This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
Reward System and Level of Staff Satisfaction among NonAcademic Staff of Sele...AJHSSR Journal
In any profit-oriented workplace, job relationship is seen as a trade procedure where workers
give inputs in terms of skills and expertise for the different rewards, compensations and incentives from their
employer which go far in deciding their satisfaction, performance and productivity. This study sought to
examine the level of staff satisfaction with the reward system implemented by three (3) selected tertiary
institutions in Enugu State, Nigeria. Survey design was adopted for this study. The population of the study was
1122 staff drawn from the non-academic staff of the selected higher institutions in Enugu State, Nigeria. A
sample size of 415 was obtained using Taro Yamane‟s (1964) formula for finite population. Four hundred and
fifteen (415) questionnaires were used to collect data from respondents who were non-academic staff members,
after being validated by experts in academia and human resources management. Burley‟s proportional
allocation was used to calculate proportionate sample size. Out of 415 copies administered, three hundred and
one (301) copies were returned and used for the analysis. Data were collected through primary and secondary
sources. Cronbach‟s Alpha was used to test for the reliability of the instrument, an Alpha of 0.79 was obtained
thus confirming the reliability of the instrument. The hypotheses formulated were tested using Z test. Findings
from the study revealed that the level of staff satisfaction with the reward system implemented by the tertiary
institutions is low (computed z-value of 24.385 against 1.645 and significance of 0.000) (z = 24.385> at p<
0.05) during the period studied. Based on the finding, the study concludes that the reward system implemented
have a very strong correlation with the satisfaction of non-academic staff in the institutions of higher learning
studied. In the light of the forgoing therefore, it was recommended that the reward systems implemented by the
institutions should be consistent with staff needs and relevant to the personal life of the employee. Also, the
reward system implemented should be reviewed at various levels to earn the employees‟ commitment and
satisfaction.
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
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.
Impact of Abusive Supervision on Employee Turnover Intention: The Moderating ...ijtsrd
The research was aimed to find out the impact of abusive supervision on turnover intention and to see how the moderating role effect by the abusive supervision and leads toward turnover intention i.e. emotional exhaustion. A total of 60 responses were gathered for the analysis of the study. The analysis has to be done through filling up questionnaires from the respondents. Statistical package of social sciences (SPSS) was implemented to get the result. The result finds that emotion exhaustion moderates the relationship between the dependent and independent variable. The nexus between abusive supervision and turnover intention turn out to be positively significant. An optimistic relation was found between the abusive supervision and the moderating variable. Mr. Sher Alam Khetran | Mr. Sikandar Wali | Dr. Muhammad Yar Khan | Ms. Jawaria Mushtaq"Impact of Abusive Supervision on Employee Turnover Intention: The Moderating Effect of Emotional Exhaustion" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11275.pdf http://www.ijtsrd.com/management/business-administration/11275/impact-of-abusive-supervision-on-employee-turnover-intention-the-moderating-effect-of-emotional-exhaustion/mr-sher-alam-khetran
This approach is based on the premise that role of a discipline approach should not always be to punish; rather, it should try to regulate the negative behavior of employees to make them better workers.
The Effect of Workplace Relationship toward Job Satisfaction of Divine Word C...IJMREMJournal
The study was conducted to determine workplace relationship between employer and employees and among employees of Divine Word Colleges in Ilocos Sur, Philippines and its effect on the job satisfaction. Literatures and studies were reviewed, and questionnaires were used to gather the data related to workplace relationship and job satisfaction. The respondents of the study are employees of the colleges of Ilocos region which include Ilocos Sur and Ilocos Norte. The study is a descriptive study involving survey and fact-finding inquiry. Weighted mean and Pearson r were used to determine the workplace relationship and its correlation with job satisfaction. The study found that there is a significant correlation between workplace relationship and job satisfaction. Therefore, the study recommends that management need to monitor and improve workplace relationship between employer and employees and among employees and also improve and monitor factors that affect job satisfaction.
