1. The study explored the influence of occupational stress and organizational climate on job satisfaction of managers and engineers at Indian Oil Corporation Limited in India.
2. The results found no significant difference in job satisfaction between managers and engineers, but found that managers perceived a more favorable organizational climate and lower occupational stress than engineers.
3. Higher-income managers reported greater job satisfaction than lower-income managers, but income had no influence on job satisfaction levels among engineers.
A study of job stress on job satisfaction among universityAlexander Decker
This document summarizes a study on job stress and job satisfaction among university staff in Pakistan. The study examines the relationship between job stress factors like role ambiguity, relationships with others, workload, work-home interference, and job performance pressure, and how they impact job satisfaction. The authors conducted a study of public university staff in Khyber Pakhtunkhwa province in Pakistan. The results showed significant correlations between job stress and lower job satisfaction, and significant relationships between four of the six job stress factors examined and lower job satisfaction.
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
Fostering employee performance a literature reviewAlexander Decker
This document provides a literature review on fostering employee performance. It discusses how human resource is an important factor for business success and how motivating employees can increase productivity, quality, and customer relations. The review examines several theories of motivation, including Frederick Taylor's scientific management theory, the Hawthorne Studies, and Maslow's hierarchy of needs. The objective is to identify factors that promote positive motivational behavior among employees to ensure organizational success.
11.fostering employee performance a literature reviewAlexander Decker
This document provides a literature review on fostering employee performance. It discusses how motivation is a key factor in job performance and reviews several theories of motivation, including Frederick Taylor's scientific management theory, the Hawthorne Studies, and Abraham Maslow's hierarchy of needs. The objective is to identify factors that promote positive motivational behavior among employees to ensure organizational success. The study focuses on reviewing existing literature related to motivation and human resource management.
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
A study of job stress on job satisfaction among universityAlexander Decker
This document summarizes a study on job stress and job satisfaction among university staff in Pakistan. The study examines the relationship between job stress factors like role ambiguity, relationships with others, workload, work-home interference, and job performance pressure, and how they impact job satisfaction. The authors conducted a study of public university staff in Khyber Pakhtunkhwa province in Pakistan. The results showed significant correlations between job stress and lower job satisfaction, and significant relationships between four of the six job stress factors examined and lower job satisfaction.
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
Fostering employee performance a literature reviewAlexander Decker
This document provides a literature review on fostering employee performance. It discusses how human resource is an important factor for business success and how motivating employees can increase productivity, quality, and customer relations. The review examines several theories of motivation, including Frederick Taylor's scientific management theory, the Hawthorne Studies, and Maslow's hierarchy of needs. The objective is to identify factors that promote positive motivational behavior among employees to ensure organizational success.
11.fostering employee performance a literature reviewAlexander Decker
This document provides a literature review on fostering employee performance. It discusses how motivation is a key factor in job performance and reviews several theories of motivation, including Frederick Taylor's scientific management theory, the Hawthorne Studies, and Abraham Maslow's hierarchy of needs. The objective is to identify factors that promote positive motivational behavior among employees to ensure organizational success. The study focuses on reviewing existing literature related to motivation and human resource management.
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
Effects of Job Stress on Employees Job Performance A Study on Banking Sector ...IOSR Journals
Currently Bankers are under a great transaction of stress and due to many backgrounds of stress such as Excess, Role doubt, Role conflict, Concern for people, Contribution, Lack of feedback, possession up with rapid technologicalchange. Being in an inventive role, Career development, Organizational structure and climate, and recent episodic events. The thing which find out is stress. This study examines the relationship between job stress and job performance on bank employees of banking sector in Pakistan. The study examines the purpose model in relation of job stress and its impact on job performance by using sample of 144 participants. In participant the data ofsenior, graduate employees including customer services officers and managers of well reputed rising bank in Pakistan. The data were obtained through close ended questionnaire. A statistical test of regression, correlation and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress significantly reduces the performance of an individual. The results suggest to the organization that they have sustained a very health, cooperative and friendly environment within the team for better performance.
1. The study compared levels of role stress, job anxiety, job involvement, and job satisfaction among three groups (top managers, middle managers, and workers) at a private organization in India.
2. Questionnaire data was collected from 50 individuals in each group and analyzed using factor analysis and discriminant function analysis.
3. The factor analysis identified three important factors: job stress emerged as most important for top managers, while job anxiety was most prominent for middle managers and workers.
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
This document summarizes a study on occupational stress among employees in private banks in Salem. It finds that most employees report high levels of stress, primarily due to heavy workloads and a lack of work-life balance. The implications of stress include physical and psychological health issues as well as lower productivity and job satisfaction. The study recommends strategies for managing stress, such as meditation, better communication, training programs, and work redesign to reduce role ambiguity and pressure. Controlling stress can benefit both employee well-being and organizational effectiveness.
Impact of Job Stress of Employees on Job Satisfaction in Telecom Industryijtsrd
Human resource plays a vital role in development and increasing the productivity of any organization. It is defining that human uses it maximum possible extent for achieving the goal of organization or individual’s career growth. It is the individual performance that define the attainment of goals and employee performance is somehow influenced by the job satisfaction and motivation of employee. Job satisfaction somehow define the involvement towards the work. Job satisfaction is the mental state of employee that define the satisfaction as well involvement of employees towards their work. In organization many employees work for sake of money and profitability but if employee do not satisfy with their work, then it cause job stress, then employee do not work in good way and this show negative impact on goodwill of the company. Pratya Mishra | Dr. Rajesh Singh "Impact of Job Stress of Employees on Job Satisfaction in Telecom Industry" 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/ijtsrd42395.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42395/impact-of-job-stress-of-employees-on-job-satisfaction-in-telecom-industry/pratya-mishra
11.factors causing stress and impact on job performanceAlexander Decker
This document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that increased workload, technological problems, and higher targets were the main stressors reported by bank workers. A survey of 100 bank workers found that 40% agreed their workload was too heavy and 64% agreed they felt stressed when the bank's server went down, hindering customer service. Additionally, 32% agreed they felt stressed when unable to meet targets. The study concluded that these stress factors negatively impacted bank workers' 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.
Asif razzaq final Business Research Methods on Employees satisfactionAsif Razzaq
Workplace spirituality may positively impact organizational commitment and job satisfaction. The study examined these relationships among employees of Toyota dealerships in Islamabad and Rawalpindi, Pakistan. A survey was administered to 111 employees. Results showed workplace spirituality significantly influences both organizational commitment and job satisfaction. Prior research also linked these concepts, with spiritual workplaces enhancing motivation, commitment, and adaptability among employees. The study aimed to analyze these effects at Toyota and investigate how job satisfaction relates to organizational commitment.
Impact of stress antecedents on work stress and employees performanceinventionjournals
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.
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
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.
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
Exploration of intention to turnover case study of hospital IT employeessetyantabudi
This study identifies factors that influence intentions for a turnover. Previous research indicated that hostile work environment, excessive workload, and job dissatisfaction are some factors that drive turno-ver intention. Data collection was done by survey method through a questionnaire. The sample of research was 120 employees of Information Technology (IT) department to qualify data analysis with Structural Equa-tion Modeling (SEM). The results showed that organizational commitment, work fatigue, and job satisfaction directly affect turnover intention, while the autonomy and work characteristics indirectly influence the inten-tion.
