A Study Factors Influence on Organisation Citizenship Behaviour in Corporate ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
White Paper - Dear John - A New look at why employees leaveshokr.ahmed
As talent management professionals strive to balance the changing needs of baby boom
employees with evolving expectations of younger employees, talent retention has become
more complicated than ever. To retain top talent, competitive companies need to understand
what drives an employee’s decision to leave or stay with an organization.
As talent management professionals strive to balance the changing needs of baby boom employees with evolving expectations of younger employees, talent retention has become more complicated than ever. To retain top talent, competitive companies need to understand what drives an employee’s decision to leave or stay with an organization.
Conventional wisdom has always been that employees leave supervisors, not companies. However, newer studies are finding that conventional wisdom may be wrong. It’s NOT just the boss anymore.
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
디지털 시대의 새로운 변화 - ‘직원 행동주의(Employee Activism)’ 급부상 관련 전문 리포트
글로벌 최대 PR커뮤니케이션 기업 웨버 샌드윅(Weber Shandwick) 연구 조사 발표
-직원 5명 중 한 명꼴로 본인의 회사와 고용주 보호, 기업 브랜드 지지자 역할 수행
-아태지역 직원 5명 중 3명이 고용주에 대한 콘텐츠를 소셜 미디어에 올려
-6가지 유형의 ‘직장 행동주의 스펙트럼’ 모델, 직원 행동주의를 통한 기회 발굴에 도움
Aż 56% pracowników aktywnie broni swoich firm przed krytyką i odgrywa rolę ich rzeczników, zarówno online jak i offline – wynika z najnowszego badania Weber Shandwick
A Study Factors Influence on Organisation Citizenship Behaviour in Corporate ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
White Paper - Dear John - A New look at why employees leaveshokr.ahmed
As talent management professionals strive to balance the changing needs of baby boom
employees with evolving expectations of younger employees, talent retention has become
more complicated than ever. To retain top talent, competitive companies need to understand
what drives an employee’s decision to leave or stay with an organization.
As talent management professionals strive to balance the changing needs of baby boom employees with evolving expectations of younger employees, talent retention has become more complicated than ever. To retain top talent, competitive companies need to understand what drives an employee’s decision to leave or stay with an organization.
Conventional wisdom has always been that employees leave supervisors, not companies. However, newer studies are finding that conventional wisdom may be wrong. It’s NOT just the boss anymore.
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
디지털 시대의 새로운 변화 - ‘직원 행동주의(Employee Activism)’ 급부상 관련 전문 리포트
글로벌 최대 PR커뮤니케이션 기업 웨버 샌드윅(Weber Shandwick) 연구 조사 발표
-직원 5명 중 한 명꼴로 본인의 회사와 고용주 보호, 기업 브랜드 지지자 역할 수행
-아태지역 직원 5명 중 3명이 고용주에 대한 콘텐츠를 소셜 미디어에 올려
-6가지 유형의 ‘직장 행동주의 스펙트럼’ 모델, 직원 행동주의를 통한 기회 발굴에 도움
Aż 56% pracowników aktywnie broni swoich firm przed krytyką i odgrywa rolę ich rzeczników, zarówno online jak i offline – wynika z najnowszego badania Weber Shandwick
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.
Aon report: Managers: Strongest or Weakest Link in Driving Employee EngagementMark A. Leon
Managers: Your Strongest (or Weakest) Link in Driving Employee Engagement
Too many companies send engagement survey results to managers and hope they'll do something with them, only to find that many don't. Here are some practical steps you can take to help your managers drive employee engagement.
A Study on Leadership Styles Adopted at V-Trans in India`Dr. Amarjeet Singh
Leadership styles are usually considered a benefit
for the most companies. This style focuses the management
that provides guidance and help to its team and departments
while accepting and receiving the inputs from individual team
members. These leaders not reserve to their activities and
authority only but in actual they bother about consultation of
employees. To evaluated worker’s views of their senior and
top leadership team and state that this style focuses on using
the skills, experience, and ideas of others. However, the
leaders or managers using this style but still remains the final
decision making power in the leader’s hand. To his or her
credits, they will not make major decision without firstly
getting the input from those that will be affected, provide
proper recognition, and delegate responsibilities. The main
intension of this paper is to identify and examine the
leadership styles adopted in the organization. This leadership
styles improve the performance in both short term and long
term and can be used for any type of work project.
