level. Also given an equivalent workload individual, with perceived job flexibility have more favorable work-life balance. Likewise, employees with perceived job flexibility are ready to work long hours before workload negatively impacts their work-family balance and also these makes the workers feel as stress. Implications of those findings are presented. Also, from the feedback, an employee has suggested to given a vacation leave so as that they are getting to spend enough time with the family. The longer-term benefits of this study observe business sense to support work-life balance.
An Investigation on the Impact of the Factors of Quality of Worklife on Socio...RSIS International
This research was designed to explore the impact of favourable Quality of worklife (QWL) on Socio-psychological aspects of workers and make suggestions to the policy makers to improve the QWL and the factors of socio-psychological aspects of weaving mill workers. This present study concentrated on QWL of the workers of weaving mills (shuttle-less power looms) in specific and found the relationship between the prevailing factors of Quality of Worklife (QWL) and its impact on socio-psychological factors of workers’ attitude and then how the weaving mill workers are behave in groups with present work environment. There are five principal socio-psychological factors are identified here, such as Job involvement, workers’ behaviour pattern, sense of competence, response to family and physical activity in work. The researcher has used both primary and secondary data and they were analysed with appropriate statistical tools. It is found that the existing QWL factors influence 75% on the attributes of socio-psychological of the workers. This survey clearly indicates that the existing quality of worklife in weaving mills is positively influencing the socio-psychological aspects of the workers. The present study has a few limitations. Based on the study, analysis of data and the findings, some suggestions have been given. It is solemnly believed if the various measures suggested are fully implemented; the weaving mills in Tamilnadu will get an exemplary position on achieving better QWL of the workers and improve the socio-psychological aspects of workmen.
Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac D...ijtsrd
This study inherits and develops the Kovach model 1987 , also references researches related to employee motivation to find out factors affecting the work motivation of staff working at official credit institutions in Ham Thuan Bac district, Binh Thuan province. Research data are collected from 176 employees working at official credit institutions by convenient sampling. Applying exploratory factor analysis and multivariate linear regression, the study has demonstrated impacting factors to employee motivation. They include learning and promotion opportunities, income and benefit, care and recognition, working environment, leadership style, nature of work, workplace relationship, empowerment, and job stability. Especially, the factor of learning and promotion opportunities has the most influence on the working motivation of official credit employees in Ham Thuan Bac district, Binh Thuan province. Nguyen Truong Thuan | Nguyen Quoc Nghi | Dinh Hoang Anh Tuan "Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac District, Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47529.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/47529/factors-affecting-work-motivation-of-official-credit-staff-in-ham-thuan-bac-district-binh-thuan-province/nguyen-truong-thuan
International Journal of Engineering Research and Applications (IJERA) is an open access online peer reviewed international journal that publishes research and review articles in the fields of Computer Science, Neural Networks, Electrical Engineering, Software Engineering, Information Technology, Mechanical Engineering, Chemical Engineering, Plastic Engineering, Food Technology, Textile Engineering, Nano Technology & science, Power Electronics, Electronics & Communication Engineering, Computational mathematics, Image processing, Civil Engineering, Structural Engineering, Environmental Engineering, VLSI Testing & Low Power VLSI Design etc.
Impact of Labor Turnover on Organizational Performance in it Sector With Spec...ijtsrd
In the recent years impact of labor turnover has received considerable attention by senior management, human resource professionals, and industrial psychologists. It has been proven to be one of the most seemingly intractable human resource challenges confronting organizations. Labor plays a significant role for the performance of any business firm. The efficiency, productivity and effectiveness of the Organization are highly influenced by a competent and well experienced workforce. This research was carried out to examine the impacts of labor turnover on Organization performance in IT sector WITH SPECIAL EMPHASIS ON IT DEPARTMENT OF TCS NOIDA .The main purpose of the study was to determine the impact of employee turnover on the performance of an organization. The research study supports the argument of Derek 2006 that the employees' turnover positively associated with the organization inefficiency. The sample study comprised fifty respondents, both qualitative and quantitative data have been used and the questionnaires were individually administered. It is clearly evidenced that there is negatively relationship between organizational performance and the employees' turnover. The general objective of this study was to assess the impacts of labor turnover on Organizational performance at TCS Noida. The study recommended that the Management continue employing people who are well trained and who perceive their jobs as expected. Organizations should not only employ to fill a job but also consider a fit between the person and the organization. It is highly recommended that management should give attention to those factors that they can easily manage. Management has to understand that people are different and appreciates those differences. Lovelesh Joshi | Dr. Deepak Dhariyal "Impact of Labor Turnover on Organizational Performance in it Sector (With Special Emphasis on it Department of TCS Noida)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd26753.pdfPaper URL: https://www.ijtsrd.com/management/organizational-behaviour/26753/impact-of-labor-turnover-on-organizational-performance-in-it-sector-with-special-emphasis-on-it-department-of-tcs-noida/lovelesh-joshi