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
Reward System and Level of Staff Satisfaction among NonAcademic Staff of Sele...AJHSSR Journal
In any profit-oriented workplace, job relationship is seen as a trade procedure where workers
give inputs in terms of skills and expertise for the different rewards, compensations and incentives from their
employer which go far in deciding their satisfaction, performance and productivity. This study sought to
examine the level of staff satisfaction with the reward system implemented by three (3) selected tertiary
institutions in Enugu State, Nigeria. Survey design was adopted for this study. The population of the study was
1122 staff drawn from the non-academic staff of the selected higher institutions in Enugu State, Nigeria. A
sample size of 415 was obtained using Taro Yamane‟s (1964) formula for finite population. Four hundred and
fifteen (415) questionnaires were used to collect data from respondents who were non-academic staff members,
after being validated by experts in academia and human resources management. Burley‟s proportional
allocation was used to calculate proportionate sample size. Out of 415 copies administered, three hundred and
one (301) copies were returned and used for the analysis. Data were collected through primary and secondary
sources. Cronbach‟s Alpha was used to test for the reliability of the instrument, an Alpha of 0.79 was obtained
thus confirming the reliability of the instrument. The hypotheses formulated were tested using Z test. Findings
from the study revealed that the level of staff satisfaction with the reward system implemented by the tertiary
institutions is low (computed z-value of 24.385 against 1.645 and significance of 0.000) (z = 24.385> at p<
0.05) during the period studied. Based on the finding, the study concludes that the reward system implemented
have a very strong correlation with the satisfaction of non-academic staff in the institutions of higher learning
studied. In the light of the forgoing therefore, it was recommended that the reward systems implemented by the
institutions should be consistent with staff needs and relevant to the personal life of the employee. Also, the
reward system implemented should be reviewed at various levels to earn the employees‟ commitment and
satisfaction.
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
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.
Impact of Abusive Supervision on Employee Turnover Intention: The Moderating ...ijtsrd
The research was aimed to find out the impact of abusive supervision on turnover intention and to see how the moderating role effect by the abusive supervision and leads toward turnover intention i.e. emotional exhaustion. A total of 60 responses were gathered for the analysis of the study. The analysis has to be done through filling up questionnaires from the respondents. Statistical package of social sciences (SPSS) was implemented to get the result. The result finds that emotion exhaustion moderates the relationship between the dependent and independent variable. The nexus between abusive supervision and turnover intention turn out to be positively significant. An optimistic relation was found between the abusive supervision and the moderating variable. Mr. Sher Alam Khetran | Mr. Sikandar Wali | Dr. Muhammad Yar Khan | Ms. Jawaria Mushtaq"Impact of Abusive Supervision on Employee Turnover Intention: The Moderating Effect of Emotional Exhaustion" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11275.pdf http://www.ijtsrd.com/management/business-administration/11275/impact-of-abusive-supervision-on-employee-turnover-intention-the-moderating-effect-of-emotional-exhaustion/mr-sher-alam-khetran
This approach is based on the premise that role of a discipline approach should not always be to punish; rather, it should try to regulate the negative behavior of employees to make them better workers.
The Effect of Workplace Relationship toward Job Satisfaction of Divine Word C...IJMREMJournal
The study was conducted to determine workplace relationship between employer and employees and among employees of Divine Word Colleges in Ilocos Sur, Philippines and its effect on the job satisfaction. Literatures and studies were reviewed, and questionnaires were used to gather the data related to workplace relationship and job satisfaction. The respondents of the study are employees of the colleges of Ilocos region which include Ilocos Sur and Ilocos Norte. The study is a descriptive study involving survey and fact-finding inquiry. Weighted mean and Pearson r were used to determine the workplace relationship and its correlation with job satisfaction. The study found that there is a significant correlation between workplace relationship and job satisfaction. Therefore, the study recommends that management need to monitor and improve workplace relationship between employer and employees and among employees and also improve and monitor factors that affect job satisfaction.
