Intro to Dissertation
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Bob Hernick, a PhD candidate, is conducting a study to investigate the relationship between intrinsic motivation factors from self-determination theory and job satisfaction factors in the project management profession. The survey aims to understand how autonomy, competence, and relatedness impact job satisfaction to help project managers and teams perform at optimal levels. Participants will be asked questions about their project role, the three motivation factors, and job satisfaction. The 10-minute online survey was approved by Capella University and participants can request a copy of the final report.
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Employee Performance in relation to Job Satisfaction
This literature review examines the relationship between employee job satisfaction and job performance. Five scholarly articles are summarized that explore this relationship and related topics. The articles present mixed findings on the influence of job satisfaction on performance. Additionally, personality factors like the "big five" traits are found to correlate with both job satisfaction and performance. The review explores how personality testing could help organizations hire the best-fitting candidates to improve retention and performance.
Q6) Do you have ability to control your feeling while trying to so.docx
Q6) Do you have ability to control your feeling while trying to solve problems with others?
In the above table we can see the distribution of the workers on if they are able to control their feelings while they are involved to others problem such as personal problems or family problems. The half of the people who took this survey answered yes which is 11 with (50 %). The percentage of the people who answered with NO were 6 which is (27.3 %) and the less percentage here went with the people who answered with MAYBE with 5 (22.7 %).
This is shows clearly that the percentage of the people who can control their feeling while they are going through any other problems was the biggest percentage, and only a few who answered with NO.
Q7) When I start my job with subordinates I am on fully aware of my emotional state.
In the atop table the percentage of the people who answered STRONGLY YES were 4 (18.2 %)
But the biggest number of people answered with just AGREE were 14 (63.6), And only a few people who answered with NATURAL were 4 (18.2).
It is undoubtedly from this distribution that people agreed on starting their jobs with subordinates on fully aware of their emotional state.
Running head: SUMMARY1
SUMMARY 3
Summary
In this data analysis and presentation, there was a research which was assigned to a selected company, which chose to use 50 questionnaires and whereby only 22 of them were responded to. The researchers, therefore, emptied the data after the collection and made some tabulation in a way that could best fit the hypothesis and the variables of the study. It was noted that from the sample, the number of men exceeded that of females with their reasoning based on the nature of the work, such as the managerial levels which seemed more likely to be led by men rather than female (Lopes et al 2006). On the broad issue of leadership and more precisely age, the researchers realized that the nature of leadership as per the presented sample by the company, they were the first and second category of ages, which generally ranged between 20-30 years of age, which represented the majority as young leaders and the aged leaders between 31-45 years of age coming third and fourth, something which called for adoption of the company with experienced leadership from older people irrespective of whether they are successful or not.
From the sample presented, it was definitely clear that Namaa heavily relied on leaders from Omani for different departments to work for their company. Considering the educational background and achievements of the presented sample of leaders, it was clear that diploma graduates represented the biggest number in the company (Cherniss, 2000, April). On the issue of emotional intelligence use, we can conclude that it had been given a certain percentage of priority in the company and therefore its use is greatly encouraged. From the research done, it was evident that dealing with workers emotionally greatly affects their ...
EMPLOYEE JOB SATISFACTION COMPARATIVE ANALYSIS BETWEEN
This document provides an extensive literature review on factors related to employee job satisfaction at Coca-Cola and Pepsi. It discusses prior research on how job satisfaction is influenced by factors such as salary, benefits, work environment, relationships with supervisors and colleagues, promotion opportunities, and personal adjustment. The review also examines differences in satisfaction between private and public sector employees. The literature establishes that job satisfaction is an important indicator of employee behavior and organizational performance.
Main
This document is an acknowledgement section for a research project. It thanks four individuals - Dr. Lois Farquharson, Dr. David White, Dr. Felix Chan, and the author's wife Jusy - for their various contributions to the success of the project. It recognizes Dr. Farquharson for her guidance, Dr. White for his creative suggestions, Dr. Chan for monitoring the project workflow, and the author's wife for her constant love and support. The document then outlines the contents of the research paper, which includes chapters on introduction, literature review, research methods, data analysis, conclusion, appendices, and references.