Work Life Balance among Women Employees in Service Sectors in Sangliijtsrd
"Work life balance WLB refers to the level of prioritization between personal and professional activities in an individual’s life and the level to which activities related to their job are present in the home. A balanced life is one where we spread our energy and effort – emotional, intellectual, imaginative, spiritual and physical – between key areas of importance. Work life balance is not mere related to work and life it is the positive state of mind. Work life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life Hudson, 2005 .The present study aims at understanding the work life Balance of women employed in service sectors in Sangli city. The study was conducted on conveniently selected 120 women employees from six service sectors, using a WLB scale consisting of ten statements on a three point scale. The study revealed that the WLB is slightly above average and factors like age, Type of family and experience did not show any significant relationship.Work Life Balance assumes greatest significance when the demands of one’s work and the life aspects seem equally critical at the same point in time.In the present global scenario every business organization tries to maintain specific standards and quality to attain reputation and recognition for their products along with customer satisfaction in terms of quality of services, products, reasonable price and other offers etc. On the other hand employees are also demanding more from their employers to improve their social life. They want more time, resources, and support from their employers to enrich their life particularly other than at their work place. Dr. K. Pradeep Kumar | Dr. Sonia. P. Rajput | Ms. Priya Chougule ""Work-Life Balance among Women Employees in Service Sectors in Sangli"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Special Issue | Fostering Innovation, Integration and Inclusion Through Interdisciplinary Practices in Management , March 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23098.pdf
Paper URL: https://www.ijtsrd.com/management/other/23098/work-life-balance-among-women-employees-in-service-sectors-in-sangli/dr-k-pradeep-kumar"
MODELLING TRAINING EFFECTIVENESS AND ITS IMPACT ON DEVELOPMENT OF MANAGERS IN...IAEME Publication
The study made attempt to evaluate the effectiveness of training provided and its impact in the manager’s development. The banking employees designated as managers, branch managers, asst. Branch managers are consider for this study. A draft Questioner was consists of 6 different set of question. They are personal and demographic profile (6), Training session (6), training content (5), and training aspects (5), transfer of learning (6), manager’s development (8). The conceptual questions are anchored with 7 point linker scale and the Questionnaire was issued to the managers randomly to collect a primarily information as the results were good. Finally, the data analysis with statistical namely IBM SPSS 22 and IBM SPSS AMOS 22. At first frequency table was tabulated for personal and demographic profile. Secondly structure equation model was applied to evaluate the impact of training effectiveness in manager development.
This study examines the influence of perceived flexibility within the timing and site of labour on work-family balance. Results indicate that perceived job flexibility is claimed to reinforce work-family balance after controlling for paid work hours, unpaid domestic labour hours, gender, and occupational level. Also given an equivalent workload individual, with perceived job flexibility have more favorable work-life balance. Likewise, employees with perceived job flexibility are ready to work long hours before workload negatively impacts their work-family balance and also these makes the workers feel as stress. Implications of those findings are presented. Also, from the feedback, an employee has suggested to given a vacation leave so as that they are getting to spend enough time with the family. The longer-term benefits of this study observe business sense to support work-life balance.
Sharing, User Entrepreneurship and Its OrganizationGcazo14
Dr. Domenico Dentoni, Dr. Stefano Pascucci, Dr. Giuseppina Migliore
Presentation held at Annual Meeting of Academy of Management - Atene, August 10th, 2015
Creating and breaking a module in Drupal 8.
Configuration Steps: https://www.gitbook.com/book/zivtech/debug-tools-for-drupal8/details
Debug your PHP code efficiently without Devel module’s dpm(Drupal Print Message). With Drupal 8’s adoption of Symfony and object-oriented architecture, we need to adjust how we debug our code. Up until now, many of us have been using the convenient dpm function for debugging and introspection. However, dpm cannot print protected properties or provide information about methods of an object.
This makes it difficult to debug objects and classes. It’s time to learn a new approach! We will look at alternative methods to solve this problem such as:
Xdebug with PHPStorm configuration - http://xdebug.org
Devel and the WebProfiler (D8+) Drupal module https://www.drupal.org/project/devel
Using the continuous integration tool Probo CI to speed up the testing and approval process - http://probo.ci/
We will create a module, break it and use the above tools to debug, test and fix the code. Whether you are dipping your toes into object-oriented PHP or you're an advanced developer, everyone can benefit from debugging their code more efficiently.
