This document summarizes a study that examined the relationship between internal attitude surveys and workers' commitment in the Nigerian banking industry. The study found that internal attitude surveys had a significant positive association with workers' continuance commitment and normative commitment, but no significant association with affective commitment. This suggests that when management is aware of employee attitudes and addresses issues, employees will feel obligated to remain with the organization and be less likely to leave due to sunk costs. The document provides background on internal attitude surveys, the three components of workers' commitment, and the potential relationship between surveys and commitment.
The document outlines a comprehensive plan for conducting an organizational behavior audit. The plan involves four key processes: 1) defining the problem, 2) collecting data through interviews and observations, 3) analyzing the collected data, and 4) proposing solutions based on the findings. Conducting such audits helps organizations understand employee behaviors, identify factors influencing productivity, and make improvements to enhance job satisfaction and organizational performance. Regular audits are important for organizations to foster loyalty, retain talented employees, and effectively manage a diverse workforce.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
Why should Employee’s participate in management decisions? The advantages of ...Mad Hab
The document discusses the advantages of participative management, where employees are involved in decision-making. Participative management can increase performance, productivity, job satisfaction and motivation. However, it depends on the right conditions and implications for it to be effective. Research has found positive correlations between participation and satisfaction, motivation, and performance. While not a universal solution, participative management generally has benefits if implemented appropriately for the organizational environment.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
Change management by neurological aspects of organizational behaviourIAEME Publication
Dynamic changes affect inter-relationships between different stakeholders of organization.
The remarkable impact may be on individual and group decisions, performance at work, work-life
balance etc. Group dynamics and leadership have direct impact on cognitive behaviour. This paper is
an outcome of a research focused on impact of neurological aspects on behaviour affecting change
management initiatives. It includes changes in performance, decision making ability, team work,
creativity and engagement among employees from selective micro and small scale enterprises. This
study attempts to formulate suitable design of change management policy to cope up with probable
deviations in the organizational behaviour.
Board Composition and Firm Performance: Does Board Monitoring Intensity Media...Premier Publishers
The purpose of this paper is to investigate the effect of board composition on firm performance and further examine whether the effect is mediated by board monitoring intensity. This paper uses a panel data of 137 firms listed on stock exchanges in Ghana and Nigeria over a period of seven years. System Generalized Method of Moments, Baron and Kenny (1986) approach and Sobel test were adopted as estimation techniques for the study. The study reveals that board independence, skills and gender diversity is positively and statistically related to firm performance. The result of the study reveals that board size, skills and independence are positively related to board monitoring intensity. The study further reveals that relationship between board independence and board skills and firm performance is mediated by board monitoring intensity. However, board monitoring intensity partially mediates the relationship between board size and firm performance.
The document outlines a comprehensive plan for conducting an organizational behavior audit. The plan involves four key processes: 1) defining the problem, 2) collecting data through interviews and observations, 3) analyzing the collected data, and 4) proposing solutions based on the findings. Conducting such audits helps organizations understand employee behaviors, identify factors influencing productivity, and make improvements to enhance job satisfaction and organizational performance. Regular audits are important for organizations to foster loyalty, retain talented employees, and effectively manage a diverse workforce.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
Why should Employee’s participate in management decisions? The advantages of ...Mad Hab
The document discusses the advantages of participative management, where employees are involved in decision-making. Participative management can increase performance, productivity, job satisfaction and motivation. However, it depends on the right conditions and implications for it to be effective. Research has found positive correlations between participation and satisfaction, motivation, and performance. While not a universal solution, participative management generally has benefits if implemented appropriately for the organizational environment.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
Change management by neurological aspects of organizational behaviourIAEME Publication
Dynamic changes affect inter-relationships between different stakeholders of organization.
The remarkable impact may be on individual and group decisions, performance at work, work-life
balance etc. Group dynamics and leadership have direct impact on cognitive behaviour. This paper is
an outcome of a research focused on impact of neurological aspects on behaviour affecting change
management initiatives. It includes changes in performance, decision making ability, team work,
creativity and engagement among employees from selective micro and small scale enterprises. This
study attempts to formulate suitable design of change management policy to cope up with probable
deviations in the organizational behaviour.
Board Composition and Firm Performance: Does Board Monitoring Intensity Media...Premier Publishers
The purpose of this paper is to investigate the effect of board composition on firm performance and further examine whether the effect is mediated by board monitoring intensity. This paper uses a panel data of 137 firms listed on stock exchanges in Ghana and Nigeria over a period of seven years. System Generalized Method of Moments, Baron and Kenny (1986) approach and Sobel test were adopted as estimation techniques for the study. The study reveals that board independence, skills and gender diversity is positively and statistically related to firm performance. The result of the study reveals that board size, skills and independence are positively related to board monitoring intensity. The study further reveals that relationship between board independence and board skills and firm performance is mediated by board monitoring intensity. However, board monitoring intensity partially mediates the relationship between board size and firm performance.
This document summarizes a research paper that explores the link between organizational commitment and organizational citizenship behavior among expatriates in Taiwan. It begins with an abstract that describes the study's objectives, methods, and key findings. The full paper then provides definitions and literature reviews of organizational commitment and organizational citizenship behavior. It discusses previous research that has found relationships between aspects of organizational commitment, like affective commitment, and dimensions of organizational citizenship behavior, like courtesy. The study aims to better understand the attitudes and behaviors of expatriates in Taiwan by exploring correlations between sub-dimensions of the two constructs.
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
This document discusses organizational justice and its impact on employee performance and reducing conflicts. It begins with an abstract noting that organizational justice plays a significant role in human resources decisions around hiring, promotions, etc. and how this impacts employee motivation and productivity.
The introduction discusses how employees are important assets for organizations and how organizational justice relates to fairness in decisions like hiring, promotions, and compensation. It notes that distributive and procedural justice help motivate employees.
The literature review discusses how strategic human resource management and organizational justice can reduce conflicts between employees by establishing fair policies on rewards and compensation. It also discusses how employee job performance and outcomes relate to their motivation levels and treatment within the organization.
An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees’ job performance.
Study the effects of antecedents of employee satisfaction in banking sector o...Alexander Decker
The document discusses a study on the factors affecting employee satisfaction in the banking sector of Pakistan. It examines six hypothesized antecedents of employee satisfaction: autonomy, challenge, performance measures, feedback, instrumentality, and stability/security. Data was collected through questionnaires from 180 employees of top banks in Pakistan. The results of the study found that all six factors had a positive and significant correlation with employee satisfaction. Autonomy had the strongest effect, followed by instrumentality, performance measures, challenge, feedback, and stability/security. The study provides evidence that enhancing these workplace factors can increase levels of employee satisfaction in the banking industry.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
EMPLOYEES VIEW ON PERFORMANCE APPRAISAL PROCESS AND ITS EFFECT ON WORK ATTITU...paperpublications3
Abstract: Performance appraisal is a means of evaluating employees’ current past performance standards set by the organization. The purpose of the study was to establish the employees’ views on performance appraisal process and its effect on work attitude in Kenya seed Company Limited. Stratified random sampling technique was used to select the 71 employees. The data collected from the field was analyzed using descriptive statistics. The results were then presented in tables, pie charts and bar graphs. On overall, the study found out that performance appraisal if carried out as a matter of routine improves the work performance in the organization. It was recommended that the management should continue embracing performance appraisal and employees to get more information on the standards against which they are being rated.
The Relationship between Organizational Politics, Job Satisfaction and Turnov...ijtsrd
The study aimed to examine the relationship between organizational politics, employee's job satisfaction and turnover intention in the public maritime-related agencies in the east coast of Peninsular Malaysia. The study utilized cross sectional research design. An enumeration of entire population census was conducted on 140 employees from Royal Malaysian Custom and Department of Fisheries in Terengganu. Data for the study were collected through questionnaire. 140 set of questionnaire were distributed and 109 copies were returned. Preliminary analyses were performed to ensure violation of assumptions of normality, linearity and homogeneity which enables us to analyze the data with the aid of Statistical Package for Social Science SPSS and SmartPLS softwares. The findings revealed a significant association between organizational politics, employee's job satisfaction and turnover intention. The study therefore recommended that the agencies should actively focus on positive political behavior that will fuel workers' job satisfaction and they should ensure proper pay structure including pay performance and other bonuses that will lead to employee job satisfaction and reduce turnover intention. Finally, the findings of this study could assist the public maritime-related agencies in the area of organizational politics that would promote employee job satisfaction. Juhaizi Mohd Yusof | Siti Nur 'Atikah Zulkiffli | Siti Falindah Padlee | Nurul Ayuni Yusof "The Relationship between Organizational Politics, Job Satisfaction and Turnover Intention in the Maritime- Related Agencies in the East Coast of Peninsular Malaysia" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-1 , December 2018, URL: http://www.ijtsrd.com/papers/ijtsrd20216.pdf
http://www.ijtsrd.com/management/organizational-behaviour/20216/the-relationship-between-organizational-politics-job-satisfaction-and-turnover-intention-in-the-maritime--related-agencies-in-the-east-coast-of-peninsular-malaysia/juhaizi-mohd-yusof
Thesis organizational work environment, teamwork and organization performanceAli Raza
IMPACT OF ORGANIZATIONAL WORK ENVIRONMENT AND TEAMWORK ON ITS PERFORMANCE WITH EFFECTIVE ROLE OF EMPLOYEE AS MODERATOR
-A CASE STUDY of Oil and Gas organization
MSc Engineering Management thesis.
