This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ectijjournal
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the management should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ectijjournal
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the management should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ECTIJ
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study
were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the anagement
should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
International Journal of Human Resource Studies ISSN 2162-.docxmariuse18nolet
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 50
Determinants of Employee Motivation and its impact
on Knowledge Transfer and Job Satisfaction
Nida Zafar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Sana Ishaq
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Shaista Shoukat
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Muhammad Rizwan
Lecturer, Department of Management Sciences
The Islamia University of Bahawalpur, Pakistan
E-mail: [email protected]
Doi:10.5296/ ijhrs.v4i3.5874 URL: http://dx.doi.org/10.5296/ ijhrs.v4i3.5874
Abstract
This study specifically examines the impact of different variables like extrinsic reward (Pay),
intrinsic reward (Appreciation), training and expectancy on employee motivation and impact
of employee motivation on job satisfaction and knowledge transfer. The general purpose of
this study is to motivate employees. If employees are motivated, they will be satisfied by
their jobs and if they are satisfied by their job then they will work hard to attain
organizational goals and if goals are achieved then organization will get profit. The current
research is descriptive in its nature. We select the sample from different sectors in Pakistan.
We select the sample of 200 respondents from population for the collection of data and to
check the response of different employees. For this purpose, we structured a self-
administrated questionnaire and filled it from the right respondent for true results. We use
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 51
Regression analysis in this study. This analysis is very important to check the confidence of
the study from different respondents. Due to this analysis, we found that Pay and
Appreciation are not directly effecting the employee motivation. Job satisfaction also has no
direct link with employee motivation but training of employee, expectancy and knowledge
transfer have direct relationship with employee motivation. These three variables help a lot to
motivate an employee.
Keywords: Pay, Appreciation, Expectancy, Training, Job Satisfaction and Knowledge
Transfer.
1. Introduction
Now a day, because of competition in businesses, organizations are facing many challenges.
From these challenges, keeping their human resource is of most importance. Today, humans
are considered to be the most important resources of an organization. Employee motivation is
compulsory for getting efficiency. Motivation is a group of different items which effects
employee‟s behavior for getting required goal. Motivation is important to boost up employees
to perform well in long run and helps an organ.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Week 3 ResourcesEmployees motivation and valued rewards.pdf.docxcockekeshia
Week 3 Resources/Employees motivation and valued rewards.pdf
Article ISSN: 2348-3784
HemaMalini P H, Research Scholar, Department of Management Studies, Anna University, Chennai.
E-Mail: [email protected]
Dr. Anthea Washington, Senior Lecturer, Department of Educational & Professional Development,
Caledonian College of Engineering, P.O Box 2322, CPO Seeb 111, Sultanate of Oman. E-Mail:
[email protected], Phone: 00968 24536165/ 968 97101468, Fax: 00968 24535675
(Corresponding Author)
Employees’ Motivation and Valued Rewards as a Key
to Effective QWL- from the Perspective of
Expectancy Theory
HemaMalini PH and Anthea Washington
Abstract
Employees around the world are motivated to work and perform effectively based on the
kind of positive rewards they expect to earn as a result of their performance. This paper is
an attempt to relate quality of work life with the Expectancy theory proposed by Victor
Vroom. The three factors of the theory are associated and viewed from the perspective of
various work related components such as working environment, amenities and resources
with reference to an educational institution in Oman. The paper supports the idea that
employees’ efforts propelled by positive behavior and valued goals are instrumental in
increasing the QWL.
Key Words: Quality of Work life, expectancy theory, motivation, rewards
1. Introduction
Quality of Work Life (QWL) has gained the attention of people worldwide, particularly in
the last two decades and has been an interesting area of study for researchers,
academicians, managers and experts who have looked at it as a core indicator for job
satisfaction, employee motivation, performance management and enhanced productivity.
Numerous studies have reported that QWL is an important factor for employee retention
and improving the productivity of the organization. It is indeed true that work – life
balance is imperative for an organization to be successful. Employees need to be provided
the right kind of work atmosphere and facilities to enhance the effectiveness of the
organization. This has made organizations worldwide to look into the finer aspects of
developing healthy QWL for the employees.
It is generally believed that it is the organisation’s responsibility to take initiatives for
improving the QWL for their employees. Several studies have reported that the
organization need to provide job security, safe and healthy working conditions, fair
46 Employees’ Motivation and Valued Rewards as a Key to Effective QWL-
from the Perspective of Expectancy Theory
TSM Business Review, Vol. 2, No. 2, December 2014
compensation, career opportunities and welfare facilities for the employees in order to
improve the QWL. While this is largely necessary, it also takes initiatives from the
employees themselves to enhance the QWL. In this paper the authors have taken efforts
to show how employees’ efforts propelled.
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.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Running head APPLIED SUMMARY PROJECT1APPLIED SUMMARY PROJEC.docxSUBHI7
Running head: APPLIED SUMMARY PROJECT
1
APPLIED SUMMARY PROJECT
13
Applied Summary Project
Shanequa Wilder
Liz Rhee
ORD460
Geneva College
March 4, 2017
APPLIED SUMMARY PROJECT
You need an introductory paragraph.
This week,* we learned about the five models of organizational behavior, autocratic, custodial, supportive, system and collegial. Organizations differ in the nature of the systems they develop and maintain and the results they achieve (Newstrom, 2015). Five years ago,* I worked for a company called MedExpress Urgent Care. MedExpress is a company that is a national leader in delivering high-quality, convenient, affordable health care in a patient-centric manner. They have developed a unique approach to health care, which is centered on delighting patients at every opportunity. There was always a full medical team, and they were also open 12 hours a day, every day. They provided a broad scope of services including urgent care, employer health services, and basic wellness and prevention services. There were no appointments needed, and they would collaborate and coordinate care with other local healthcare providers to ensure the best possible outcomes for patients and their families.
I think that I could probably use two out of the five models to describe this company. The model that fits best would be the collegial model. The collegial model is an extension of the supportive model. In the collegial model, the structure of an organization is developed in a way that there is no boss nor subordinates, but all are colleagues who have to work as a team (Citation?). Each one of the employees has to participate and work in coordination with each other to achieve the target goal. No one is worried about his status or a job title. The team requires adopting new approaches, research and development,*t and new technologies to better their performance. While working there,* everyone worked as a team and we achieved great success by doing so. Our manager there was always positive and motivating to all of her staff. This company was the first of its kind in our area. It was up to the employees to make it what it is today. With the success came good recognition when we scored well as a team.* We had good incentives to keep us motivated to do well.
The supportive model also applies to this job, because it had some characteristics of this model. Management created a favorable organizational climate in which the employees helped to grow to the greater capacities and achieve things of which they were capable in compliance with the goals of the organization. Supportive behavior helps in creating friendly interaction with a high degree of confidence and trust. I believe the collegial model was the one that was most prominent. It supported more characteristics of what I experienced while working there. As we also learned from the chapter, there is no one permanently “best” model, because what is best is contingent on what is known about human ...
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
Quality of work life is the degree to which individuals are able to satisfy their important personal needs while employed by the firm. Quality satisfaction, motivation, involvement and commitment individuals experience with respect to their lives at work Quality of work life is a process in organizations, which enables its members at all levels to participate actively and effectively in shaping the organization environment, methods, and outcomes. The objective of the study is to help the organization to know the level of satisfaction of the workers and executives at various hierarchical levels, towards the facilities and welfare amenities provided by them and also to find out the challenges and difficulties faced by the management in providing better quality of Work life to the employees. Most of the employees covered under my study have not been found to be feeling any stress in their jobs and related working environment. It has been an interesting revelation that there is no employee in ORGANISATION, is working here just for the sake of the job and most of the employees are not only comfortable with ORGANISATION, but also feeling proud of being in the company There should be no communication gap between the team leader and group members. The communication flow must be improved to make it smooth to maintain cordial inter personal relations in the organization. The training and development programs have to be more effectively planned and implemented.
