The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
This study was conducted in order to evaluate the impact of different factors on workforce at the
industrial parks in Hai Duong Province. The research datawas collected primarily by interviewing production
workers and managers working at different companies at the industrial parks in Hai Duong Province In this
study, the author uses the method of Structure Equation Modeling to analyze the impact of the factors on
workforce development at the industrial parks in Hai Duong Province.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
This study was conducted in order to evaluate the impact of different factors on workforce at the
industrial parks in Hai Duong Province. The research datawas collected primarily by interviewing production
workers and managers working at different companies at the industrial parks in Hai Duong Province In this
study, the author uses the method of Structure Equation Modeling to analyze the impact of the factors on
workforce development at the industrial parks in Hai Duong Province.
The Factors Influencing to Job Satisfaction with Work Motivation as Moderatorinventionjournals
In order to get achieve job quality is aimed and optimally. major component to achieve the goal is employees as HRM in institutional that continue level toward any program. This research aims to examine, analyze to investigate, the condition and influence work design, training and development, empowerment to motivation and a partial simultaneous. also the influence of the job design, training and development, employee’s empowerment, and working motivation as partial and simultaneous to job satisfaction in Municipality Government Ternate. While testing and analysis of data was done using Structural Equation Model (SEM. Output of study proved the existence of the influence of job design, training and development, empowerment both in the partial and simultaneously. The contribution of R2 = 0.57, it most significant influence of empowerment and motivation of two other variables. While job design, training and development, empowerment, to get synergic with work motivation proved both partial and simultaneously it has positive effects and significant on the job satisfaction by contribution total influence direct and indirect R2 = 0.79 among the fourth variables that influence the achievement of the having valuedominant are motivation
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
The Influence of Job Satisfaction towards Employee Performance on the Anteced...IOSRJBM
This study aims to describe the competence, OCB, job satisfaction and employee performance, analyze the effect of competence and OCB towards employee satisfaction, analyze the effect of competence and OCB towards employee performance, analyze the influence of job satisfaction towards employee performance, competence and OCB , analyze the influence of performance towards employee satisfaction. Type of research was including explanatory research with no design quantitative approach. The population of this study is all employees of the National Trafic management Center (NTMC) of National Police Traffic Corps (Korlantas) of Indonesian National Police (Polri) consisted of police officers and civil servants as many as 135 people. The analysis technique used was descriptive analysis and Analysis of Structural Equation Modeling. The results of the analysis show that the Competence and OCB affected on job satisfaction. Competence and OCB have influence over the employee performance. Job satisfaction has influence over the employee performance and it also mediates the influence of competence and OCB towards employee performance.
Impact of Training and Development, training design and on the job training ...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.
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
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
Investigating the main factors that influence employee retention at private u...AI Publications
This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The Factors Influencing to Job Satisfaction with Work Motivation as Moderatorinventionjournals
In order to get achieve job quality is aimed and optimally. major component to achieve the goal is employees as HRM in institutional that continue level toward any program. This research aims to examine, analyze to investigate, the condition and influence work design, training and development, empowerment to motivation and a partial simultaneous. also the influence of the job design, training and development, employee’s empowerment, and working motivation as partial and simultaneous to job satisfaction in Municipality Government Ternate. While testing and analysis of data was done using Structural Equation Model (SEM. Output of study proved the existence of the influence of job design, training and development, empowerment both in the partial and simultaneously. The contribution of R2 = 0.57, it most significant influence of empowerment and motivation of two other variables. While job design, training and development, empowerment, to get synergic with work motivation proved both partial and simultaneously it has positive effects and significant on the job satisfaction by contribution total influence direct and indirect R2 = 0.79 among the fourth variables that influence the achievement of the having valuedominant are motivation
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
The Influence of Job Satisfaction towards Employee Performance on the Anteced...IOSRJBM
This study aims to describe the competence, OCB, job satisfaction and employee performance, analyze the effect of competence and OCB towards employee satisfaction, analyze the effect of competence and OCB towards employee performance, analyze the influence of job satisfaction towards employee performance, competence and OCB , analyze the influence of performance towards employee satisfaction. Type of research was including explanatory research with no design quantitative approach. The population of this study is all employees of the National Trafic management Center (NTMC) of National Police Traffic Corps (Korlantas) of Indonesian National Police (Polri) consisted of police officers and civil servants as many as 135 people. The analysis technique used was descriptive analysis and Analysis of Structural Equation Modeling. The results of the analysis show that the Competence and OCB affected on job satisfaction. Competence and OCB have influence over the employee performance. Job satisfaction has influence over the employee performance and it also mediates the influence of competence and OCB towards employee performance.
Impact of Training and Development, training design and on the job training ...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.