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
1) The document reports on a 2012 survey of 546 government employees from 53 countries regarding their perceptions of bureaucracy in their organizations.
2) Key findings include that only 23% of respondents spent over 70% of their day focused on tasks, and the majority felt their ability to improve performance was limited by the organizational structure.
3) A statistical model found employees were much more likely to focus on tasks if administrative tasks and outside stimulation took up less than 10% of their day, and if they were satisfied with their work schedule. This supports the theory that unnecessary controls reduce performance.
Perception of job performance appraisals toward turnover intention and job sa...Alexander Decker
This document summarizes a research journal article that examines the relationship between perceptions of job performance appraisals, turnover intentions, and job satisfaction. The study was conducted among marketing employees in pharmaceutical companies in Pakistan. The researchers hypothesized that perceived politics in performance appraisals would be negatively related to job satisfaction and positively related to turnover intentions. Data was collected through questionnaires measuring perceptions of performance appraisal politics, organizational commitment, job satisfaction, and turnover intentions. The results supported the hypotheses, finding that perceived politics in performance appraisals predicted lower job satisfaction and higher turnover intentions among employees.
Pengaruh Profesionalisme, Gaya Kepemimpinan, Komitmen Organisasi dan Locus Of Control Terhadap Kinerja Auditor (studi pada Kantor Akuntan Publik DKI Jakarta)
Effects of Employee Commitment on Academic Performance of Secondary Schools i...paperpublications3
Abstract: Employee commitment always plays a very key role in improving the academic performance. Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. A committed employee is participative and energized about their work and performs in an aspect that will progress the organization’s interest. The purpose of this study was to determine the effects of employee commitment on academic performance of secondary schools in Elgeyo- Marakwet County. The objectives of the study were: to determine the effect of emotional commitment of the headteacher on school’s academic performance, to establish the effect of normative commitment of the headteacher on school’s academic performance, to examine the effect of continual commitment of the headteacher on school’s academic performance. The study adopted a census case design that entailed having all the headteachers of all the secondary schools in Elgeyo-Marakwet County as the respondents. The three constructs of employee commitment i.e. the normative, emotional and continuous commitment were treated as the independent variable while academic performance was the dependent variable. Data was analyzed using SPSS and both descriptive and inferential statistics was used. Regression was used to construct models that were used to determine the nature of the relationships between the variables of interest. All the hypothesized relationships developed were found to be statistically significant at level p < 0.05 i.e. emotional commitment (r = 0.401, p < 0.000), continual commitment (r = 0.410, p < 0.000), normative commitment (r = 0.273, p < 0.000) were correlated to academic performance significantly and positively. all the organizational commitment constructs of emotional commitment, continual commitment, and normative commitment have significant positive relationship with academic performance (emotional commitment: β=.258, p-value= 0.000; continual commitment: β= .137, p-value= 0.020; normative commitment: β= .056, p-value= 0.044). The results of this study will form the framework for policy making on the issue of organizational commitment and academic performance.
relationship between transactional and transformational leadership, job secur...Panca Titis
This document summarizes a research study that examined the relationships between transformational leadership, transactional leadership, job security, affective commitment, and employee performance. Specifically, it hypothesized that transformational leadership, transactional leadership, and job security influence employee performance through the mediator of affective commitment. The study was conducted with 257 employees at an Indonesian ready-to-drink company experiencing decreased performance. Data analysis found the hypothesized relationships between the variables to be a good fit for the data.
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
ICAP2010 Presentation on 16.07.10 (Tony Machin)Tony Machin
1) The study examined how three components of employee commitment to organizational change (affective, continuance, and normative commitment) related to perceptions of change success and job satisfaction over three years as a government agency underwent significant structural reforms.
2) They found that job satisfaction was the strongest predictor of change success, followed by affective commitment to change. Continuance and normative commitment were weakly or not related to change success.
3) Affective commitment to change significantly predicted job satisfaction, which partially mediated the relationship between affective commitment and change success. The structural model fit the data well across all three years.
This document discusses the need for societies and economies to embrace environmental ethics as a driver for stable, just, and self-sustaining communities worldwide. It notes that current societies face challenges like climate change and ecosystem degradation. The paper recommends adopting ethical duties and virtues focused on positive environmental outcomes. Embracing environmental ethics could help address issues and create more humane and sustainable living conditions for future generations.
Is supply chain management important to implementAlexander Decker
This document discusses the importance of supply chain management (SCM) in manufacturing industries in Saudi Arabia. It begins with an introduction to SCM and its importance as a competitive strategy. It then reviews literature that has examined SCM tools and frameworks, core functions, strategies, and factors that affect SCM implementation. The document aims to study the existing SCM in Saudi Arabian industries, identify problematic areas, and propose performance measurement methods to monitor progress and enhance SCM.
This document summarizes a research paper that explores the link between organizational commitment and organizational citizenship behavior among expatriates in Taiwan. It begins with an abstract that describes the study's objectives, methods, and key findings. The full paper then provides definitions and literature reviews of organizational commitment and organizational citizenship behavior. It discusses previous research that has found relationships between aspects of organizational commitment, like affective commitment, and dimensions of organizational citizenship behavior, like courtesy. The study aims to better understand the attitudes and behaviors of expatriates in Taiwan by exploring correlations between sub-dimensions of the two constructs.
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
This document discusses organizational justice and its impact on employee performance and reducing conflicts. It begins with an abstract noting that organizational justice plays a significant role in human resources decisions around hiring, promotions, etc. and how this impacts employee motivation and productivity.
The introduction discusses how employees are important assets for organizations and how organizational justice relates to fairness in decisions like hiring, promotions, and compensation. It notes that distributive and procedural justice help motivate employees.
The literature review discusses how strategic human resource management and organizational justice can reduce conflicts between employees by establishing fair policies on rewards and compensation. It also discusses how employee job performance and outcomes relate to their motivation levels and treatment within the organization.
An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees’ job performance.
Study the effects of antecedents of employee satisfaction in banking sector o...Alexander Decker
The document discusses a study on the factors affecting employee satisfaction in the banking sector of Pakistan. It examines six hypothesized antecedents of employee satisfaction: autonomy, challenge, performance measures, feedback, instrumentality, and stability/security. Data was collected through questionnaires from 180 employees of top banks in Pakistan. The results of the study found that all six factors had a positive and significant correlation with employee satisfaction. Autonomy had the strongest effect, followed by instrumentality, performance measures, challenge, feedback, and stability/security. The study provides evidence that enhancing these workplace factors can increase levels of employee satisfaction in the banking industry.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
EMPLOYEES VIEW ON PERFORMANCE APPRAISAL PROCESS AND ITS EFFECT ON WORK ATTITU...paperpublications3
Abstract: Performance appraisal is a means of evaluating employees’ current past performance standards set by the organization. The purpose of the study was to establish the employees’ views on performance appraisal process and its effect on work attitude in Kenya seed Company Limited. Stratified random sampling technique was used to select the 71 employees. The data collected from the field was analyzed using descriptive statistics. The results were then presented in tables, pie charts and bar graphs. On overall, the study found out that performance appraisal if carried out as a matter of routine improves the work performance in the organization. It was recommended that the management should continue embracing performance appraisal and employees to get more information on the standards against which they are being rated.
The Relationship between Organizational Politics, Job Satisfaction and Turnov...ijtsrd
The study aimed to examine the relationship between organizational politics, employee's job satisfaction and turnover intention in the public maritime-related agencies in the east coast of Peninsular Malaysia. The study utilized cross sectional research design. An enumeration of entire population census was conducted on 140 employees from Royal Malaysian Custom and Department of Fisheries in Terengganu. Data for the study were collected through questionnaire. 140 set of questionnaire were distributed and 109 copies were returned. Preliminary analyses were performed to ensure violation of assumptions of normality, linearity and homogeneity which enables us to analyze the data with the aid of Statistical Package for Social Science SPSS and SmartPLS softwares. The findings revealed a significant association between organizational politics, employee's job satisfaction and turnover intention. The study therefore recommended that the agencies should actively focus on positive political behavior that will fuel workers' job satisfaction and they should ensure proper pay structure including pay performance and other bonuses that will lead to employee job satisfaction and reduce turnover intention. Finally, the findings of this study could assist the public maritime-related agencies in the area of organizational politics that would promote employee job satisfaction. Juhaizi Mohd Yusof | Siti Nur 'Atikah Zulkiffli | Siti Falindah Padlee | Nurul Ayuni Yusof "The Relationship between Organizational Politics, Job Satisfaction and Turnover Intention in the Maritime- Related Agencies in the East Coast of Peninsular Malaysia" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-1 , December 2018, URL: http://www.ijtsrd.com/papers/ijtsrd20216.pdf
http://www.ijtsrd.com/management/organizational-behaviour/20216/the-relationship-between-organizational-politics-job-satisfaction-and-turnover-intention-in-the-maritime--related-agencies-in-the-east-coast-of-peninsular-malaysia/juhaizi-mohd-yusof
Thesis organizational work environment, teamwork and organization performanceAli Raza
IMPACT OF ORGANIZATIONAL WORK ENVIRONMENT AND TEAMWORK ON ITS PERFORMANCE WITH EFFECTIVE ROLE OF EMPLOYEE AS MODERATOR
-A CASE STUDY of Oil and Gas organization
MSc Engineering Management thesis.