This study examines the influence of perceived flexibility within the timing and site of labour on work-family balance. Results indicate that perceived job flexibility is claimed to reinforce work-family balance after controlling for paid work hours, unpaid domestic labour hours, gender, and occupational level. Also given an equivalent workload individual, with perceived job flexibility have more favorable work-life balance. Likewise, employees with perceived job flexibility are ready to work long hours before workload negatively impacts their work-family balance and also these makes the workers feel as stress. Implications of those findings are presented. Also, from the feedback, an employee has suggested to given a vacation leave so as that they are getting to spend enough time with the family. The longer-term benefits of this study observe business sense to support work-life balance.
UNRAVELLING THE MENTAL HEALTH LANDSCAPE: EXPLORING DEPRESSION AND ASSOCIATED ...indexPub
Introduction: The prevalence of depression and its correlates in Bangladeshi rural university students have been rarely investigated. We draw a literature review, a cross-sectional study and analysis of the rural students’ depression natures and mechanisms that influence their academic performance and health and well-being. Methods: A cross-sectional research was conducted during the period august 2019 to January 2020 in a university. We employed Beck Depression Inventory scale to collect data from 200 undergraduate and graduate students. Data were analysed using chi-square association test and ordinal logistic regression. Results: We discovered that mild to severe depression affected 60% of rural students [mild (16%), borderline (10%), moderate (12%), severe (11.5%), and extreme (10.5%)]. Family expectations, smoking, bad academic achievement, inability to enroll in a particular program, and inadequate household finances were significant risk factors for depression. When it comes to depression, male students scored noticeably higher than female pupils. The decreased depression was linked to both strong household economics and intellectual achievement. Conclusions: The intricate interactions among the risk factors influence the character and processes of depression in rural students.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
More Related Content
Similar to HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE TO MULTI-SPECIALTY HOSPITAL IN CHENNAI
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ECTIJ
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study
were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the anagement
should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
International Journal of Human Resource Studies ISSN 2162-.docxmariuse18nolet
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 50
Determinants of Employee Motivation and its impact
on Knowledge Transfer and Job Satisfaction
Nida Zafar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Sana Ishaq
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Shaista Shoukat
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Muhammad Rizwan
Lecturer, Department of Management Sciences
The Islamia University of Bahawalpur, Pakistan
E-mail: [email protected]
Doi:10.5296/ ijhrs.v4i3.5874 URL: http://dx.doi.org/10.5296/ ijhrs.v4i3.5874
Abstract
This study specifically examines the impact of different variables like extrinsic reward (Pay),
intrinsic reward (Appreciation), training and expectancy on employee motivation and impact
of employee motivation on job satisfaction and knowledge transfer. The general purpose of
this study is to motivate employees. If employees are motivated, they will be satisfied by
their jobs and if they are satisfied by their job then they will work hard to attain
organizational goals and if goals are achieved then organization will get profit. The current
research is descriptive in its nature. We select the sample from different sectors in Pakistan.
We select the sample of 200 respondents from population for the collection of data and to
check the response of different employees. For this purpose, we structured a self-
administrated questionnaire and filled it from the right respondent for true results. We use
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 51
Regression analysis in this study. This analysis is very important to check the confidence of
the study from different respondents. Due to this analysis, we found that Pay and
Appreciation are not directly effecting the employee motivation. Job satisfaction also has no
direct link with employee motivation but training of employee, expectancy and knowledge
transfer have direct relationship with employee motivation. These three variables help a lot to
motivate an employee.
Keywords: Pay, Appreciation, Expectancy, Training, Job Satisfaction and Knowledge
Transfer.
1. Introduction
Now a day, because of competition in businesses, organizations are facing many challenges.
From these challenges, keeping their human resource is of most importance. Today, humans
are considered to be the most important resources of an organization. Employee motivation is
compulsory for getting efficiency. Motivation is a group of different items which effects
employee‟s behavior for getting required goal. Motivation is important to boost up employees
to perform well in long run and helps an organ.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Week 3 ResourcesEmployees motivation and valued rewards.pdf.docxcockekeshia
Week 3 Resources/Employees motivation and valued rewards.pdf
Article ISSN: 2348-3784
HemaMalini P H, Research Scholar, Department of Management Studies, Anna University, Chennai.
E-Mail: [email protected]
Dr. Anthea Washington, Senior Lecturer, Department of Educational & Professional Development,
Caledonian College of Engineering, P.O Box 2322, CPO Seeb 111, Sultanate of Oman. E-Mail:
[email protected], Phone: 00968 24536165/ 968 97101468, Fax: 00968 24535675
(Corresponding Author)
Employees’ Motivation and Valued Rewards as a Key
to Effective QWL- from the Perspective of
Expectancy Theory
HemaMalini PH and Anthea Washington
Abstract
Employees around the world are motivated to work and perform effectively based on the
kind of positive rewards they expect to earn as a result of their performance. This paper is
an attempt to relate quality of work life with the Expectancy theory proposed by Victor
Vroom. The three factors of the theory are associated and viewed from the perspective of
various work related components such as working environment, amenities and resources
with reference to an educational institution in Oman. The paper supports the idea that
employees’ efforts propelled by positive behavior and valued goals are instrumental in
increasing the QWL.
Key Words: Quality of Work life, expectancy theory, motivation, rewards
1. Introduction
Quality of Work Life (QWL) has gained the attention of people worldwide, particularly in
the last two decades and has been an interesting area of study for researchers,
academicians, managers and experts who have looked at it as a core indicator for job
satisfaction, employee motivation, performance management and enhanced productivity.
Numerous studies have reported that QWL is an important factor for employee retention
and improving the productivity of the organization. It is indeed true that work – life
balance is imperative for an organization to be successful. Employees need to be provided
the right kind of work atmosphere and facilities to enhance the effectiveness of the
organization. This has made organizations worldwide to look into the finer aspects of
developing healthy QWL for the employees.
It is generally believed that it is the organisation’s responsibility to take initiatives for
improving the QWL for their employees. Several studies have reported that the
organization need to provide job security, safe and healthy working conditions, fair
46 Employees’ Motivation and Valued Rewards as a Key to Effective QWL-
from the Perspective of Expectancy Theory
TSM Business Review, Vol. 2, No. 2, December 2014
compensation, career opportunities and welfare facilities for the employees in order to
improve the QWL. While this is largely necessary, it also takes initiatives from the
employees themselves to enhance the QWL. In this paper the authors have taken efforts
to show how employees’ efforts propelled.
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.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Running head APPLIED SUMMARY PROJECT1APPLIED SUMMARY PROJEC.docxSUBHI7
Running head: APPLIED SUMMARY PROJECT
1
APPLIED SUMMARY PROJECT
13
Applied Summary Project
Shanequa Wilder
Liz Rhee
ORD460
Geneva College
March 4, 2017
APPLIED SUMMARY PROJECT
You need an introductory paragraph.
This week,* we learned about the five models of organizational behavior, autocratic, custodial, supportive, system and collegial. Organizations differ in the nature of the systems they develop and maintain and the results they achieve (Newstrom, 2015). Five years ago,* I worked for a company called MedExpress Urgent Care. MedExpress is a company that is a national leader in delivering high-quality, convenient, affordable health care in a patient-centric manner. They have developed a unique approach to health care, which is centered on delighting patients at every opportunity. There was always a full medical team, and they were also open 12 hours a day, every day. They provided a broad scope of services including urgent care, employer health services, and basic wellness and prevention services. There were no appointments needed, and they would collaborate and coordinate care with other local healthcare providers to ensure the best possible outcomes for patients and their families.