Your attitude to something is the way that you think and feel about it. Your attitude towards someone is the way you behave when you are dealing with them, especially when this shows how you feel about them.
Contrast the three components of an attitude.
Summarize the relationship between attitudes and behavior.
Identify the role consistency plays in attitudes.
State the relationship between job satisfaction and behavior.
Identify four employee responses to dissatisfaction.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
WORK LIFE BALANCE TRAINING – DOES IT WORKS FOR IT EMPLOYEESIAEME Publication
In IT Sectors were knowledge is the key and workforce of IT companies is an important strategic asset which needs to be managed and retained. This work details the results of a survey administered to 207 employees across various software companies. It is a Experimental study, which assesses the work life balance before and after training, given to IT employees It also gathers data on the effects of training initiatives on factors that influences work life balance. IT Employees were chosen for this study as they embody the new “knowledge based working group which operates in an economy where information is very vital providing an competitive edge”. This work reveals whether training actually helps in better work life balance.
This presentation gives the theoretical idea along with research objectives and questions to find out the vast results of the influence of motivation on the performance of employees. This is a research based presentation consist of questionnaire data analysis.
A Study on Role of Organizational Climate on Employees Job Satisfactionijtsrd
The purpose of this paper to investigate the impact of organizational climate on employee satisfaction. The organizational climate is reflected in the organization's objective to develop its staff or employees by providing them good working environments and conditions and assisting and supporting them so they can achieve job satisfaction. Organizational climate is major motivating factor responsible for satisfaction and dissatisfaction of employees and affects the quantum of their turnover. The study determines relation between components of organizational climate with employee job satisfaction. A clear structure, coordination and good communication systems enhance the performance of the employees and increase job satisfaction among employees which results in positive organizational climate. Dr. G. Balamurugan | B. Santhiya "A Study on Role of Organizational Climate on Employees Job Satisfaction" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-4 , June 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30749.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/30749/a-study-on-role-of-organizational-climate-on-employees-job-satisfaction/dr-g-balamurugan
Impact of Labor Turnover on Organizational Performance in it Sector With Spec...ijtsrd
In the recent years impact of labor turnover has received considerable attention by senior management, human resource professionals, and industrial psychologists. It has been proven to be one of the most seemingly intractable human resource challenges confronting organizations. Labor plays a significant role for the performance of any business firm. The efficiency, productivity and effectiveness of the Organization are highly influenced by a competent and well experienced workforce. This research was carried out to examine the impacts of labor turnover on Organization performance in IT sector WITH SPECIAL EMPHASIS ON IT DEPARTMENT OF TCS NOIDA .The main purpose of the study was to determine the impact of employee turnover on the performance of an organization. The research study supports the argument of Derek 2006 that the employees' turnover positively associated with the organization inefficiency. The sample study comprised fifty respondents, both qualitative and quantitative data have been used and the questionnaires were individually administered. It is clearly evidenced that there is negatively relationship between organizational performance and the employees' turnover. The general objective of this study was to assess the impacts of labor turnover on Organizational performance at TCS Noida. The study recommended that the Management continue employing people who are well trained and who perceive their jobs as expected. Organizations should not only employ to fill a job but also consider a fit between the person and the organization. It is highly recommended that management should give attention to those factors that they can easily manage. Management has to understand that people are different and appreciates those differences. Lovelesh Joshi | Dr. Deepak Dhariyal "Impact of Labor Turnover on Organizational Performance in it Sector (With Special Emphasis on it Department of TCS Noida)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd26753.pdfPaper URL: https://www.ijtsrd.com/management/organizational-behaviour/26753/impact-of-labor-turnover-on-organizational-performance-in-it-sector-with-special-emphasis-on-it-department-of-tcs-noida/lovelesh-joshi
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.