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
1) The document reports on a 2012 survey of 546 government employees from 53 countries regarding their perceptions of bureaucracy in their organizations.
2) Key findings include that only 23% of respondents spent over 70% of their day focused on tasks, and the majority felt their ability to improve performance was limited by the organizational structure.
3) A statistical model found employees were much more likely to focus on tasks if administrative tasks and outside stimulation took up less than 10% of their day, and if they were satisfied with their work schedule. This supports the theory that unnecessary controls reduce performance.
Perception of job performance appraisals toward turnover intention and job sa...Alexander Decker
This document summarizes a research journal article that examines the relationship between perceptions of job performance appraisals, turnover intentions, and job satisfaction. The study was conducted among marketing employees in pharmaceutical companies in Pakistan. The researchers hypothesized that perceived politics in performance appraisals would be negatively related to job satisfaction and positively related to turnover intentions. Data was collected through questionnaires measuring perceptions of performance appraisal politics, organizational commitment, job satisfaction, and turnover intentions. The results supported the hypotheses, finding that perceived politics in performance appraisals predicted lower job satisfaction and higher turnover intentions among employees.
Pengaruh Profesionalisme, Gaya Kepemimpinan, Komitmen Organisasi dan Locus Of Control Terhadap Kinerja Auditor (studi pada Kantor Akuntan Publik DKI Jakarta)
Effects of Employee Commitment on Academic Performance of Secondary Schools i...paperpublications3
Abstract: Employee commitment always plays a very key role in improving the academic performance. Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. A committed employee is participative and energized about their work and performs in an aspect that will progress the organization’s interest. The purpose of this study was to determine the effects of employee commitment on academic performance of secondary schools in Elgeyo- Marakwet County. The objectives of the study were: to determine the effect of emotional commitment of the headteacher on school’s academic performance, to establish the effect of normative commitment of the headteacher on school’s academic performance, to examine the effect of continual commitment of the headteacher on school’s academic performance. The study adopted a census case design that entailed having all the headteachers of all the secondary schools in Elgeyo-Marakwet County as the respondents. The three constructs of employee commitment i.e. the normative, emotional and continuous commitment were treated as the independent variable while academic performance was the dependent variable. Data was analyzed using SPSS and both descriptive and inferential statistics was used. Regression was used to construct models that were used to determine the nature of the relationships between the variables of interest. All the hypothesized relationships developed were found to be statistically significant at level p < 0.05 i.e. emotional commitment (r = 0.401, p < 0.000), continual commitment (r = 0.410, p < 0.000), normative commitment (r = 0.273, p < 0.000) were correlated to academic performance significantly and positively. all the organizational commitment constructs of emotional commitment, continual commitment, and normative commitment have significant positive relationship with academic performance (emotional commitment: β=.258, p-value= 0.000; continual commitment: β= .137, p-value= 0.020; normative commitment: β= .056, p-value= 0.044). The results of this study will form the framework for policy making on the issue of organizational commitment and academic performance.
relationship between transactional and transformational leadership, job secur...Panca Titis
This document summarizes a research study that examined the relationships between transformational leadership, transactional leadership, job security, affective commitment, and employee performance. Specifically, it hypothesized that transformational leadership, transactional leadership, and job security influence employee performance through the mediator of affective commitment. The study was conducted with 257 employees at an Indonesian ready-to-drink company experiencing decreased performance. Data analysis found the hypothesized relationships between the variables to be a good fit for the data.
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
ICAP2010 Presentation on 16.07.10 (Tony Machin)Tony Machin
1) The study examined how three components of employee commitment to organizational change (affective, continuance, and normative commitment) related to perceptions of change success and job satisfaction over three years as a government agency underwent significant structural reforms.
2) They found that job satisfaction was the strongest predictor of change success, followed by affective commitment to change. Continuance and normative commitment were weakly or not related to change success.
3) Affective commitment to change significantly predicted job satisfaction, which partially mediated the relationship between affective commitment and change success. The structural model fit the data well across all three years.
This document discusses the need for societies and economies to embrace environmental ethics as a driver for stable, just, and self-sustaining communities worldwide. It notes that current societies face challenges like climate change and ecosystem degradation. The paper recommends adopting ethical duties and virtues focused on positive environmental outcomes. Embracing environmental ethics could help address issues and create more humane and sustainable living conditions for future generations.
Is supply chain management important to implementAlexander Decker
This document discusses the importance of supply chain management (SCM) in manufacturing industries in Saudi Arabia. It begins with an introduction to SCM and its importance as a competitive strategy. It then reviews literature that has examined SCM tools and frameworks, core functions, strategies, and factors that affect SCM implementation. The document aims to study the existing SCM in Saudi Arabian industries, identify problematic areas, and propose performance measurement methods to monitor progress and enhance SCM.
This document compares two methods for measuring the tip radius of an atomic force microscope in situ: critical amplitude analysis and capacitance reconstruction. The critical amplitude method analyzes the bi-stability of tip oscillation at different amplitudes to determine tip radius, while capacitance reconstruction decouples short-range and electrostatic forces to calculate tip radius. Results show the critical amplitude method provided more consistent tip radius measurements across five probe tips and was more efficient for very small tip sizes compared to the more time-consuming capacitance method.
Information and knowledge valuation using the information theory and informat...Alexander Decker
1. This document discusses quantifying information and knowledge using the information theory and informative matrices.
2. It begins by introducing the information theory as a way to quantify abstract concepts like information and knowledge. It then discusses defining data, information, knowledge, and informative systems using concepts from information theory.
3. The key points covered include defining the informative weight, content, and quantity of data and information; how these concepts combine in informative systems; and equations for calculating informative weight, content, and quantity based on the weights of individual data.
Intellectual property rights and economic growthAlexander Decker
The document analyzes the relationship between intellectual property rights (IPR) protection and economic growth in developing countries. It finds that stronger IPR protection is positively correlated with economic growth, based on empirical analysis of a cross-country data set from 1995-2011 that controls for factors like investment, political stability, and openness. Previous studies on this topic are reviewed, with mixed findings reported on the impact of IPR on innovation and growth depending on a country's level of development.
Troy Botkins has over 15 years of experience in injection molding including process engineering, validation, continuous improvement, and automation. He is a Six Sigma Greenbelt trained in Kaizen and 5S methodology. Botkins has held roles at Beach Mold & Tool, JohnsonControls Interiors Manufacturing, and Southern IndianaPlastics where he launched new tools, maintained process integrity, and led product launches and improvements. He holds an associate's degree from Ivy Tech Community College and a high school diploma.
This study aims to test the effect of employee engagement and organization trust on organization citizenship behaviour and its impact on organization Effectiveness. The object of this research is the government organization of Pidie Jaya with Echelon IV Officers as a respondent. The number of sample is determined by using proportional sampling technique and Slovin equation, and it provides 171 respondents. Data is analyzed using the path analysis with the SPSS program assistance. The findings describes that employee engagement, organization trust, organization citizenship behaviour and organization Effectiveness have been going well. For the verification test of direct effect provides: employee engagement effects organization citizenship behaviour; organization trust effects organization citizenship behaviour significantly; employee engagement effects organization Effectiveness significantly; organization trust effects organization effectiveness significantly, and; organization citizenship behaviour effects organization Effectiveness significantly. These all findings prove that the previous theories are still applicable, and these also apply in Government organization of Pidie Jaya District. The originality of this research is in its novelty in term of the object, time, and statistic approach. This result contributes to academic and research area in order to develop the next model and method. For the practical, this has verified that the variables in this research need more attention from the managers especially in organization related.
This document discusses employee engagement. It begins by defining employee engagement as having psychological presence, passion for work, emotional and intellectual commitment, and discretionary effort. It then discusses the positive consequences of engagement, citing research finding links between engagement and business growth, profitability, and earnings. The document next examines employee engagement in Australia, finding only 18% of Australians love their work and one in five are actively disengaged. It concludes by identifying some key issues in engagement research and defining engagement as having rational understanding, emotional attachment, and motivation to invest discretionary effort.
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.
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.
This document summarizes research examining the relationships between job satisfaction, organizational commitment, and turnover intention. It reviews literature showing that job satisfaction is positively related to affective and normative commitment but negatively related to continuance commitment. Higher job satisfaction also leads to lower turnover intention. The document presents a conceptual model where job satisfaction influences the three dimensions of organizational commitment (affective, continuance, normative), which in turn impact turnover intention. A study was conducted to test this model among employees of a Turkish manufacturing company.