The Role of Organizational Silence on the Staff Performance from Administrato...inventionjournals
This study aimed to investigate the relationship between organizational performance and organizational silence tavanir company employees and managers in Tehran that the findings of applied research, descriptive survey. The population of 420 employees and managers (335 employees, 85 managers) company tavanir in Tehran city. The sample is stratified sampling method used, of which 260 questionnaires were randomly distributed among employees and managers that the 201 questionnaires were completed and were received back. Data collection tools included a questionnaire with 23 questions Brynsfyld organizational silence and organizational performance Achiu questionnaire has 42 items. The reliability of each of these components was determined by Cronbach's alpha coefficient 875/0 and 905/0. And then to check the normality of the variables of the Kolmogorov - Smirnov test and Spearman correlation coefficient was used to examine the relationship between the assumptions and results of the analysis showed that organizational silence and organizational performance between managers and employees is a significant relationship. Regression analysis showed that organizational silence and its components predictive power of enterprise performance management and staff are on two levels. Mann-Whitney test results also indicate a significant difference between the attitudes of managers and employees to remain silent was a tiny organization does not exist and the performance of organizational and personnel in accordance with Mann-Whitney U test was no significant difference.
The purpose of this study is to demonstrate the importance of employee engagement and commitment of employees as well as its relationship with employees intention to quit the frontline bank employees in Bandung. The method used is descriptive verification, with a sampling of the population through disproportionate stratified random sampling technique, whereas for data collection questionnaire and conducted engineering. The research subjects were also as the unit of analysis in this study is the frontline employee (teller and customer service) that serve common customers, where this position is vulnerable to turnover, while in fact they are the spearhead of which is connected to the customer's bank. Samples were randomly selected from the 24 banks that are used in this study. A total of 317 respondents participated. Data were analyzed using the Smart PLS 2.0. Linear regression analysis showed no significant linear relationship, strong, and negative between the level of employee engagement and commitment of the employees on the intention to stop level.
Employee voice: An antecedent to organisational engagement?Kevin Ruck
Some findings from Dr Kevin Ruck's PhD thesis related to the association between employee voice and organisational engagement, presented at Bledcom 2016 by Kevin and his PhD supervisor Dr Mary Welch.
A high performance culture is one with high employee engagement, transparent and open communications, timely information sharing, individual ownership, and one in which innovation and creativity is celebrated.
Shades of Grey: An Exploratory Study of Engagement in Work TeamsEngage for Success
Following the publication of “Engagement through CEO Eyes” in 2013, the Barriers TAG have commissioned the largest ever UK study of barriers to team engagement.
The joint study, from Engage for Success, Ashridge Executive Education and Oracle, challenges conventional thinking about the way engagement is measured and suggests that teams are often nowhere near as engaged as their organisations think they are.
The study shows that only a quarter of UK teams are giving their best at work, while almost a third (32 per cent) are actively disengaged.
The report is based on a study of 195 participants from 28 teams across seven industry sectors. Organizations in the study varied from SMEs to UK-based multi-nationals, from sectors ranging from Government and aviation to chemicals and healthcare.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
Stress in Women Employee; A study on influence of Age (With reference to Insu...IOSR Journals
Occupational stresses and causes work load and job nature that produced stresses among the insurance employees seek to identify in the present scenario of the insurance industry. The present study is about measuring the satisfaction level of females in an insurance sector and to evaluate the relationships between occupational stress, health and job satisfaction. The main aim of this study to measure the influence of age factors on occupational stress among insurance employees. And to evaluate the impact of occupational stress level on job satisfaction among the insurance employees. For this purpose a structured questionnaire was designed to collect information and statistical tool was applied on the data. The purpose of this study is occupational stressors among females in an insurance company.
A Study on Job Satisfaction with special reference to Safeway Dredging Enterp...Arul Edison
Now a days job satisfaction play a vital role on employee retention and attrition. Due to the inconvenient in workplace many employees are switchover into one company to other company, it leads to huge loss for the particular organization. Till the date many organizations introduce and moderate activities to retain their employees in same organization. The present study is to find out the level of employee job satisfaction in Safeway Dredging Enterprises. For this research work researcher adopt convenient sampling method to collect the data. A total of 100 employees were administered job satisfaction scales. Chi – square analysis were used for data analysis. The chi – square analysis test for independence at 0.05 level of significance shows that there is significantly significant association between experience wise classifications with their overall job satisfaction in the organization. On the basis of these findings, found that the huge experienced employees from the organization was getting satisfaction on their job.
White paper detailing the link between an employee's perception that he or she is making progress at work and that employee's level of engagement. Progress at Work is a valuable new metric that builds on existing engagement measures.
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
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.
Aon report: Managers: Strongest or Weakest Link in Driving Employee EngagementMark A. Leon
Managers: Your Strongest (or Weakest) Link in Driving Employee Engagement
Too many companies send engagement survey results to managers and hope they'll do something with them, only to find that many don't. Here are some practical steps you can take to help your managers drive employee engagement.
A Study on Leadership Styles Adopted at V-Trans in India`Dr. Amarjeet Singh
Leadership styles are usually considered a benefit
for the most companies. This style focuses the management
that provides guidance and help to its team and departments
while accepting and receiving the inputs from individual team
members. These leaders not reserve to their activities and
authority only but in actual they bother about consultation of
employees. To evaluated worker’s views of their senior and
top leadership team and state that this style focuses on using
the skills, experience, and ideas of others. However, the
leaders or managers using this style but still remains the final
decision making power in the leader’s hand. To his or her
credits, they will not make major decision without firstly
getting the input from those that will be affected, provide
proper recognition, and delegate responsibilities. The main
intension of this paper is to identify and examine the
leadership styles adopted in the organization. This leadership
styles improve the performance in both short term and long
term and can be used for any type of work project.