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
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
Investigating the main factors that influence employee retention at private u...AI Publications
This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
The linkage between strategic human resource management, innovation and firm ...IOSR Journals
Innovation is regarded as the driving force of rapid changes in the modern world and one of the key success factors in the competitive market. Firms have to innovate, to survive in the market. The disruptive wave of innovation every year makes so many businesses disappear from the market. On the other hand, successful implementation of innovation programs can guarantee profitability and an acceptable overall performance for any firm. In addition, strategic planning for human resources plays a key role in innovation practices and helps firms achieve their long-term objectives. This paper intends to assess a linkage between strategic human resource management, innovation, and overall performance within a firm. In order to examine such a linkage, an online survey was applied and data were collected from 54 managers of product development projects in Malaysian manufacturing companies. Analysis of the collected data using correlation analysis techniques proved that there is a strong correlation between the three mentioned concepts.
Dr. Salvatore Falletta presented on Employee Engagement: Models, Methods & Madness to the SBODN community on Monday, September 12th 2011 at Citrix, a corporate sponsor to SBODN. Enjoy!
- SBODN Directors Jeff Richardson & Cherie Del Carlo
Effect of Knowledge Management on Employee Retention in IT industry: Regressi...AkashSharma618775
Knowledge management (KM) is a tool that includes humans, processes and technology for managing
information and knowledge resources in an organization in order to keep in pace with the industrial
advancements. Knowledge management plays a key role in helping employees in performing their day to day
duties effectively. In addition to this it also has impact on certain lon term associations of employees with their
organization in terms of their survival and development there, which would have a major impact on Employee
Retention in the organizations. Thus studying the effect of Knowledge management on retention of employees in
organizations is very important in analyzing both the individual and organizational development, which would
have significant impact on the better development of the society.
Motivating Employees Creativity through Suggestion System – An Empirical StudyIOSRJBM
Employees are treated as assets in the organization. In a competitive business environment, one of the key elements of an organization success is their employees’ intellectual capability to improve the organizational performance by way of reducing cost, new product development, generate new ideas related to product, process and other areas of management. The employees are find novel ideas and proposed these ideas to management through suggestion system. Suggestion system is technique which is motivating the employees to participate in decision making process and improve the organization performance.The primary data was collected through structure questionnaire based on convenience sampling method. This research paper focus on employee creativity and its impact on suggestion system and the aims of this article are to find an answer for two questions: 1. what are the factors motivating employee creativity? and 2. What is the impact of creativity on employee suggestion system? Finally this article conclude that both organizational factors and individual factors influencing creativity and there is a positive relationship between employee creativity and suggestion system.
Organization development and change are professional fields of social action and the areas of scientific enquiry. The practices of organization development and change covers a wide range of activities and functions. Various areas that illustrate organization development and change Management are, working in co-ordination and integration with the other individuals, such as, employees, colleagues, supervisors, leaders, managers and directors, bringing about structural changes and processes that may influence the job satisfaction of the individuals. The study of organization development and change Management have reports a broad range of areas that have been taken into account in this research paper. The main purpose of researching upon these areas is to find out how effectiveness can be brought about in the implementation of functions within the organization. Bringing about innovative changes and transformations and implementation of tasks and functions towards the development of the organization are the main objectives of the personnel.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
Prevalence of SHRM Practices in Operational NGOs in Keralapaperpublications3
Abstract: Strategic Human Resource Management has become the buzz world today owing to its potential to bring forth result oriented management of the vital resources of an organization; the Human Resources. There has been many attempts to relate or rather prove the impact of SHRM practices upon the performance of various industries and this research paper is drafted depending on a study conducted on SHRM in operational NGOs in Kerala. Through this paper, an attempt is made to probe the way SHRM practices are being implemented in the NGOs by way of effective Talent Management. The analysis revealed a strong prevalence of SHRM practices especially with regard to Talent Management in the NGOs under study.
Talent Retention and Employees’ Resilience of Telecommunication Companies in ...Premier Publishers
This study investigated the relationship between talent retention and employee resilience of telecommunication companies in Rivers State, Nigeria. Talent retention was conceptualized the independent variable while interpersonal competence, adaptability, and pro-activeness were used as measures of the dependent variable. The study adopted the cross-sectional survey in its investigation of the variables. The primary source of data was generated through a self- administered questionnaire. A sample of one hundred and nine (109) respondents were drawn from a population of one hundred and thirty-four (134) respondents, using the Taro Yamane’s formula for sample size determination. The research instrument was validated through the supervisor’s vetting and approval while the reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. Data generated were analyzed and presented using both descriptive and inferential statistical techniques. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics. The tests were carried out at a 95% confidence interval and a 0.05 level of significance. Empirical findings revealed that talent retention positively and significantly influences employee resilience of telecommunication companies in Rivers State, Nigeria. The result of the findings further revealed that talent retention of telecommunication companies in Rivers State, Nigeria gave rise to interpersonal competence, adaptability, and pro-activeness. The study recommends that management of telecommunication companies should do their best to retain employees who have been a positive impact on the companies and use it to motivate other employees working within the designated department in the company.