Contribution of Employee’s Job Satisfaction on Organization Performance: A Ca...AI Publications
In recent times, the issue of employee job satisfaction has been crucial for developing and achieving the aims and goals of organizations. This study examines contribution of employee’s job satisfaction on organization performance with particular reference to Mkombozi Bank in Dar es Salaam. Specifically, the study aimed to investigate the impact of talent development, to determine how reward influences employee job satisfaction and lastly the study examined how career promotion of employees affected Mkombozi Bank performance. Descriptive research study was carried out, the research used a sample size of 30 workers. The data for the study is largely obtained via semi-structured questionnaires. The study employed analytical descriptive statistical approaches for analyzing the relationship between the indicators of employees’ job satisfaction and organization performance. Inferential statistics, particularly correlation matrix and multi-regression were the statistical instruments employed for the study analysis. Findings of the study document a weak or no relationship between employee job satisfaction and organization performance. These findings might contravene by other background variables like age of employees, gender, experience, type of jobs, education, etc.) or measurement methods. Depending on the outcomes of this study, the management need to understand that, there is a connection between employee job satisfaction and organization performance. Even though the link has been found to be weak here, it was simply contravened by other variables and measurement methods employed. The management is advised to look at these findings as an eye opener for it to reflect and work on the employee job satisfaction factors in the efforts of improving organizational performance.
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.
A Study on Employer Employee Relationship with Special Reference to Shree Dev...ijtsrd
In every organization, Relationships formed during employment can be beneficial or harmful to the corporate function of any firm. In actuality, an employer or firm views an employee as an individual who has agreed to the employment terms, which include work rates, commissions, salaries, and wages, from the start. Employer employee relationships are critical for any organizations success, and with their aid, businesses may boost productivity. Employee relations concerns recur on a regular basis. Any organizations success or failure is directly related to the amount of effort put in by each and every employee. Employees are a companys most valuable asset. Employees must have a healthy working relationship with one another. Employees must have a healthy working relationship with one another and work hard to achieve the organizations goals. They should be complementary to one another and function as a team. For employees, the organization must come first, and personal interests should be put on the back burner. As a result, companies must consider their employees, have faith in them, and be able to persuade them. Mrs G Lourds Shammine | Ms. M. Reshma Raj "A Study on Employer-Employee Relationship with Special Reference to Shree Devi Textile, Coimbatore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-2 , February 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49425.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/49425/a-study-on-employeremployee-relationship-with-special-reference-to-shree-devi-textile-coimbatore/mrs-g-lourds-shammine
AN ASSESSMENT OF WORKERS’ SATISFACTION IN ESTATE SURVEYING AND VALUATION FIRM...IAEME Publication
This study examined the levels of satisfaction of employees with the major focus on
the staff of estate surveying firms (ESFs) practicing in Lagos State, Nigeria. This was
with a view to identify the factors influencing their levels of job satisfaction and analyze
the relationship among the influencing factors. Structured questionnaire were
administered to 367 ESFs operating in Lagos State out of which 274 representing
74.66% questionnaire were properly filled, returned and analyzed. The study deployed
descriptive statistics such as simple frequency distribution, mean weighted score
(MWS), cross tabulation, correlation and one-sample test (t-test). The findings of the
study showed that few estate surveyors (17.52%) expressed satisfaction in the job,
39.42% of the employees were completely dissatisfied while 43.07% of them were
unsure about their job satisfaction level. The result of cross tabulation showed that,
male estate surveyors expressed higher level of dissatisfaction (53.73%) compared to
their female counterparts (33.65%) in ESFs. From the MWS result, the respondents
rated communication (COM: 4.41), fairness and sufficiency of salary (SAL: 4.23), the
quality of relationship with supervisor (RLS: 4.23), fairness of organizational policies
(ORG: 4.17), reward for good job performance (RWD: 3.85) and quality of relationship
with co-workers (RCW: 3.77) as the dominant influencing factors of job satisfaction.