The Role of Organizational Silence on the Staff Performance from Administrato...inventionjournals
This study aimed to investigate the relationship between organizational performance and organizational silence tavanir company employees and managers in Tehran that the findings of applied research, descriptive survey. The population of 420 employees and managers (335 employees, 85 managers) company tavanir in Tehran city. The sample is stratified sampling method used, of which 260 questionnaires were randomly distributed among employees and managers that the 201 questionnaires were completed and were received back. Data collection tools included a questionnaire with 23 questions Brynsfyld organizational silence and organizational performance Achiu questionnaire has 42 items. The reliability of each of these components was determined by Cronbach's alpha coefficient 875/0 and 905/0. And then to check the normality of the variables of the Kolmogorov - Smirnov test and Spearman correlation coefficient was used to examine the relationship between the assumptions and results of the analysis showed that organizational silence and organizational performance between managers and employees is a significant relationship. Regression analysis showed that organizational silence and its components predictive power of enterprise performance management and staff are on two levels. Mann-Whitney test results also indicate a significant difference between the attitudes of managers and employees to remain silent was a tiny organization does not exist and the performance of organizational and personnel in accordance with Mann-Whitney U test was no significant difference.
The purpose of this study is to demonstrate the importance of employee engagement and commitment of employees as well as its relationship with employees intention to quit the frontline bank employees in Bandung. The method used is descriptive verification, with a sampling of the population through disproportionate stratified random sampling technique, whereas for data collection questionnaire and conducted engineering. The research subjects were also as the unit of analysis in this study is the frontline employee (teller and customer service) that serve common customers, where this position is vulnerable to turnover, while in fact they are the spearhead of which is connected to the customer's bank. Samples were randomly selected from the 24 banks that are used in this study. A total of 317 respondents participated. Data were analyzed using the Smart PLS 2.0. Linear regression analysis showed no significant linear relationship, strong, and negative between the level of employee engagement and commitment of the employees on the intention to stop level.
Employee voice: An antecedent to organisational engagement?Kevin Ruck
Some findings from Dr Kevin Ruck's PhD thesis related to the association between employee voice and organisational engagement, presented at Bledcom 2016 by Kevin and his PhD supervisor Dr Mary Welch.
A high performance culture is one with high employee engagement, transparent and open communications, timely information sharing, individual ownership, and one in which innovation and creativity is celebrated.
Shades of Grey: An Exploratory Study of Engagement in Work TeamsEngage for Success
Following the publication of “Engagement through CEO Eyes” in 2013, the Barriers TAG have commissioned the largest ever UK study of barriers to team engagement.
The joint study, from Engage for Success, Ashridge Executive Education and Oracle, challenges conventional thinking about the way engagement is measured and suggests that teams are often nowhere near as engaged as their organisations think they are.
The study shows that only a quarter of UK teams are giving their best at work, while almost a third (32 per cent) are actively disengaged.
The report is based on a study of 195 participants from 28 teams across seven industry sectors. Organizations in the study varied from SMEs to UK-based multi-nationals, from sectors ranging from Government and aviation to chemicals and healthcare.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
Stress in Women Employee; A study on influence of Age (With reference to Insu...IOSR Journals
Occupational stresses and causes work load and job nature that produced stresses among the insurance employees seek to identify in the present scenario of the insurance industry. The present study is about measuring the satisfaction level of females in an insurance sector and to evaluate the relationships between occupational stress, health and job satisfaction. The main aim of this study to measure the influence of age factors on occupational stress among insurance employees. And to evaluate the impact of occupational stress level on job satisfaction among the insurance employees. For this purpose a structured questionnaire was designed to collect information and statistical tool was applied on the data. The purpose of this study is occupational stressors among females in an insurance company.
A Study on Job Satisfaction with special reference to Safeway Dredging Enterp...Arul Edison
Now a days job satisfaction play a vital role on employee retention and attrition. Due to the inconvenient in workplace many employees are switchover into one company to other company, it leads to huge loss for the particular organization. Till the date many organizations introduce and moderate activities to retain their employees in same organization. The present study is to find out the level of employee job satisfaction in Safeway Dredging Enterprises. For this research work researcher adopt convenient sampling method to collect the data. A total of 100 employees were administered job satisfaction scales. Chi – square analysis were used for data analysis. The chi – square analysis test for independence at 0.05 level of significance shows that there is significantly significant association between experience wise classifications with their overall job satisfaction in the organization. On the basis of these findings, found that the huge experienced employees from the organization was getting satisfaction on their job.