The Role of Employee Motivation to Knowledge Integration Mechanism: Service O...ijtsrd
The general trend in the business world is to gain a competitive advantage through the use of innovation. Innovation can be gain through new products, services or entering into new markets. In the Present context involving employees has proven that organizations gain significant success. As they have hand on experience and knowledge in product development and customer information have the capability of developing and delivering innovative products or services. However, mismanagement of information may reduce productivity and impede the innovation capability in service organizations. implementation of a knowledge integration mechanism helps the organization to soft the relevant information gained through employee involvement. There is a significant number of researches in relation to employee involvement and employee motivation. But there is a considerable lack of scholarly research in relation to service innovation capability and knowledge integration mechanism and impact of employee motivation to the above mentioned criteria. Service organizations in the hotel, financial, telecommunication, and Software were part of the research and data was collected from a hundred and fifty three respondents. Data collected through validated self administered questionnaires and analyzed Smart PLS testing the hypothetical relationships. The results indicated that a higher level of motivation will generate a high level of knowledge that will enhance the capability of the organization. D M T P Dassanayake "The Role of Employee Motivation to Knowledge Integration Mechanism: Service Organizations in Sri Lanka" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29451.pdfPaper URL: https://www.ijtsrd.com/management/management-development/29451/the-role-of-employee-motivation-to-knowledge-integration-mechanism-service-organizations-in-sri-lanka/d-m-t-p-dassanayake
A study on worker participation in management and its impacts on employees productivity with special reference to Micromatic Grinding Technologies Ltd, Dobaspet
Assignment WK 8 Advocating for the Nursing Role in Program Design .docxjesuslightbody
Assignment WK 8 Advocating for the Nursing Role in Program Design and Implementation
As their names imply, the honeyguide bird and the honey badger both share an affinity for honey. Honeyguide birds specialize in finding beehives but struggle to access the honey within. Honey badgers are well-equipped to raid beehives but cannot always find them. However, these two honey-loving species have learned to collaborate on an effective means to meet their objectives. The honeyguide bird guides honey badgers to newly discovered hives. Once the honey badger has ransacked the hive, the honey guide bird safely enters to enjoy the leftover honey.
Much like honeyguide birds and honey badgers, nurses and health professionals from other specialty areas can—and should—collaborate to design effective programs. Nurses bring specialties to the table that make them natural partners to professionals with different specialties. When nurses take the requisite leadership in becoming involved throughout the healthcare system, these partnerships can better design and deliver highly effective programs that meet objectives.
In this Assignment, you will practice this type of leadership by advocating for a healthcare program. Equally as important, you will advocate for a collaborative role of the nurse in the design and implementation of this program. To do this, assume you are preparing to be interviewed by a professional organization/publication regarding your thoughts on the role of the nurse in the design and implementation of new healthcare programs.
To Prepare:
· Review the Resources and reflect on your thinking regarding the role of the nurse in the design and implementation of new healthcare programs.
· Select a healthcare program within your practice and consider the design and implementation of this program.
· Reflect on advocacy efforts and the role of the nurse in relation to healthcare program design and implementation.
The Assignment: (2–4 pages)
In a 2- to 4-page paper, create an interview transcript of your responses to the following interview questions:
·
Tell us about a healthcare program, within your practice. What are the costs and projected outcomes of this program?
·
Who is your target population?
·
What is the role of the nurse in providing input for the design of this healthcare program? Can you provide examples?
·
What is your role as an advocate for your target population for this healthcare program? Do you have input into design decisions? How else do you impact design?
·
What is the role of the nurse in healthcare program implementation? How does this role vary between design and implementation of healthcare programs? Can you provide examples?
·
Who are the members of a healthcare team that you believe are most needed to implement a program? Can you explain why?
Milstead, J. A., & Short, N. M. (2019).
Health policy and politics: A nurse's guide (6th ed..
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
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Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
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- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
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We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
AI for Every Business: Unlocking Your Product's Universal Potential by VP of ...
The International Journal of Engineering and Science (The IJES)
1. The International Journal Of Engineering And Science (IJES)
|| Volume || 2 || Issue || 11 || Pages || 43-51 || 2013 ||
ISSN (e): 2319 – 1813 ISSN (p): 2319 – 1805
Suggestion Scheme and Workers Commitment in Nigerian
Banking Industry
1
1
Seth Accra Jaja, 2Tarela Okpu
Rivers State University of Science and Technology, Nigeria
2
Niger Delta University Nigeria
---------------------------------------------------------------ABSTRACT-------------------------------------------------------This study examined the effect of Suggestion Scheme - a form of Employee Voice and Workers Commitment.
Using Cross Sectional Survey design, a sample size of 357 workers from the banks in the South-South zone of
Nigeria was used as respondents. We found that suggestion scheme had a significant positive effect on
employees’ continuance and normative commitment but no significant effect on employee’s affective
commitment. This result suggests that when organizations utilize suggestion scheme as a form of employee
voice, workers will be morally obliged to remain with the organization and will stay because they would not
want to lose their investment.
Keywords: suggestion scheme, affective commitment, continuance commitment, normative commitment, employee voice.