Keywords: intention to turnover, organizational commitment, work fatigue, job satisfaction
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.
This document summarizes a study that examined the relationship between employees' perceived quality of work life (QWL) and life satisfaction domains using the spillover theory. The study surveyed 227 employees from chemical industries in Cuddalore, India. QWL was measured using need satisfaction variables and was found to positively correlate with job satisfaction, life satisfaction, general well-being, and organizational commitment. Regression analysis showed that fulfilling needs like health & safety, family needs, and knowledge needs led to higher job satisfaction, while esteem needs predicted life satisfaction. Perceived high QWL was found to lead to higher job satisfaction, life satisfaction, well-being and organizational commitment, supporting the hypotheses.
11.a two factor model of organizational citizenship behaviour in organizationsAlexander Decker
The document discusses a theoretical framework for examining organizational citizenship behavior (OCB) using Herzberg's two-factor theory of motivation. It proposes that motivation factors positively impact OCB while their absence negatively impacts OCB. It also proposes that the presence of sufficient hygiene factors reduces job dissatisfaction, which could indirectly influence OCB. The framework aims to provide additional insights into understanding what motivates individuals' OCB.
Resource to Performance Tradeoff Adjustment for Fine-Grained Architectures ─A...Fahad Cheema
Resource to Performance Tradeoff
Adjustment for Fine-Grained Architectures
─A Design Methodology
When implementing computation-intensive algorithms on finegrained
parallel architectures, adjustment of resource to
performance tradeoff is a big challenge. This paper proposes a
methodology for dealing with some of these performance tradeoffs
by adjusting parallelism at different levels. In a case study,
interpolation kernels are implemented on a fine-grained
architecture (FPGA) using a high level language (Mitrion-C).
For both cubic and bi-cubic interpolation, one single-kernel, one
cross-kernel and two multi-kernel parallel implementations are
designed and evaluated. Our results demonstrate that no single
level of parallelism can be used for trade-off adjustment. Instead,
the appropriate degree of parallelism on each level, according to
available resources and the performance requirements of the
application, needs to be found. Basing the design on high-level
programming simplifies the trade-off process. This research is a
step towards automation of the choice of parallelization based on
a combination of parallelism levels.
Este documento contiene varias rimas y canciones infantiles españolas tradicionales. Incluye rimas sobre un patito café, arroz con leche, ranas y una muñeca enferma, así como la popular canción "De Colores". Las rimas y canciones usan lenguaje sencillo y ritmos simples para entretener e instruir a los niños.
O documento resume uma pesquisa sobre os estilos de liderança segundo a perspectiva de executivos brasileiros. Identificou-se quatro estilos principais: líder orientado para pessoas, líder visionário, líder mobilizador e líder conciliador. Também discute os desafios atuais da liderança como lidar com diversidade cultural e formar equipes diversas.
Effects of Job Stress on Employees Job Performance A Study on Banking Sector ...IOSR Journals
Currently Bankers are under a great transaction of stress and due to many backgrounds of stress such as Excess, Role doubt, Role conflict, Concern for people, Contribution, Lack of feedback, possession up with rapid technologicalchange. Being in an inventive role, Career development, Organizational structure and climate, and recent episodic events. The thing which find out is stress. This study examines the relationship between job stress and job performance on bank employees of banking sector in Pakistan. The study examines the purpose model in relation of job stress and its impact on job performance by using sample of 144 participants. In participant the data ofsenior, graduate employees including customer services officers and managers of well reputed rising bank in Pakistan. The data were obtained through close ended questionnaire. A statistical test of regression, correlation and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress significantly reduces the performance of an individual. The results suggest to the organization that they have sustained a very health, cooperative and friendly environment within the team for better performance.
1. The study compared levels of role stress, job anxiety, job involvement, and job satisfaction among three groups (top managers, middle managers, and workers) at a private organization in India.
2. Questionnaire data was collected from 50 individuals in each group and analyzed using factor analysis and discriminant function analysis.
3. The factor analysis identified three important factors: job stress emerged as most important for top managers, while job anxiety was most prominent for middle managers and workers.
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
This document summarizes a study on occupational stress among employees in private banks in Salem. It finds that most employees report high levels of stress, primarily due to heavy workloads and a lack of work-life balance. The implications of stress include physical and psychological health issues as well as lower productivity and job satisfaction. The study recommends strategies for managing stress, such as meditation, better communication, training programs, and work redesign to reduce role ambiguity and pressure. Controlling stress can benefit both employee well-being and organizational effectiveness.
Impact of Job Stress of Employees on Job Satisfaction in Telecom Industryijtsrd
Human resource plays a vital role in development and increasing the productivity of any organization. It is defining that human uses it maximum possible extent for achieving the goal of organization or individual’s career growth. It is the individual performance that define the attainment of goals and employee performance is somehow influenced by the job satisfaction and motivation of employee. Job satisfaction somehow define the involvement towards the work. Job satisfaction is the mental state of employee that define the satisfaction as well involvement of employees towards their work. In organization many employees work for sake of money and profitability but if employee do not satisfy with their work, then it cause job stress, then employee do not work in good way and this show negative impact on goodwill of the company. Pratya Mishra | Dr. Rajesh Singh "Impact of Job Stress of Employees on Job Satisfaction in Telecom Industry" 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/ijtsrd42395.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42395/impact-of-job-stress-of-employees-on-job-satisfaction-in-telecom-industry/pratya-mishra
11.factors causing stress and impact on job performanceAlexander Decker
This document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that increased workload, technological problems, and higher targets were the main stressors reported by bank workers. A survey of 100 bank workers found that 40% agreed their workload was too heavy and 64% agreed they felt stressed when the bank's server went down, hindering customer service. Additionally, 32% agreed they felt stressed when unable to meet targets. The study concluded that these stress factors negatively impacted bank workers' 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.
Asif razzaq final Business Research Methods on Employees satisfactionAsif Razzaq
Workplace spirituality may positively impact organizational commitment and job satisfaction. The study examined these relationships among employees of Toyota dealerships in Islamabad and Rawalpindi, Pakistan. A survey was administered to 111 employees. Results showed workplace spirituality significantly influences both organizational commitment and job satisfaction. Prior research also linked these concepts, with spiritual workplaces enhancing motivation, commitment, and adaptability among employees. The study aimed to analyze these effects at Toyota and investigate how job satisfaction relates to organizational commitment.
Impact of stress antecedents on work stress and employees performanceinventionjournals
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.
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
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.
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
Exploration of intention to turnover case study of hospital IT employeessetyantabudi
This study identifies factors that influence intentions for a turnover. Previous research indicated that hostile work environment, excessive workload, and job dissatisfaction are some factors that drive turno-ver intention. Data collection was done by survey method through a questionnaire. The sample of research was 120 employees of Information Technology (IT) department to qualify data analysis with Structural Equa-tion Modeling (SEM). The results showed that organizational commitment, work fatigue, and job satisfaction directly affect turnover intention, while the autonomy and work characteristics indirectly influence the inten-tion.
Keywords: intention to turnover, organizational commitment, work fatigue, job satisfaction
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.