The study also discovered strong positive correlation coefficient between COM and
COW (.824), SAL and RWD (.775), RLS and COM (.754). At 5% confidence level, the
result of the t-test showed positive contributions of all the influencing factors to
employees job satisfaction in estate firms (p<0.05). The study concluded that providing
enabling work environment in ESFs should be encouraged for optimal unitization of
human and non-human resources. Thus, issues relating to staff welfare should be
treated with optimum priority in organizations that desires to achieve efficiency in their
operations.
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
The need for the study of COVID Impact among the Employee of IT Industry had been considered as very critical at this moment. Any IT industry believes in the principle of 4Ps namely PROCESS, PEOPLE, PARTNERS and PRODUCTS. The Process deals with the flow of business in way of operating to meet the client needs. The PRODUCTS deals with the outcome of the PROCESS to satisfy the need of the Customer. The PARTNERS are the souls of winning the business who are the customers / clients who would purchase our products and in turn pays for our income. The PEOPLE are the highly critical component who are the hearts of the EMPLOYEE who work out the requirements at all levels and converts the expectation into realized benefits to organization and to us. Hence this study deals with how the COVID had impacted the employees of IT Industry and the recommended a remediation plan to act upon the critical situations wisely well in advance.
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Lyndsey Byblow, Test Suite Sales Engineer @ UiPath, Inc.
GridMate - End to end testing is a critical piece to ensure quality and avoid...ThomasParaiso2
End to end testing is a critical piece to ensure quality and avoid regressions. In this session, we share our journey building an E2E testing pipeline for GridMate components (LWC and Aura) using Cypress, JSForce, FakerJS…
Climate Impact of Software Testing at Nordic Testing DaysKari Kakkonen
My slides at Nordic Testing Days 6.6.2024
Climate impact / sustainability of software testing discussed on the talk. ICT and testing must carry their part of global responsibility to help with the climat warming. We can minimize the carbon footprint but we can also have a carbon handprint, a positive impact on the climate. Quality characteristics can be added with sustainability, and then measured continuously. Test environments can be used less, and in smaller scale and on demand. Test techniques can be used in optimizing or minimizing number of tests. Test automation can be used to speed up testing.
Full-RAG: A modern architecture for hyper-personalizationZilliz
Mike Del Balso, CEO & Co-Founder at Tecton, presents "Full RAG," a novel approach to AI recommendation systems, aiming to push beyond the limitations of traditional models through a deep integration of contextual insights and real-time data, leveraging the Retrieval-Augmented Generation architecture. This talk will outline Full RAG's potential to significantly enhance personalization, address engineering challenges such as data management and model training, and introduce data enrichment with reranking as a key solution. Attendees will gain crucial insights into the importance of hyperpersonalization in AI, the capabilities of Full RAG for advanced personalization, and strategies for managing complex data integrations for deploying cutting-edge AI solutions.
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
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Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
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Enchancing adoption of Open Source Libraries. A case study on Albumentations.AIVladimir Iglovikov, Ph.D.
Presented by Vladimir Iglovikov:
- https://www.linkedin.com/in/iglovikov/
- https://x.com/viglovikov
- https://www.instagram.com/ternaus/
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Created out of a necessity for superior performance in Kaggle competitions, Albumentations has grown to become a widely used tool among data scientists and machine learning practitioners.
This case study covers various aspects, including:
People: The contributors and community that have supported Albumentations.
Metrics: The success indicators such as downloads, daily active users, GitHub stars, and financial contributions.
Challenges: The hurdles in monetizing open-source projects and measuring user engagement.
Development Practices: Best practices for creating, maintaining, and scaling open-source libraries, including code hygiene, CI/CD, and fast iteration.
Community Building: Strategies for making adoption easy, iterating quickly, and fostering a vibrant, engaged community.