--------------------------------------------------------------------------------------------------------------------------------------Date of Submission: 30 October 2013
Date of Acceptance: 05 December 2013
---------------------------------------------------------------------------------------------------------------------------------------
I.
INTRODUCTION
Management practitioners believe that to achieve the goals of their organizations, they need to harness
the commitment of workers. A committed and loyal employee will enable organizations maintain a competitive
edge in their industry (Ardrey et al 2001; Salami 2008; Dordevic 2004; Ahiauzu and Asawo 2012; Gbadamosi
2003; Muthuveloo and Rose 2005). Owing to this contention, several researchers have highlighted the
importance of workers commitment in organizations. Dixit and Bhati (2012) believe that employees who are
committed to their organization will bring about sustained productivity. Salami (2008:31) posits that
“Organizations need committed workers in order to face the worldwide economic competition”. Gbadamosi
(2003) argued that workers commitment enhances performance which leads to organizational effectiveness. The
importance attached to organizational commitment has made several researchers examine the effect of
organizational factors on commitment such as performance (Zabid et al 2003; Oladejo et al 2011), Monetary
rewards (Omolayo and Owolabi 2007), Effectiveness (Angle and Perry 1981), psychological and demographic
factors (Salami 2008), structure (Ardrey et al 2001), withdrawal intentions (Carmeli and Gefen 2005), work
family role (Akintayo 2010), human resources management practice (Gbadamosi 2003), communication climate
and job satisfaction (Trombetta and Rogers 1988).
While there is a proliferation of literature on commitment and other constructs, there has been little
research which examined the effect of Suggestion Scheme as a form of employee voice on workers
commitment. Lloyds (1996) believe that if employees do not have voice by means of a suggestion scheme, they
may engage in behaviours that would be obstructive or even destructive to the organization. Buech et al (2010)
also reiterated the importance of suggestion schemes in ensuring that organizations benefit from employees
innovativeness. In the same vein Nicol (2002) argues that a good suggestion scheme makes employees believe
that management cares for them and listens to them. This builds trust for the system. Research (Farndale et al
2011; Martin 2008) shows that when employees trust management, their commitment will improve. Therefore
this piece of work is carried out to investigate the effect of suggestion scheme on workers commitment in the
Nigerian Banking Industry. There is paucity of research in this area. To fill this gap, we examined the theory of
Suggestion Scheme, Workers Commitment and the implied relationship between suggestion scheme and
worker’s commitment.
II.
LITERATURE SURVEY
Suggestion Scheme
Milner et al (1995:4) defined suggestion scheme a “formalized mechanism which encourages employees to
contribute constructive ideas for improving the organization in which they work”. Implemented ideas can be rewarded by a
monetary award or some other form of recognition – usually proportionate to the benefits generated.
“Employee suggestion schemes are a way to capture employee’s ideas on areas that are often not within their control” (ILO
2010:1).
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2. Suggestion Scheme And Workers Commitment In Nigerian Banking Industry
Suggestion schemes are the oldest form of employee voice and are very useful for any organisation that
wishes to introduce change in its culture, structure or technology (Lloyd 1996). Suggestion scheme as a form of
employee voice produces good ideas for improvement, increases employee commitment to the implementation
of such ideas, elevates cooperation, enhances workers sense of power and dignity, improves loyalty and
identification with the organisation, educates employees in goal setting and helps to identify leaders (Carnevale
and Sharp 1993).
Suggestion schemes are a valuable means for employees to participate in improving the efficiency of
an organization. This is because they help to reduce the feelings of frustration workers have when they believe
there are no recognized channels of communication for them to air their ideas/views. Suggestion boxes are
usually provided with forms given for entering a suggestion (Armstrong 2003).
A suggestion scheme involves employees writing their suggestion on a piece of paper and placing it in a box that is
easily accessible. The manager in charge publicly empties the suggestion box on a regularly scheduled basis and reads the
suggestion. A committee then decides which suggestions to implement and responds to suggestions (ILO Report 2010).
According to Milner et al (1995) when organisations are establishing a scheme, a likely starting- point for them is
to ensure that suggestion scheme aligns with the organization’s mission, objectives and values. It must also be viewed as
being a key human resource initiative and as such should seek to integrate with the goals of recruitment, training and
appraisal of staff at all levels. Senior management should demonstrate their faith in the scheme, promote and support it and
encourage all managers to view it as a positive force for continuous improvement.
Suggestion schemes help organisations to become more innovative and help them reduce cost (Carnevale and
Sharp, 1993; Buech et al 2010).
The following factors have been identified by Milner et al (1995) as being necessary to successfully implementing a
suggestion scheme in an organisation:
1. It is important for senior and middle management to be totally committed to the scheme. A member of the senior
team of staff should be clearly identified as the overall ideas champion of the service.
2. All employees should be encouraged to participate in the scheme. Everyone in the organisation will be eligible and
this should be made clear in recruitment materials, job descriptions and in publicity material for the scheme.
3. Careful consideration should be given to the evaluation strategy. Those who are given responsibility for
evaluating suggestions must be fully committed to the success of the scheme.