This document summarizes a study that examined the relationship between employees' perceived quality of work life (QWL) and life satisfaction domains using the spillover theory. The study surveyed 227 employees from chemical industries in Cuddalore, India. QWL was measured using need satisfaction variables and was found to positively correlate with job satisfaction, life satisfaction, general well-being, and organizational commitment. Regression analysis showed that fulfilling needs like health & safety, family needs, and knowledge needs led to higher job satisfaction, while esteem needs predicted life satisfaction. Perceived high QWL was found to lead to higher job satisfaction, life satisfaction, well-being and organizational commitment, supporting the hypotheses.
11.a two factor model of organizational citizenship behaviour in organizationsAlexander Decker
The document discusses a theoretical framework for examining organizational citizenship behavior (OCB) using Herzberg's two-factor theory of motivation. It proposes that motivation factors positively impact OCB while their absence negatively impacts OCB. It also proposes that the presence of sufficient hygiene factors reduces job dissatisfaction, which could indirectly influence OCB. The framework aims to provide additional insights into understanding what motivates individuals' OCB.
Resource to Performance Tradeoff Adjustment for Fine-Grained Architectures ─A...Fahad Cheema
Resource to Performance Tradeoff
Adjustment for Fine-Grained Architectures
─A Design Methodology
When implementing computation-intensive algorithms on finegrained
parallel architectures, adjustment of resource to
performance tradeoff is a big challenge. This paper proposes a
methodology for dealing with some of these performance tradeoffs
by adjusting parallelism at different levels. In a case study,
interpolation kernels are implemented on a fine-grained
architecture (FPGA) using a high level language (Mitrion-C).
For both cubic and bi-cubic interpolation, one single-kernel, one
cross-kernel and two multi-kernel parallel implementations are
designed and evaluated. Our results demonstrate that no single
level of parallelism can be used for trade-off adjustment. Instead,
the appropriate degree of parallelism on each level, according to
available resources and the performance requirements of the
application, needs to be found. Basing the design on high-level
programming simplifies the trade-off process. This research is a
step towards automation of the choice of parallelization based on
a combination of parallelism levels.
Este documento contiene varias rimas y canciones infantiles españolas tradicionales. Incluye rimas sobre un patito café, arroz con leche, ranas y una muñeca enferma, así como la popular canción "De Colores". Las rimas y canciones usan lenguaje sencillo y ritmos simples para entretener e instruir a los niños.
O documento resume uma pesquisa sobre os estilos de liderança segundo a perspectiva de executivos brasileiros. Identificou-se quatro estilos principais: líder orientado para pessoas, líder visionário, líder mobilizador e líder conciliador. Também discute os desafios atuais da liderança como lidar com diversidade cultural e formar equipes diversas.
El documento presenta una introducción al arbitraje como mecanismo alternativo de resolución de controversias en el ámbito jurídico. Explica brevemente las teorías del arbitraje y lo define como un proceso por el cual las partes someten voluntariamente una controversia a la decisión de uno o más árbitros. Además, clasifica el arbitraje en internacional e interno, institucional y ad hoc, según los sujetos involucrados.
Este documento trata sobre la tecnología educativa. Discute cómo la tecnología ha transformado el mundo de manera ambivalente y cómo la educación escolar también puede considerarse una tecnología social. Argumenta que para comprender plenamente la tecnología educativa, se debe tener una visión amplia que incluya no solo los artefactos tecnológicos sino también las tecnologías simbólicas y organizativas que moldean la educación y la sociedad.
Through the My.SSS portal on the Philippine Social Security System (SSS) website, members can register to access online services. To register, members provide required personal details and registration is pending validation against SSS records. Once registered, members can view contribution and membership records, set branch appointments, and submit transactions online for greater convenience beyond office hours. Employers can also register to view records and submit reports. Registration allows contact mainly by email.
Este documento habla sobre las marcas blancas. Explica que son marcas de productos que los supermercados venden a menor precio que las marcas originales, aunque en realidad son los mismos productos pero con envases diferentes. Menciona algunas ventajas como los precios más bajos, pero también desventajas como una posible percepción de menor control de calidad. Finalmente, señala que el auge de estas marcas ha perjudicado a algunas marcas originales al disminuir sus ventas y publicidad.
A STUDY OF EMPLOYEES JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCEJennifer Daniel
This document summarizes a study on the relationship between employee job satisfaction and performance. It first defines job satisfaction and outlines its importance for both employees and organizations. It then reviews literature on factors that influence job satisfaction, such as compensation, job security, working conditions, relationships with supervisors, promotion opportunities, and personal variables. The study aims to identify factors that affect job satisfaction and its impact on employee performance. Job satisfaction is found to positively correlate with productivity, customer satisfaction, and negatively correlate with absenteeism and turnover. The document concludes by providing recommendations for improving job satisfaction, such as clear communication, employee training, empowerment, fair compensation, and career development opportunities.
A Comparative Study Of Employee-Attitude Of Permanent And Temporary Employees...Sabrina Green
This document summarizes a study comparing the work attitudes of permanent and temporary employees in selected public sector undertakings in India. It provides background on issues around retaining employees and discusses previous literature on topics like job satisfaction, organizational commitment, and job involvement. The study aims to identify differences in work attitudes between permanent and temporary workers. Mann-Whitney and Wilcoxon-W tests were used to analyze survey data from these two groups. The findings section indicates some elements of job satisfaction like communication where significant differences were found between permanent and temporary employees.
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
This study examined job satisfaction among senior male and female executives in Bangladesh. It surveyed 40 male and 40 female executives across various sectors. The study found that while there are some motivators for job satisfaction like feeling their work is recognized and understanding organizational goals, there are few strong motivators present overall. Both male and female executives reported similar levels of job satisfaction and liking their coworkers and jobs, indicating little gender difference. However, females reported slightly higher satisfaction with benefits while males preferred better communication in the workplace. The study concluded that while intrinsic motivators like work itself provide some satisfaction, there are limited other motivators to satisfy executives in their roles.
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
The Effect of Job Satisfaction on Organizational Commitment of Healthcare Per...IOSRJBM
The purpose of this study is to assess the effect of the job satisfaction of health care personnel on organizational commitment’s components. The data of the research were collected by way of a survey that was conducted on 501 health care workers who work in a public university hospital in Turkey. Structural equation modeling (path analysis) was conducted to test the hypotheses. From the results of the analyses, there was no statistically significant influence of intrinsic satisfaction on organizational commitment was found. Only extrintic satisfaction was determined significantly negative effect on continuance commitment and positive effect on normative commitment. In other words, an increase in the level of extrinsic satisfaction causes a decrease in continuance commitment and an increase in normative commitment.
This document reviews studies related to job satisfaction. It begins by outlining three sections for the literature review: 1) studies related to job satisfaction, 2) studies related to organizational commitment, and 3) studies related to the relationship between job satisfaction and organizational commitment. The first section then summarizes over 30 studies conducted between 1946-2009 on factors that influence job satisfaction, such as marital status, tenure, occupational level, job characteristics, self-concept, education level, and industry sector.