I think that I could probably use two out of the five models to describe this company. The model that fits best would be the collegial model. The collegial model is an extension of the supportive model. In the collegial model, the structure of an organization is developed in a way that there is no boss nor subordinates, but all are colleagues who have to work as a team (Citation?). Each one of the employees has to participate and work in coordination with each other to achieve the target goal. No one is worried about his status or a job title. The team requires adopting new approaches, research and development,*t and new technologies to better their performance. While working there,* everyone worked as a team and we achieved great success by doing so. Our manager there was always positive and motivating to all of her staff. This company was the first of its kind in our area. It was up to the employees to make it what it is today. With the success came good recognition when we scored well as a team.* We had good incentives to keep us motivated to do well.
The supportive model also applies to this job, because it had some characteristics of this model. Management created a favorable organizational climate in which the employees helped to grow to the greater capacities and achieve things of which they were capable in compliance with the goals of the organization. Supportive behavior helps in creating friendly interaction with a high degree of confidence and trust. I believe the collegial model was the one that was most prominent. It supported more characteristics of what I experienced while working there. As we also learned from the chapter, there is no one permanently “best” model, because what is best is contingent on what is known about human ...
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
Quality of work life is the degree to which individuals are able to satisfy their important personal needs while employed by the firm. Quality satisfaction, motivation, involvement and commitment individuals experience with respect to their lives at work Quality of work life is a process in organizations, which enables its members at all levels to participate actively and effectively in shaping the organization environment, methods, and outcomes. The objective of the study is to help the organization to know the level of satisfaction of the workers and executives at various hierarchical levels, towards the facilities and welfare amenities provided by them and also to find out the challenges and difficulties faced by the management in providing better quality of Work life to the employees. Most of the employees covered under my study have not been found to be feeling any stress in their jobs and related working environment. It has been an interesting revelation that there is no employee in ORGANISATION, is working here just for the sake of the job and most of the employees are not only comfortable with ORGANISATION, but also feeling proud of being in the company There should be no communication gap between the team leader and group members. The communication flow must be improved to make it smooth to maintain cordial inter personal relations in the organization. The training and development programs have to be more effectively planned and implemented.
This study examines the influence of perceived flexibility within the timing and site of labour on work-family balance. Results indicate that perceived job flexibility is claimed to reinforce work-family balance after controlling for paid work hours, unpaid domestic labour hours, gender, and occupational level. Also given an equivalent workload individual, with perceived job flexibility have more favorable work-life balance. Likewise, employees with perceived job flexibility are ready to work long hours before workload negatively impacts their work-family balance and also these makes the workers feel as stress. Implications of those findings are presented. Also, from the feedback, an employee has suggested to given a vacation leave so as that they are getting to spend enough time with the family. The longer-term benefits of this study observe business sense to support work-life balance.
Similar to HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE TO MULTI-SPECIALTY HOSPITAL IN CHENNAI (20)
UNRAVELLING THE MENTAL HEALTH LANDSCAPE: EXPLORING DEPRESSION AND ASSOCIATED ...indexPub
Introduction: The prevalence of depression and its correlates in Bangladeshi rural university students have been rarely investigated. We draw a literature review, a cross-sectional study and analysis of the rural students’ depression natures and mechanisms that influence their academic performance and health and well-being. Methods: A cross-sectional research was conducted during the period august 2019 to January 2020 in a university. We employed Beck Depression Inventory scale to collect data from 200 undergraduate and graduate students. Data were analysed using chi-square association test and ordinal logistic regression. Results: We discovered that mild to severe depression affected 60% of rural students [mild (16%), borderline (10%), moderate (12%), severe (11.5%), and extreme (10.5%)]. Family expectations, smoking, bad academic achievement, inability to enroll in a particular program, and inadequate household finances were significant risk factors for depression. When it comes to depression, male students scored noticeably higher than female pupils. The decreased depression was linked to both strong household economics and intellectual achievement. Conclusions: The intricate interactions among the risk factors influence the character and processes of depression in rural students.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
EXTERNAL BEHAVIOURAL FACTORS IMPACT ON INVESTMENT DECISIONS OF INDIVIDUAL INV...indexPub
The study collects data from a sample of individual investors and analyses their responses to recent financial events, changes in market trends, and economic forecasts. By examining factors such as demographic profiles, financial literacy, risk tolerance, and market perceptions, the research aims to identify significant predictors of investment decisions in this demographic. The findings suggest that investors are predominantly influenced by financial news, peer influence, past investment performance, and the economic stability of the region. This study contributes to the field by highlighting the localized factors impacting investment choices and providing insights for financial advisors and investment firms to tailor their strategies according to investor needs and regional specifics.
GLOBAL RESEARCH TREND AND FUTURISTIC RESEARCH DIRECTION VISUALIZATION OF WORK...indexPub
Purpose – The purpose of this research is to undertake a bibliometric analysis of working capital management. The study examines papers from time period 1974-2023and performed performance analysis, co-citation analysis, bibliographic coupling and scientific mapping. Design/methodology/approach – The study examines 174 articles retrieved from the Scopus database using bibliometric analysis, performance analysis and thematic clustering. The study looked at the scientific productivity of papers, prolific authors, most influencing papers, institutions and nations, keyword co-occurrence, thematic mapping, co-citations and authorship and country collaborations. VOSviewer was as a tool in the research to conduct the performance analysis and thematic clustering.The watchword "Working Capital Management" was used to include only English-language articles. Findings – The most productive year was 2022 with 26 publications. Martínez and García- are the most protuberant authors with 708 citations. The findings of the study shows that the most influential institutions are ‘The Department of Management and Finance, Faculty of Economy andBusiness and Department of Management and Finance, Faculty of Economics and Business, The University of Murcia, Spain with 381 & 297 citations. Among,thecountry analysis,Spain with 744 citations stands first of all other nations for publication on Working Capital Management. Kärri is the most productive author with 7 documents. Country-wise analysis reveals that the United States is the most productive country for Working Capital Management research with 40 documents.The authors also identified seven thematic clusters of Working Capital Management. Research limitations/implications – It informs and directs researchers on the current state of study in the field of Working Capital Management.The present study has quite a few implications forSmall & Medium enterprise managers, entrepreneurs, financial managers, academicians and scholars. It also outlines future research directions in this field.Present study provides an inclusive acquaintance about the working capital management till date. Originality/value – This is the first study which provides the performance analysis and scientific mapping of the all published documents on working capital management between the time periods 1974-2023
A SOCIAL CAPITAL APPROACH TO ENTREPRENEURIAL ECOSYSTEM AND INNOVATION: CASE S...indexPub
Despite being recognised as drivers of innovative development, Micro, Small, and Medium-Sized Enterprises (MSMEs) frequently confront resource limitations. Therefore, enhancing the ecosystem is contingent on the entrepreneurs’ social capital, which is crucial for the success of MSMEs. This study applies the social capital approach to analyse the entrepreneurial ecosystem enrichment and its impact on the innovation process of cosmetics MSMEs. The qualitative case study of six cosmetic manufacturing MSMEs explores that social capital is a multifaceted asset to MSMEs. Through an in-depth thematic analysis of three dimensions of social capital (structural, relational, and cognitive), this study states that the innovation process is supported by the synergistic transformation of one dimension of social capital into another. Entrepreneurs sharing the common norms, rules, and language enrich their cognitive as well as relational aspects of ecosystem. The study suggests that as network ties, trust, and norms collectively influence innovation in firms, hence, social capital needs to be studied with its contextualization in the ecosystem.
ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKI...indexPub
This study employs an exploratory and quantitative research approach to systematically investigate the impact of Human Resource Management (HRM) practices on Organizational Performance within the Indian Banking sector. The research approach combines exploratory research, aimed at gaining insights into HRM practices, with a quantitative approach using a purposive sampling technique. Data is collected through a questionnaire from employees in both public (SBI) and private banks (HDFC Bank) who work in HR departments or are involved in HR activities. The Likert scale is utilized in the questionnaire to measure participant perceptions of HRM practices. The study utilizes two statistical tools: Neural Network and Exploratory Factor Analysis (EFA). The findings of the study highlight the significance of promotion and transfer policies, considered paramount in influencing organizational performance in both public and private banks. Additionally, the study underscores the importance of training and development initiatives in enhancing employee skills and competencies. Clear and effective communication within HR policies is identified as pivotal in improving organizational performance. Lastly, aligning HRM practices with sector-specific goals is recognized as a significant contributor to improved employee satisfaction and overall performance in the banking sector. The findings offer guidance for HR practitioners and policymakers in optimizing HRM practices to achieve better organizational performance.
CORRELATION BETWEEN EMPATHY AND FRIENDSHIP QUALITY AMONG HIGH SCHOOL STUDENTS...indexPub
In this research were used two questionnaires Empathy Formative questionnaire and Friendship Quality Scale. The aim of this study is to see the relationship between empathy and friendship quality among adolescent, to find out if there are gender differences in empathy and friendship quality, and to see if there are any differences between younger and older students on examined variables. This research was done with 65 high school students. Age of the students were 15 to 17 years old. Results show that there is a correlation between empathy and friendship quality. The results of t test show that there are not significant differences between females and males on variable empathy. Girls and boys have significant difference in friendship quality in Kosovo. There are no significant differences between older students and younger students in the level of empathy and also there are no significant differences between older students and younger students in the level of friendship quality.
LEVELS OF DEPRESSION AND SELF-ESTEEM IN STUDENTSindexPub
Introduction: among the most worrying problems in recent years are low self-esteem, family and friends problems, anxiety, stress, and depression, which are taking on alarming proportions in students and young people in general. Purpose: the study is a prediction, which focuses on analyzing and evaluating students' self-esteem and level of depression. Methodology: the population is 332 students (13-15 years old) in high schools in the Gjakova region. The study describes the analysis, classification, and evaluation of the collected data by doing the analysis and real examination of the findings. Results: in terms of gender there is no significant difference in self-esteem, while in depression there is a significant difference. The level of depression is higher in women (11.9) than in men (9.5). Economic status shows that students with employed fathers have lower depression (6.77) compared to those with unemployed fathers (10.80). Conclusions: The level of depression and self-esteem and parental reflection affect students. A link has been found between economic status and emotional problems and student behavior. To prevent it, the psychological service in schools should function, and together with families and the community should be as close as possible to the problems of students.
THE IMPACT OF SOCIAL FACTORS ON INDIVIDUALS DIAGNOSED WITH SCHIZOPHRENIAindexPub
The society with diverse structural and ideological influences, assumes its role in relation to behavior, attitude, belief and relations. The impact can be seen in every society globally, however the western nations have adjusted their social policies to suit these transformations, whereas nations in developing phase have failed to establish suitable systems. In Kosovo, the allocation of funds for mental health services remains insufficient, even though mental health disorders account for 12.3% of overall illnesses and 30.8% of work incapacities! The objective of this study is to examine the impact of society on the decline and recovery of individuals with schizophrenia. The study employs both qualitative and quantitative methods to provide a descriptive-analytical. A study was conducted in four municipalities of Kosovo, using individuals with schizophrenia from psychiatric institutions as subjects along with their caregivers/family members . The research found that social factors greatly contribute to the worsening of schizophrenia patients' condition. The presence of schizophrenia is evident through a higher likelihood of having a low level of education, high unemployment rates, and engaging in harmful behaviors like tobacco and alcohol use, as well as physical inactivity. Significant correlations have been observed in the subscales of positive and negative symptoms using the Self-Report PNS-Q questionnaires. It is crucial for individuals with schizophrenia to have a carefully designed strategy in place, developed in partnership with professionals from various relevant fields such as social protection, psychiatric medical services, education, and social integration plans.
RETURN ON EQUITY (ROE) AS MEDIATION OF BANK'S CAPITAL ADEQUATION RATIO (CAR)indexPub
Banks need to maintain their performance and the level of Capital Adequasi Ratio (CAR). This study wants to see the variables that affect the Capital Adequasi Ratio (CAR) and see ROE as a variable that mediates the Capital Adequasi Ratio (CAR) at Bank Rakyat Indonesia (BRI). The research method used multiple regression analysis, t-test, Anova test and Coefficient of Determination and the research period for 14 years from 2009 to 2022, by using SPSS Software version 26. The conclusion of the study, only the BOPO variable has a significant effect on the Capital Adequasi Ratio (CAR) and the ROE variable as a variable that can mediate the CAR variable at Bank Rakyat Indonesia (BRI). Keywords: Capital Adequasi Ratio, Bank Financial Ratio.
INNOVATIVE DESIGN FOR KIDS MASTERY IMPROVEMENT OF LANGUAGE FEATURES IN A STORYindexPub
One of the hardest things for people learning English as a third language is still reading and writing. Because they are still not good enough at language features, they often make big mistakes and assumptions that aren't true. To make learning more fun and useful, visual symbols were made for seven different kinds of language traits. It looks at the Vipicoll form a lot. Visual Symbols media, Picture and picture, and the Collaborative approach are all creatively put together in Vipicoll. This research used Reeve's design method. Research develops Vipicoll learning model, employing interviews, literature reviews, and questionnaires for iterative improvement and validation. Researchers identify problems, create Vipicoll, iteratively refine through trials, forming an effective English Language Education model. Study assesses individual English thinking development, emphasizing interpretive framework, relation, function, and unique visual symbols. From this research, it was found that using Vipicoll really helps improve kids' mastery of language features, especially those in a story. This is proven by the fact that after implementation, kids' correct answers when asked directly by their teachers and their written test answers increased greatly even though many direct answers and test answers used to be wrong and they often didn't understand.
CARDIOVASCULAR DISEASE DETECTION USING MACHINE LEARNING AND RISK CLASSIFICATI...indexPub
The global prevalence of heart disease indicates a major public health issue. It causes shortness of breath, weakness, and swollen ankles. Early heart disease diagnosis is difficult with current approaches. Hence, a better heart disease detection tool is needed. Treatment requires more than just diagnosis. Risk classification is critical for accurate diagnosis and treatment. In this analysis, a novel cardiovascular disease (CVD) detection paradigm using machine learning (ML) and risk classification based on a weighted fuzzy system is proposed. The system is developed based on ML algorithms such as artificial neural network (ANN) and Long Short-Term Memory (LSTM) and uses standard feature selection techniques knowns as Principal Component Analysis (PCA). Furthermore, the cross-validation method has been used for learning the best practices of model assessment and for hyperparameter tuning. The accuracy-based performance measuring metrics are used for the assessment of the performances of the classifiers. Finally, the outcomes revealed that the proposed model achieved an accuracy of 94.01% which is higher than another conventional model developed in this domain. Additionally, the proposed system can easily be implemented in healthcare for the identification of heart disease.
ANALYSIS OF FLOW CHARACTERISTICS OF THE BLOOD THROUGH CURVED ARTERY WITH MIL...indexPub
Narrowing of the arteries caused by atherosclerosis reduces blood flow to the heart, which results shows ischemia, angina pectoris, cerebral strokes, and other coronary artery disease signs and symptoms. Curvature is seen in blood vessels at various locations. The stenotic surface provides an additional curvature and the point of maximum shear which varies with the cross-section. A cylindrical form of the Navier-Stokes equations in polar coordinate system have been extended to include dynamic curvature along the axial direction. The blood flow behavior of taking different values of blood parameters like viscosity, the radius of the artery, and the thickness of the stenosis has been studied with and without curvature by using an extended blood flow model with dynamic curvature. Moreover, the aspects of blood flow, such as dynamic curvature velocity profile, volumetric flow rate, pressure drop, and shear stress, have been studied in relation to blood flow around curved arteries with stenosis, variations in the radii of the artery, thickness of the stenosis, and viscosity. The information may reveal that by increasing the values of curvature, viscosity, and thickness of stenosis, velocity, and volumetric flow rate can be quickly reduced. Increasing the curvature, viscosity, and thickness of stenosis also results in an increase in shear stress and a pressure drop. The presence of curved stenotic arteries has a significant impact on the flow parameters, and it is crucial to know about these dynamics in order to study the cardiovascular system.