The Stone & Leigh furniture brand had just launched and had virtually no brand awareness. Our agency, 54 determined that influencer marketing would be the best tactic to boost brand awareness, engender trust, grow the follower base and drive website traffic. We selected an influencer, launched a contest and connected the social activity to sales through a shoppable Instagram feed from https://pixelshop.io
Signs of infertility are not always evident. Most people go
through life without knowing there is a problem with their re-
productive systems, attributing failed pregnancies to provi-
dence. In fact, miscarriages are the most common indicator
of infertility. Signs of infertility in women
Learn how live streaming events, workshops and seminars can help you connect with audiences and collaborators, wherever they are. This presentation accompanied a live streaming workshop by Inner Ear.
With reference to relevant case studies from the creative and cultural worlds, and a practical demonstration of the hardware, software and processes of running a live stream, Dougal Perman and Amanda Mitchell from Inner Ear lead a free interactive seminar for individuals and organisations who want to learn about the impact streaming can have on your businesses, events and projects.
Essay Question # 2Directions Write a 3-4pg. essay on the fol.docxelbanglis
Essay Question # 2
Directions: Write a 3-4pg. essay on the following topic. Be persuasive in outlining your criticism/interpretation. One must incorporate 1-2 sources from scholarly journals. Must adhere to APA guidelines.
1. Write an essay about Wordsworth's Ode. What does romanticism tell us about the soul and the phenomenal world? What does Plato's metaphysicssay about reality and why is the philosopher so important? Explain.
Running head: CASE STUDY FOR A WORKFORCE BOARD 1
Research Case Study Cover Page 1
Case Study: A Systematic Review of the 2
Most Effective Career Training 3
Programs for a Workforce Board 4
5
Tagline 6
Workforce boards or workforce development organizations oversee workforce programs in their local 7
area. The responsibility of the board is to ensure that the funds they spend in workforce development 8
results in advancing employment opportunities for incumbent workers. Toward that goal, this study 9
researched effective training programs in four of the most relevant industries in the northeastern U.S.; 10
healthcare, hospitality, advanced manufacturing, and the marine economy. Recommendations made from 11
this study can be used when making decisions on specific employment development programs. 12
Keywords 13
absorptive capacity, career development, employment, hiring, OJT, systematic review, workforce board, 14
workforce initiatives 15
Executive Summary 16
A systematic review was conducted for a state-sponsored workforce board, a non-profit quasi-17
governmental workforce development organization located in the northeastern U.S., to determine what 18
are the most effective career training programs in healthcare, advanced manufacturing, hospitality, and 19
marine economy industries for job seekers in U.S. based organizations. The absorptive capacity theory 20
was utilized in examining the research problem through a theoretical lens. The results indicated that on-21
the-job training (OJT) was found to be the most effective training technique across all the industries. 22
Career advising was also considered a crucial element of career training within the healthcare, hospitality, 23
and marine economy industries. Recommendations for the workforce board included revamping their 24
current OJT program and connecting with career advisors at the local high schools. Industry-specific 25
recommendations for the workforce board included providing academic support in healthcare, workforce 26
flexibility in advanced manufacturing, multilingual training in hospitality, and exposure to oceanic 27
concepts in academics for the marine economy. 28
CASE STUDY FOR A WORKFORCE BOARD 2
Research Case Study 29
Case Study: A Systematic Review of the 30
Most Effective Career Training 31
Programs for a Workforce Board 32
33
Introduction 34
Workforce boards are responsible for managing federal and state funding to increase sustainable 35
employment by provi ...
Job satisfaction level among public and private university teachersAhasan Uddin Bhuiyan
The study of behaviors within organizational setting has highlighted critical variables that are supportive or detrimental to the performance of workforce.
The overall performance of universities depends upon their teachers and ultimately their level of commitment and job satisfaction. Thus understanding their behaviors and attitudes needs more attention in organizations. (Tsui & Cheng, 1999).
A successful educational system requires a high quality teaching staff. It is well known that for the proper education in the country, high quality teachers are a primary necessity.
At present there are 82 public and private universities in Bangladesh. The numbers of public universities are 31 while private universities are 51. The first public university is The University of Dhaka, established in 1921. The establishment of private university is relatively a new phenomenon in this country. In early 1990s, private sector came forward to establish universities. Since then country experienced a spectacular growth in private universities– they were mostly in and around Dhaka.
One of these factors is job satisfaction, which has been studied widely by organizational researchers and has been linked to organizational commitment as well as to organizational performance (Ostroff, 1992 and Mathieu).