Employee Perception of Appraisal and Employee Commitment in Selected Deposit ...ijtsrd
There is an employee productivity problem in money deposits in Nigeria. Employees are less committed to work, constantly fail to meet deadlines and procrastinate. Existing employee problems point to the fact that there is a lingering commitment problem in the workplace. On one side, growing evidence points out that the perception employees have of bank performance appraisal is affecting employees work commitment. Banks are not achieving their desired goals of yearly enhancing productivity from their human and material resources. There are few accepted systems in place to investigate employee perception of performance appraisal systems and this has influenced turnover intentions. The most significant expression of declining productivity in the banks is poor attention to details, wasting time on meaningless activities, declining to identify with the bank mission goals, all pointing to employee commitment problem. Therefore, this paper examines the effect of effect employee perception of appraisal has on employee commitment in the selected money deposit banks in Lagos State. The study adopted a survey research design. The population was 4,655 employees of Access bank in Lagos and Guaranty Trust Bank GT Bank in Lagos. A sample size of 356 was determined using were determined using Cochran’s formula. The study adopted a cluster random sampling technique. A structured questionnaire was adapted and validated to collect data from the respondents. Data collected were analyzed using descriptive and inferential simple linear regression analysis statistics. Findings revealed that employee perception of appraisal had significant effect on employee commitment R2 = 0.649, F 1,333 = 615.082, p 0.05 in the selected money deposit banks in Lagos State. The study concludes that employee perception of appraisal affects employee commitment of money deposit banks in Lagos State. The study recommended that deposit money banks should employ an appraisal system that is transparent to eliminate perception errors and build a social context that strategically encourages organizational citizenship behavior and employee productivity. Osarumese Ekhoragbon | Amos-Fidelis, N. B. "Employee Perception of Appraisal and Employee Commitment in Selected Deposit Money Banks in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd43656.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/43656/employee-perception-of-appraisal-and-employee-commitment-in-selected-deposit-money-banks-in-lagos-state-nigeria/osarumese-ekhoragbon
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...Sandra Valenzuela
1) The document summarizes research on the relationship between employee engagement and job satisfaction in the IT sector.
2) It reviews several studies that have found links between factors like motivation, rewards, career development opportunities, and job design with both employee engagement and job satisfaction.
3) The literature review covers 10 research papers that studied topics like the impact of employee engagement practices in Indian BPO industries, the role of job demands and autonomy on engagement, and relationships between job satisfaction, retention and performance.
The examination of relation between organizational space and organizational p...ijsptm
The organizational space defines what the method of work is and that which kind of behaviors are
supported. The target of this examination is to knowing of the existence of relation between organizational
spaces (structure of organizational, organizational responsibility, Productivity of managers, organizational
identity) and the organizational patronage of the leaders in administrations of West Azerbaijan. Generally
150 episodes of standard questioning in statistical society were done and 100 questioning for scrutiny
hypothesis were done. According to the normal data of Pearson’s coefficient to identify of the kind of the
quantity of relations between shifty was used. The result of this examination shows a direct relation
between organizational responsibility, manager’s productivity and organizational identity with
organizational patronage. But there is not any relation between organizational structure dimension and
organizational patronage. So it is suggested to do important activities in order to improve the
organizational patronage by using efficient organization.
A study on impact of job characteristics on key attitudesAlexander Decker
This document discusses a study on the impact of job characteristics on the attitudes of faculty members at professional educational institutes. The study examined how factors like promotional opportunities, task variety, pay satisfaction, and professional development related to faculty commitment levels and job satisfaction. A survey of 251 faculty members found that promotional opportunities, task variety, pay, and participation in decision making were positively associated with higher job satisfaction and affective commitment, while participation related to increased normative commitment. The document provides context on factors that influence organizational commitment and job satisfaction, and their relationship to job characteristics.
A study on impact of job characteristics on key attitudesAlexander Decker
The document discusses a study that examines the impact of job characteristics like promotional opportunities, task variety, pay satisfaction, and professional development on the job satisfaction and organizational commitment of faculty members at professional educational institutes. It reviews literature on job characteristics, organizational commitment, job satisfaction, and the relationship between these factors. The study aims to understand how job characteristics influence the job attitudes of faculty members.
This document discusses a study examining the relationship between shared mission and organizational effectiveness in the Nigerian banking industry. The study found that shared mission is significantly related to key measures of organizational effectiveness like profitability, productivity, and market share. It concludes that having an organizational mission that is shared among employees allows them to more effectively contribute to achieving organizational goals. Recommendations include that organizations should ensure their mission is shared throughout the company.
This document analyzes the influence of leadership style, organizational behavior, conflict, and work ethic on the performance of civil servant employees in Medan, Indonesia. Data was collected through questionnaires from 180 employees and analyzed using structural equation modeling. The results found that leadership style had a significant effect on organizational behavior and work performance. Organizational behavior directly impacted work performance. Work conflicts and work ethic also had significant direct impacts on work performance. However, leadership style and work conflicts had insignificant direct effects on employee performance, while organizational behavior and work ethic had significant direct impacts. Additionally, work performance had an insignificant effect on employee performance.
A STUDY ON RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT FACTORS AND ORGANIZATIONA...Steven Wallach
This document summarizes a research paper that studied the relationship between employee engagement factors and organizational commitment in the private banking sector. The study examined how factors like career development, HR practices, work environment, communication, and work-life balance related to employees' affective organizational commitment. A survey was administered to 100 employees in private banks in Bangalore. The results found a relationship between employee engagement factors and organizational commitment, and that engagement factors influence the commitment of bank employees. The document provides context on the importance of employee engagement and organizational commitment to retention, productivity, and organizational performance.
Relationship between performance appraisal politics, organizational commitmen...Alexander Decker
This document summarizes a study examining the relationship between performance appraisal politics, organizational commitment, and turnover intention. The study was conducted in the pharmaceutical industry in Pakistan. Data was collected through questionnaires from 10 companies, with a 90% response rate. The study found that perceptions of political motives in performance appraisals were negatively related to organizational commitment and positively related to turnover intention. Organizational commitment was also found to be negatively related to turnover intention.
An investigation of the impact of emotional intelligence on job performance t...Alexander Decker
This document summarizes a study that investigated the impact of emotional intelligence on job performance through the mediating effect of organizational commitment in the banking sector of Pakistan. The study found that emotional intelligence had a positive impact on both organizational commitment and job performance. It also found that organizational commitment partially mediated the relationship between emotional intelligence and job performance. Specifically, emotional intelligence was found to positively influence job performance both directly and indirectly through its effect on increasing organizational commitment. The results supported the hypotheses that emotional intelligence improves job performance and that this effect is partially explained by increased organizational commitment.
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Abnormalities of hormones and inflammatory cytokines in women affected with p...Alexander Decker
Women with polycystic ovary syndrome (PCOS) have elevated levels of hormones like luteinizing hormone and testosterone, as well as higher levels of insulin and insulin resistance compared to healthy women. They also have increased levels of inflammatory markers like C-reactive protein, interleukin-6, and leptin. This study found these abnormalities in the hormones and inflammatory cytokines of women with PCOS ages 23-40, indicating that hormone imbalances associated with insulin resistance and elevated inflammatory markers may worsen infertility in women with PCOS.
A usability evaluation framework for b2 c e commerce websitesAlexander Decker
This document presents a framework for evaluating the usability of B2C e-commerce websites. It involves user testing methods like usability testing and interviews to identify usability problems in areas like navigation, design, purchasing processes, and customer service. The framework specifies goals for the evaluation, determines which website aspects to evaluate, and identifies target users. It then describes collecting data through user testing and analyzing the results to identify usability problems and suggest improvements.
A universal model for managing the marketing executives in nigerian banksAlexander Decker
This document discusses a study that aimed to synthesize motivation theories into a universal model for managing marketing executives in Nigerian banks. The study was guided by Maslow and McGregor's theories. A sample of 303 marketing executives was used. The results showed that managers will be most effective at motivating marketing executives if they consider individual needs and create challenging but attainable goals. The emerged model suggests managers should provide job satisfaction by tailoring assignments to abilities and monitoring performance with feedback. This addresses confusion faced by Nigerian bank managers in determining effective motivation strategies.
A unique common fixed point theorems in generalized dAlexander Decker
This document presents definitions and properties related to generalized D*-metric spaces and establishes some common fixed point theorems for contractive type mappings in these spaces. It begins by introducing D*-metric spaces and generalized D*-metric spaces, defines concepts like convergence and Cauchy sequences. It presents lemmas showing the uniqueness of limits in these spaces and the equivalence of different definitions of convergence. The goal of the paper is then stated as obtaining a unique common fixed point theorem for generalized D*-metric spaces.
A trends of salmonella and antibiotic resistanceAlexander Decker
This document provides a review of trends in Salmonella and antibiotic resistance. It begins with an introduction to Salmonella as a facultative anaerobe that causes nontyphoidal salmonellosis. The emergence of antimicrobial-resistant Salmonella is then discussed. The document proceeds to cover the historical perspective and classification of Salmonella, definitions of antimicrobials and antibiotic resistance, and mechanisms of antibiotic resistance in Salmonella including modification or destruction of antimicrobial agents, efflux pumps, modification of antibiotic targets, and decreased membrane permeability. Specific resistance mechanisms are discussed for several classes of antimicrobials.
A transformational generative approach towards understanding al-istifhamAlexander Decker
This document discusses a transformational-generative approach to understanding Al-Istifham, which refers to interrogative sentences in Arabic. It begins with an introduction to the origin and development of Arabic grammar. The paper then explains the theoretical framework of transformational-generative grammar that is used. Basic linguistic concepts and terms related to Arabic grammar are defined. The document analyzes how interrogative sentences in Arabic can be derived and transformed via tools from transformational-generative grammar, categorizing Al-Istifham into linguistic and literary questions.