4. The suggestion scheme must be supported by effective administrative backup with sound procedural systems to
ensure that suggestions are processed within published timescales.
5. An adequate budget must be provided to fund awards, other forms of recognition, the purchase of equipment and
promotion and publicity of the scheme.
6. Every opportunity must be taken to promote the scheme throughout the organization. There is little point in
launching a scheme if nobody knows that it exists. It must be publicized at regular intervals throughout the year, in
order to ensure that everyone is aware of its existence.
7. The success of a suggestion scheme can be measured by the number of suggestions that are actually implemented.
Implementation is important because implemented ideas demonstrate the continuing success of the scheme and
implemented ideas provide the suggestor/(s) with personal satisfaction at seeing their idea in operation – having
the knowledge that they have made a difference.
8. It is important that everyone in the organization is aware of the benefits gained from implemented suggestions, so
that they too may be encouraged to think about ways in which they can contribute.
Lloyd (1996) was able to demonstrate through his research of British Gas how the use of suggestion schemes can
encourage employees not only to think more creatively, but also to share their ideas for the benefit of the organisation. This
will make them more committed and motivated, especially if they receive the appropriate reward and recognition for their
ideas, and see them implemented and actually improving the organization.
Research carried out by Income Data Services (1991) reports that the greatest obstacle to implementing a
suggestion scheme in organisations is the fear by middle managers that such schemes will undermine their importance in the
organisation. An ill-conceived and undefined suggestion scheme can turn employees off and generate ill-will, cynicism and
misunderstanding in the organisation (ILO 2010). Carvenale and Sharp (1993) also reports that suggestion schemes can
backfire on the organisation if they become overtly bureaucratic. This can be as a result of unclear ground rules, complex
and excessive paperwork, lengthy processing time, inexperienced or overburdened evaluators, rejections without clear and
sufficient reasons, long delays in implementing approved ideas or in delivering rewards, insufficient communication with
suggesters, and processing proposals through layer after layer of the hierarchy, can lead to disillusioned and demoralized
participants.
With these views in mind, we therefore examined how the use of suggestion schemes in organizations influences
workers’ commitment by first reviewing the literature on commitment and the relationship between suggestion schemes and
worker’s commitment.
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3. Suggestion Scheme And Workers Commitment In Nigerian Banking Industry
III.
WORKERS COMMITMENT
Workers Commitment is a multidimensional construct (Meyer et al 2002), hence there are several definitions
explaining this concept. Porter et al. (1974:604) defined commitment as “a strong belief in and acceptance of the
organization’s goals, a willingness to exert considerable effort on behalf of the organization, and a definite desire to maintain
organizational membership”. Wiener and Vardi (1980:90) describe organisational commitment as “behavioural intention or
reaction, determined by the individual's perception of the normative pressure”. O’Reilly (1989:17) sees it as “an individual's
psychological bond to the organisation, including a sense of job involvement, loyalty and belief in the values of the
organisation”. Mowday, et al (1982:26) define commitment as “the relative strength of an individual’s identification with
and involvement in a particular organisation characterized by strong acceptance or a belief in an organisation’s goals and
values; willingness to exert effort on behalf of the organisation; and a strong desire to maintain membership of the
organisation.” Meyer and Herscovitch (2001:301) sees commitment as “a force that binds an individual to a course of action
of relevance to one or more targets” From these definitions, organizational commitment is conceptualized as a psychological
construct, an inner feeling in the worker that propels him/her to act in a certain way that will enable organizations realize
their goals. This view strongly mirrors Allen and Meyer’s (1990) definition of worker’s commitment as “a psychological
state that characterizes the employees’ relationship with the organization which has implications for the decision to continue
or discontinue membership in the organization.”
Allen and Meyer (1990) developed the Three Component Model of measuring worker’s commitment to their
organization which has its critics (Swailes 2000; Jaros, 2007; Solinger et al 2008). Irrespective of the criticisms levied
against Allen and Meyer’s Three Component Model of Commitment is still the most influential current model of measuring
workers commitment to their organization. This is because several studies (Kazari and Emami 2012; Meyer and Allen 1991;
Herscovitch and Meyer, 2002; Ko, et al, 1997; Speechley, Noh, and Beggs, 1993; Gross and Fullager, 1996) have been
conducted to test the applicability of the three-component model of organisational commitment. These studies provide strong
evidence for the generalizability of Meyer and Allen’s (1991, 1997) model of commitment.
Meyer and Allen (1991) assert that the three components used in measuring organizational commitment are:
affective, continuance and normative commitment.
Affective Commitment is concerned with the individual’s emotional attachment and identification with the organisation.