ANALYSIS OF STUDENT ACADEMIC PERFORMANCE USING MACHINE LEARNING ALGORITHMS:– ...indexPub
Student academic performance is the great value of institutes, universities and colleges. All colleges majorly focus on the career development of students. The academic performance of students plays a vital role in the establishment of a bright career. On the basis of better academic performance, the placement of the students will be better and the same will be reflected in the form of better admission and future. Machine learning can be deployed for the prediction of student performance. Various algorithms are playing an important role in the prediction of the accuracy of various machine learning models. These articles discuss various algorithms that can be helpful to deploy for predicting student academic performance. The article discusses various methods, predictive features and the accuracy of machine learning algorithms. The primary factors used for predicting students performance are academic institution, sessional marks, semester progress, family occupation, methods and algorithms. The accuracy level of various machine learning algorithms is discussed in this article.
IMPLEMENTATION OF COMPUTER TECHNOLOGY IN BLENDED LEARNING MODELS: EFFECTS ON ...indexPub
This study was conducted to identify the influence of computer technology in blended learning on the achievement in the Principles of Accounting subject through of self-directed learning. The research also assessed the relationship of the elements of blended learning on student achievement. Despite the encouragement by the Ministry of Education for the use of Computer Technology In Education, there is a lack of research on a measurable and testable model of the influence of computer technology. In reality, various aspects such as schools, teachers, content, and technology exist to provide and utilize computer technology through learning in Malaysia. A quantitative study using a correlational design was conducted on 400 Form Four students in secondary schools in the Southern Zone of Malaysia, namely in the states of Johor, Melaka, and Negeri Sembilan, to identify the influence of computer technology in blended learning on achievement. Data were collected using adapted and modified questionnaires from previous studies. Descriptive data analysis was performed using SPSS version 28, while inferential analysis was conducted using the Smart PLS analysis technique. Smart PLS version 4.0 software was utilized to test the mediator relationships in the study. The results of the study showed high minimum scores for blended learning through computer technology and self-directed learning, as well as achievement. The influence of blended learning elements also had a significant relationship with student achievement in the Principles of Accounting subject. This study is expected to contribute to the effectiveness of blended learning through information technology on the achievement in the Principles of Accounting subject by enhancing self- directed learning among students. The development of this conceptual model is hoped to serve as a guide for policymakers, the Ministry of Education, teachers, students, and other stakeholders in ensuring that blended learning practices can be implemented more effectively. Furthermore, it is hoped that the achievement and interest in the Principles of Accounting subject can be improved by applying computer technology in learning.
ACADEMIC BANK OF CREDIT: A WORLDWIDE VIEWPOINTindexPub
To make higher education more accessible and successful in the world today, the Academic Bank of Credits (ABC) is a new concept. Successful learning adaptation requires the transfer of credits and the acknowledgment of academic accomplishment. Recognition of credits is the process by which one educational organisation verifies that the educational experiences gained and assessed at another institution meet the requirements of one of their courses. The use of Academic Bank of Credits allows for a more adaptable method of curriculum building and design while also encouraging transparency. The credit system at this university is designed to accommodate different curricula while encouraging students to explore beyond traditional academic boundaries. The purpose of this research is to educate the audience about the Academic Bank of Credit. The demand for flexible and transferable credits in the education system led to the creation of the Academic Bank of Credits. In the past, students had a hard time moving their credits from one school to another because of the many credit systems and curriculums. Students and schools alike wasted time, energy, and materials because of this. Readers will have a better understanding of the following topics from this article: ABCs' objectives, functions, organisational structures, implementation plan, and eligibility criteria for higher education institutions to register with Academic Bank of Credits.
IMPACT OF MICROFINANCE ON POVERTY REDUCTION IN SOUTHERN PUNJAB PAKISTANindexPub
Microfinance has been adopted by several developing nations to raise their inhabitants' standards of living. It also contributes to their improved economic growth. Pakistan is now implementing this idea and seeing positive results from microfinance. In Pakistan, Khushhali Bank is a notable player in the microfinance industry. The results of the sample data selection indicate that microfinance operations have an effect on the standard of life of individuals residing in a particular region in Muzaffargarh. For this study, 100 clients of Khushhali Bank have been chosen. The primary goal of the research is to determine how Khushhali Bank's microfinance initiatives affect people's ability to live better lives. A Ex-post Facto research model was used to the gathered data in order to determine the relationship between the microfinance loan and living standard metrics. The analysis's conclusion indicates that microfinance operations have very little influence on raising people's standards of living, meaning they don't play a significant part in raising living standards. Apart from microfinance loans, there are additional variables that contribute to the improvement of people's standard of life.
A NOVEL DENSITY-BASED CLUSTERING ALGORITHM FOR PREDICTING CARDIOVASCULAR DISEASEindexPub
Cardiovascular diseases (CVDs) remain a leading cause of global morbidity and mortality. Early identification of individuals at risk of heart disease is crucial for effective preventive interventions. To improve the prediction accuracy, this paper proposed Heart Disease Prediction using the Density-Based Ordering of Clustering Objects (DBOCO) framework. The Dataset has been pre-processed using Weighted Transform K-Means Clustering (WTKMC). Features are selected using Ensemble Feature Selection (EFS) with a Weighted Binary Bat Algorithm (WBBAT) used to ensure that the emphasis is on the most relevant predictors. Finally, the prediction has been done using the Density-Based Ordering of Clustering method, which has been designed exclusively for cardiovascular disease prediction. DBOCO, a density-based clustering approach, effectively finds dense clusters within data, allowing for the inherent overlap in cardiovascular risk variables. DBOCO captures complicated patterns by detecting these overlapping clusters, improving the accuracy of disease prediction models. The proposed approach has been verified with heart disease datasets, displaying higher performance than traditional methods. This study marks a substantial leap in predicting cardiovascular disease providing a comprehensive and dependable framework for early identification and preventive concern.
INFLUENCE OF ADDITIVES ON THE MECHANICAL PROPERTIES OF HIGH-MODULUS ASPHALT C...indexPub
The appearance of premature cracks in freeway chase bodies is a worrying problem that requires in-depth analysis and remedial action. By identifying potential causes and proposing targeted recommendations, this study aims to help the responsible authorities make informed decisions to prevent such problems in the future and ensure the durability of road infrastructure. Premature cracking and rutting are common problems in pavements that can compromise their durability and safety. The use of specific additives in asphalt concrete can help prevent these deficiencies. The use of ZQ1 additive alone can lead to premature cracking in pavements, while PR FLEX 20 additive can increase the risk of rutting. However, a judicious combination of the two additives, with specific percentages of 2% for ZQ1 and 5% for PR FLEX 20, can prevent these shortcomings, improve pavement durability and optimize the mechanical properties of high-modulus asphalt concrete (BBME). In addition, this approach offers a promising solution for improving pavement durability and performance over time, opening the door to further studies to optimize the use of this additive combination in field applications.