Creative Problem Solving Model for Promoting Achievement among Higher Seconda...QUESTJOURNAL
ABSTRACT The CPS frame of reference has evolved through more than five decades of work and has revised and remodeled. The present study determines the effectiveness of Creative Problem Solving Model for Promoting Achievement among Higher Secondary School Geography Students. For that the investigator used OsbornParness model of Creative Problem Solving. A quasi-experimental method with pre-test post-test two group design was adopted. The sample consisted of 269 XIth standard students from five different schools from Kottayam and Ernakulam district. Tools used are lesson design based on Osborn-Parness model of Creative Problem Solving, lesson design based on prevailing activity oriented approach, and achievement test in Geography. The result concludes that the select model is effective for promoting achievement among higher secondary school Geography students. Creative Problem Solving frame of reference elicit thoughtful, deliberate preference in which problem solvers choose and apply the method and tools that will be most applicable and advantageous for their learning task.
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 Quality of Work Life in Kiran Global Chems Private Limited at Kara...Arul Edison
In modern era, it has been observed that stress management has become the generous concepts in the skilled surroundings. It is also seen that working proficiency has degraded to some extent as professionals are unable to maintain a balance between lifestyle and career. This difference has made organizations to formulate such policies that lead to better job security, which results in job involvement moreover employee satisfaction. This degree of satisfaction has been referred to as QUALITY OF WORK LIFE. Quality of work life is a process in an organization that enables the members at all levels to contribute aggressively and successfully in shaping organizational environment, methods and outcomes. This study focuses on the subjective matter of QWL i.e. the key elements like salary/wages, job security, job involvement, employee satisfaction etc.
This paper was set to examine the approaches to training and development in the banking sector. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that the Kirkpatrick approach is widely used, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development approach which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that most of training and development approaches used in the banking industry are that of Kirkpatrick. Each employer who invests seriously in the area of Training and Development needs to understand the approach to use in order to reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. New entrants into organizations have various skills, though not all are relevant to organizational needs, hence the right approach to T&D is crucial. Right approaches to T and D are required for Human Resources to enable them work towards taking the organization to its expected destination. It is against this backdrop of the relative importance of approaches to evaluation of training and development in banks that this paper addressed.
RESEARCH PROPOSAL MBA-HUMAN RESOURCE MANAGEMENT1. Project (re.docxronak56
RESEARCH PROPOSAL: MBA-HUMAN RESOURCE MANAGEMENT
1. Project (research topic) title
The title of this proposal is: "Effectiveness of Reward System and Appraisals System in increasing the Retention and Productivity of employees in Retail Sector"
2. Project (research topic) summary
In no more than 100 words, intelligible to a reader who is not a specialist in this field, summarize the aims, significance and expected outcomes of your proposed research.
Project summary:
Organizations and the business sectors use the system of appraisal to gauge the performance of the various employees. Moreover, rewarding of well-performing employees is a motivation to the employees. This project aims a studying the effective systems of appraisal and rewarding in the retail business. Effective appraisal systems ensure that there is progress in the organization. Effective appraisal systems are appreciated by the employees and are the basis of retaining good performing employees. The proposal aims at providing an understanding effectiveness of systems of rewarding and appraisal to the performance and retention of the employees.
3. Project (research topic) details
3.1 Introductory background
The human resource department plays an important role in ensuring that all units of a business are integrated. They do this by employee management; performing appraisals and rewarding of well-performing employees. Rewards appraisal is significant in raising the employee motivation and levels of performances (Hendry, 2012).
3.2 Research questions
The research question aims to answer the effects of rewarding and appraisal system in the business. The research questions include:
· What is the system of rewarding in the business?
· How is the appraisal system of the business like?
· The effects of the appraisal and rewarding system on the employees
· How do the employees react to the system of appraisal?
Hypothesis
H0: Effective appraisal and rewarding systems in a retail organization lead to employee retention in the retail organization.
H1: Effective appraisal and rewarding systems in a retail organization lead to increased employee productivity in the retail organization.
3.3 Aims/Objectives of the project
The following are the objects of the research.
· To have an understanding of the significance of the systems of appraisal and rewarding in the retail sector.
· To have an understanding of the impact of rewarding and appraisal system on employee productivity.
· To have an understanding of the employees the systems used to appraise and reward employees for their retention.
· To understand the importance of reward and appraisal systems in the retail organization.
· To understand the extent of employee retention through effective reward and appraisal system.
· To understand the increase in productivity that is related to reward and appraisal system.
3.4 Significance/Contribution to the discipline
In the organizations, the rewarding and appraisal systems hav ...