Marketing: Both online and offline marketing tactics, focusing on real, impactful interactions and collaborations.
Mental Health: Maintaining balance and not feeling pressured by user demands.
Key insights include the importance of automation, making the adoption process seamless, and leveraging offline interactions for marketing. The presentation also emphasizes the need for continuous small improvements and building a friendly, inclusive community that contributes to the project's growth.
Vladimir Iglovikov brings his extensive experience as a Kaggle Grandmaster, ex-Staff ML Engineer at Lyft, sharing valuable lessons and practical advice for anyone looking to enhance the adoption of their open-source projects.
Explore more about Albumentations and join the community at:
GitHub: https://github.com/albumentations-team/albumentations
Website: https://albumentations.ai/
LinkedIn: https://www.linkedin.com/company/100504475
Twitter: https://x.com/albumentations
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CRITERIA FOR MEASURING JOB ATTITUDE:
♦ Pay and Stability of Employment
Pay has always been an important determinant of job satisfaction. There are various factors
such as the credentials of the employee, the ability of the employer to pay, the cost of living index,
tax rates etc. must be taken into consideration in determining the pay. Stability of employment
depends to a large extent on the willingness and ability of the employee to update his work
knowledge and skill in tune with the demands of the employer.
♦ Reduce/Eliminate Occupational Stress
An employee who is unable to cope with work pressure undergoes stress. Certain amount of
stress is an essential for performance. Excessive stress may be detrimental to the mental and physical
health of the employee and may adversely affect performance. The employer, therefore, must do his
mite to help the employee, undergoing stress, to come out of it. Counseling may provide relief in
most cases.
♦ Employee Health
It is necessary to educate the employees on health problems. The employee health program
may cover such aspects as highlighting the evil effects of drinking and smoking that are smoking that
are widely prevalent among the working class. The programme must also focus on family planning,
AIDS prevention and so on.
♦ Alternative Work Schedule
To enable the workers overcome monotony and fatigue, such measures as flexible working
hours, flexible lunch and interval breaks, five-day week etc. may be adopted.
♦ Participative Management
It is believed that encouraging workers to participate in the decision-making process improves
job attitude. When employees have a say in management decisions, they work with greater
commitment may not be expected if the management tries to thrust its decisions on the workers.
♦ Recognition
Job attitude is certainly influenced by the preparedness of the management to recognize
employees showing good progress. The recognition may come in the form of tangible and intangible
benefits. Tangible benefits may be in the form of bonus, commission, and profits-sharing and so on.
Intangible benefits may come in the form of greater decision-making authority, better designations
etc.
♦ Harmonious Supervisor-Worker Relationship
Cordial superior-subordinate relationship gives the employee greater confidence to undertake
his tasks. Obviously, the employee will lose self-confidence if his superior tries to find fault with him
always. In an organization where the superior-subordinate association is smooth the work attitude
will certainly be good.
♦ Grievance Procedure
Grievances are bound to arise in a workplace. If such grievances are not properly redressed it
will affect the job attitude. The employer must, therefore, establish a certain procedure for the
effective handling of grievances.
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♦ Adequacy of Resources
An employee will be able to attain his goal only if the organization makes available the
necessary – materials, tools, machines, money and manpower. Paucity of these resources will affect
performance and also job attitude.
♦ Seniority and Merit in promotions
Employee promotions are generally linked to seniority or merit or both. If any other criterion
is used for promotion it will be considered unfair and will lower attitude.
♦ Employment on Permanent Basis
Job security is important for every employee. If the employees are appointed on casual,
temporary or contract basis, it will give them a feeling of insecurity. For the employees to have a
feeling of security and for a better attitude, employees must be appointed on a permanent basis.