White paper detailing the link between an employee's perception that he or she is making progress at work and that employee's level of engagement. Progress at Work is a valuable new metric that builds on existing engagement measures.
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
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.
The examination of relation between organizational space and organizational p...ijsptm
The organizational space defines what the method of work is and that which kind of behaviors are
supported. The target of this examination is to knowing of the existence of relation between organizational
spaces (structure of organizational, organizational responsibility, Productivity of managers, organizational
identity) and the organizational patronage of the leaders in administrations of West Azerbaijan. Generally
150 episodes of standard questioning in statistical society were done and 100 questioning for scrutiny
hypothesis were done. According to the normal data of Pearson’s coefficient to identify of the kind of the
quantity of relations between shifty was used. The result of this examination shows a direct relation
between organizational responsibility, manager’s productivity and organizational identity with
organizational patronage. But there is not any relation between organizational structure dimension and
organizational patronage. So it is suggested to do important activities in order to improve the
organizational patronage by using efficient organization.
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations.
Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
The Impact of Employee Engagement on Employee Retentionijtsrd
The purpose of this study was to investigate the effect of employee engagement on employee retention. Employee engagement is a complex management concept that is becoming increasingly important. This helps organizations to take advantage of benefits associated with their organization. Overwork is a negative phenomenon that limits employee productivity. This study investigated the impact of employee engagement on employee retention and the mitigating relationship between employee engagement and employee retention. As a result, we found that there is an intermediary relationship between job satisfaction and employee engagement and intention to leave. This means that while an employees job satisfaction increases as an employees work commitment increases, this work commitment tends to make the employee more willing to volatility. The sampling method chosen in this study was probabilistic sampling, as the researchers chose a descriptive study design. In this study, researchers collected data from respondents using a simple random sampling method lottery method . Using an interview design she collected a sample of 60 people. The survey concluded that 43.3 of respondents had moderate employee engagement, 40 had good employee engagement, and 16.7 had low employee engagement. Dr. P. Natarajan | Mrs. Suriyapriya K "The Impact of Employee Engagement on Employee Retention" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd58585.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/social-science/58585/the-impact-of-employee-engagement-on-employee-retention/dr-p-natarajan
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.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
In the vast landscape of cinema, stories have been told, retold, and reimagined in countless ways. At the heart of this narrative evolution lies the concept of a "remake". A successful remake allows us to revisit cherished tales through a fresh lens, often reflecting a different era's perspective or harnessing the power of advanced technology. Yet, the question remains, what makes a remake successful? Today, we will delve deeper into this subject, identifying the key ingredients that contribute to the success of a remake.
From the Editor's Desk: 115th Father's day Celebration - When we see Father's day in Hindu context, Nanda Baba is the most vivid figure which comes to the mind. Nanda Baba who was the foster father of Lord Krishna is known to provide love, care and affection to Lord Krishna and Balarama along with his wife Yashoda; Letter’s to the Editor: Mother's Day - Mother is a precious life for their children. Mother is life breath for her children. Mother's lap is the world happiness whose debt can never be paid.
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Tuesday, June 4, 2024 - Episode 242: Babeile uncovers the truth behind Rathebe’s latest actions. Leeto's announcement shocks his employees, and Ntswaki’s ordeal haunts her family.
Wednesday, June 5, 2024 - Episode 243: Rathebe blocks Babeile from investigating further. Melita warns Eunice to stay clear of Mr. Kgomo.
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Wednesday, June 12, 2024 - Episode 248: Rathebe chases a criminal, resorting to gunfire. Turf High is rife with tension and transfer threats.
Thursday, June 13, 2024 - Episode 249: Rathebe traps Kganyago. John warns Toby to stop harassing Ntswaki.
Friday, June 14, 2024 - Episode 250: Babeile is cleared to investigate Rathebe. Melita gains Mr. Kgomo’s trust, and Jacobeth devises a financial solution.
Monday, June 17, 2024 - Episode 251: Rathebe feels the pressure as Babeile closes in. Mr. Kgomo and Eunice clash. Jacobeth risks her safety in pursuit of Kganyago.
Tuesday, June 18, 2024 - Episode 252: Bullet Mabuza retaliates against Jacobeth. Pitsi inadvertently reveals his parents’ plans. Nkosi is shocked by Khwezi’s decision on LJ’s future.
Wednesday, June 19, 2024 - Episode 253: Jacobeth is ensnared in deceit. Evelyn is stressed over Toby’s case, and Letetswe reveals shocking academic results.
Thursday, June 20, 2024 - Episode 254: Elizabeth learns Jacobeth is in Mpumalanga. Kganyago's past is exposed, and Lehasa discovers his son is in KZN.
Friday, June 21, 2024 - Episode 255: Elizabeth confirms Jacobeth’s dubious activities in Mpumalanga. Rathebe lies about her relationship with Bullet, and Jacobeth faces theft accusations.
Monday, June 24, 2024 - Episode 256: Rathebe spies on Kganyago. Lehasa plans to retrieve his son from KZN, fearing what awaits.