DIALECTAL VARIABILITY IN SPOKEN LANGUAGE: A COMPREHENSIVE SURVEY OF MODERN TE...indexPub
Main fundamental challenge for recent research work on speech based on science and technology is to understand and model the user variants in Spoken Languages. Users have their style of speaking, reliant on various factors, adding the dialect and accent of the speaker as well as the social and economic background of the speaker and contextual attributes like degree of knowledge between the listener, speaker and the position or rank of the speaking condition, from very normal to formal. In the past few decades, an extensive progress has been seen in automatically verifying the language of a speaker offered a sample speech. The main purpose of dialect verification is the recognition of a speaker’s region dialect, within a pre-determined language, offered the acoustic signal alone. DR (Dialect Recognition) is a main issue in particular, since even within the similar dialect and accent or register user change may occur. For illustration, In Spontaneous speech, few speakers tend to exhibit more optimizing and alteration of function words than others. The main issue of dialect recognition system has been viewed as challenging than that of language classification or recognition due to the maximum similarity among dialects of the similar language. While, dialects may differ in any dimensions of the linguistic spectrum such as syntactic, lexical, morphological, phonological differences, these changes are likely to be more indirect across dialects than those across languages such as Hindi, Punjabi and English etc.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
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HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE TO MULTI-SPECIALTY HOSPITAL IN CHENNAI
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HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS
ENGAGEMENT FACTORS WITH REFERENCE TO MULTI-
SPECIALTY HOSPITAL IN CHENNAI
S. ROBIN 1, Dr. C. KUMARAN 2 and Dr. S. PRAVEEN KUMAR 3
1
PhD (Part-Time) Research Scholar, Department of Business Administration, Annamalai University, Annamalai
Nagar, Chidambaram, Tamil Nadu.
2
Assistant Professor, Department of Business Administration, Annamalai University, Annamalai Nagar,
Chidambaram, Tamil Nadu.
3
Co-Guide, Professor and Head, School of Management Studies, BIHER, Chennai, Tamil Nadu.
Abstract
This study aimed to investigate the health care professional perception towards their job engagement with special
reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic
rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job
autonomy and job security are considered for this study. Questionnaire has been constructed the above said factors
based on the past research work. Questionnaire has been used to collect the primary data from the health care
professional working in multispecialty hospital in Chennai. A sample of 180 employees are approached to
participate in the survey through convenience sampling method. The collected data are analysed with descriptive
statistics such as mean and standard deviation. The findings of the study reflected the employees are having higher
level of engagement in their job. Here, extrinstic reward, self-efficacy, departmental support, and job autonomy
are the engagement factors found to be high among the healthcare professional. It is implied that among the
healthcare professional. It is implied that engagement is the capacity of employees work endeavour, oblisation
and aspiration enduring in the organization.
Keywords: Employees Engagement, Healthcare Professional, Perception, Multispeciality Hospital, Chennai.
INTRODUCTION
Employee engagement is the key focus of both business entrepreneurs and academic
researchers and is blistering issue of modern business environment. Every organization wants
to gain competitive advantages over others and employee engagement is the best tool for it. In
fact, employee engagement is considered to be the most powerful factor to Measure Company’s
vigor (Baumruk, 2004). Engagement is creating prospect for human resources to attach with
their managers, colleagues and organization. It‘s concern is to shape a milieu where employees
are motivated and connected with their job in real caring manner to do a high-quality job.
Engagement is a perception that places continuous improvement, change and flexibility at the
empathy of what it means. So an employee as well as an employer must understand the twenty-
first-century workplace requirements. Cindy (2008) stated that engagement is the capacity of
employee’s work endeavour, obligation and aspiration enduring in a business. Decision
Making or Coordination is an important variable bearing an influencing role and creating effect
on employee engagement (Konrad, Alison 2006).
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Performance of engaged employees lead the company towards customer satisfaction which
ultimately direct an organization towards profitability (Bassi, Laurie 2010). In the modern
business anticipate their employees should be positive and take responsibility for developing
their expertise. They are expected to be devoted to excellent performance appraisal standards.
Organizations needed employees who are active, committed and enthralled to their job.
REVIEW OF LITERATURE
Penna research report (2007) stated that meaning of work has the potential to be available way
of bringing employers and employees closer together to the benefit of both where employees
experience a sense of community, the space to be themselves and the opportunity to make a
contribution, they find meaning. Employees want to work in the organizations in which they
find meaning at work.
Marcie Pitt et al. (2009) found that the following factors related to employee’s characteristics
such a gender, household income, elder care status, physical health, mental health, core self-
evaluation and ageand work experience of employee.
Thiagarajan and Renugadevi (2011) said that the motivation factors andperformance appraisal
are associated to employee engagement. The consequences are that leaders should be
culturedon engagement, career development opportunities which are most important and that
performance improvementshould champion work life balance, and these practices are useful to
rise engagement levels.
Bhatla’s (2011)highlighted the importance of measuring employee engagement is to make
them feel valuable and continue working on employee engagement practices like providing
career opportunities, safety, training and development, communication and leadership enhance
employee performance in the organization.
Madhura Bedarkar and Deepika Pandita (2013) stated that employee engagement is a concept
gaining significant importance in the past 10 years. The concept of employee engagement has
now gained even more importance, since many drivers have been identified, which impact
employee performance and well-being at workplace.
Nusrat Khan (2013) found that there are several drivers for engagement which vary by industry,
job functions, and group and job level. Good quality line management, two way open
communication, effective cooperation, focus on developing employees and their wellbeing, fair
pay and benefits, good HR practices in place and a harmonious work environment.
Samuel Obino Mokayo and Maureen Jerotich kipyegon (2014) identified that remuneration is
the highest contributor of employee engagement and recreation facilities has least impact on
employee engagement.
Vijay Anand and C.vijay Banu (2016) explained that employee engagement is the key factor
for all organizations to sustain. Employee Engagement is positively influenced by job, Rewards
and recognition, opportunities, team work and communication are acted as a retention tool.
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Research Problem
Employee engagement is a critical ingredient of individual and organizational success. It
predicts employee outcomes, organizational success and financial performance. The impact of
engagement can manifest itself through productivity and outcomes for customers of the
organisation, employee retention rates, organizational culture and advocacy of the organisation
and its external image (Schaufeli and Bakker 2008). Employee engagement is a powerful
concept that organizations can utilize to improve many of their business functions, including
safety performance. Some of the ways that employees can become involved in addressing the
safety of the work in which they are going to be engaged may include participating in
production goal assessment, having input into planning the work, assessing the risk, evaluating
the procedures, suggesting possible practice methods, addressing logistics, selecting risk
mitigation techniques, having the right information, etc. The organization have to select the
right workers as well as supervisors, have staffs that are knowledgeable of the operational
functions, and have a deep understanding of human nature. They will also have to enlightened
leadership, a culture and climate that foster and support engagement and integrated and aligned
organizational and operational systems. There has to be robust and open communication, fair
treatment and feedback as well as opportunity for growth and development. The degree to
which these aspects are implemented and function seamlessly will determine the level of
engagement and the outcomes that drive the organization's success.
Objectives of the Study
This study aims to analysis the healthcare sector employee’s perception towards employee’s
engagement factors.
RESEARCH METHODOLOGY
Type of Design
Descriptive research design has been applied to this study. This design allows the researcher to
describe the respondent’s opinion towards the research objective.
Variable Considered for this Study
Employee’s engagement factors such as meaningful at work, intrinsic rewards, extrinsic
rewards, self-efficacy, departmental support, supervisor support, co-worker support, job
autonomy and job security are confident as the study variables in this research. Questionnaire
has been considered as the research tool for collecting primary data from the sample
respondents.
Scaling Technique
In the questionnaire, all statements are measured in the likerts five points scale. Where 5 stands
for strongly agree, 4-means agree, 3-means neither agree nor disagree, 2-means disagree and
1-mean strongly disagree.
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Sampling Procedure
This study conducted among the health care professional working in the multi speciality
hospital at Chennai. They are considered as the sample unit. A sample of 180 employees has
been selected through convenience sampling mentioned. The sample comprised of
administrative staff, allied health care employees and doctors.
Data Collection
The primary data have been collected from the sample respondents using a questionnaire.
Statistical Tools Used
In order to answer research objective, the collected primary data has been analysed with
descriptive statistics such as near and standard deviation. It inference the employees level of
opinion towards the study variables.