1. Research Paper
Research Journal of Agricultural Sciences
5(1): 89-93, January-February (2014)
ISSN: 0976-1675 https:// www.rjas.info DI: 1405-0308-2013-019
A Scale to Measure the Innovative Work Behavior of Extension Personnel
M Saad Ali, L Manjunath and V S Yadav
Department of Agricultural Extension Education,
College of Agriculture, University of Agricultural Sciences, Dharwad - 580 005, Karnataka, India
e-mail: biyumi2000@yahoo.com
Received: 03 August 2013; Revised accepted: 01 December 2013
A B S T R A C T
A study developed innovative work behavior scale of extension personnel was undertaken during 2012-2013 in
Dharwad district of Karnataka, India. Initially, there were 50 statements converting the two dimensions of
innovative work behavior were constructed. Each behavioral statement was judged by 45 experts. The selected 50
statements were administered on 99 extension personnel of both Agriculture State Department (ASD) and
University of Agriculture and Sciences (UAS) by accidental meeting technique. Schedule was used for collection of
information for developing innovative work behavior Scale from extension personnel. The each statement of the
scale was selected by applying several statistical methods presented. The results of the study revealed that 32
statements constructed the innovative work behavior Scale. Further, innovative work behavior Scale established
through applied both validity and reliability methods on the scale.
Key words: Innovative work, Behavior, Scale, Extension personnel
Innovative work behavior as an employee’s action
directed at the generation, application and implementation of
novelty ideas, products, processes and methods to his or her
job position, departmental unit, or organization (Kheng and
Mahmood 2013). Examples of such behavior include
seeking out new technologies, recommending new strategies
to achieve goals, applying new work methods and procuring
support and resources to implement novelty ideas.
Innovative work behavior can range from incremental
improvements to developing radically novel ideas that affect
processes or products across the whole organization (Axtell
et al. 2000). Employees’ innovative work behavior is crucial
in many contemporary management principles, such as
continuous improvement, corporate entrepreneurship and
suggestion programs (Fuller et al. 2006, Sharma and
Chrisman 1999). The present study was made an attempt to
develop innovative work behavior scale by focusing on
extension roles perspective of extension personnel to
measure the innovative behavior among extension
personnel.
MATERIALS AND METHODS
The details of steps followed in the construction and
standardization of Innovative Work Behavior Scale of
extension personnel at lower level management. A study
developed innovative work behavior scale of extension
personnel was undertaken during 2012-2013 in Dharwad
district of Karnataka, India. Initially, there were 50
statements converting the two dimensions of innovative
work behavior were constructed. Each behavioral statement
was judged by 45 experts. The selected 50 statements were
administered on 99 extension personnel of both Agriculture
State Department (ASD) and University of Agriculture and
Sciences (UAS) by accidental meeting technique. Schedule
was used for collection of information for developing
innovative work behavior Scale from extension personnel.
Teaching role define as ability to transfer knowledge and
technologies by explore, adjust, or adopt new different ways
of teaching methods. Managerial role is define as the
capacity to planning and evaluating extension program by
search, modify, adopt, or apply new alternative techniques
of management.
RESULTS AND DISCUSSION
Description of innovative work behavior scale
Innovative work behavior scale consist 32 statements
designed to measure the frequency with which an individual
experiences and expresses behavior of teaching role and
managerial role. The statements were scored on a 5 point
scale namely always, most of time, sometimes, rarely and
never. The two dimensions of innovative work behavior
scale are teaching role and managerial role motivation. The
statements were carefully edited in the light of 14 criteria
suggested by Edwards (1969).
Relevancy of statements
89
2. Initially, there were 50 statements. Each behavioral
statement was judged by 45 experts. The judges were
requested first to read the operational definition of each
characteristics of attribute and then evaluate each statement
on three alternative answers viz not relevant, relevant and
very relevant. The judges were also requested to make
necessary modification, addition or deletion of statements.
The results revealed that degree of relevancy of each
statement was calculated and it was between 70 and 100
(Table 1). The statements which had relevancy index above
than 70 percent were selected. All 50 statements were
selected on criterion of highest perceived relevancy. The
degree of relevancy of each selected statement was between
70 and 100.