Tuesday, June 25, 2024 - Episode 257: MaNtuli fears for Kwaito’s safety in Mpumalanga. Mr. Kgomo and Melita reconcile.
Wednesday, June 26, 2024 - Episode 258: Kganyago makes a bold escape. Elizabeth receives a shocking message from Kwaito. Mrs. Khoza defends her husband against scam accusations.
Thursday, June 27, 2024 - Episode 259: Babeile's skillful arrest changes the game. Tbose and Kwaito face a hostage crisis.
Friday, June 28, 2024 - Episode 260: Two women face the reality of being scammed. Turf is rocked by breaking
Tom Selleck Net Worth: A Comprehensive Analysisgreendigital
Over several decades, Tom Selleck, a name synonymous with charisma. From his iconic role as Thomas Magnum in the television series "Magnum, P.I." to his enduring presence in "Blue Bloods," Selleck has captivated audiences with his versatility and charm. As a result, "Tom Selleck net worth" has become a topic of great interest among fans. and financial enthusiasts alike. This article delves deep into Tom Selleck's wealth, exploring his career, assets, endorsements. and business ventures that contribute to his impressive economic standing.
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Born on January 29, 1945, in Detroit, Michigan, Tom Selleck grew up in Sherman Oaks, California. His journey towards building a large net worth began with humble origins. , Selleck pursued a business administration degree at the University of Southern California (USC) on a basketball scholarship. But, his interest shifted towards acting. leading him to study at the Hills Playhouse under Milton Katselas.
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From Slave to Scourge: The Existential Choice of Django Unchained. The Philos...Rodney Thomas Jr
#SSAPhilosophy #DjangoUnchained #DjangoFreeman #ExistentialPhilosophy #Freedom #Identity #Justice #Courage #Rebellion #Transformation
Welcome to SSA Philosophy, your ultimate destination for diving deep into the profound philosophies of iconic characters from video games, movies, and TV shows. In this episode, we explore the powerful journey and existential philosophy of Django Freeman from Quentin Tarantino’s masterful film, "Django Unchained," in our video titled, "From Slave to Scourge: The Existential Choice of Django Unchained. The Philosophy of Django Freeman!"
From Slave to Scourge: The Existential Choice of Django Unchained – The Philosophy of Django Freeman!
Join me as we delve into the existential philosophy of Django Freeman, uncovering the profound lessons and timeless wisdom his character offers. Through his story, we find inspiration in the power of choice, the quest for justice, and the courage to defy oppression. Django Freeman’s philosophy is a testament to the human spirit’s unyielding drive for freedom and justice.
Don’t forget to like, comment, and subscribe to SSA Philosophy for more in-depth explorations of the philosophies behind your favorite characters. Hit the notification bell to stay updated on our latest videos. Let’s discover the principles that shape these icons and the profound lessons they offer.
Django Freeman’s story is one of the most compelling narratives of transformation and empowerment in cinema. A former slave turned relentless bounty hunter, Django’s journey is not just a physical liberation but an existential quest for identity, justice, and retribution. This video delves into the core philosophical elements that define Django’s character and the profound choices he makes throughout his journey.
Link to video: https://youtu.be/GszqrXk38qk
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Panchayat Season 3 - Official Trailer.pdfSuleman Rana
The dearest series "Panchayat" is set to make a victorious return with its third season, and the fervor is discernible. The authority trailer, delivered on May 28, guarantees one more enamoring venture through the country heartland of India.
Jitendra Kumar keeps on sparkling as Abhishek Tripathi, the city-reared engineer who ends up functioning as the secretary of the Panchayat office in the curious town of Phulera. His nuanced depiction of a young fellow exploring the difficulties of country life while endeavoring to adjust to his new environmental factors has earned far and wide recognition.
Neena Gupta and Raghubir Yadav return as Manju Devi and Brij Bhushan Dubey, separately. Their dynamic science and immaculate acting rejuvenate the hardships of town administration. Gupta's depiction of the town Pradhan with an ever-evolving outlook, matched with Yadav's carefully prepared exhibition, adds profundity and credibility to the story.
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One of the signs of "Panchayat" is its capacity to mix humor with sincere narrating. The trailer features minutes that guarantee to convey giggles, as well as scenes that pull at the heartstrings. This equilibrium has been a critical calculate the show's prosperity, resounding with crowds across different socioeconomics.
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Episode 47
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Episode 48
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Episode 49
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Episode 50
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Episode 51
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Monday, 10 June 2024
Episode 52
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Episode 53
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Wednesday, 12 June 2024
Episode 54
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Episode 55
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Episode 56
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Episode 57
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Episode 58
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Episode 59
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B2110814
1. American Journal of Multidisciplinary Research & Development (AJMRD)
Volume 2, Issue 11 (November- 2020), PP 08-14
ISSN: 2360-821X
www.ajmrd.com
Multidisciplinary Journal www.ajmrd.com Page | 8
Research Paper Open Access
Influence of Organization Citizenship Behavior and Its
Dimension of Employees in Organization.