Table 1: Employee Opinion towards Meaningful Work
Meaningful Work Mean Std. Deviation
My job enables me to fulfill my potential and become a fully functioning
person
3.54 1.31
My job creates Social status 3.60 1.39
My job enables me to fulfill my life purpose, goals and values 3.63 1.30
My job provides feelings of personal accomplishment 3.53 1.28
I belief in achieving my highest career goals in my organization 3.70 1.43
Source: Primary data computed.
Table - 1 explains the employee’s opinion and importance towards meaningful work for
employee engagement in the healthcare sector. Here, meaningful work is analyzed with five
statements in the five point likert scale. Further, mean and standard deviation values are
calculated for each factor. The mean values are ranged from 3.53 to 3.70. The calculated
standard deviation values lies between 1.28 and 1.43. From the mean value, it is inferred that,
the employees are highly rated towards their belief in achieving their highest career goals in
the organization of meaningful work (3.70) followed by, their job enables to them fulfill in life
purpose, goals and values (3.63), job creates social status (3.60), job enables to them fulfill
their potential and become a fully functioning person (3.54) and also job provides feelings of
personal accomplishment (3.53). From the standard deviation values, it is noted that the
employees perception towards meaningful work is not varied as much. It is noted that the
employees are highly rated that their belief in achieving and they are highest career goals in
the organization of meaningful work.
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Table 2: Employee Importance towards Intrinsic Rewards
Intrinsic Rewards Mean Std. Deviation
My skill is fully utilized 3.74 1.42
I have more task variety 3.50 1.34
My task identity is rewarded 3.52 1.19
I have creative freedom 3.75 1.33
I allowed to involve and participate in the organization
achieving
3.76 1.38
I have general opportunities for growth and development 4.02 1.29
Source: Primary data computed.
Table - 2 shows the employees opinion and importance towards intrinsic rewards for employee
engagement in the healthcare sectors. Here, intrinsic rewards is analyzed with six statements
in the five point likert scale. Further, mean and standard deviation values are calculated for
each factor. The mean values are ranged from 3.49 to 4.02. The calculated standard deviation
values lies between 1.19 and 1.42. From the mean value, it is inferred that, the employees have
general opportunities for growth and development in the organization of intrinsic rewards
(4.02) followed by, allowed to them involve and participate in the organization achievement
(3.76), have creative freedom (3.75), skill is fully utilized (3.74), employee task identity and
rewarded to them (3.52) and also employee to have more task variety (3.49). From the standard
deviation values, it is observed that the employee’s perception towards intrinsic reward is not
varied as much.
It is inferred that the employees are highly rated that the they have general opportunities for
growth and development in the organization of intrinsic reward.
Table 3: Employee Importance towards Extrinsic Rewards
Extrinsic Rewards Mean Std. Deviation
Fair pay 3.84 1.14
Perks 3.78 1.33
I rewarded by coupons 4.21 0.92
I rewarded by gifts 3.70 1.21
I rewarded by social party 3.60 1.41
I awarded by gold star 3.50 1.38
Source: Primary data computed.
Table - 3 portrays the employee’s opinion and importance towards extrinsic rewards for
employee engagement in the healthcare sector. Here, extrinsic rewards is analyzed with six
statements in the five point likert scale.
Further, mean and standard deviation values are calculated for each statements. The mean
values are ranged from 3.50 to 4.21. The calculated standard deviation values lies between 0.92
and 1.41.
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From the mean value, it is inferred that, the employees have rewarded by coupons system in
the organization towards extrinsic rewards (4.21) followed by, company providing good pay
for employees (3.84), have good perks (3.78), rewarded by gifts (3.70), rewarded by social
party (3.60) and awarded to employee with gold star, performance appreciations (3.50). From
the standard deviation values, it is noted that the employee’s perception towards extrinsic
reward is not varied as much.
It is observed that the employees are highly rated that the they are rewarded by coupons system
in the organization towards extrinsic rewards.
Table 4: Employee importance towards Self-efficacy
Self-efficacy Mean Std. Deviation
I have concern for personal excellence 3.70 1.28
I have concern for influence 4.31 0.94
I have concern for family 3.90 1.20
I have concern for others and society 3.56 1.37
I am awareness of personal strength 3.28 1.30
I am awareness of personal weakness 3.64 1.24
I am awareness of achievement 4.36 0.95
I have concern for self-development 3.99 1.24
I have internal locus of control 3.76 1.38
I have proactive orientation 3.26 1.26
I have self-discipline 3.54 1.28
Source: Primary data computed.
The result is displayed in the table - 4 the employee opinion and importance towards self-
efficacy for employee engagement in the healthcare sector. Here, self-efficacy is analyzed with
eleven statements in the five point likert scale.
Further, mean and standard deviation values are calculated for each factor. The mean values
are ranged from 3.26 to 4.36. The calculated standard deviation values lies between 0.94 and
1.38.
From the mean value, it is inferred that, the employees awareness of achievement in the
organization towards self-efficacy (4.36) followed by, have concern for influence (4.31), have
concern for self-development (3.99), have concern for family (3.90), have internal locus of
control (3.76), have concern for personal excellence (3.70), awareness of personal weakness
(3.64), have concern for others and society (3.56), have self-discipline (3.54), awareness of
personal strength (3.28) and have proactive orientation (3.26).
From the standard deviation values, it is noted that the employee’s perception towards self-
efficacy is not varied as much. It is inferred that the employees awareness of achievement in
the organization towards self-efficacy.
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Table 5: Employee Importance towards Departmental Organizational Support
Perceived Departmental Support Mean Std. Deviation
The organization values my contribution to its well-being 4.16 0.90
If the organization could hire someone to replace me at a lower salary it
would do so
4.11 1.29
The organization does not fails to appreciate any extra effort from me 3.76 1.40
The organization strongly considers my goals and values 3.51 1.38
The organization won't ignore any complaint from me 3.50 1.25
The organization heed my best interests when it makes decision that affect
me
4.25 1.02
Help is available from the organization when I have a problem 3.59 1.23
The organization really cares about my well-being 3.67 1.45
The organization is willing to extent itself in order to help me perform my
job to the best of my ability
3.24 1.27
Even if I did the best job possible, the organization won't fail to notice 3.58 1.40
The organization is willing to help me when I need a special favor 3.86 1.26
The organization cares about my general satisfaction at work 3.94 1.42
If given the opportunity, the organization won't take advantage of me 3.61 1.31
The organization shows more concern for me 3.44 1.44
The organization cares about my opinions 3.23 1.23
The organizations takes pride in my accomplishments at work 3.95 1.29
The organization tries to make my job as interesting as possible 3.73 1.32
Source: Primary data computed.
Table - 5 depicts the employee’s opinion and importance towards perceived organizational
support for employee engagement in the healthcare sector. Here, perceived departmental
support is analyzed with seventeen factors in the five point likert scale. Further, mean and
standard deviation values are calculated for each factor. The mean values are ranged from 3.23
to 4.25. The calculated standard deviation values lies between 0.90 and 1.45. From the mean
value, it is noted that, the organization need employee best interests when it makes decision
that affect employee in the organization towards perceived organizational support (4.25)
followed by, the organization values employee contribution to its well-being(4.16),If the
organization could hire someone to replace employee at a lower salary it would do so (4.11),
the organizations takes pride in employee accomplishments at work (3.95), the organization
cares about employee general satisfaction at work (3.94), the organization is willing to help
employee when they need a special favor (3.86), the organization does not fails to appreciate
any extra effort from employees(3.76), the organization tries to make employees job as
interesting as possible (3.73), the organization really cares about employee well-being (3.67),
If given the opportunity, the organization won't take advantage of employees(3.61), help is
available from the organization when employee have a problem(3.59), Even if employee did
the best job possible, the organization won't fail to notice (3.58), the organization strongly
considers employees goals and values (3.51), the organization won't ignore any complaint from
employee (3.50), the organization shows more concern for employee(3.44), the organization is
willing to extent itself in order to help employee perform their job to the best of their ability
(3.24) and the organization cares about employees opinions(3.23). From the standard deviation
8. 171 | V 1 8 . I 1 1
values, it is inferred that the employee’s perception towards perceived organizational supportis
not varied as much. It is observed that the organization need employee best interests when it
makes decision that affect employee in the organization towards perceived organizational
support.