BENEFITS OF JOB ATTITUDE:
♦ Higher production and productivity
♦ Greater job satisfaction
♦ Low rate of absenteeism
♦ Greater motivation
♦ High employee morale
♦ Reduction in complaints and grievances
♦ Reduction in stress conditions
OBJECTIVES OF THE STUDY
To know the factors that affects the Job attitude.
To analyze the relationship between the supervisors and subordinates.
To know the existing working conditions, health and safety measures.
RESEARCH HYPOTHESIS:
♦ There is a significant difference between Experience and overall job attitude of an Employee.
♦ There is a significant association between Experience and Employee Participation in
management.
♦ There is a significant association between Department of the respondents and Health &
Safety measures.
DATA ANALYSIS AND INTERPRETATION ANOVA
Difference between Experience of the respondents and Overall job attitude of an Employee.
Research Hypothesis (H1):
There is a significant difference between Experience and overall job attitude of an Employee.
Null Hypothesis (H0):
There is no significant difference between experience and job attitude of Work life of an Employee.
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S.No Experience Mean S.D SS DF MS Statistical
Inference
1. Job Satisfaction
Between groups
Below 10 years (n=20)
10-20 years (n=37)
20-30 years (n=19)
Above 30 years (n=74)
Within groups
1.10
2.41
3.00
3.00
0.308
0.497
0.000
0.000
61.281
10.719
3
146
20.427
0.073
F=278.23
P(.000)<.05
Significant
2. Employee Participation in
management
Between groups
Below 10 years (n=20)
10-20 years (n=37)
20-30 years (n=19)
Above 30 years (n=74)
Within groups
1.00
1.84
2.89
3.00
0.000
0.374
0.315
0.000
82.017
6.817
3
146
27.339
0.047
F=585.562
P(.000)<.05
Significant
3
Interpersonal Relationship
Between groups
Below 10 years (n=20)
10-20 years (n=37)
20-30 years (n=19)
Above 30 years (n=74)
Within groups
1.05
2.24
3.00
3.00
0.224
0.435
0.000
0.000
67.313
7.761
3
146
22.438
0.053
F=422.105
P(.000)<.05
Significant
4. Welfare Facilities & Working
Environment
Between groups
Below 10 years (n=20)
10-20 years (n=37)
20-30 years (n=19)
Above 30 years (n=74)
Within groups
1.00
1.84
2.89
3.00
0.000
0.374
0.315
0.000
112.064
8.230
3
146
37.355
0.056
F=662.690
P(.000)<.05
Significant
5. Safety & Healthy Measures
Between groups
Below 10 years (n=20)
10-20 years (n=37)
20-30 years (n=19)
Above 30 years (n=74)
Within groups
1.00
1.86
2.00
2.96
0.000
0.347
0.000
0.199
74.691
7.203
3
146
24.897
0.049
F=504.664
P(.000)<.05
Significant
6. Career Growth & Prospects
Between groups
Below 10 years (n=20)
10-20 years (n=37)
20-30 years (n=19)
Above 30 years (n=74)
Within groups
1.00
1.86
3.00
3.00
0.000
0.481
0.000
0.000
82.849
8.324
3
146
27.616
0.057
F=484.362
P(.000)<.05
Significant
7. Motivation
Between groups
Below 10 years (n=20)
10-20 years (n=37)
20-30 years (n=19)
Above 30 years (n=74)
Within groups
1.00
1.78
2.74
3.00
0.000
0.417
0.452
0.000
82.046
9.954
3
146
27.349
0.068
F=401.114
P(.000)<.05
Significant
8. Compensation
Between groups
Below 10 years (n=20)
10-20 years (n=37)
20-30 years (n=19)
Above 30 years (n=74)
Within groups
1.00
1.65
2.84
3.00
0.000
0.484
0.375
0.000
90.381
10.959
3
146
30.127
0.075
F=401.374
P(.000)<.05
Significant
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Interpretation:
The above table shows that [Job Satisfaction (0.000<0.05) / Employee Participation in
management (0.000<0.05) / Interpersonal Relationship (0.000<0.05) / Welfare Facilities & Working
Environment (0.000<0.05) / Safety & Healthy Measures (0.000<0.05) / Career Growth & Prospects
(0.000<0.05) / Motivation (0.000<0.05) / Compensation (0.000<0.05)] the calculated value is lesser
than the table value. So the research hypothesis (H1) is accepted and the null hypothesis (H0) is
rejected.