Employees with affective commitment stay with the organisation because they want to. Affective commitment shows the
emotional bond and identification the employee has with the organization. This is portrayed by feelings of devotion,
belongingness, and stability (Meyer et al., 2003). There has been strong support in other researches for affective
commitment, (Meyer et al 2002; Malhotra and Mukherjee 2004) showing how it leads to better performance of employees
Continuance Commitment is more calculative. Employees with continuance commitment are aware of the cost associated
with leaving the organisation and they stay with the organisation because they need to for material benefits. Allen and Meyer
(1990) proposed that the continuance component of organizational commitment develops on the basis of two factors: the
magnitude and/or number of investments (or side-bets) individuals make and a perceived lack of alternatives. When
employees believe they have fewer employment alternatives, their continuance commitment to their current employer will be
stronger. This side-bets or economic exchange (Meyer and Allen 1997; Taing et al 2011) and lack of employment
opportunities show different forms of continuance commitment.
Normative Commitment has to do with feelings of obligations employees have to continue with the organisation. Meyer
and Allen (1990) stressed that employees whose parents have been long-term employees of an organization would have a
strong normative commitment. This may result if the parents had stressed the importance of being loyal to their organization.
Jha (2011) believes normative commitment is influenced by cultures that stress the importance of loyalty and devotion to
institutions such as family, marriage, country, religion and employment organizations.
Meyer and Allen (1991) suggest that employees can experience all three forms of commitment to varying degrees
and the strength of each is influenced by different factors. Affective commitment is influence by the extent to which
employee’s needs and expectations about the organisations are matched by their actual experience. Continuance commitment
comprises of personal sacrifice associated with leaving and limited opportunities for other employment. While normative
commitment is influenced by societal norms and culture. Martin (2008:601) reports that “affective commitment positively
influences normative commitment and continuance commitment is determined by normative commitment and affective
commitment.” Research (Taing et al 2011) has demonstrated that employees that perceive loss of economic benefit by
leaving the organization were more committed than those that felt they had fewer employment alternatives. Meyer et al
(2002) found that strong affective commitment influences employees’ job satisfaction, perceived organizational support,
organizational justice, and transformational leadership. Also affective and normative commitments are strongly correlated. In
line with these Meyer et al (2012) report that organizations will benefit if their workforce have a strong Affective and
Normative Commitment because this combination is more superior to having employees with a strong Affective
commitment alone. They also report that a strong continuance commitment is also good, so long as it is supported by a
strong affective and normative. All three forms of commitment binds an individual to the organization and reduces the
likelihood of leaving (Meyer et al 2012)
In this study, we have identified suggestion scheme as an emerging research area of interest. We
therefore examined the hypothesized relationships between suggestion scheme as a form of employee voice and
the measures of workers commitment.
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4. Suggestion Scheme And Workers Commitment In Nigerian Banking Industry
IV.
SUGGESTION SCHEME AND WORKERS COMMITMENT
Landau (2009) posit that employees will be more committed if their suggestions facilitate improvement or change
in the organisation. Similarly Lloyd (1996) believe that when organisations encourage employees to think more creatively
and share their ideas for the benefit of the firm by the use of employee suggestion scheme, it will make employees more
committed and involved in the organisation. Martin (2008) is of the view that commitment is determined mainly by the
interaction between management and employees.
Therefore when management encourages employees to participate in organisation processes and changes through
the use of suggestion schemes, it will increase employee commitment to the organisation.
From the foregoing, we proposed the following hypotheses:
Ho1: there is no significant relationship between suggestion schemes and employees’ affective commitment.
Ho2: there is no significant relationship between suggestion schemes and employees’ continuance commitment
Ho3: there is no significant relationship between suggestion schemes and employees’ normative commitment
V.
METHODS
This study collected data from members of the banking industry in the South-South zone of Nigeria using cross
sectional survey design. The population for this study included all senior and junior employees in the listed banks in the
Nigeria Stock Exchange. We used the employees in the bank’s headquarters in the six state capitals as our accessible
population. The population figure was sourced from the bank’s nominal role. A total of five thousand employees made up
the total population. The sample size for this study was determined using Krejcie and Morgan’s (1970) table on sample size
determination. Our sample size was three hundred and fifty-seven employees. However when we distributed our
questionnaire, the completed and usable copies for the analysis was 315, representing 88.24% of respondents who genuinely
participated in our study. The instrument used for data collection was the questionnaire and in-depth interview. The
questionnaire was divided into two sections. Section A comprised of demographic information such as age, gender, length of
stay in the organization and educational qualifications. Section B elicited respondent’s views concerning the study variables.
The questionnaire adopted the 5-point Likert Scale rating, where respondents were asked how strongly they agree or disagree
with a statement or series of statement. The scale used for measuring Suggestion Scheme was adapted from the work of
Nicol (2002). Workers Commitment was measured using Allen and Meyer’s (1990) Organizational Commitment
Questionnaire (OCQ) which we adapted for our study. The OCQ measured affective commitment, continuance commitment
and normative commitment. Affective commitment had nine items, while continuance and normative commitment had eight
items each. The variables that were employed for this study were sourced from existing literature and had been pre-tested
and validated in previous studies (Allen and Meyer, 1990; Meyer and Allen 1991; Herscovitch and Meyer, 2002; Pittorino
2008; Nicol 2002). Therefore the variables had construct validity. Cronbach Alpha was used to test for reliability in our
study. Cronbach alpha is commonly used in research to test internal reliability. According to researchers (Bryman and Bell
2003; Nunally and Berstein 1994; and Sekaran 2003) an alpha coefficient of 0.80 is generally accepted as a good level of
internal reliability of the instrument, though an alpha level of 0.7 is also considered to be efficient. For test of reliability the
following Cronbach Alpha Coefficients were obtained for our scales: Suggestion Scheme (0.731), Affective Commitment
(0.771), Continuance Commitment (0.724), and Normative Commitment (0.708). Hence all our variables had internal
reliability.