A time series analysis of the determinants of savings in namibiaAlexander Decker
This document summarizes a study on the determinants of savings in Namibia from 1991 to 2012. It reviews previous literature on savings determinants in developing countries. The study uses time series analysis including unit root tests, cointegration, and error correction models to analyze the relationship between savings and variables like income, inflation, population growth, deposit rates, and financial deepening in Namibia. The results found inflation and income have a positive impact on savings, while population growth negatively impacts savings. Deposit rates and financial deepening were found to have no significant impact. The study reinforces previous work and emphasizes the importance of improving income levels to achieve higher savings rates in Namibia.
A therapy for physical and mental fitness of school childrenAlexander Decker
This document summarizes a study on the importance of exercise in maintaining physical and mental fitness for school children. It discusses how physical and mental fitness are developed through participation in regular physical exercises and cannot be achieved solely through classroom learning. The document outlines different types and components of fitness and argues that developing fitness should be a key objective of education systems. It recommends that schools ensure pupils engage in graded physical activities and exercises to support their overall development.
A theory of efficiency for managing the marketing executives in nigerian banksAlexander Decker
This document summarizes a study examining efficiency in managing marketing executives in Nigerian banks. The study was examined through the lenses of Kaizen theory (continuous improvement) and efficiency theory. A survey of 303 marketing executives from Nigerian banks found that management plays a key role in identifying and implementing efficiency improvements. The document recommends adopting a "3H grand strategy" to improve the heads, hearts, and hands of management and marketing executives by enhancing their knowledge, attitudes, and tools.
This document discusses evaluating the link budget for effective 900MHz GSM communication. It describes the basic parameters needed for a high-level link budget calculation, including transmitter power, antenna gains, path loss, and propagation models. Common propagation models for 900MHz that are described include Okumura model for urban areas and Hata model for urban, suburban, and open areas. Rain attenuation is also incorporated using the updated ITU model to improve communication during rainfall.
A synthetic review of contraceptive supplies in punjabAlexander Decker
This document discusses contraceptive use in Punjab, Pakistan. It begins by providing background on the benefits of family planning and contraceptive use for maternal and child health. It then analyzes contraceptive commodity data from Punjab, finding that use is still low despite efforts to improve access. The document concludes by emphasizing the need for strategies to bridge gaps and meet the unmet need for effective and affordable contraceptive methods and supplies in Punjab in order to improve health outcomes.
A synthesis of taylor’s and fayol’s management approaches for managing market...Alexander Decker
1) The document discusses synthesizing Taylor's scientific management approach and Fayol's process management approach to identify an effective way to manage marketing executives in Nigerian banks.
2) It reviews Taylor's emphasis on efficiency and breaking tasks into small parts, and Fayol's focus on developing general management principles.
3) The study administered a survey to 303 marketing executives in Nigerian banks to test if combining elements of Taylor and Fayol's approaches would help manage their performance through clear roles, accountability, and motivation. Statistical analysis supported combining the two approaches.
A survey paper on sequence pattern mining with incrementalAlexander Decker
This document summarizes four algorithms for sequential pattern mining: GSP, ISM, FreeSpan, and PrefixSpan. GSP is an Apriori-based algorithm that incorporates time constraints. ISM extends SPADE to incrementally update patterns after database changes. FreeSpan uses frequent items to recursively project databases and grow subsequences. PrefixSpan also uses projection but claims to not require candidate generation. It recursively projects databases based on short prefix patterns. The document concludes by stating the goal was to find an efficient scheme for extracting sequential patterns from transactional datasets.
A survey on live virtual machine migrations and its techniquesAlexander Decker
This document summarizes several techniques for live virtual machine migration in cloud computing. It discusses works that have proposed affinity-aware migration models to improve resource utilization, energy efficient migration approaches using storage migration and live VM migration, and a dynamic consolidation technique using migration control to avoid unnecessary migrations. The document also summarizes works that have designed methods to minimize migration downtime and network traffic, proposed a resource reservation framework for efficient migration of multiple VMs, and addressed real-time issues in live migration. Finally, it provides a table summarizing the techniques, tools used, and potential future work or gaps identified for each discussed work.
A survey on data mining and analysis in hadoop and mongo dbAlexander Decker
This document discusses data mining of big data using Hadoop and MongoDB. It provides an overview of Hadoop and MongoDB and their uses in big data analysis. Specifically, it proposes using Hadoop for distributed processing and MongoDB for data storage and input. The document reviews several related works that discuss big data analysis using these tools, as well as their capabilities for scalable data storage and mining. It aims to improve computational time and fault tolerance for big data analysis by mining data stored in Hadoop using MongoDB and MapReduce.
1. The document discusses several challenges for integrating media with cloud computing including media content convergence, scalability and expandability, finding appropriate applications, and reliability.
2. Media content convergence challenges include dealing with the heterogeneity of media types, services, networks, devices, and quality of service requirements as well as integrating technologies used by media providers and consumers.
3. Scalability and expandability challenges involve adapting to the increasing volume of media content and being able to support new media formats and outlets over time.
This document surveys trust architectures that leverage provenance in wireless sensor networks. It begins with background on provenance, which refers to the documented history or derivation of data. Provenance can be used to assess trust by providing metadata about how data was processed. The document then discusses challenges for using provenance to establish trust in wireless sensor networks, which have constraints on energy and computation. Finally, it provides background on trust, which is the subjective probability that a node will behave dependably. Trust architectures need to be lightweight to account for the constraints of wireless sensor networks.
This document discusses private equity investments in Kenya. It provides background on private equity and discusses trends in various regions. The objectives of the study discussed are to establish the extent of private equity adoption in Kenya, identify common forms of private equity utilized, and determine typical exit strategies. Private equity can involve venture capital, leveraged buyouts, or mezzanine financing. Exits allow recycling of capital into new opportunities. The document provides context on private equity globally and in developing markets like Africa to frame the goals of the study.
This document discusses a study that analyzes the financial health of the Indian logistics industry from 2005-2012 using Altman's Z-score model. The study finds that the average Z-score for selected logistics firms was in the healthy to very healthy range during the study period. The average Z-score increased from 2006 to 2010 when the Indian economy was hit by the global recession, indicating the overall performance of the Indian logistics industry was good. The document reviews previous literature on measuring financial performance and distress using ratios and Z-scores, and outlines the objectives and methodology used in the current study.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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Internal attitude survey and workers commitment in nigerian banking industry
1. European Journal of Business and Management
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.5, No.28, 2013
www.iiste.org
Internal Attitude Survey and Workers Commitment in Nigerian
Banking Industry
Seth Accra Jaja1, Tarela Okpu2*
1. Rivers State University of Science and Technology, P.O.Box 13373 Rivers State, Nigeria
2. Niger Delta University, Wilberforce Island Bayelsa, P O Box 8099 Port Harcourt Nigeria
*email of corresponding author tarela21@yahoo.com
The research was financed by Engr. Legrena Akarigbo Okpu
Abstract
This study examined the relationship between Internal Attitude Survey and Workers Commitment. Using Cross
Sectional Survey design, a sample size of 357 employees from the Banking Industry in the South-South zone of
Nigeria was used as respondents. The results drawn from the use of Spearman Rank Order Correlation showed
that Internal Attitude Survey had a significant positive association with workers continuance and normative
commitment, but no significant association with workers affective commitment. This result suggest that when
employees views and feelings are known by management and positive steps taken to redress imbalances,
employees will be morally obliged to remain with the organization and will not be willing to leave the
organization because of possible loss in their investment.
Keywords: Internal Attitude Survey, Affective Commitment, Continuance Commitment, Normative
commitment
1. Introduction
Workers’ Commitment is a leading factor for sustained competitive advantage in organizations (Oladejo et al
2011; Akintayo 2010; Meyer and Allen 1991). This contention has led to a proliferation of literature on
Organizational Commitment (Farndale et al 2011; Ahiauzu and Asawo 2009; 2008, Gbadamosi 2003). It is
believed that committed workers will bring about organizational effectiveness and performance (Zabid et al
2003; Drennan 1989; Angle and Perry 1981); attaining longer term organizational goals (Farndale et al 2011);
better quality, lower turnover, and greater capacity for innovation and more flexible employees (Oladejo et al
2011); reduces turnover and increases performance (Angle & Perry, 1981); produces a healthy organizational
climate, increased morale, motivation and productivity (Salami 2008).
Owing to the importance attached to organizational commitment, there have been a lot of studies on the effect of
organizational processes on commitment such as performance (Zabid et al 2003; Oladejo et al 2011), Monetary
rewards (Omolayo and Owolabi 2007), Effectiveness (Angle and Perry 1981), psychological and demographic
factors (Salami 2008), structure (Ardrey et al 2001), withdrawal intentions (Carmeli and Gefen 2005), work
family role (Akintayo 2010), human resources management practice (Gbadamosi 2003).
Irrespective of these studies on organizational commitment, it has been observed that there is little empirical
research which identified the effect of internal attitude survey on worker’s commitment in Nigeria. Various
researchers (Ahiauzu and Asawo 2009, 2008; Okpara 2004) have found that most Nigerian workers exhibit low
levels of commitment to their organizations. We believe that when management is aware of employee’s attitude
towards the organization and its processes, they can put in place effective mechanisms in improving workers
commitment to the organization. In support of this Armstrong (2003) is of the view that Attitude Surveys can
provide information on employee preferences, alert management on potential problem areas, diagnose the cause
of particular problems, and compare levels of job satisfaction, commitment and more in different parts of the
organization. There is a dearth of literature on the effect of Internal Attitude Survey to worker’s commitment in
Nigerian Organizations. Therefore this study examined how Internal Attitude Survey can improve Worker’s
Commitment in the Nigerian Banking Industry. We reviewed literature on internal attitude survey, workers
commitment and the relationship between workers commitment and internal attitude survey. We explained our
methodology and discussed our findings in line with our review of literature.