Muayad Rashid Al-Nadabi, Omar Saif Al-Hinai, Khalid Nasser Al hinai,
Ammar Saif Al-Hinai, Juma said Al-Salty and Dr Nirmala Roy.
Bachelor students, Department of Business studies, University of Technology and Applied Sciences
(HCT), Sultanate of Oman.
Lecturer, Department of Business studies, University of Technology and Applied sciences
(HCT), Sultanate of Oman.
*Corresponding Author: Dr Nirmala Roy,
ABSTRACT:- Nowadays, Influence of Organization citizenship Behavior and its dimension is one of the best
practices of many organizations. Moreover, all organizations around the world they try their best in their
systems to make sure that the employees will increase the performance and achieve organizational objectives.
Organizational citizenship Behavior leads the efficiency and effectiveness in the workplace by knowing the
characters of these behaviors Conscientiousness, Altruism, sportsmanship, civic virtue and courtesy, all of these
create healthy workplace atmosphere by creating relationship between organization and employees.. The
research aims to discover the result of OCB in the performance of the employees in organization.
This study was undertaken with the employees working in different organization. The main focus is
related to the organizational citizenship behaviors and how its dimensions create an impact in the organization.
The sample size for the study is 60 employees and the researcher used the descriptive research. Non-random
sampling method was used and the data was collected through convenience sampling techniques. The primary
data was collected from the respondents through the questionnaire.
The outcomes revealed that OBC leads to increase the efficiency and effectiveness of employees on
motivation in organization.
INTRODUCTION
Employee citizenship behavior a new terminology is mostly practiced by many employees in
organizations, it’s a type of voluntary behavior among employees. Moreover, the perceptions of employee
citizenship behavior are connected with the workforce. Organization citizenship Behavior enhance motivation,
especially in the Organization. The investigators want to benefits from this project by understanding and
knowing how the job satisfaction and motivation are influencing the productivity of the employees. Through
this research, the researchers understand that the job satisfaction and motivation has built the Organization with
stronger citizenship among employees’ behaviors. This will help the employees to understand and encourage the
citizenship behaviors inside the organization, which bring more productivity and innovation in working in
effective ways. Moreover, the researchers will know how to deal with the variety of employees without making
conflict with other employees who have different category of dimensions which altruism, courtesy,
sportsmanship, consciousness and civic virtue. And also the employee citizenship has negative impact on work
or not, thereby it helps researches to find out if there any gap related to different view of author and who this
gap can be analyzes and solved.
There are five important dimensions to Organization citizenship Behavior as Altruism, Courtesy,
Sportsmanship, Conscientiousness and Civic virtue.
2. Influence Of Organization Citizenship Behavior And Its Dimension Of Employees In Organization.
Multidisciplinary Journal www.ajmrd.com Page | 9
Conceptual framework:
Statement of the problem:
Nowadays, most of the organizations face some issues to deal with employee citizenship behavior in
the place or in other practical area. Therefore, the major stander to follow when request to practical job is: the
moral of the employee, the knowledge of the employee, how to behave with one another in the job, the attitude,
and the responsibility to help others. In addition, the employees face difficulty as how to behave others when the
head of company it's not equal to all of the employees and how will it affects the performance of each employee.
This study focus on the possible relationship between the citizenship behavior and employees in the
organization.
Objectives of the study:
To understand the importance of Organization Citizenship Behaviour on employees’ motivation.
To examine the effect of Organization citizenship Behaviour on the employees’ motivation.
To offer suggestions for improving motivation on employees through Organization citizenship Behaviour.
METHODOLOGY
The present study focused on different employees working in different organization. The proposed
sample size is 60 employees the researcher will use the descriptive of exploratory research. Non-random
sampling method was used for collecting the data’s and it was collected through convenience sampling
techniques. The primary data was collected from respondents through questionnaire. Respondents of study will
be employees from different organization. The major advantage of convenience sampling is that it allows data to
be collected in a short duration of time because of its simplicity.
Statistical tools used for the study.
The sampling method of this research is simple random sampling, the investigators distributed the
questionnaire to different department of different organization for collecting accurate information. The
researchers collected the information through interview and questionnaire among 60 sample respondents of
different organization. Various statistical tools like percentage analysis and weighted average methods were
administered for deriving inference.
ANALYSIS
Table 1: Does the Conscientiousness enhance the employees’ motivation inside the organization?