Table 1 Factor loading with varimax rotation and coefficient of correlation between each statement of teaching role and its
dimensions with also with the scale
Statements Relevancy
Teaching
role
Innovative work
behavior scale
Factor
loading
I have vision to frame outcomes of education plan 100.00 0.51** 0.51** 0.67
I develop only short education plan 92.68 0.36** 0.45** 0.60
I refuse accepting modern teaching methods 92.68 0.38** 0.43** 0.45 NS
I promote recent practices which are profitable 85.37 0.51** 0.51** 0.72
I use a single teaching method to change others attitude 95.12 0.52** 0.52** 0.74
I link training with other outside experience 82.93 0.33** 0.33** 0.72
For deliver single idea I apply demonstration 82.93 0.25* 0.33** 0.29 NS
I focus only on positive outcome of teaching methods 70.00 0.31** 0.31** 0.32 NS
I try to be with positive people 92.68 0.38** 0.38** 0.88
I spend time to think how to improve education outcome 92.68 0.38** 0.47** 0.56
I use traditional teaching methods 97.56 -0.44** 0.49** 0.51
I ask others to evaluate my work periodically 100.00 0.38** 0.38** 0.65
I use only one teaching method to achieve targeted objective 100.00 0.52** 0.55** 0.78
I use open questions to encourage new ideas 95.12 0.34** 0.40** 0.56
I apply colors in teaching aids to increase audience attention 87.80 0.36** 0.36** 0.60
I generate original solutions for educating problems 78.05 0.36** 0.36** 0.39 NS
I apply traditional approaches to execute tasks 85.37 0.39** 0.43** 0.62
I use logical approach to convince others to accept recent practices 73.17 -0.45** 0.27* 0.19 NS
I use drama as teaching method 75.61 -0.43** 0.35** 0.51
I tell funny stories to audience 78.05 -0.40** 0.35** 0.70
I use e-mail to seek consult from experts 80.49 0.38** 0.38** 0.73
I adopt Logical Framework Matrix for planning 90.24 0.38** 0.38** 0.67
Table 2 Criterion group’s t-value of each item of teaching role dimension
Statements Higher group (26) Lower group (26) t- value
I have vision to frame outcomes of education plan 4.76 (0.51) 4.03 (0.72) 3.87*
I develop only short education plan 4.19 (1.02) 2.38 (1.23) 6.17**
I promote recent practices which are profitable 4.80 (0.49) 3.92 (0.74) 4.73**
I use a single teaching method to change others attitude 4.65 (0.56) 2.80 (1.32) 7.35**
I link training with other outside experience 4.73 (0.60) 3.69 (0.97) 4.61**
I try to be with positive people 4.03 (1.34 3.53 (1.10) 1.72NS
I spend time to think how to improve education outcome 4.76 (0.43) 3.80 (1.02) 4.40**
I use traditional teaching methods 3.34 (1.05) 2.61 (1.02) 2.81*
I ask others to evaluate my work periodically 4.00 (1.13) 3.23 (1.03) 2.42*
I use only one teaching method to achieve targeted objective 4.65 (0.62) 3.23 (1.03) 5.46**
I use open questions to encourage new ideas 4.69 (0.47) 3.80 (0.98) 4.07**
I apply colors in teaching aids to increase audience attention 4.53 (0.70) 4.03 (0.95) 2.38*
I apply traditional approaches to execute tasks 3.26 (1.21) 2.46 (0.90) 2.75*
I use drama as teaching method 2.73 (1.18) 2.57 (1.39) 0.60NS
I tell funny stories to audience -0.40** 0.35** 2.97*
I use e-mail to seek consult from experts 0.38** 0.38** 1.65NS
I adopt Logical Framework Matrix for planning 0.38** 0.38** 4.46**
Coefficient of correlation test
The all 50 statements were administered on 102
extension personnel of both State Department of Agriculture
(SDA) and University of Agricultural and Sciences (UAS)
by accidental meeting technique. Each statement has 5
alternatives answers viz always, most of the times,
Ali et al. Research Journal of Agricultural Sciences 5(1)
90
3. sometimes, rarely and never with scoring of 5, 4, 3, 2, and 1,
respectively. The negative statements were reversely scored.
The necessary instructions were given to extension
personnel on mode of answering the statements and
necessary clarification was made whenever extension
personnel raised doubt while answering each statement. The
extension personnel were given enough time to answer all
the scale. The time taken by the extension personnel to
given responses to all the statements of scale was between
25 and 35 minutes. Out of 102 extension personnel only 99
had given responses to all the statements. The data of 99
extension personnel of State Department of Agriculture and
University of Agricultural Sciences were subjected to
correlation test. The results exhibited the coefficient of
correlation of each statement with innovative work behavior
Scale and its dimensions (Table 1, Table 2). It revealed that
correlation value of the statements for all scale between 0.25
and 0.68 and were all significant at least at 0.05 level. For its
dimensions the values were between -0.25 and 0.58 hence,
all 50 statements were retained for factor analysis.