2. Literature Review
2.1 Internal Attitude Survey
A survey is a ``systematic collection of information from large study groups, usually by means of interviews or
questionnaires administered to samples of units in the population'' (Rossi and Freeman, 1982:90). It is ``a system
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2. European Journal of Business and Management
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www.iiste.org
for collecting information to describe, compare, or explain knowledge, attitudes and behaviour'' (Fink 1995:1).
An important way of involving employees in decision making is by the use of attitude surveys (Armstrong
2003). Attitude Survey assists management in gathering factual information about employee’s experiences,
perceptions and expectations (Stone 2011). Employee attitude surveys can be designed to focus on employees’
perceptions about a number of issues such as their careers, jobs, work climate, training and development,
organisation design, organisation culture, management style, sources of stress, satisfaction or dissatisfaction
(Gerstmann 2011).
The following benefits (Gerstmann 2011; Stone 2011) can be accrued to organisations for using attitude surveys:
• Organisations can assess what has happened in the past and what is happening presently: the outcomes
of decisions, and the effectiveness of policies and practices can be appraised and evaluated; lessons can
be learned for the future.
• Organisations can pre-empt the negative impact of potential pitfalls: areas of low morale or frustration,
latent discontent and dissatisfaction, and wasted areas of investment and effort can be identified and
addressed.
•
Organisations would be able to have an awareness of sources of morale, commitment and dialogue, and
will be able to predict how roles will merge coherently to achieve these.
•
•
•
organisations can facilitate change: they can respond to altering circumstances in the environment and
maintain control by predicting areas of change together with direction and pace, rather than merely
reacting to situations
Employees get prompt feedback regarding the survey results
Employees' input is sought and used to get a full understanding of the problems
•
Employees' recommendations for improvements are seriously considered
•
Employees get prompt feedback regarding management's action plans at all levels
•
Managers, as employees of their respective bosses, get the same feedback and opportunities to propose
solutions
•
Management at all levels develop their own action plans and are therefore more committed to them
•
The fact that each manager's action plan is known by his or her boss and employees and the fact that the
process will be repeated in one year, encourages managers to implement their plans.
Wallace et al (2009:263) posits that employee’s “Attitudes may be positive, negative, or neutral (valence); may
vary in intensity (extremity); can be more or less resistant to change; and may be believed with differing levels
of confidence or conviction.” That means attitude survey is a means whereby management can get first hand
information about employees feelings and believe regarding the organization. They may exhibit positive,
negative or lackluster attitude, which has implications for the way they will help the organization achieve their
aims.
The use of attitude surveys by Bartel et al (2011) in their research of banks revealed that bank branches where
employees have positive attitude to the organisation had superior sales performance. This to a large extent
alerted management to the reasons for employee’s positive or negative attitudes to the organisation, which
enabled them to look for solutions in solving this problem in order to improve commitment and organizational
performance.
In their research, Walley et al (2009) found that attitude surveys are valuable to management because they can
be used to evaluate the organizations past policies in order to improve future trends. Attitude surveys are very
beneficial to organizations when used appropriately, but they can also act as a detriment to improving
employees’ commitment and loyalty to organizations.
According to Stone (2011) a major reason for attitude survey failure is that employees believe that nothing was
ever done with the survey results, or that the wrong things were implemented. Hartley (2001) also points out that
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3. European Journal of Business and Management
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.5, No.28, 2013
www.iiste.org
if a survey is not carried out properly or the results not disclosed to employees, there would be distrust about the
system. Also when management does not take any action from the problems raised in the survey, then workers
will be cynical about the whole process which will lead to low morale and lack of commitment. In order to
improve workers commitment in Nigerian Organizations, we examined the effect of Internal Attitude Survey on
Commitment.
2.2 Workers Commitment
Organizational Commitment is a widely researched construct in the Management Literature (Meyer and Allen
1991, Mowday, Porter and Steers 1982, Swailes 2002, Argyle 1989, Etzioni 1975). Workers commitment to the
organization has been defined in various ways: Porter et al (1974:604) defined it as “an attachment to the
organisation, characterised by an intention to remain in it; identification with the values and goals of the
organisation; and a willingness to exert extra effort on its behalf”. O’Reilly (1989:17) sees it as “an individual's
psychological bond to the organisation, including a sense of job involvement, loyalty and belief in the values of
the organisation”. Mowday, et al (1982:26) define commitment as “the relative strength of an individual’s
identification with and involvement in a particular organisation characterised by strong acceptance or a belief in
an organisation’s goals and values; willingness to exert effort on behalf of the organisation; and a strong desire
to maintain membership of the organisation.”
From the above definitions commitment was conceptualized as involving an individual’s loyalty and belief in the
goals and values of the organization. Argyle (1989) proposed that commitment could be thought of in two ways:
calculative and affective commitment. Calculative commitment according to him is an instrumental attachment
to an organisation, while affective commitment is an emotional attachment to the organisation. Swailes (2000)
believe that most researchers have not really captured what worker’s commitment entails. That worker’s
commitment is a highly personalized construct that may not be known to colleagues or management. Since the
factors that make workers to be committed are hidden, they are difficult to assess, except through interpretative
research. Cohen (2007) is of the view that Mowday et al (1982) Organizational Commitment Questionnaire is
problematic because it has overlapping items in the scales, which are outcomes of commitment – performance,
turnover behaviour - rather than organizational commitment.
Irrespective of these criticisms, the most influential current model of measuring workers commitment to their
organization is that of Meyer and Allen (1991). This is because several studies (Meyer and Allen 1991;
Herscovitch and Meyer, 2002; Irving et al 1997; Ko, et al, 1997) have been conducted to test the applicability of
the three-component model of organisational commitment. These studies provide strong evidence for the
generalizability of Meyer and Allen’s (1991, 1997) model of commitment. Meyer and Allen (1991) define
workers commitment as “a psychological state that characterizes the employees’ relationship with the
organization which has implications for the decision to continue or discontinue membership in the organization.”
They came up with the three component model of organizational commitment:
Affective commitment is concerned with the individual’s emotional attachment and identification with the
organisation. Employees with affective commitment stay with the organisation because they want to. They have
a strong sense of belonging which increases their involvement in organizational activities. They are more willing
to help organizations’ pursue their goals (Meyer and Allen 1997). In their study, Rhoades et al (2001) found that
when employees perceive that there are favourable organizational rewards, procedural justice and supervisory
support, their affective commitment increases. Researchers (Bergman 2006; Jha 2011) have found strong support
in the use of Affective Commitment to describing workers willingness in going the extra mile for their
organization.
Continuance commitment is more calculative. Employees with continuance commitment are aware of the cost
associated with leaving the organisation and they stay with the organisation because they want to. McGee and
Ford (1987) found that employees with continuance commitment stay with the organization because of a lack of
alternative employment opportunities and the loss in investments associated with leaving the organization. Taing
et al (2010) believe that continuance commitment is multidimensional. They found in their research that workers
who feel that they will lose their investments if they leave their organizations are more emotionally attached and
morally obligated to their firms than workers who feel that they lack alternative employment opportunities.
Normative commitment has to do with feelings of moral obligations employees have to continue with the
organisation. This moral obligation arises as a result of socialization of employees to the organization’s goals
and values (Allen and Meyer (1990). Herscovitch and Meyer (2002), Meyer and Parfyonova (2010) found
strong support for Normative Commitment in their researches. Recent findings indicate that employers and
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ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
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www.iiste.org
employees derive huge benefits when normative commitment is experienced as a moral duty because it is a
stronger commitment than affective commitment (Meyer and Parfyonova 2010). This is contrary to earlier
findings of Meyer et al (2003) which demonstrated that Affective Commitment is stronger that the other two
forms of Commitment.
Meyer and Allen (1991) suggest that employees can experience all three forms of commitment to varying
degrees and the strength of each is influenced by different factors. Affective commitment is influence by the
extent to which employee’s needs and expectations about the organisations are matched by their actual
experience. Continuance commitment comprises of personal sacrifice associated with leaving and limited
opportunities for other employment. While normative commitment is influenced by societal norms and culture.
In a further research Meyer et al (2012:13) found that if employees have a strong affective commitment, their
normative commitment is also stronger. This makes workers believe that staying in the organization is the right
thing to do, “they are happier, more satisfied, more self-directed, healthier, more engaged, and more willing to
exert discretionary effort on behalf of the organization than when they are uncommitted or feel that they have to
remain.” This view was also collaborated in Iverson and Buttigieg (1999) study. A strong Affective and
Normative Commitment will build a stronger Continuance Commitment because employees will be more aware
of the cost associated with leaving the organization (Meyer et al 2012). With this in mind we examined the effect
of Internal Attitude Survey to Workers Commitment.
2.3 Internal Attitude Survey and Workers Commitment
By using attitude surveys management can measure employee’s commitment to the organisation (Gertsmann
2011). Research has revealed that employees’ commitment to the organisation depends on the level of
organisational support an employee feels; their involvement in decision making and the amount of feedback
received about job role and performance (Porter et al 1974; Mathieu and Zajac 1990). In support of this Hartley
(2001) argue that the use of attitude survey is a way of developing employee’s commitment to the organization.