SI No No. of
responses
Cumulative
frequency
Percentage of
respondents
1 Strongly disagree 2 2 3%
2 Disagree 3 5 5%
3 Neutral 12 17 20%
4 Agree 16 33 27%
5 Strongly agree 27 60 45%
Total 60 100%
3. Influence Of Organization Citizenship Behavior And Its Dimension Of Employees In Organization.
Multidisciplinary Journal www.ajmrd.com Page | 10
Interpretation:
From the above table it is inferred that the Conscientiousness enhances the employees’ motivation
inside the organization. 27 out of 60 individuals or 45% of the workers strongly agreed Conscientiousness
enhances the employees’ motivation inside the organization. 27% of the employees remained agree on the
statement, while 2 out of 60 employees stated the Conscientiousness don’t enhances the employees’ motivation
inside the organization.
Table 2: Do you think sportsmanship help organization to create respectful atmosphere inside their
organization?
NO Likert scale No of employees Cumulative
frequency
Percentage
1 Strongly disagree 4 4 6%
2 Disagree 4 8 6%
3 Not sure 10 18 16%
4 Agree 12 30 20%
5 Strongly agree 30 60 50%
Total 60 100%
Interpretation:
The above table predicts, the sportsmanship behavior among the employees from different
departments in the organization. (50%) of employee strongly agree that sportsmanship help
organization to create respectful atmosphere inside their organization. While (20%) of the workers
they are agree on this statement. Moreover, there are (16%) of employee were not sure and for
disagree and strongly disagree the percentage were (6%) answered from employees.
Table 3: Do you think the courtesy is most important that help you to avoid work effect in the
organization?
NO Likert scale No of employees Cumulative
frequency
Percentage
1 Strongly disagree 5 5 7%
2 Disagree 5 10 6%
3 Not sure 5 15 6%
4 Agree 10 25 25%
5 Strongly agree 35 60 56%
Total 60 100%
Interpretation:
The above table depicts that, (56%) of employee strongly agree that courtesy is most important that
help you to avoid work effect in the organization. While (25%) of the workers they are agree on this statement.
Moreover, there are (7%) of employee were strongly disagree and for disagree and not sure the percentage were
(6%) answered from employees.
Table 4: Does volunteering create a good work atmosphere environment in motivating workers toward
performing?
NO Likert scale No of employees Cumulative
frequency
Percentage
1 Strongly disagree 15 15 25%
2 Disagree 2 17 3%
3 Not sure 3 20 5%
4 Agree 20 40 30%
5 Strongly agree 20 60 30%
Total 60 100%
4. Influence Of Organization Citizenship Behavior And Its Dimension Of Employees In Organization.
Multidisciplinary Journal www.ajmrd.com Page | 11
Interpretation:
The above table illustrates (30%) of employees strongly agreed and agree that volunteering create a
good work atmosphere environment in motivating workers toward performing. While (5%) of employees not
sure volunteering create a good work atmosphere environment in motivating workers toward performing.
Moreover, just (3%) of employees were disagree that volunteering create a good work atmosphere environment
in motivating workers toward performing.
Table 5: Factors to improve employee’s citizenship behavior into organization?
SI No Factors No. of
responses
Cumulative
frequency
Percentage of
respondents
1 Work together 12 12 20%
2 Employee commitment 9 21 15%
3 Proactive behaviour 14 35 23%
4 Build good relation to
get more knowledge
8 43 13%
5 communication 17 60 29%
Total 60 100%
Interpretation:
From the above table, it is understood that communication is an important factor for improving
organizational citizenship behaviour followed by proactive behaviour, working together, employees
commitment towards work and to build good relaionship to get more knowledge.
Table 6: Which of these factor will lead high level of performing job due to have employees citizenship
beaviour?
SI No Factors No. of responses Cumulative
121frequency
Percentage of
respondents
1 Increase gross
salary
11 11 18.4%
2 Reward system 11 22 41.7%
3 Responsibilities 7 29 11.7%
4 Recognition 6 35 10%
5 Supervisory 25 60 18.7%
Total 60 100%
Interpretation:
From the above table it is infered that reward system is an important factor for the high performance.
Moreover, few employees think that recogantion factor is the least for high level of performing job due to have
employees citizenship behaviour. On the other hand the supurvisory and salary also a factor will lead high level
of performing job due to have employees citizenship behaviour.
Table 7: Which of these factors will lead high level of performing job due to have Employees Citizenship
Behaviour?
Interpretation:
S NO Factors 5 4 3 2 1 Total Weighted
Rank
1 Altruism 3 2 1 2 1 9 V
2 Courtesy 4 1 1 2 3 11 III
3 Sportsmanship 1 6 3 2 2 14 II
4 Conscientiousness 1 2 1 1 1 6 IV
5 Civic Virtue 6 1 4 6 3 20 I
5. Influence Of Organization Citizenship Behavior And Its Dimension Of Employees In Organization.
Multidisciplinary Journal www.ajmrd.com Page | 12
The table illustrates highest Weighted Rank of employees were ranked Civic Virtue who will lead high
level of performing job due to have employees citizenship behavior. While the second Weighted Rank of
employees were ranked Sportsmanship will lead high level of performing job due to have employee’s
citizenship behavior. In addition, the middle Weighted Rank of employees were ranked Courtesy will lead high
level of performing job due to have employees citizenship behavior. Moreover, few employees were ranked
Altruism will lead high level of performing job due to have employees citizenship behavior which is forth
Weighted Rank. On the other hand, the last Weighted Rank of employees were ranked Conscientiousness will
lead high level of performing job due to have employees citizenship behavior.