Effect of Job Stress and Job Satisfaction on Performance: An Empirical Studyridhsi
This study examined the relationship between job stress, job satisfaction, and job performance among 100 managers at private manufacturing firms in India. The researchers found that higher stress levels were correlated with lower job performance, while higher job satisfaction was correlated with higher job performance. Specifically, managers with low stress had significantly better performance than highly stressed managers, and managers with high job satisfaction had significantly better performance than those with low job satisfaction. The study aimed to determine if relationships existed between these variables and to develop a model describing their relationships. Various instruments were used to measure job stress, satisfaction, and performance.
A study on job satisfaction focus on bankers of bangladeshAlexander Decker
This document discusses a study on job satisfaction among bankers in Bangladesh. It aims to identify the key variables that influence bankers' level of job satisfaction and their relative importance. A questionnaire was developed based on literature reviewing intrinsic and extrinsic variables of job satisfaction. It was distributed to bankers using a 5-point Likert scale. The study developed 8 hypotheses about factors potentially influencing job satisfaction, including pay, decision making/communication, supervisor behavior, job nature, working conditions, management policy, recognition/promotion, and job status/security. The literature review discusses several definitions of job satisfaction from previous research.
The Impact of Professionalism, Locus of Control, and Job Satisfaction on Audi...inventionjournals
This document summarizes a research study that examined the impact of professionalism, locus of control, and job satisfaction on auditors' performance in Indonesia. The study surveyed 122 auditors and found that:
1) Professionalism and an internal locus of control positively impacted job satisfaction.
2) Higher job satisfaction significantly improved auditors' performance.
3) Most auditors felt their performance was not good in terms of quantity and timeliness of work completion.
An Empirical Study of Workplace Environment with Special Reference to Employe...ijtsrd
This document summarizes a research paper on the impact of workplace environment on employee engagement, productivity, and performance in manufacturing industries. The paper reviews literature showing that physical workplace environment, supervisor support, and job aids can positively or negatively influence employee commitment. The research aims to study these factors and their effects. It describes the methodology, defines key terms, and establishes a relationship framework between workplace environment and employee/organizational outcomes. Statistical analysis and employee surveys could measure these relationships. The conclusion is that addressing physical, interpersonal, and task-related environmental factors can increase employee engagement.
Increasing employee organizational commitment by correlating goal settingAlexander Decker
This document summarizes a research study that explores how to increase employee organizational commitment through goal setting, employee engagement, and workplace optimism. The study proposes a model linking these three factors, with goal setting positively correlating to employee engagement, engagement correlating to optimism, and optimism correlating to organizational commitment. The study reviews relevant literature, proposes three hypotheses linking the factors, describes the methodology used to test the hypotheses, discusses the results, and outlines implications and directions for future research.
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 reviews literature on the topic of employee satisfaction. It discusses how employee satisfaction has been extensively researched and is important for employee well-being, productivity, retention, and organizational success. The literature shows job satisfaction is influenced by factors like pay, benefits, communication, motivation, and justice. Studies also link job satisfaction to productivity, absenteeism, turnover, and performance. However, few studies have examined job satisfaction specifically in Indian public sector organizations, particularly in the power transmission sector.
How Internal and External Business Effect Employee Turnover intention. AResea...Muneeb Ahsan
The document summarizes research on factors that influence employees' turnover intentions. It discusses how internal factors like work environment, relationships with supervisors, compensation, and job fit can impact turnover. External factors like alternative job opportunities are also explored. The literature review examines theories like Herzberg's two-factor theory and equity theory in relation to turnover intentions. The research aims to help organizations develop retention strategies by understanding what drives employees to leave. Future areas of study mentioned are career development, job enrichment, and work-life balance.
Relationship of Demographic Variables and Job Satisfaction among Married WomenIJLT EMAS
The purpose of this study was to study the relationship
between job satisfaction and demographic variables among
married women who are working in academics. The research
was descriptive and survey study. In this study, women working
in technical educational Institutes, from Indore were studied. for
this 300 working women(N=300) were chosen as per their work
in the Institutes, teaching or Non-teaching. A socio- demographic
questionnaire were used for the purpose. The findings revealed
that on the basis of the age and qualification , there is no relation
between factors studied (work environment, job security, roles &
responsibility etc.) and job satisfaction and on the basis of
designation, income and experience, researcher found the
relation between factors studied (work environment, job
security, roles & responsibility etc.) and job satisfaction.
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
Autonomy and Employee Job Satisfaction of Hotels in Port Harcourt, NigeriaAJHSSR Journal
Autonomy and employee job satisfaction of hotels in Port Harcourt. The population of this study was 1,764 from fifty (50) indigenous hotels in Port Harcourt metropolis. The sample size of 326 employees of hotels in Port Harcourt metropolis was obtained using the Taro Yamane‟s formula for sample size determination. The study adopted the cross-sectional survey in its investigation of the variables and applied both descriptive and inferential statistical techniques. The hypothesis was tested using the Spearman Rank Order Correlation Coefficient .The tests were carried out at a 95% confidence interval and a 0.05 level of significance. The reliability of the instrument was achieved through the Crombach Alpha coefficient with autonomy having 0.776 and organizational profitability having 0.891. The result of the findings revealed that autonomy has a significant positive relationship with employee job satisfaction of hotels in Port Harcourt. Based on empirical findings, the study concludes autonomy has a significantly influences organizational profitability. The study thus recommended that hotels should build on their distinctive competitive advantage so to sharpen their competitive aggression in the industry.
This document provides an introduction and background to a study on the relationship between flexible work arrangements, specifically telecommuting, and employee job involvement. It discusses previous research that identified individual and organizational determinants of job involvement. While some studies have looked at how factors like gender and tenure influence job involvement, little research has examined the impact of work arrangements. The objective of this study is to determine whether telecommuting affects employee job involvement levels and whether tenure, age or gender influence job involvement. It aims to address gaps in understanding how work arrangements may impact an important work attitude.
Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
Call8328958814 satta matka Kalyan result satta guessing➑➌➋➑➒➎➑➑➊➍
Satta Matka Kalyan Main Mumbai Fastest Results
Satta Matka ❋ Sattamatka ❋ New Mumbai Ratan Satta Matka ❋ Fast Matka ❋ Milan Market ❋ Kalyan Matka Results ❋ Satta Game ❋ Matka Game ❋ Satta Matka ❋ Kalyan Satta Matka ❋ Mumbai Main ❋ Online Matka Results ❋ Satta Matka Tips ❋ Milan Chart ❋ Satta Matka Boss❋ New Star Day ❋ Satta King ❋ Live Satta Matka Results ❋ Satta Matka Company ❋ Indian Matka ❋ Satta Matka 143❋ Kalyan Night Matka..
Satta matka fixx jodi panna all market dpboss matka guessing fixx panna jodi kalyan and all market game liss cover now 420 matka office mumbai maharashtra india fixx jodi panna
Call me 9040963354
WhatsApp 9040963354
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Niswey
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Jain
1. International Review of Business Research Papers
Vol. 3 No.5 November 2007 Pp.193-208
Job Satisfaction as Related to Organisational Climate
and Occupational Stress: A Case Study of Indian Oil
K.K.Jain*, Fauzia Jabeen**, Vinita Mishra*** and Naveen Gupta****
The study aims to explore the influence of occupational stress and
organizational climate on job satisfaction of managers and engineers working
in Indian Oil Corporation Limited, Mathura, India. Data were collected from 158
employees of managers and engineers category with the help of Job
Satisfaction scale, occupational stress and organizational climate scale. The
occupational stress and organizational climate are independent variables
whereas the job satisfaction is dependent variable. To find out the significance
of difference between the means of both groups, 11 null hypotheses were
formulated and for verification of the null hypotheses, the t-test was used.