Therefore when employees perceive management to be sincere in their use of attitude survey and they can see
positive result arising from their participation, their trust in management will be built and it will lead to greater
commitment to the organisation. We infer from the above that:
Ho1: there is no significant relationship between internal attitude survey and employees’ affective commitment.
Ho2: there is no significant relationship between internal attitude survey and employees’ continuance
commitment
Ho3: there is no significant relationship between internal attitude survey and employees’ normative commitment
3. Methods
This study collected data from members of the banking industry in the South-South zone of Nigeria using cross
sectional survey design. The population for this study included all senior and junior employees in the listed
banks in the Nigeria Stock Exchange. We used the employees in the bank’s headquarters in the six state capitals
as our accessible population. The population figure was sourced from the bank’s nominal role. A total of five
thousand employees made up the total population. The sample size for this study was determined using Krejcie
and Morgan’s (1970) table on sample size determination. Our sample size was three hundred and fifty-seven
employees. However when we distributed our questionnaire, the completed and usable copies for the analysis
was 315, representing 88.24% of respondents who genuinely participated in our study. The instrument used for
data collection was the questionnaire and in-depth interview. The questionnaire was divided into two sections.
Section A comprised of demographic information such as age, gender, length of stay in the organization and
educational qualifications. Section B elicited respondent’s views concerning the study variables. The
questionnaire adopted the 5-point Likert Scale rating, where respondents were asked how strongly they agree or
disagree with a statement or series of statement. The scale used for measuring Internal Attitude Survey was
sourced from literature and tagged Internal Attitude Survey Scale (IASC). Workers Commitment was measured
using Allen and Meyer’s (1990) Organizational Commitment Questionnaire (OCQ) which we adapted for our
study. The OCQ measured affective commitment, continuance commitment and normative commitment.
Affective commitment had nine items, while continuance and normative commitment had eight items each. The
variables that were employed for this study were sourced from existing literature and had been pre-tested and
validated in previous studies (Allen and Meyer, 1990; Meyer and Allen 1991; Herscovitch and Meyer, 2002;
Pittorino 2008). Therefore the variables had construct validity. Cronbach Alpha was used to test for reliability in
our study. Cronbach alpha is commonly used in research to test internal reliability. According to researchers
(Bryman and Bell 2003; Nunally and Berstein 1994; and Sekaran 2003) an alpha coefficient of 0.80 is generally
accepted as a good level of internal reliability of the instrument, though an alpha level of 0.7 is also considered
to be efficient. For test of reliability the following Cronbach Alpha Coefficients were obtained for our scales:
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5. European Journal of Business and Management
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.5, No.28, 2013
www.iiste.org
Internal Attitude Survey (0.722), Affective Commitment (0.771), Continuance Commitment (0.724), and
Normative Commitment (0.708). Hence all our variables had internal reliability.
4. Data Analysis and Results
Frequencies and percentages were used to classify our demographic data. Our variables were subjected to
univariate and bivariate analysis. Inferential statistics using Spearman Rank Order Correlation Coefficient was
used to establish the association between Internal Attitude Survey and Worker’s Commitment. The results from
our demographic data indicated that majority of the workers had been working for the bank between 1-3years
which represents 47.94% of respondents, 24.8% of workers had been working between 4-5years, while
employees who had worked between 4-8years represented 3.2% of respondents and those with over 8years
represented 7.6% of respondents. Males working in the banking industry were 168 representing 53.3% of
respondents, while females made up the remaining 46.7% and were 147 in number. 47.3% of respondents were
between the ages of 20-29, 45.7% were between the ages of 30-39, 6.7% were between the ages of 40-49 and
only one person was 50 and older. Respondents with Bachelor’s degree were 157 in number representing 49.8%,
Diploma/Certificate 85 (27%), Post Graduate Degree 66 (21%) and West African Examination Certificate or its
equivalent were 7 in number representing 2.2% of respondents. This indicates that most workers were highly
educated in the banking industry in Nigeria.
We obtained the following mean scores for each variables using univariate analysis. Tables 1, 2, 3 and 4 give the
mean scores for each variable. Internal Attitude Survey (IASC) had six items on the scale, affective commitment
(ACS) had 9 items, continuance (CCS) and normative (NCS) had eight items each.
Table 1 Descriptive Statistics of Internal Attitude Survey
IASC1 IASC2 IASC3 IASC4 IASC5
N
Valid
315
315
315
315
315
Missing
0
0
0
0
0
Mean
2.4254 2.0349 1.7841 1.7619 1.9524
Std. Deviation
1.25302 1.12671 1.21995 1.17449 1.24190
Skewness
-.563
-.271
-.067
-.003
-.361
Std. Error of Skewness .137
.137
.137
.137
.137
Minimum
.00
.00
.00
.00
.00
Maximum
4.00
4.00
4.00
4.00
4.00
Source: SPSS COMPUTATION
N
Valid
Missing
Mean
Std. Deviation
Skewness
Std. Error of
Skewness
Minimum
Maximum
IASC6
315
0
1.6508
1.20718
-.002
.137
.00
4.00
Table 2 Descriptive Statistics of Affective Commitment
ACS1
ACS2
ACS3
ACS4
ACS5
ACS6
ACS7
315
315
315
315
315
315
315
0
0
0
0
0
0
0
1.8825 2.7841 2.5175 2.1048 1.6063 1.5810 2.3778
1.39683 1.04260 1.30732 1.27137 1.08726 1.10972 1.29679
.049
-1.374
-.852
-.320
.278
.364
-.809
ACS8
315
0
1.4921
1.09534
.364
ACS9
315
0
1.6317
1.36760
.214
.137
.137
.00
4.00
.00
4.00
.137
.137
.137
.137
.137
.137
.00
.00
.00
.00
4.00
4.00
4.00
4.00
Source: SPSS COMPUTATION
.00
4.00
.00
4.00
.00
4.00
64
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Vol.5, No.28, 2013
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Table 3 Descriptive Statistics of Continuance Commitment
CCS1
CCS2
CCS3
CCS4
CCS5
CCS6
N
Valid
315
315
315
315
315
315
Missing
0
0
0
0
0
0
Mean
2.1238 1.8571 2.3079 2.2349 2.1651 2.0857
Std. Deviation
1.26965 1.18989 1.26079 1.36682 1.32036 1.29512
Skewness
-.103
.062
-.674
-.567
-.407
-.178
Std. Error of Skewness .137
.137
.137
.137
.137
.137
Minimum
.00
.00
.00
.00
.00
.00
Maximum
4.00
4.00
4.00
4.00
4.00
4.00
Source: SPSS COMPUTATION
CCS7
315
0
2.1714
1.31472
-.201
.137
.00
4.00
CCS8
315
0
2.1937
1.25833
-.206
.137
.00
4.00
Table 4 Descriptive Statistics of Normative Commitment
NCS1
NCS2
NCS3
NCS4
NCS5
NCS6
N
Valid
315
315
315
315
315
315
Missing
0
0
0
0
0
0
Mean
2.2730 1.8190 2.3175 2.3111 1.8825 2.0952
Std. Deviation
1.37136 1.20599 1.28719 1.43157 1.22689 1.17178
Skewness
-.398
.352
-.591
.470
.496
.077
Std. Error of Skewness .137
.137
.137
.137
.137
.137
Minimum
.00
.00
.00
.00
.00
.00
Maximum
4.00
4.00
4.00
12.00
4.00
4.00
Source: SPSS COMPUTATION
NCS7
315
0
1.9778
1.31484
.024
.137
.00
4.00
NCS8
315
0
1.6476
1.35426
.079
.137
.00
4.00
From table 5 below, the overall mean score (x) for Internal Attitude Survey (IASC) = 1.93 which is low. This
may indicate that most respondents believe management does not really appreciate their contributions towards
decision making in the organization. This possibly had an effect towards their level of commitment because the
mean for Affective Commitment (ACS) =1.99, is low showing that the use of internal attitude survey does not
make employees emotionally attached to their banks; Continuance Commitment (CCS) =2.1, and Normative
Commitment (NCS) = 2.04 are moderately high indicating that workers are probably committed because they
have fewer alternatives for other employment and are morally obliged to stay with their firms.
IASC
ACS
CCS
NCS
ValidN (listwise)
Table 5 Descriptive statistics of variables
N
Mean
Std. Deviation
Skewness
Statistic
Statistic
Statistic
Statistic
Std. Error
315
1.9349
.77884
.192
.137
315
1.9975
.64236
.364
.137
315
2.1425
.75092
.028
.137
315
2.0405
.74410
.591
.137
315
Source: SPSS COMPUTATION
For our bivariate analysis the Spearman Rank Order Correlation Coefficient was used to establish the association
between Internal Attitude Survey and Workers Commitment. To accept or reject our null hypotheses we adapted
Kathari’s (2006) decision rule: when the statistical test of significance (P-value) is less than 0.05 i.e., P<0.05, we
reject our null hypotheses; when P>0.05, we accept our null hypotheses. Our confidence interval was set at the
0.05 (two tailed) level of significance. Table 6 presents the result of the association between Internal Attitude
Survey (IASC) and Workers Commitment – Affective Commitment (ACS), Continuance Commitment (CCS),
and Normative Commitment (NCS).