Table 8: Which important factors improve Employees Citizenship Behavior that Motivate Employees?
Interpretation:
The above table shows that highest Weighted Rank of employees were ranked Job security who
improve employees citizenship behaviour that motivate employees. While the second Weighted Rank of
employees were ranked Good working condition who improve employees citizenship behaviour that motivate
employees. Moreover, the third Weighted Rank of employees were ranked Career advancement opportunities
who improve employees citizenship behaviour that motivate employees. On the other hand, few employees were
ranked Positive atmosphere relationship who improve employees citizenship behaviour that motivate employees
whtch is Forth Weighted Rank and last Weighted Rank of employees were ranked Loyalty from management
who improve employees citizenship behaviour that motivate employees.
Table 9: Which factor will motivate the employees for better performance?
Interpretation:
The overhead table displays the dissimilar Weighted Rank opinions in employee’s factors will inspire
them for best performance. In first Weighted Rank or employees were ranked Personal growth tractors will
stimulate them for best performance? However, in the second Weighted Rank of employees were ranked
Responsibility factor will inspire them for best performance. Some employees believe the Job security factor is
best ranked will inspire them for best performance which is third Weighted Rank. Moreover, the forth Weighted
Rank of employees were ranked organization climate factor will inspire them for best performance. Finally, few
employees were ranked Reward system factor will inspire them for good performance which is last Weighted
Rank.
Thus the findings portrays the consequences of the exploration that was directed in a different
employees working in different organizations with the assistance of meeting with the HR director, while the
organizations representatives were exposed to a poll, in regards to the strategies utilized for their of Employee's
citizenship conduct, the connection between the of Employee's citizenship conduct and their presentation.
S NO Factors 5 4 3 2 1 Total Weighted
Rank
1 Job security 7 3 6 1 3 20 I
2 Good working condition 2 1 3 5 2 13 II
3 Loyalty from
management
2 1 1 2 1 7 IV
4 Career advancement
opportunities
4 2 3 1 1 11 III
5 Positive atmosphere
relationship
2 1 2 1 3 9 V
SI NO Factors 5 4 3 2 1 Total Weighted
Rank
1 Job security 2 3 1 2 2 10 III
2 Reward system 3 1 1 1 1 7 VI
3 Responsibility 7 1 3 4 1 16 II
4 Organization
climate
1 2 2 1 2 8 V
5 Personal growth 4 3 5 5 2 19 I
6. Influence Of Organization Citizenship Behavior And Its Dimension Of Employees In Organization.
Multidisciplinary Journal www.ajmrd.com Page | 13
SUGGESTIONS
This study provides a positive link between organizational citizenship behavior with employees at
organization, so we recommend paying attention to this link between them and more exploring new things for
creating a dimensional design program in employee organizational citizenship behavior and benefiting them all.
The managers should evaluate their employees in organization equally without discrimination by organizational
citizenship behavior that make fair treatment.
Organizational citizenship behavior should sometimes offer performance appraisal for workers in
organization by feedback around their responsibilities attained to make sure all workers know their statement
and commands particular to them.
Organizational citizenship behavior obligation ineffectively achieves in the work, because it has a
through influence on worker performance.
The organization should follow some rules and regulations for employee’s citizenship behavior into
workplace to increase the reputation of organization through someone who come from outside country to work
in the organization.
The management should focus provide different workshop for employees in organization so that help
the growth income of the organization.
Jobholders should develop all dimensions related to OCB in order for facilitate work for employees and
motivation them for working hard.
The management should got result in the end of year for each citizen employees to know if this
employee if need to more training.
CONCLUSION
In conclusion the researchers get useful and significant information from different employees working
in different organization. For this statement, the researchers understand the influence of employees’ citizenship
behavior in workplace has positive impact on employee’s performance which can be led to more creativity and
innovation due to the differences which to grate the mix of knowledge and experience. Regarding to our finding,
the potential role of job satisfaction and OCB care to lead of justice of job performance. Furthermore, we also
found that different employees working in different organization context, its realized that organization has
perception of justice, job satisfaction, and OCB are positively related to employee performance. We additionally
found that OCB goes about as a noteworthy indicator of occupation execution. These finding are in arrangement
with past investigations. High employment fulfillment and OCB have additionally been shown to be related with
person's presentation. The management should pay more attention to indicators from OCB such as giving
opportunity to employees to help each other employment opportunities, give employees the opportunity to do
extra workplace activities, avoid conflicts among employees, protect organizational property, organizational
rules, with providing challenging work types, maintaining good relationships among employees, and engaging
in good social relationships in the workplace.
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