Frequencies and percentages were used to classify our demographic data. Our variables were subjected to
univariate and bivariate analysis. Inferential statistics using Spearman Rank Order Correlation Coefficient was used to
establish the association between Suggestion Scheme and Worker’s Commitment.
VI.
RESULTS AND DISCUSSION
The results from our demographic data indicated that majority of the workers had been working for the
bank between 1-3years which represents 47.94% of respondents, 24.8% of workers had been working between
4-5years, while employees who had worked between 4-8years represented 3.2% of respondents and those with
over 8years represented 7.6% of respondents. Males working in the banking industry were 168 representing
53.3% of respondents, while females made up the remaining 46.7% and were 147 in number. 47.3% of
respondents were between the ages of 20-29, 45.7% were between the ages of 30-39, 6.7% were between the
ages of 40-49 and only one person was 50 and older. Respondents with Bachelor’s degree were 157 in number
representing 49.8%, Diploma/Certificate 85 (27%), Post Graduate Degree 66 (21%) and West African
Examination Certificate or its equivalent were 7 in number representing 2.2% of respondents. This indicates that
most workers were highly educated in the banking industry in Nigeria.
Using univariate analysis, we obtained the following mean scores (x) for our variables.
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6. Suggestion Scheme And Workers Commitment In Nigerian Banking Industry
Table 5: Descriptive statistics of variables
N
Mean
Std. Deviation
Skewness
Statistic
Statistic
Statistic
Statistic
Std. Error
SSC
315
1.9718
.84234
2.217
.137
ACS
315
1.9975
.64236
.364
.137
CCS
315
2.1425
.75092
.028
.137
NCS
315
2.0405
.74410
.591
.137
ValidN (listwise)
315
Source: SPSS COMPUTATION
The overall mean score (x) for Suggestion Scheme (SSC) = 1.97, Affective Commitment (ACS) =1.99,
Continuance Commitment (CCS) =2.14, and Normative Commitment (NCS)=2.04.
For the bivariate analysis the Spearman Rank Order Correlation Coefficient is calculated using SPSS to establish
the association between Suggestion Scheme and Workers Commitment. To test the hypotheses, the following guidelines
were used to accept or reject the null hypotheses: when the statistical test of significance (P-value) is less than 0.05 i.e.,
P<0.05, the null hypothesis was rejected, when P>0.05, the null hypothesis was accepted. This is in line with Kathari’s
(2006) decision rule. The confidence interval was set at the 0.05 (two tailed) level of significance to test the statistical
significance of the data in this study. Table 6 presents the result of the association between Joint Consultation (JCS) and
Workers Commitment – Affective Commitment (ACS), Continuance Commitment (CCS), and Normative Commitment
(NCS).
Table 6: Association between Suggestion Scheme and Workers Commitment
SSC
ACS
CCS
NCS
1.000
.092
.243(**)
.328(**)
.
.104
.000
.000
N
SSC
Correlation Coefficient
Sig. (2-tailed)
Spearman's rho
315
315
315
315
** Correlation is significant at the 0.01 level (2-tailed).
From table 6, for hypothesis one r = 0.092 and p = 0.104, therefore our first null hypothesis is accepted.
There is no significant relationship between suggestion scheme and affective commitment.
From table 6, for hypothesis two, r = 0.243** and p = 0.000. Therefore our second null hypothesis is
rejected. There is a significant positive relationship between suggestion scheme and continuance commitment at
the 0.01 level of significance.
From table 6, for hypothesis three, r = 0.328** and p = 0.000. Therefore our third null hypothesis is
rejected. There is a significant positive relationship between suggestion scheme and normative commitment at
the 0.01 level of significance.
Therefore our hypotheses can be stated thus:
H01: there is no significant relationship between suggestions scheme and Affective Commitment.
H2: there is a significant positive relationship between suggestion scheme and Continuance Commitment
H3: there is a significant positive relationship between suggestion scheme and Normative Commitment
This result is consistent with the in-depth interview conducted. Notes were taken in recording
participant’s responses. The questions were based on the survey instrument and elicited information about
bankers views of the use of joint consultation and how it affects their commitment to their organization. Two
participants from the six states were selected and a total of twelve banking personnel interviewed.