Field of research: Organizational Behavior
1. Introduction
Liberalization of the Indian business environment through modification in the
industrial, trade and fiscal policies by the government has brought in change and
competition of a magnitude that was previously unknown to Indian organizations.
In the new liberalized scenario, where multinationals and other global players are
competing in the domestic market with the monopoly players, the management of
organizations is expected to be more productive and efficient for survival.More
than a decade ago, the western countries faced similar conditions. A cascade of
changing business structures, and changing leaderships had forced various
departments of the companies to alter their perspectives on their role and function
overnight. As companies moved from an exclusively bottom line obsession to a
focus on customer, mission and the organization’s role, they were forced to make
changes in their organization to given emphasis primarily to productivity.
In order to “survive”, Indian organizations are being forced to undergo massive
changes. In this context, it would be important to identify the factors in the
organizational environment that have the most positive impact on the
performance of the organization. Among various factors, attitudes and feelings of
the individuals regarding their jobs and
_______________________________
*Dr. K.K. Jain, Professor- Department of Business Administration, Indian Institute of
Management, Indore, Madhya Pradesh, India. E-mail: prof_kamal@yahoo.com
**Fauzia Jabeen, Sr. Lecturer- Department of Management Studies, MAHE MANIPAL-Dubai
Campus, Dubai, U.A.E. E-mail: fauziajob@yahoo.com
***Vinita Mishra, Lecturer, JSS Education Foundation, Knowledge Village, Dubai.
E-mail:mishvinu@gmail.com
****Dr. Naveen Gupta, Professor- Organizational Behavior, HIMCS, Agra, India.
E-mail:dr_naveengupta@yahoo.com
2. Jain, Jabeen, Mishra & Gupta 194
job experiences have been found to be significantly affecting their behaviors.
(Herzberg, Mausner, Peterson and Capwell, 1957; Iaffaldano and Muchinsky,
1985; Locke, 1970; Schwab and Cummings, 1970; Petty, McGee and Cavender,
1984).
2. Literature Review and Hypotheses
2.1 Job Satisfaction
Locke (1976) stated job satisfaction as a pleasurable positive state resulting from
one's job and job experience. Individuals show pleasurable positive attitudes
when they are satisfied with their job.
Drever (1964) described job satisfaction ''as an end state of feeling." Singh
(1990) pointed out that the job satisfaction is a part of life satisfaction, the nature
of one's environment off- the- job. Similarly, a job is an important part of life, job
satisfaction influences one's general life satisfaction as an effective reaction,
feeling of employees with job, supervision, coworkers, salary/pay and his/her
current and future career progress. The causes of employees' satisfaction are
restricted to implant factors alone but they sum the whole gamut of men's needs
and aspirations.
Job satisfaction is a general attitude which is the result of many specific attitudes
(Reddy and Rajasekhar ,1990).
It is essential to make a distinction of job satisfaction from job climate and job
involvement. Job satisfaction is an effective or evaluative state while the concept
of climate is a descriptive, cognitive, and non-evaluative construct (Wall, 1979).
This classification is further emphasized in the work of (James and Jones, 1974;
Locke, 1976; Payne and Pugh, 1976; Payne, Fineman and Wall, 1976).
However, Hellrigell and Slocum (1974) have suggested that a dynamic
relationship exists between job satisfaction and climate.
Vroom (1964) postulated a model of job satisfaction which reflects valence of the
job for its incumbent. He argued that the strength of the force on a worker to
remain on his job is an increasing function of valence on his job. Srivastava and
Pratap (1984) studied job satisfaction and organizational climate among
executives and supervisors, reported a significant positive relationship between
the over all climate and job satisfaction. Job satisfaction was also found related
to various individual dimensions of organizational climate such as leadership,
communication, interaction, influence in decision making, goal-setting and
control.
3. Jain, Jabeen, Mishra & Gupta 195
2.2 Organizational Climate
Rajendran (1987) reported significant correlation between organizational climate
and job satisfaction in a public sector industry in Tamil Nadu, India. Sharma
(1987) examined the effects of organisational climate on job satisfaction, sense
of participation, role stress and alienation in private sector and public sector and
found that the private sector and the public sector varied significantly on the
dominant climates and there was significant correlation between the climate
variable and role stress variables.
Srivastava (1994) studied a group of executives and supervisors and reported
that overall organisational climate is positively related with job involvement and
higher order needs (self esteem, autonomy, and self actualization) are related
with job involvement. Ali and Akhtar (1999) explored the effect of organisational
climate on job satisfaction and they reported that those who scored high on
organizational climate also differed significantly on job satisfaction scale.
2.3 Occupational Stress
Survey of the literature on occupational stress reveals that there are a number of
factors related to job which affect the behaviour of the employees and as a result
of it, normal life is disturbed (McLean, 1974; Brief, Schular and Vansell, 1981).
Cooper and Marshal (1976) stated that occupational stress includes the
environmental factors or stressors such as work overload, role ambiguity, role
conflict and poor working conditions associated with a particular job. Orpen
(1991) observed that major source of stress is derived from the occupational
environment; proponents of this view tend to argue that role holders in certain
occupation, irrespective of individual differences, are much more likely to
experience stress. Here, the emphasis is on the individual demands of various
jobs that have the capacity over a period of time to exhaust the physical and
psychological resource of employees in the organisation.
Upadhyay and Singh (1999) found that the executive as well as the teachers
experienced a moderate level of stress, the executives experienced more stress
than the teachers did. The results revealed a significant difference between these
two groups on the experience of stress due to factors such as role overload,
intrinsic impoverishment and status variable.
Emsley (2003) in their research study multiple goals and managers’ job-related
tension and performance suggested that job-related tension and performance
deteriorate as managers pursue multiple goals although the relationship seems
to be non-linear. The relative importance of goals does not appear to be
important. Manshor, Fontaine and Chong Siong Choy (2003) in their study
examined the sources of occupational stress among Malaysian managers
4. Jain, Jabeen, Mishra & Gupta 196
working in multi-national companies (MNCs).It was found that workloads, working
conditions, and relationship at work were the main concern of the managers that
lead to stress at the work place. The results also indicated that certain
demographic variables do influence the level of stress among managers.
The present paper aims at going deeper into the co-relationship among job
satisfaction, organizational climate and occupational stress amongst the IOCL
managers and engineers.
2.4 Hypotheses
Following hypotheses have been formulated for this study:
1. There will be no significant difference between managers and engineers in
terms of job satisfaction (Ho1).
2. There will be no significant difference between managers and engineers in
terms of organizational climate (Ho2).
3. There will be no significant difference between managers and engineers in
terms of occupational stress (Ho3).