Hence, there is a significant difference between Experience of the respondents and Overall job
attitude of an Employee.
CHI SQUARE:
Association between Experience of the respondents and Employee Participation in
management.
(a) Research Hypothesis (H1):
There is a significant association between Experience and Employee Participation in management.
Null Hypothesis (H0):
There is no significant association between Experience and Employee Participation in management.
S.No. Particulars
Experience
Statistical InferenceBelow 10
years (n=20)
10-20 years
(n=37)
20-30 years
(n=20)
Above 40
years (n=73)
1 Employee Participation in
Management
Agree
Neutral
Disagree
0
0
20
17
20
0
20
0
0
73
0
0
X2
= 2.816
Df = 6
P(0.000)<0.05
Significant
Interpretation:
The above table shows that the calculated value is lesser than the table value ( P (0.000)
<0.05). So the research hypothesis (H1) is accepted and the null hypothesis (H0) is rejected.
Hence, there is a significant difference between Experience of the respondents and Employee
Participation in management.
Association between Department of the respondents and Health & Safety measures.
(b) Research Hypothesis (H1):
There is a significant association between Department of the respondents and Health & Safety
measures.
Null Hypothesis (H0):
There is no significant association between Department of the respondents and Health & Safety
measures.
S.No. Particulars
Experience
Statistical InferenceMechanical
(n=66)
Electrical
(n=58)
Painting
(n=9)
Others (n=17)
1 Health & Safety Measures
Disagree
Neutral
Agree
29
30
7
0
0
58
0
0
9
0
0
17
X2
= 1.238
Df = 6
P(0.000)<0.05
Significant
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Interpretation:
The above table shows that the calculated value is lesser than the table value (P (0.000)
<0.05). So the research hypothesis (H1) is accepted and the null hypothesis (H0) is rejected.
Hence, there is a significant association between Department of the respondents and Health & Safety
measures.
THE FINDINGS WITH RESPECT TO ANOVA & ࢞
-TEST ARE AS FOLLOWS
ANOVA
♦ There is a significant difference between Experience of the respondents and Overall job
attitude of an Employee.
࢞
- TEST
♦ There is a significant difference between Experience of the respondents and Employee
Participation in management.
♦ There is a significant association between Department of the respondents and Health &
Safety measures.
SUGGESTIONS
The following are the suggestions for better performance of job attitude in SRF Limited,
Trichy.
The management shall take steps to improve the life style of the employees.
The organization shall be taken more steps to better promotion opportunity.
The organization provide Award and Reward motivate the employee performance.
The organization shall take steps to provide training opportunities for all the employees.
The organization shall take steps to make the managers to pay more attention towards the
work place safety.
The supervisor considers other opinion before decision making.
The organization shall make all level of employees to participate in the decision making
process.
The supervisors shall move friendly with their subordinates and make them feel free to speak
about various topics.
The organization shall provide training relevant to the job of the employees.
CONCLUSION
In this competitive world it’s very difficult to survive in business due to technological
developments, growing trends and human resource. If an Industry or a business wants to survive they
have to concentrate on many factors and among them is human resource. An organization should
know how to make an employee happy and how to generate output.
The researcher has undertaken this study with the employees to learn the job attitude and try
to find the ways for their improvements which will lead to employee growth and organization
success.
Job attitude provides an opportunity for an individual to safety wide variety of personal needs
to survive with some security, to have a sense of personal usefulness to be recognized of
achievement and to have an opportunity to improve one’s skill and knowledge.
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