Most bankers agree that their bank has a suggestion scheme in which suggestions are made and put in a
suggestion box. Many employees have made suggestions for improvement. Majority of people interviewed
report that management did not acknowledge their suggestions, and the whole idea just filtered out. Though few
others report that their suggestions were acknowledged and they received a non monetary award, such as their
picture in the banking hall, proclaiming them employees of the month. Some were given shares in the bank.
They also received a little token of money from management, which they considered equitable for their
contribution. As one participants report: “I felt very good with myself when I was recognized by management as
an innovative staff for the suggestion I proffered.” Since it was perceived that management appreciates their
effort for improvement, they are willing to stay in the organization and help achieve the goals of their bank.
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7. Suggestion Scheme And Workers Commitment In Nigerian Banking Industry
Our findings revealed that Suggestion Scheme has a significant positive effect on Workers Continuance
and Normative Commitment. Suggestion Scheme does not have a significant effect on Workers Affective
Commitment.
Since suggestion scheme encourages employees to contribute constructive ideas for improving the
organization they work in, it is not surprising to find that employees are committed to the goals of the
organization. Their level of commitment was continuance commitment which signifies that they are calculative
about their intentions to stay with the organization. They remain in the organization because of the fear of losing
status or money (Gurses and Demiray 2009). This view is also backed by the social exchange theory, which also
implies a give and take relationship between management and workers. Workers in the Nigeria Banking
Industry make useful suggestions for improvement and in return are given monetary and non-monetary reward
for their accepted suggestions. Gurses and Demiray (2009) explained that employees with continuance
commitment stay with their organizations because of their investment of time and effort to the organization.
They believe that if they leave the job they will have fewer choices.
Our findings also revealed that workers in the Nigeria Banking Industry exhibit normative commitment
to their organizations. By making suggestions and receiving a reward for the suggestions they feel morally
obliged to remain with their banks. Loyalty is a key reason for workers to remain with the organization.
Researchers (Gurses and Demiray 2009) have shown that employees with normative commitment believe that
they have to give back to the organization for taking them in during their time of need. They pay back with
loyalty since they feel morally obliged to remain with their banks. Workers see the reward given to them as
being equitable to their proffered suggestions and as such believe it is only proper to stay with such
organizations. Normative commitment hence draws on feelings of societal expectations. Hence our findings
support Lloyd (1996) contention in the literature that the use of suggestion schemes by organizations increases
employees’ commitment.
Therefore the use of suggestion schemes as a form of employee voice by the Nigeria Banking Industry
produces positive effect on workers continuance and normative commitment.
VII.
CONCLUSIONS
The conclusions drawn from this study are that the use of suggestion scheme as a means of employee
voice significantly increases employees continuance and normative commitment but has no significant effect on
workers affective commitment. We found in this study that suggestion scheme is a form of employee voice in
the banking industry in Nigeria and it leads to employees’ commitment. According to Carnevale and Sharp
(1993) suggestion scheme increases employee commitment, elevates cooperation, enhances workers sense of
power and dignity and improves loyalty and identification with the organization. Workers in our study had a
moral obligation to remain with the organization because they believe that the organization had invested hugely
on them. They also remain with the organization because they are aware of the personal sacrifice associated
with leaving and the limited opportunities for other employment.
According to Coetzee (2005) the perceived cost associated with leaving the organization is influenced
by the threat of losing attractive benefits such as money, seniority based privileges or wasting the time and effort
spent in acquiring nontransferable skills. The moral obligation to remain with the organization is influenced by
family or cultural orientation. Nigerians are strongly influenced by family or cultural orientation because most
employments are obtained owing to the connection the worker has to those in authority in the organization.
According to Ahiauzu (1999:213) ‘family, ethnic and tribal relationship between a job seeker and the existing
members of an organization should be considered an advantage to the job seeker, while considering him or her
for employment in that organization’. Therefore employees who got their jobs through family or tribal
connection would have a strong moral obligation to remain with the organization because he/she would not want
to disappoint the person that placed him/her in the job position. When managers are cognizant of the type of
commitment employees have to the organization they will be able to channel this towards achieving
organizational objectives.
This study has contributed immensely to the literature on employee voice as a means of increasing workers
commitment to their organization. When workers are given opportunity to contribute to decision making in the organization,
through the use of different voice forms, they become more committed to the organization and hence their loyalty is won. A
committed employee will happily help the organization achieve its objectives by exerting extra effort on behalf of the
organization.
Professor Seth Accra Jaja is a professor of Organizational Behaviour. He lectures in the department of Business
Management, Rivers State University of Science and Technology, Nigeria. He has several published journal articles and
textbooks to his credit. He holds a B.Sc degree in Business Administration, MBA in Business Administration, and PhD in
Organizational Behaviour.
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8. Suggestion Scheme And Workers Commitment In Nigerian Banking Industry
Dr. Tarela Okpu is a lecturer in the department of Business Management, Niger Delta University Nigeria. She has a B.Sc in
Business Education (Secretarial Option), MBA in General Management, MA in International Business Administration, and
PhD in Management (Human Resource Management).
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