16Personal Consequences of Employee CommitmentUniversity o.docx
1
6
Personal Consequences of Employee Commitment
University of Maryland Eastern Shore
Submitted in partial fulfillment of the requirements for Course #xxxx
Title
Professor
Date
Journal:
Personal consequences of employee commitment. Academy of
Management Journal, 32(3), 649-661.
Date:
1989
Author(s):
Romzek, B., S.
Introduction
The purpose of the study was to examine the positive or negative consequences of employee commitment on nonwork and career satisfactions with the central hypotheses as positive. The study analyses used panel data that tested the effects of employee commitment on satisfaction with nonwork and career progress. Findings support that organizational involvement has positive consequences for individuals.
Hypothesis and Research Question:
The author submitted two hypotheses that tested for positive or negative consequences of employee commitment on nonwork and career satisfactions. Controlling for family involvement and age, the author’s first hypotheses tested to determine if employee commitment would have positive consequences for individuals’ nonwork satisfaction. The second hypotheses tested to determine if employee commitment would have positive consequences for individuals’ satisfaction with their career progress and future prospects.
Method/Type of Study
Research Design
The research design was a quantitative cross-sectional two-wave panel study conducted in 1982 and 1984 respectively.
Research Participants
The study surveyed a random sample of 484 respondents in the first wave of the survey which took place in 1982. The same respondents were contacted for the second wave in 1984 and resulted in 368 of the original individuals responding. The original sample was drawn from personnel listings solicited through nine public agencies; three federal offices, three state offices, and three local governments based in the states of Kansas and Missouri. The author noted that the “agencies represented diversity in the level of government, scope of services provided, and size and constituted an availability sample.” Other than collecting data on age as a control variable, the author did not indicate additional demographic information as being collected for study purposes. Without the data, it is very difficult to determine if the findings can be generalized to the population.
Instrumentation
Organizational involvement was the concept used to measure employee commitment. The author employed a customized measurement instrument adapted from separate scales developed by Etzioni (1975) for organizational involvement; Romzek (1985) for organizational alienation; and Hall, Schneider and Nygren (1970) and Buchanan (1974) for positive psychological attachment. The resultant organizational involvement scale had a Cronbach alpha of .77. Nonwork satisfaction was adapted from a scale developed by the National Opinion Research Center. The five-item Likert format measured the extent o which individuals report being satisfied wi.
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...
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.
Study the effects of antecedents of employee satisfaction in banking sector o...
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.
Synopsis for employee satisfaction program with reference to Pescafresh
This document summarizes a study on employee satisfaction at Pescafresh Mumbai. The study was conducted by Vaishnavi Rahul Desai as part of her MBA degree. A questionnaire was distributed to 100 Pescafresh employees to understand their satisfaction levels. The findings showed that most employees were satisfied with factors like working conditions, management support, tools/equipment, and opportunities for growth. However, some issues with teamwork and valuing employee input were identified. Suggestions included improving employee-management relations, providing more growth opportunities, and taking more employee suggestions. Overall, the conclusion was that most Pescafresh employees were satisfied with their jobs.
Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimum
Question 1:
What assumptions and implications can be drawn from the information gathered from the exit interviews?
Question 2:
Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
Motivation and Job Performance in Public Safety
Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
Motivation and Job Satisfaction related to Job Performance
Job performance has been portrayed as a combination of ability and motivation. Because motivation is a personal force, the level of motivation of others cannot be readily measured. Scholars recognize that employees’ attitudes and perceptions toward their jobs strongly affect their job performance. However, motivation may be difficult to measure and may not be directly linked to an increase in performance. One fact research has uncovered is that the organizational environment in which people work has a significant influence on their attitudes. Without a positive, supporting environment dissatisfaction will occur. Performance has been linked to motivation, ability, and working conditions. Satisfaction has been positively related to job performance. The Hawthorne studies at Western Electric was a major contribution to the field because it discovered evidence that productive worker are satisfied worker, not that happy workers were productive workers. Thus, organizational attitudes and cultures were seen as a more important aspect than individual workers.