Table 3 Factor loading with varimax rotation and coefficient of correlation between each statement of managerial role with
its dimensions and also with the scale
Statements Relevancy
Managerial
role
Innovative work
behavior scale
Factor
loading
I try one way to carry out the challenge task 82.93 0.58** 0.42** 0.63
I ask critical questions to analyses situation 73.17 0.25** 0.35** 0.47 NS
I select traditional techniques for data collection 95.12 0.56** 0.49** 0.60
I ignore graphs in evaluation reports 97.56 0.63** 0.43** 0.54
I apply classical techniques of problem analysis 97.56 0.53** 0.54** 0.72
I use computer program to analyze data 100.00 0.38** 0.37** 0.47 NS
I review all possibilities to achieve plan objectives 92.68 0.57** 0.55** 0.63
I follow outdated ways to execute tasks 90.24 0.50** 0.49** 0.46 NS
I state the problem in a old way 87.80 0.62** 0.52** 0.68
I formulate traditional objectives 90.24 0.55** 0.52** 0.77
I adopt classical evaluation criteria 82.93 0.68** 0.54** 0.75
I explore outside best practices to improve extension plan 82.93 0.34** 0.32** 0.54
I plan tomorrow’s goals before I leave the office 82.93 0.37** 0.43** 0.59
I ignore to prepare contingency plans 75.61 0.50** 0.43** 0.67
I translate goals into concrete work action plan 82.93 0.36** 0.41** 0.46 NS
I break down the task into the smallest possible steps 97.56 0.44** 0.33** 0.59
I gather only related information to the task on hand 92.68 0.28** -0.25** 0.10 NS
I use single method for data collection 97.56 0.48** 0.55** 0.62
I use traditional documentation approach during implementation 90.24 0.50** 0.38** 0.76
I spend time to update my knowledge 97.56 0.41** 0.33** 0.78
I take responsibility for my actions 90.24 0.52** 0.55** 0.49 NS
I articulate my plan vision with enthusiasm 90.24 0.34** 0.42** 0.44 NS
I try to master most management skills by trial and error method 85.37 0.55** 0.28** 0.47 NS
I repeat mistakes 90.24 0.53** 0.58** 0.68
I look at problem from single viewpoint 95.12 0.65** 0.58** 0.75
I develop lot of alternative solutions 82.93 0.49** 0.40** 0.76
I keep notebook to write ideas 85.37 0.54** 0.32** 0.61
I select a challenging tasks assignment that help me to learn from it 82.93 0.51** 0.36** 0.56
Factor analysis test
The results presented in Table 1 indicated that the factor
loading with Varimax rotation ranged from 0.19 to 0.73,
which identify each variable with a single factor and each
factor would tend to have either a large or small loading of
any particular variable. The results of factor loading
categorically justify that these 14 statements tend to measure
a specific character of teaching role. The factor loading for
managerial role (Table 3) with Varimax rotation ranged
from .10 to 0.78. The result of factor loading categorically
justify these 18 statements tend to measure a specific
character of managerial role.
Criterion group t-test analysis
Established that t-value of each statement was between
0.11 and 6.87 (Table 2, Table 4). The statements having
significant at 0.05 level were selected. On the basis of this
criterion, the 32 statements were selected. Therefore, 32
statements were included in final innovative work behavior
Scale.
Reliability
The Innovative Work Behavior scale was developed
basically using the “Method of Rational Scaling”, which is
based on two phenomenon; first, all items of each dimension
correlated particularly with the total of the dimension and
second, all items correlated with the scale. The Innovative
Work Behavior Scale internal consistency reliability
Innovative Work Behavior of Extension Personnel
91
4. (Cronbach’s ) are provided for the total Innovative Work
Behavior Scale and 2 dimensions across two samples
namely 99 extension personnel outside Karnataka State and
40 extension personnel inside the state. It can be observed
that total innovative work behavior scale was associated
with mediocre level of internal consistency reliability (i e
>0.50) across two samples (Table 6). Overwhelmingly, the
subscale score were also associated with respectable levels
of internal consistency reliability. Specially, it can be seen in
the far right columns of the table-16, the mean subscale
reliabilities were all above 0.50 ranging from 0.50 to 0.80.
The subsequent reliability analyses are: statements
dimension correlation and statement scale correlation. These
represent the degree of relation between a given statements
and the total subscale and also between a given statement
and the scale. Each item was associated with its subscale
and scale with coefficient of correlation which ranged from
0.25 and 0.68 and significant at least at 0.05 level which was
larger than the arguably acceptable minimum criterion of
0.20 (Table 1, Table 3). To support the internal consistency
reliability of innovative work behavior scale (Table 5)
justified that each subscale was positively and significantly
associated with other subscale and also the innovative work
behavior scale. Overall, however it may be contended that
the result associated with the internal consistency reliability
of the innovative work behavior scale was respectable.