4. There will be no influence of income on job satisfaction of managers.
(Ho4)
5. There will be no influence of income on job satisfaction of engineers.
(Ho5)
6. There will be no significant difference between high age groups of
managers and engineers in terms of job satisfaction. (Ho6)
7. There will be no significant difference between low age groups of
managers and engineers in terms of job satisfaction. (Ho7)
8. High and low level of occupational stress will have equal effect on job
satisfaction of managers (Ho8).
9. High and low level of occupational stress will have equal effect on job
satisfaction of engineers (Ho9).
10. High and low level of organisational climate will have equal effect on job
satisfaction of managers (Ho10).
11. High and low level of organisational climate will have equal effect on job
satisfaction of engineers (Ho11).
5. Jain, Jabeen, Mishra & Gupta 197
3. Research Methodology
3.1 Sample: For the purpose of the present study, the sample consisted of 78
managers and 80 engineers from Indian Oil Corporation Limited, Mathura,
India.
3.2 Tools:
In this study, three psychological tools in the form of questionnaire were
used which are as discussed below:
1. Job Satisfaction Scale: The job satisfaction scale developed by Singh
(1989) was used to measure job satisfaction of middle level executives. It
contains 20 items and each item is to be rated on five point scale ranging on
the continuum of highly satisfied to highly dissatisfied. The reliability of the
test is .96 and its content and concurrent validity was established.
2. Organisational Climate Scale: This scale was developed by Singh
(1989). The scale contains 31 items and all the items are to be rated on five
point rating scale ranging on the continuum of highly satisfied to highly
dissatisfied. It is divided into 9 dimensions and all the 9 dimensions of
organisational climate are sought to be measured. These dimensions are
professional help, formalization, professional management, organisational risk
taking, standardization, people orientation, centralization, formalized
communication and concern for welfare.
3. Occupational Stress Index: The first scale which was administered to
gather information is the occupational stress index which was developed and
standardized by Srivastava and Singh (1981). The scale consists of 46 items,
each to be rated on five point scale ranging on a continuum of strongly agree,
agree, uncertain, disagree and strongly disagree.
6. Jain, Jabeen, Mishra & Gupta 198
4. Results and Discussion
TABLE 1
Showing Means, SDs and t- ratio on Job Satisfaction of Managers and
Engineers
Groups N Mean Sd. SEd. t Level
Compare of
d sig.
Managers 78 72.23 9.51
1.53 0.39 NS
Engineers 80 71.63 9.78
On an inspection of Table 1 when the mean job satisfaction of managers was
compared with the engineers, it was found that the two groups did not differ
significantly in terms of their level of job satisfaction. Thus, the proposed null
hypothesis (Ho1) is accepted. It is evident from the above Table that the
difference between the mean job satisfaction of managers and mean job
satisfaction of engineers is negligible; it clearly shows that both the groups
are almost equally satisfied with their job.
TABLE 2
Showing Means, SDs, SEd and t- ratio on Organizational Climate of
Managers and Engineers.
Groups N Mean S.D. SEd t Level
Compare of
d sig.
Managers 78 113.96 12.38
1.79 5.05 0.01
Engineers 80 104.91 10.03
As indicated in the above Table 2, the means, S.Ds of managers and
engineers on organizational climate were found 113.96 and 104.91, 12.38
and 10.03 respectively with t-value of 5.05. The mean organizational climate
of managers was found significantly greater than the mean of engineers.
Higher the mean score indicates more favorable perceived organizational
climate. Thus, the proposed null hypothesis (Ho2) stands rejected. More
favorable and cordial organizational climate as perceived by the managers is
due to the fact that the job assigned to them in this organization is almost
clearly defined and logically structured. Since, the managers are on top of
hierarchy of particular area of refineries, engineers are subject to strict
systematic, disciplined and control in the conduct of their official jobs, people
are constantly watched by the managers for obeying all the rules as related to
their jobs. Engineers have to ask managers before they do anything
important. Such type of empowerment given to managers has changed their
7. Jain, Jabeen, Mishra & Gupta 199
perception therefore they scored significantly high on organizational climate
as compared to the engineers.
TABLE 3
Showing Means, S.Ds, S.Ed and t-ratio on Occupational Stress between
Managers and Engineers
Groups N Mean S.D. SEd t Level
Compare of
d sig.
Managers 78 126.26 14.48
2.45 4.36 0.01
Engineers 80 136.96 16.32
As shown in the above Table 3, the means, S.Ds of managers and engineers
on occupational stress were found 126.26 and 136.96, 14.48 and 16.32
respectively with t-value of 4.36. The mean of engineers was found
significantly greater than the mean of managers. Higher the mean score of
engineers indicates greater degree of stress. Thus, the proposed null
hypothesis (Ho3) was found to be rejected. The higher the degree of stress in
engineers may be attributed to their nature of task which they have to perform
in refineries and risks involved as related to the task seems to be significant
factors, so that they experience more stress than the managers. The
engineers have to expedite their work under tense circumstances because
their assignments involve greater risk complications. They often feel that
working in refineries made their life cumbersome. The result obtained is
supported by the study of Mohan & Chauhan (1999). They observed that
higher executives experienced low stress whereas the middle and lower
executives experienced high degree of stress.
TABLE 4
Influence of Income on Job Satisfaction among Managers
Groups N Mean S.D. SEd t Level
Compare of
d sig.
JS of 38 74.53 7.40
High
Income
Group
1.55 2.35 0.05
JS of Low 40 70.88 6.24
Income
Group
8. Jain, Jabeen, Mishra & Gupta 200
It can be seen from the Table 4 that the mean score of High income group
managers is higher than the mean score of low income group managers. The
managers of high income group are more satisfied with their jobs as
compared to the managers of low income group. Both the groups differ
significantly at 0.05 level. Thus, the proposed hypothesis (Ho4) is found to be
rejected.
The findings of the study lend empirical support to previous research
(Sharma, 1983; Padaki, 1983; Venkatraman & Valecha, 1983 and Jha &
Pathak, 2003) conducted in India, which shows significant differences in job
satisfaction.
TABLE 5
Influence of Income on Job Satisfaction among Engineers
Groups Compared N Mean S.D. SEd t Level of
sig.
JS of High Income 32 75.94 6.74
group
1.61 1.72 NS
JS of Low Income group 48 73.17 7.60
When the mean job satisfaction of High income group engineers were compared
with mean job satisfaction of low income group, it was found that high income
group engineers are more satisfied with their job as compared to the low income
group engineers. Thus, null hypothesis (Ho5) is not to be rejected as both groups
did not differ significantly.
TABLE 6
Influence of High Age on Level of Job Satisfaction of Managers and
Engineers
Groups Compared N Mean S.D. SEd. t Level of
sig.
Managers 34 70.82 11.47 2.35 0.60 NS
Engineers 38 69.39 7.96
The mean job satisfaction score of high age group managers was found higher
than the mean job satisfaction score of high age group engineers. The two
groups do not differ significantly with respect to their level of job satisfaction
(t=0.60). Thus, the null hypothesis (Ho6) is not to be rejected.
9. Jain, Jabeen, Mishra & Gupta 201
TABLE 7
Influence of Low Age on level of Job Satisfaction of Managers and
Engineers
Groups Compared N Mean S.D. SEd. t Level of
sig.