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Table 6 Association between Internal Attitude Survey and Worker’s Commitment
IASC
ACS
CCS
NCS
Spearman's rho
IASC Correlation Coefficient 1.000
.041
.274(**)
.388(**)
Sig. (2-tailed)
.
.464
.000
.000
N
315
315
315
315
** Correlation is significant at the 0.01 level (2-tailed).
The result of the correlation in table 6 above shows that for hypothesis one the coefficient r = 0.041 and p =
0.464, therefore our first null hypothesis is accepted. There is no significant relationship between Internal
Attitude Survey and affective commitment.
For hypothesis two from table 6, r = 0.274** and p = 0.000. Our second null hypothesis is rejected. There is a
significant positive relationship between Internal Attitude Survey and Continuance Commitment at the 0.01 level
of significance.
From Table 6, for hypothesis three r = 0.388** and p = 0.000, therefore our third Null hypothesis is rejected.
There is a significant positive relationship between Internal Attitude Survey and Normative Commitment at the
0.01 level of significance. Therefore we restated our hypotheses thus:
H01: there is no significant relationship between Internal Attitude Survey and Affective Commitment.
H2: there is a significant positive relationship between Internal Attitude Survey and Continuance Commitment
H3: there is a significant positive relationship between Internal Attitude Survey and Normative Commitment
This result is consistent with the in-depth interview we conducted. We took notes in recording participant’s
responses. The questions were based on our survey instrument and elicited information about bankers views of
the use of internal attitude survey and how it affects their commitment to their organization. Two participants
from the six states were selected and a total of twelve banking personnel were interviewed. Participants report
that from time to time management gives them questionnaire to fill regarding their views on company issues.
Sometimes management interviews some workers to get their opinion concerning changes in the banking
structure to know employees reaction to such changes. This was done especially when the Automated Teller
Machine (ATM) was introduced to the bank operations. There were strong rumors that employees would be
retrenched as these machines will do the jobs of most staff. Contributions for improvement made by employees
were sometimes implemented. This makes employees see Internal Attitude Survey as just a “defense mechanism
used by management to be seen as actually doing their job and caring about workers views”. When asked if the
use of internal attitude survey increases their commitment to the organization, one participant reports that “I
would leave this bank in a second, if I can get a better offer somewhere else”. Most were of the view that
management is only interested in increasing their net worth and therefore everyone is out for his/her own
interest. Some Interviewees assert that management is all superior and does not really care about their views.
Management believes workers should be happy to be gainfully employed, since there are thousands of
unemployed people seeking employment. Therefore employees were seen as being highly expendable. If
management require special skills they can easily poach them from other sister banks. Therefore their
commitment to the organization is calculative. When asked to elaborate on the commitment bit, the participants
said they were paid handsomely and they also have some benefits which they would not want to give up by
leaving the bank. As one participant commented “the pay is good, we can’t get a better pay elsewhere except in
the oil companies and we all know it is difficult to get employment there. Most of us have tried and failed. So
this is our next best job”. Hence workers exhibit continuance commitment in the banking industry in Nigeria.
5. Discussion of Findings
From the results of our findings, Internal Attitude Survey has a significant positive effect on Workers
Continuance and Normative Commitment. Internal Attitude Survey does not have a significant effect on
Workers Affective Commitment. Empirical evidence (Gerstmann 2011, Armstrong 2003) has shown that
Attitude Surveys enables organizations to have an awareness of employee’s sources of morale, commitment and
dialogue. Our findings also support this view. By the use of Attitude Survey, bankers in Nigeria believe
management is sincere about involving employees in decision making in the organization. This has had an effect
on their continuance and normative commitment level in the organization. Omolayo and Owolabi (2007) see real
commitment as an exchange relationship whereby individuals attach themselves to the organization in return for
certain rewards and outcomes. Workers in the Nigeria Banking Industry have a continuance commitment to their
organizations. They are aware of the cost associated with leaving the organization and stay with their banks
because they do not want to lose such benefits. This is in line with Omolayo and Owolabi (2007) findings that
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employee’s commitment increases if it is backed up with monetary rewards. Continuance commitment is a costbenefit approach (Maholtra and Mukherjee 2004). Meyer et al (1990:715) state that "accrued investments and
poor employment alternatives tend to force individuals to maintain their line of action and are responsible for
these individuals being committed because they need to". This shows that bankers in Nigeria stay in the
organization because they would not want to lose their pension and other material benefits. Workers in the
Nigeria Banking Industry belief that management is interested in their views and would implement their
contributions for improvement, would make them put in that extra effort on behalf of the organization. Since
attitude surveys are used to assess employee attitudes and perceptions about relevant work-related issues,
workers perception of its efficacy is very important. When they see that it is very effective in portraying their
views to management and management is influenced in making changes through the exercise, workers would be
committed because they will see that they have voice in the organization.
Our findings show that workers in the Nigeria Banking Industry are normatively committed to their
organizations. They feel morally obliged to remain with the organization owing to some moral obligation or
societal expectations. Most workers in Nigeria obtained their employment through the godfather syndrome or
through personal contacts. This brings on a feeling of not wanting to let that contact down or to be seen as
ungrateful by ditching their jobs. According to Schlutz (2004) Normative Commitment is only natural due to the
way people are raised in a society. Nigeria being a collectivist society, it is expected that people will normally be
influenced by societal obligations. Meyer and Allen (1991:88) posit that “this moral obligation arises either
through the process of socialization within the society or the organisation”. Normative commitment is due to the
perceived need to reciprocate (Meyer & Allen, 1997). Employees feel they are morally obliged to stay in the
organization because of feelings of reciprocity. McDonald and Makin (2000) believe that reciprocal obligation is
based on social exchange theory, whereby a person who has received a benefit from the organization is under a
strong normative obligation to repay. For instance by sending workers for training and development
programmes, workers are morally bound to the organization. Wiener (1982) sums this up when he states that
normative commitment is influenced by cultural/familial and organizational socialization processes. In the
Nigeria Banking Industry the use of Internal Attitude Survey as a form of Employee Voice has had a positive
effect on workers continuance and normative commitment.
6. Conclusions and Implications
We concluded from our study that:
1. The use of Internal Attitude Survey as a form of Employee Voice in the Nigerian Banking Industry does
not have a significant effect on workers Affective Commitment.
2. The use of Internal Attitude Survey as a form of Employee Voice in the Nigerian Banking Industry
significantly increases workers Continuance Commitment.
3. The use of Internal Attitude Survey as a form of Employee Voice in the Nigerian Banking Industry
significantly increases workers Normative Commitment.
Thus, the use of internal attitude survey as a form of employee voice significantly increases employees’
continuance and normative commitment. Therefore this study has theoretical implications as it confirms the
findings of other researchers. Our findings supports the results of (Gertsmann 2011; Porter et al 1974; Mathieu
and Zajac 1990) that employees commitment to the organization depends on the level of organizational support
an employee feels; their involvement in decision making and the amount of feedback received about job roles
and performance. When management is sincere in the use of attitude survey, employees will see positive results
arising from their participation, thus their commitment to the organization will increase. In our study employee’s
continuance and normative commitment increased by the use of attitude survey. This also supports Bartel et al
(2011) findings that employees with positive attitude to their organizations will exhibit greater commitment and
organizational performance. Somers (2009) found that employees who had high levels of continuance and
normative commitment had the lowest level of absenteeism in the organization. According to Coetzee (2005) the
perceived cost associated with leaving the organization is influenced by the threat of losing attractive benefits
such as money, seniority based privileges or wasting the time and effort spent in acquiring nontransferable skills.
The moral obligation to remain with the organization is influenced by family or cultural orientation. Nigerians
are strongly influenced by family or cultural orientation because most employments are obtained owing to the
connection the worker has to those in authority in the organization. According to Ahiauzu (1999:213) ‘family,
ethnic and tribal relationship between a job seeker and the existing members of an organization should be
considered an advantage to the job seeker, while considering him or her for employment in that organization’.
Therefore employees who got their jobs through family or tribal connection would have a strong moral
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obligation to remain with the organization because he/she would not want to disappoint the person that placed
him/her in the job position. In support of this, Fischer and Mansell (2009) found in their research that
participants that had high power distance and collectivist orientation (like Nigeria) reported higher levels of
continuance and normative commitment, owing to the larger social pressures and costs associated with leaving
an organization.
Therefore when managers are cognizant of the type of commitment employees have to the organization they will
be able to channel this towards achieving organizational objectives. Effort should be made by to find out
employees views about the organization. Internal attitude surveys should be carried out periodically to get
employees contributions. All employees should be encouraged to participate in decision making in organizations.
Innovative contributions should be implemented and rewards given to the employee. This will increase workers
commitment in the organization.
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Professor Seth Accra Jaja is a professor of Organizational Behaviour. He lectures in the department of
Business Management, Rivers State University of Science and Technology, Nigeria. He has several published
journal articles and textbooks to his credit. He holds a B.Sc degree in Business Administration, MBA in
Business Administration, and PhD in Organizational Behaviour.
Dr. Tarela Okpu is a lecturer in the department of Business Management, Niger Delta University Nigeria. She
has a B.Sc in Business Education (Secretarial Option), MBA in General Management, MA in International
Business Administration, and PhD in Management (Human Resource Management).
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