Table 6: Employee Perceptions towards Supervisory Support
Supervisory support Mean Std. Deviation
My supervisor takes the time to learn about my career goals and aspirations 3.89 1.45
My supervisor cares about whether or not I achieve my goals. 3.23 1.19
My supervisor keeps me informed about different career opportunities for me in
the organization
3.46 1.41
My supervisor makes sure I get the credit when I accomplish something
substantial on the job
3.61 1.19
My supervisor gives me helpful feedback about my performance 3.81 1.35
My supervisor gives me helpful advice about improving my performance when I
need it
3.78 1.39
My supervisor supports my attempts to acquire additional training or education
to further my career
3.58 1.48
My supervisor provides assignments that give me the opportunity to develop
and strengthen new skills
3.35 1.25
My supervisor assigns me special projects that increase my visibility in the
organization
3.82 1.32
Source: Primary data computed.
Table - 8 shows that employees perception towards supervisor support in the healthcare sector.
Here, supervisor support is analyzed with nine factors in the five point likert scale. Further,
mean and standard deviation values are calculated for each factor. The mean values are ranged
from 3.23 to 3.89. The calculated standard deviation values lies between 1.19 and 1.48. From
the mean value, it is inferred that, the supervisor takes the time to learn about employees career
goals and aspirations in the organization towards supervisor support (3.89) followed by,
supervisor assigns special projects that increase their visibility in the organization (3.82),
supervisor gives helpful feedback about their performance (3.81), supervisor gives helpful
advice about improving employees performance when they need it (3.78), supervisor makes
sure and get the credit when employee accomplish something substantial on the job (3.61),
supervisor supports my attempts to acquire additional training or education to further employee
career (3.58), supervisor keeps informed about different career opportunities for their in the
organization (3.46), supervisor provides assignments that give the opportunity to develop and
strengthen new skills (3.35) and supervisor cares about whether or not achieve their goals(
3.28). From the standard deviation values, it is noted that the employee’s perception towards
supervisor support is not varied as much. It is noted that the supervisor takes the time to learn
about employee’s career goals and aspirations in the organization towards supervisor support.
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Table 7: Employee opinion towards Co-worker Support
Co-worker Support Mean Std. Deviation
Trust worthy 3.45 1.23
Respectful 3.83 1.42
Emotional 3.36 1.32
Instrumental 3.90 1.39
Source: Primary data computed.
Table - 7 explain that the employee opinion towards co-support in the healthcare sectors. Here,
co-support is analyzed with four factors in the five point likert scale. Further, mean and standard
deviation values are calculated for each factor. The mean values are ranged from 3.36 to 3.90.
The calculated standard deviation values lies between 1.23 and 1.42. From the mean value, it
is inferred that, the instrument and machinery item in the organization towards co-worker
support (3.90) followed by, co-worker respect in the organization (3.83),co-worker trust worthy
in the organization (3.45), and emotional is play in co-worker support( 3.36). From the standard
deviation values, it is noted that the employee’s opinion towards co-support is not varied as
much. It is pointed the supervisor takes the instrument and machinery item in the organization
towards co-worker support.
Table 8: Employee Importance Level towards Job Autonomy
Job Autonomy Mean Std. Deviation
How much are you left on your own to do your own work 3.75 1.172
To what extent are you able to act independently of your supervisor in performing
your job function
3.66 1.385
To what extent are you able to do your job independently of others 3.48 1.320
The freedom to do pretty much what I want on my job 3.43 1.382
The opportunity for independent thought and action 3.53 1.364
The control I have over the peace of my work 4.09 1.336
Source: Primary data computed.
Table - 8 depicts the employee’s importance level towards job autonomy for employee
engagement in healthcare sector. Here, perceived job autonomy is analyzed with six factors in
the five point likert scale. Further, mean and standard deviation values are calculated for each
factor. The mean values are ranged from 3.43 to 4.09. The calculated standard deviation values
lies between 1.17 and 1.38. From the mean value, it is noted that, the control and have over the
peace of their work in the organization towards perceived job autonomy(4.09) followed by,
How much are you left on your own to do your own work(3.75),what extent are you able to act
independently of your supervisor in performing your job function(3.66),the opportunity for
independent thought and action(3.53), what extent are you able to do your job independently
of others (3.48) and the freedom to do pretty much what they want on employee job (3.43).
From the standard deviation values, it is inferred that the employee’s perception towards
perceived job autonomy is not varied as much. It is observed that the control and have over the
peace of their work in the organization towards perceived job autonomy.
10. 173 | V 1 8 . I 1 1
Table 9: Employee perception level towards Job security
Job security Mean Std. Deviation
Management has made an explicit commitment to employees to avoid lay
off redundancies, except in extreme circumstances.
3.60 1.23
Disputes are always resolved fairly and impartially. 3.59 1.39
Employees are led to expect long-term employment in this organization. 3.25 1.27
I have a sense of job security working in this company. 3.58 1.40
Source: Primary data computed.
Table - 9 shows that employee perception towards job security in healthcare sector. Here, job
security is analyzed with four factors in the five point likert scale. Further, mean and standard
deviation values are calculated for each factor. The mean values are ranged from 3.25 to 3.60.
The calculated standard deviation values lies between 1.23 and 1.40. From the mean value, it
is noted that, the management has made an explicit commitment to employees and avoid lay
off redundancies, except in extreme circumstances in the organization towards job security
(3.60) followed by, disputes are always resolved fairly and impartially (3.59),have a sense of
job security working in this company (3.58) and employees are led to expect long-term
employment in this organization (3.25). From the standard deviation values, it is noted that the
employee’s perception towards job security is not varied as much. It is observed that the
management has made an explicit commitment to employees and avoid lay off redundancies,
except in extreme circumstances in the organization towards job security.
FINDINGS AND RECOMMENDATION CONCLUSION
Employee’s meaningful work has to be at moderate level. Here, employees believed that they
are achieving their highest score goal in their organization found to be high. However
employee’s job provided feeling of personal accomplishment is found to be low. So,
management provide to employee’s personal accomplishment towards their job opportunities
for growth and development is found to high for intrinsic reward. But, variety of task intrinsic
reward found to be low. So employees may be intrinsic reward interms of task oriented.
Coupons as a extrinsic reward is found to be high in the organization. But, extrinsic reward of
gold star and social party are found to be low in the organization. So organization try to award
to the extras performance to star award and allow them to have social get together. Self-efficacy
found to be at moderate level. Here, employee have higher level of self-influence. However,
proactive orientation and awareness of personal strength. So, employees should the proactive
and have more awareness about their personal strength, departmental support is found to be
high. But, supervisor support and co-worker support found to be at average level. Hence, the
management try to inculcate the supervisor support and co-worker support.
This can be done through right selection of candidates, proper training, power sharing, work-
information sharing, knowledge or employee skills and performance rewards system. How
high-involvement work practices can contribute in effective employee engagement. High
involvement work practices are the techniques used by the management to efficiently involve
their employees in their works and receive high performance among employees.
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If there is no career progression or limited career advancement opportunities, then employees
will definitely be disengaged at certain level and shall not remain committed with an
organization. Organization’s repute as a good employer, availability of resources needed to
perform job in high quality and communication of clear vision for long term success by the
higher management are also critical factors in building employee engagement.
Hence, employee engagement is today seen as a powerful source of competitive advantage in
the turbulent times. The study explores the concept of employee engagement and also throws
light on key drivers of employee engagement by analyzing specifically three divers, namely
communication, work life balance and leadership.
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