Managers 44 73.32 7.64 1.57 0.55 NS
Engineers 42 74.19 6.99
When the mean job satisfaction of Low age group managers was compared with
mean job satisfaction of low age group engineers, results revealed that both the
groups did not differ significantly. Thus, the null hypothesis (Ho7) is not to be
rejected. Reasons may be many and varied. Further study is required to know
the details.
TABLE 8
Influence of High and Low Occupational Stress on Job Satisfaction among
Managers
Groups Compared N Mean S.D. SEd t Level of
sig.
JS of High OS group 35 66.86 9.13
1.85 5.57 0.01
JS of Low OS group 43 77.16 6.74
It is evident from the Table 8 that the means, S.Ds on job satisfaction scale of
high and low occupational stress groups of managers, were found 66.86 and
77.16, 9.13 and 6.74 respectively with t-value of 5.57. The two groups of
managers differ significantly in terms of job satisfaction. Thus, the proposed null
hypothesis (Ho8) stands rejected. Low occupational stress group of Managers
scored high on job satisfaction scale than the high occupational stress group.
The result reveals that the high occupational stress group was found less
satisfied with their job which is evident from the low mean job satisfaction scores.
On the other hand, the managers who scored low on occupational stress were
found more satisfied. On the basis of the result obtained, it may be interpreted
that the presence of higher degree of occupational stress is adversely affecting
the level of job satisfaction. The result clearly shows that experiencing high
occupational stress will lead to dissatisfaction. The decision making body must
take into account that they should evolve some strategies to check the level of
occupational stress if they desire more satisfied work force.
10. Jain, Jabeen, Mishra & Gupta 202
TABLE 9
Influence of High and Low Occupational Stress on Job Satisfaction among
Engineers
Groups Compared N Mean S.D. SEd t Level of
sig.
JS of High OS group 31 67.58 8.50
1.99 2.96 0.01
JS of Low OS group 43 73.49 8.47
On an inspection of Table 9, it was observed that means, S.Ds of high and low
occupational stress groups of engineers on job satisfaction were 67.58 and
73.49, 8.50 and 8.47 respectively with t-value of 2.96. It was also found that the
low occupational stress group of Engineers is more satisfied than the high
occupational stress group. Both the groups differ significantly in terms of job
satisfaction. Thus, the proposed null hypothesis (Ho9) was rejected. The result
obtained is similar which is already discussed in Table 8.
TABLE 10
Influence of High and Low Organizational Climate on Job Satisfaction
among Managers
Groups Compared N Mean S.D. SEd t Level of
sig.
JS of Perceived High 41 73.83 8.03
OC
2.11 1.90 NS
JS of Perceived Low 39 69.82 10.58
OC
It appears from Table 10, that the managers who scored high on organisational
climate scale was found more satisfied with the job than those who scored low on
organisational climate scale though the means of the two groups do not differ
significantly. Thus, the proposed null hypothesis (Ho10) stands accepted. It is now
clear from the above Table that those who perceived organisational climate high
and conducive are found more satisfied with their jobs than those who perceived
organisational climate as low. On the basis of the result obtained, it may be
interpreted that the perception of organisational climate as favorable by the
managers lead to satisfaction with their job as compared to those managers who
perceived low are relatively less satisfied.
Further it may be discussed that the organisational climate has influenced the
level of job satisfaction of the managers. The management should have to keep
11. Jain, Jabeen, Mishra & Gupta 203
constant vigilance in maintaining the organisational climate to the possible extent
favorable to its employees. The same finding was found by (Singh, 1987; Ali &
Akhtar, 1999).
TABLE 11
Influence of Organizational Climate on Job Satisfaction among Engineers
Groups Compared N Mean S.D. SEd t Level of
sig.
JS of Perceived High 35 75.54 8.07
OC
1.99 4.63 0.01
JS of Perceived Low 41 66.32 9.36
OC
Referring to the Table 11, it was found that the engineers who scored high on
organisational climate scale also scored high on job satisfaction scale as
compared to those who scored low on organisational climate scale also scored
low on job satisfaction scale. The means of the two groups were found to differ
significantly at .01 level. Thus, the proposed null hypothesis (Ho11) was found to
be rejected. The result obtained is similar to groups compared as shown in Table
10. The mean difference obtained clearly shows that the engineers who
perceived organisational climate more conducive are relatively more satisfied in
comparison to the Engineers who scored low on organisational climate.
5. Conclusion
The results of this study confirmed the assumption that there is no significant
difference between managers and engineers in terms of their job satisfaction and
both the groups appeared almost equally satisfied with their jobs. When the
managers and engineers were compared on organizational climate, it was found
that both the groups differed significantly. Managers scored significantly high on
organizational climate scale than the engineers indicating that the managers are
more satisfied due to the empowerment given to them.
On the basis of calculated data, marked and significant differences were
observed between managers and engineers of IOCL in terms of occupational
stress which led to the conclusion that engineers experienced higher degree of
stress as compared to managers.
When job satisfaction of high income group managers were compared with low
income group managers, the results revealed that both the groups differed
significantly. On the other hand, comparison of job satisfaction of high income
group engineers with low income group engineers showed non significant results.
However, the trend of the result shows that the high income group of managers
12. Jain, Jabeen, Mishra & Gupta 204
and engineers are more satisfied with their jobs when compared to the low
income group. The reason to this trend can be attributed to the universal truth
that the monetary compensation is one of the important motivators for the
employees that largely affects their performance and satisfaction level.
The results of the study also confirmed the assumption that high age group
managers as well as high age group engineers were equally satisfied with their
jobs and the study revealed the same findings when low age group managers
and low age group engineers were compared on their job satisfaction level.
The result also revealed that the managers who scored high on occupational
stress were less satisfied with their jobs while the managers who scored low on
occupational stress had higher job satisfaction level. On the basis of the result
obtained, it may be interpreted that the presence of higher degree of
occupational stress adversely affected the level of job satisfaction. Similarly, the
high occupational stress group of engineers scored less and thus had low job
satisfaction level as compared to low occupational stress group of engineers.
The influence of high and low organizational climate on job satisfaction of
managers was studied and it was found that high organizational climate group
scored more on job satisfaction scale, though the difference was non-significant.
Thus the findings confirmed the assumption that managers who perceived
organisational climate high and conducive were found more satisfied with their
jobs than those who perceived organisational climate as low. However, when the
high and low organizational climate group of engineers were compared, it was
found that high organizational climate group of engineers were more satisfied.
6. Implications of the study
Despite being an interesting topic for the study, Job Satisfaction and
Occupational Stress happen to be the most noteworthy subject for any
organization, big or small. Nowadays, Globalization and Liberalization have
compelled the organizations to function in a cut-throat competitive business
environment. And thus, to survive in such an environment every business needs
to possess the best and most productive resources.
And the indelible fact is that amongst all the resources, human resource is the
most significant resource of any organization. The resources of men, money,
materials and machinery are collected, coordinated and utilized through people.
Thus, it can be concluded that the overall productivity of the organization largely
depends upon the efficiency of the Human Resource of that organization. The
efficiency of employees depends, to a great extent, on the environment in which
they work. Work environment consists of all the factors which act and react on
the body and mind of an employee. The attitudes, feelings and emotions of
employees towards organization play a vital role in determining their performance
and behaviour. These in turn determine the success and growth of the
organization.