Many motivational and job satisfaction theories have emerged in organizational research. Work motivation has internal and external forces that affect behaviors at work to determine intensity and duration. It deals merely with events associated with attitudes while at work. There are numerous definitions for job satisfaction including an individual’s positive or negative attitude toward their job, positive feelings about one’s job based on their evaluation of the job characteristics, or the collection of feelings and beliefs that individuals have about their jobs. Job satisfaction is defined from the employee’s standpoint as a positive emotional state that results from appraising one’s job.
There are different approaches to study motivation. Because motivation is a phenomenon that cannot be directly measured, researchers must measure attitudes ...
Faysal Bank marketing research
- Faysal Bank was incorporated in Pakistan in 1994 and is a public limited company listed on the Karachi, Lahore, and Islamabad stock exchanges.
- The document discusses topics like employee motivation, job satisfaction, Herzberg's two-factor theory, psychological well-being of employees, research methodology used, and findings from employee interviews.
- Key findings include varying levels of job satisfaction depending on position in the bank, dissatisfaction with leadership style, and a recommendation to improve communication between management and employees.
Employee motivation sbq project
This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.
RAP on Topic 6 of BSC Honors Oxford Brookes Thesis - A Critical Review of Key...
RAP on Topic 6 of BSC Honors Oxford Brookes Thesis - A Critical Review of Key...ghostwriter ghostwritingmania@yahoo.com
We are committed to providing 100% Plagiarism free quality academic assignments i.e. thesis, dissertations, Course work assignments, HND Business assignments, Research and Term papers and BSc Honors Applied Accountancy Oxford Brookes thesis (RAP, SLS and PPT). Pay by milestones. Please visit www.ghostwritingmania.com or reach my email inbox at ghostwritingmania@yahoo.com or add me on Skype: ghostwritingmania Performance Appraisal
This document provides an introduction and overview of a study on job satisfaction at Muthoot Capital Services Limited. It discusses:
- The objectives of studying job satisfaction levels and identifying factors that influence satisfaction.
- The research methodology, which uses a survey method with a questionnaire to collect data from 110 employees across different departments.
- A literature review discussing previous research that job satisfaction impacts motivation, productivity, and business performance, and that controlling for variables like wages can provide better insights.
- An outline of the research problem being addressed, which is identifying areas of satisfaction that can be improved to reduce risks like absenteeism and turnover.
An Empirical Study On The Factors That Affect Employee Motivation And Their R...
This document summarizes an empirical study on the factors that affect employee motivation and their relationship with job performance. The study was conducted on employees studying at a private university in Karachi, Pakistan. The main findings revealed that positive work environment, opportunities for career growth, alignment of skills with job responsibilities, and competitive benefit packages positively impact employee motivation and job performance. The study used a survey to collect data on motivation factors from employees. Descriptive statistics from the survey responses showed that intrinsic and extrinsic rewards both influence motivation levels. Maintaining high motivation is important for organizations to achieve their goals.
Construction Operatives Motives
The document discusses conducting a survey of construction workers' motives. It begins by defining intrinsic and extrinsic motivation. It then outlines Maslow's hierarchy of needs theory and Herzberg's two-factor theory as approaches to understanding motivation. The document goes on to describe developing and administering a questionnaire to survey construction workers' motivations, analyzing the results using SPSS, and determining the survey had high reliability. Key findings were that timely salary payments, innovation, and promotions were the top motivators. The conclusions call for future studies with improved questionnaire design and larger samples.
D353451.pdf
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
D353451.pdf
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Job satisfaction
This document appears to be the introduction chapter of a student's master's thesis on measuring job satisfaction among employees of Open Access Technology International, Inc. It provides background on job satisfaction, including its history and common models of job satisfaction like Locke's Range of Affect Theory, the Dispositional Theory, and Herzberg's Two-Factor Theory. It also outlines the structure of the rest of the thesis.