Table 4 Criterion group’s t-value of each item of managerial role dimension
Statements Higher group (26) Lower group (26) t- value
I try one way to carry out the challenge task 3.46 (1.36) 2.84 (0.78) 2.68*
I select traditional techniques for data collection 3.57 (0.98) 2.23 (0.95) 6.27**
I ignore graphs in evaluation reports 4.69 (0.54) 3.07 (1.38) 5.49**
I apply classical techniques of problem analysis 2.07 (1.16) 2.61 (0.94) -1.71 NS
I review all possibilities to achieve plan objectives 4.7 (0.43) 3.84 (0.88) 4.62**
I state the problem in a old way 4. 57 (1.13) 3.11 (1.42) 5.14**
I formulate traditional objectives 4.34 (0.93) 2.92 (1.32) 5.01**
I adopt classical evaluation criteria 2.50 (1.33) 2.53 (1.33) - 0.11 NS
I explore outside best practices to improve extension plan 4.53 (0.70) 3.69 (0.88) 3.52*
I plan tomorrow’s goals before I leave the office 4.80 (0.40) 3.84 (1.04) 4.55**
I ignore to prepare contingency plans 4.76 (0.58) 3.11 (1.50) 4.71**
I break down the task into the smallest possible steps 4.65 (0.84) 4.03 (0.77) 2.47*
I use single method for data collection 4.23 (0.86) 2.92 (1.29) 3.73*
I use traditional documentation approach during implementation 3.88 (0.86) 2.96 (1.11) 3.20*
I spend time to update my knowledge 4.61 (0.63) 4.07 (0.97) 2.77*
I repeat mistakes 4.69 (0.54) 3.46 (1.33) 4.32**
I look at problem from single viewpoint 4.88 (0.43) 3.15 (1.34) 5.73**
I develop lot of alternative solutions 4.92 (0.27) 3.61 (0.94) 6.87**
I keep notebook to write ideas 4.65 (0.68) 3.76 (0.90) 3.72*
I select a challenging tasks assignment that help me to learn from it 4.69 (0.54) 3.65 (0.97) 4.61**
Split-half reliability
The data of innovative work behavior scale of 99
extension personnel of Karnataka State Department of
Agriculture (KSDA) and University of Agricultural Sciences
(UAS) consisting of 32 statements with five alternative
answers such as always, most of time, sometimes, rarely and
never was subjected to split-half reliability test and applied
Spearman-Brown formula to find out the coefficient of
correlation. The coefficient correlation of split correlation of
split-half reliability was 0.71, which was significant at level
0.01 level of significant.
Content validity
Content validity of the Innovative Work Behavior Scale
would be justified from literature, representative of relevant
populations and experts. The Innovative Work Behavior
Scale conceptualization emerged through a comprehensive
analysis of literature of innovative work behavior to define
characters of each dimension. Initial selection of items of the
Innovative Work Behavior Scale was based on the relevancy
index of each item in relation to its dimension constructs
based on the judgment of experts. The content validity of
Innovative Work Behavior Scale would be justified by the
results of coefficient of correlation of each item in relation
to dimension and scale. For these reasons, it is believed that
the innovative work behavior scale is associated with a
respectable level of content validity.
Discriminant validity
The criterion group t-value analysis of 99 extension
personnel (Table 2, Table 4) revealed that 32 statements of
the scale had discriminative potentiality which means that
each statement discriminates between the group of the
individuals who had developed innovative work behavior to
higher level and also had developed innovative work
behavior to the lower level. Hence, the scale had
discriminant validity.
Factorial validity
In order to identify factors of Innovative Work
Behavior Scale, the factor analysis was performed. The
results of factor analysis (principal component analysis with
Ali et al. Research Journal of Agricultural Sciences 5(1)
92
5. Varimax rotation) (Table 1, Table 3) revealed that all these
items of each dimension had factor loading 0.5 and above.
Factorial loading that was obtained in the instrument
considered to be plausible.
Table 5 Inter-correlations among the subscales for Innovative Work Behavior scale
Dimension Teaching role Managerial role
Teaching role dimension
Managerial role dimension 0.49**
Innovative Work Behavior scale 0.91** 0.80**
**Significant at 0.01 level
Table 6 Internal consistency estimates (Cronbach’s ) associated with the innovative work behavior score in both extension
personnel of outside and inside Karnataka state
Dimension Outside (r) Inside (r) Mean
Overall innovative work behavior scale 0.82 0.79 0.80
Teaching role dimension 0.68 0.40 0.50
Managerial role dimension 0.79 0.73 0.76
The innovative work behavior scale found to be
associated with respectable levels of internal consistency
reliability. Further, the innovative work behavior scale was
associated with an appreciable amount factorial validity and
discriminant validity.
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Estate, Bombay.
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