13. Jain, Jabeen, Mishra & Gupta 205
It is for this reason that organizations need to pay increasing attention on
understanding Organizational Climate, enhancing the Job Satisfaction of their
employees and reducing the Occupational Stress and burnout of employees.
This study focuses on Job Satisfaction as related to Organizational Climate and
Occupational Stress in the organization and aims to study the co-relationship
among Job Satisfaction, Occupational Stress and Organizational Climate. Thus
this study will add to the knowledge of existing body of knowledge on the subject.
It will be useful for organizations in general and Mathura Refinery in particular in
utilizing its human capital in a better and effective manner.
References
Ali, N. and Akhtar, Z. 1999. “Job satisfaction as related to organisational climate
among bank officers”, Paper presented in 4th international & 35th IAAP
conference at Anand (Gujarat), May 27-29.
Cooper, C.L. and Marshal, J. 1976. “Occupational sources of stress. A review of
the literature relating to coronary heart disease and mental health”, Journal
of Occupational Psychology, Vol.49, pp.11-28.
Drever, J. 1964. A dictionary of psychology. Penguin Books, Middlesex.
Emsley, David 2003. “Multiple goals and managers’ job-related tension and
performance”, Journal of Managerial Psychology, Vol.18 No.4, pp.345-356.
Hellriegel, D. and Slocum, J.W. 1974. “Organizational Climate: Measures,
Research and Contingencies”, Academy of Management Journal, Vol.17,
pp. 253-280.
Herzberg, F., Mausner, B., Peterson, R.O. and Capwell, D.F. 1957. Job
Attitudes: Review of Research and Opinion. Pittsburgh: Psychological
Service of Pittsburgh.
Iaffaldano, M.T. and Muchinsky, P.M. 1985. “A Meta-analysis of the
Relationships between Individual Job Satisfaction and Individual
Performance”, Academy of Management Review, 9, pp. 712-721.
James, L.R. and Jones, A.P. 1974. “Organizational Climate: A review of
structural dimensions and their conceptual relationship with individual
attitudes and behaviour”, Organization Behaviour and Human Performance,
Vol.16, pp.74-113.
14. Jain, Jabeen, Mishra & Gupta 206
Jha, P. and Pathak, G.W. 2003. “A Comparative study of job satisfaction in the
post-liberalization scenario among executives of private and public sector
organizations”. Indian Management Studies Journal, Vol. 7, pp. 21-31.
Locke, A.A. 1976. The Nature and Causes of Job satisfaction. In M.D. Dunnette
(Ed.), Handbook of Industrial and Organisational Psychology, pp.1297-
1349.
Locke, E.A. 1970. “Job Satisfaction and Job Performance: A Theoretical
Analysis”, Organizational Behavior and Human Performance, 5, pp.484-500.
Manshor, A. T., Fontaine, R.; Choy, Chong Siong 2003. “Occupational stress
among managers: a Malaysian survey”, Journal of Managerial Psychology,
Vol. 18 No.6, pp. 622-628.
McLean, A. 1974. Occupational stress and strain. Springfield, Illinois. Thomas.
Mohan, V. and Chauhan 1999. “A comparative study of organisational Role
stress amongst managers of government, public and private sectors”,
Journal of Indian Academy of Applied Psychology, Vol.25 No.1-2, pp. 45-50.
Orpen, C. 1991. “Occupational Stress and Personal Strain: A conceptual model”,
Management and labour studies. Vol.16 No.1, pp.11-21.
Padaki, R. 1983. “Organizational Climate in Nationalized Textile Mills”,
Management Digest, Vol. 1 No.4, pp.11-16.
Payne, R.L., Fineman, S. and Wall, T.D. 1976. “Organization climate and job
satisfaction: A conceptual analysis”, Organizational Behaviour and Human
Performance, Vol. 16, pp. 45-62.
Payne, R.L., and Pugh, S.S. 1976. Organization structure and organizational
climate. In M.D. Dunnetto (Ed.), Handbook of industrial and organizational
psychology. Chicago. Ran McNally.
Petty, M.M., McGee, G.W. and Cavender, J.W. 1984. A Meta-analysis of the
Relationships between Individual Job Satisfaction and Individual
Performance. Academy of Review, 9, pp. 712-721.
Rajendran, S. 1987. “Job satisfaction, job involvement and perceived
Organizational Climate among the assistants and lower managerial
personnel of government organization”, Indian Journal of Applied
Psychology, Vol.24 No.2, pp. 58-64.
15. Jain, Jabeen, Mishra & Gupta 207
Reddy, K.S. and Rajasekhar, K.S. 1990. “Job satisfaction, job involvement and
work involvement of permanent and temporary employees”, Indian Journal
of Applied Psychology, Vol.28 No.1, pp.5-10.
Schwab, D.P. and Cummings, L.L. 1970. “Theories of Performance and
Satisfaction: A Review”, Industrial Relations, 9, pp.408-490.
Sharma, B.R. 1983. “Man-management in India: Comparison of Public and
Private Sectors”, XLRI Reprint series, A-5533, pp. 22.
Sharma, T. 1987. Differential effects of organizational climates on job
satisfaction, sense of participation, alienation and role stress. Unpublished
Ph.D. thesis, Gujarat University, Ahmedabad.
Singh, G.P. 1987. Organizational climate as moderator of role stress- job
satisfaction relationship in case of different job categories of computer
professionals. Unpublished Ph.D. thesis, Gujarat University, Ahmedabad.
Singh, S. 1989. Organisational stress and executive behaviour. Unpublished
Research Monograph, Shri Ram Centre for Industrial Relations and Human
Resources, New Delhi.
Singh, S. 1990. Organizational stress and executive behaviour, New Delhi: Shri
Ram Centre for Industrial Relations and Human Resources.
Srivastava, A.K. and Singh, A.P. 1981. “Construction and standardization of an
occupational stress index: A Pilot Study”. Indian Journal of Clinical
Psychology, Vol. 8, pp. 133-136.
Srivastava, S.K. 1994. Correlational study of organisational climate and need
satisfaction with job involvement. Paper presented in Asian and XXXII IAAP
Conference at A.M.U., Aligarh. Feb. 27-29.
Srivastava, S.K. and Pratap, S. 1984. “Perception of job satisfaction and
organisational climate”, Perspectives of Psychological Research, Vol.7,
pp.41-43.
Upadhyay and Singh 1999. “Experience of Stress: Differences between college
teachers and executives”, Psychological Studies, Vol.44 No.3, pp.65-68.
Vansell, M., Brief, A.P. and Schular, R.S. 1981. “Role conflict and role ambiguity:
Integration of the literature and directions for future research”, Human
Relations, Vol.34, pp.43-71.
Venkatraman, S. and Valecha, G.K. 1983.“Comparative motivation pattern of
Public and Private sector managers in India”, Managerial Psychology, Vol. 2
No.1, pp. 31-45.
Vroom, V.R. 1964. Work and Motivation, New York: John Willey.
16. Jain, Jabeen, Mishra & Gupta 208
Wall, T.D. 1979. Conceptual and Measurement Issues in job attitude research,
on distinction between job satisfaction and climate. Paper presented at
British Psychological Society Conference, Sheffield. March, 3.