Factors that Influence Turnover among Group IT, Menara TM by Logistics Regres...
This document summarizes a study on factors that influence turnover among IT staff at Telekom Malaysia. The study aims to determine the relationship between job satisfaction and employees' intentions to resign, and analyze the effects of work experience, work pressure, work environment, and job satisfaction on resignation intentions. A questionnaire will be used to collect data from IT staff about these variables. Statistical analyses like ANOVA, correlation, and regression will then be performed to analyze the data and test hypotheses about the relationships between the variables. The findings are expected to help Telekom Malaysia reduce employee turnover by identifying its key causes.
A STUDY ON WORK LIFE BALANCE OF THE EMPLOYEES
The document summarizes a study on the work-life balance of managerial employees at Bosch Ltd. in Bangalore. It collected data through questionnaires from 60 employees. The study found that work responsibilities negatively impact employees' personal lives. Factors like overtime, travel to work, and after-hours meetings and training affect work-life balance. Most employees worked 8-9 hours per day and felt happy with their time spent at work, though many were indifferent about flexible work hours under the company's work-life policy.
Similar to Intro to Dissertation (20)
Employee Performance in relation to Job Satisfaction
Employee Performance in relation to Job Satisfaction
Q6) Do you have ability to control your feeling while trying to so.docx
Q6) Do you have ability to control your feeling while trying to so.docx
EMPLOYEE JOB SATISFACTION COMPARATIVE ANALYSIS BETWEEN
EMPLOYEE JOB SATISFACTION COMPARATIVE ANALYSIS BETWEEN
16Personal Consequences of Employee CommitmentUniversity o.docx
16Personal Consequences of Employee CommitmentUniversity o.docx
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...
Study the effects of antecedents of employee satisfaction in banking sector o...
Study the effects of antecedents of employee satisfaction in banking sector o...
Synopsis for employee satisfaction program with reference to Pescafresh
Synopsis for employee satisfaction program with reference to Pescafresh
Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimumQuestion 1What assumptions and.docx
RAP on Topic 6 of BSC Honors Oxford Brookes Thesis - A Critical Review of Key...
RAP on Topic 6 of BSC Honors Oxford Brookes Thesis - A Critical Review of Key...
An Empirical Study On The Factors That Affect Employee Motivation And Their R...
An Empirical Study On The Factors That Affect Employee Motivation And Their R...
Factors that Influence Turnover among Group IT, Menara TM by Logistics Regres...
Factors that Influence Turnover among Group IT, Menara TM by Logistics Regres...
Intro to Dissertation
- 1. Assessing the Relationships between the Intrinsic Factors of Self-determination Theory for Motivation and Job Satisfaction Factors You are invited to take part in a research study being conducted by Bob Hernick, a doctoral candidate from Honolulu, Hawaii, who is working on his PhD dissertation. The study investigates intrinsic motivation factors within the project management profession to determine the relationship they have on job satisfaction factors. Research shows that intrinsic motivation factors can have a positive and negative influence on job satisfaction in many fields of study. The goal of the study is to obtain a better understanding of intrinsic motivation to the project management profession so that increased job satisfaction will keep the project manager and project team performing at optimal levels. Should you decide to participate in the study you will be asked questions about your role in a project, about the three intrinsic motivation factors (Autonomy, Competence, and Relatedness), and your satisfaction with your current job. The survey has been approved by the Capella University Institutional Review Board and takes about 10 minutes to complete. In exchange for your time completing the survey you will have the option of requesting a copy of the final research report. The Internet Survey Consent form and link to the survey is below https://www.surveymonkey.com/r/PM-SATISFACTION-MOTIVATION Any questions about this study may be sent to Bob directly at bhernick@capellauniversity.edu Send Bob an email if requesting a copy of the final research report. Your support of this exciting research initiative is greatly appreciated!