Locus of control and job status as mediators of employees’ perception of downsizing and organizational commitment in selected ministries and parastatals in nigeria
This document discusses a study that assessed how employees' perceptions of downsizing relate to their organizational commitment, and whether locus of control and job status mediate this relationship. The study surveyed 604 employees from Nigerian government establishments. It found a significant positive relationship between perception of downsizing and commitment. Locus of control also significantly influenced perception of downsizing, but job status did not. Locus of control significantly mediated the relationship between perception of downsizing and commitment, but job status did not mediate this relationship. The study concluded that employees' perception of downsizing relates to their commitment, and locus of control mediates this relationship.
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.
Well Being, Fairness, and Supervisor’s Ability and Support IJSRP Journal
This document summarizes a research study that examined the relationship between employees' affective well-being, their perception of fairness, and their supervisors' ability and family supportive behaviors. The study found moderate positive correlations between employees’ affective well-being and their perception of fairness, perceived supervisor ability, and family supportive supervisor behaviors. It also found a positive correlation between employees’ perception of fairness and their managers' skills. The findings imply that managers' performance and HR practices can impact these variables.
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
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.
Stress Management and Employee Performance of Deposit Money Banks in Port Har...AJHSSR Journal
The purpose of this study was to examine the relationship between Stress Management and
Employee performance in Deposit Money Banks in Port Harcourt, Nigeria. The population includes employees
of seven (7) selected Deposit Money Banks situated in Port Harcourt metropolis of Rivers State, Nigeria. The
sample size was 188 using the Taro Yamen‟s formula. After data cleaning, only data of 168 respondents were
finally used for data analysis. Descriptive statistics and Spearman‟s rank correlation were used for data analysis
and hypothesis testing. Findings revealed that stress management has a significant relationship with employee
efficiency and effectiveness. The study thus concluded that stress management bears a positive and significant
influence on employee performance. We recommend that management of deposit money banks should design
task and jobs in ways that would make for effectiveness and efficiency and bring about improvement in the
performance of their work force and that flexible job schedules should be incorporated into human resource
management strategies, policies and plan of deposit money banks to enhance easy employee performance and
commitment that will increase corporate survival.
Work-Family Factors and its Relationships Between Dispositional, Occupational...Waqas Tariq
This study was conducted to test the mediating effects of work-family factors on the relationships between dispositional and occupational characteristics as the independent variables and intention to stay as the dependent variable. By using self-administered research questionnaire, data was collected from 240 middle age single mother employees in Klang Valley, Malaysia. Samples were determined through simple random sampling method whereby six out of 24 single mother associations were selected to obtain research samples. Descriptive statistical analysis was conducted to describe the respondents. Pearson Product Moment Correlation was used to determine the relationships among variables and Structural Equation Modeling using AMOS version 16.0 was utilized for model testing and to verify the presence of mediation effects. Further, the Soble’s z-test was used to test whether the mediators carry the effect of the independent variables on the dependent variable. The findings indicated that there were positive relationships among variables. The results also established the presence of mediation effects between the independent and dependent variables. Organizations may utilize work-family factors as mechanism to promote longer retention among employees. Keywords: Intention to stay, work-family facilitation, family satisfaction, dispositional characteristics, occupational characteristics.
Mathematical modeling to monitor workplace humor style and subordinate worked...Triple A Research Journal
ABSTRACT
The study monitors the effect on workplace humour style and
subordinate work attitude in telecommunication companies. The
output of staff in these organization were observed to reflect on their
subordinate work attitudes, job satisfaction and job involvement in
these companies, the study experience the positivity from these
dimensions as a function of workplace humour style in various
period at different conditions, linear trend were observed from the
predictive values, but there were variations despites the linear trend
displayed from these parameters through graphical representations.
These conditions implies that the input of subordinate work attitudes
determine the output of job satisfaction and staff efficiency
involvement, these dimensions determine the output of efficiency or
growth rate of these companies productivity, these parameters
generated the system that produced the predictive model, and
subjecting these parameters to model validation developed a
favorable fits, the study expressed the rate which these
organizational behaviour determined the efficiency of staff thus
generate positive or negative productivity, the study is however
imperative because the evaluation of these dimensions as a function
of workplace humour style has been monitored, these conceptual
framework has express their various function of influence in
different dimensions.
Keywords: Mathematical modeling, humour style, subordinate
This study examined how incivility from coworkers and customers affects the work engagement and job performance of frontline hospitality employees. The study found that incivility from both coworkers and customers reduces work engagement and job performance, with coworker incivility having a greater negative effect than customer incivility. Additionally, the study found that higher work engagement leads to better job performance. This research helps address gaps in understanding how different sources of workplace incivility impact frontline service employees.
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.
Well Being, Fairness, and Supervisor’s Ability and Support IJSRP Journal
This document summarizes a research study that examined the relationship between employees' affective well-being, their perception of fairness, and their supervisors' ability and family supportive behaviors. The study found moderate positive correlations between employees’ affective well-being and their perception of fairness, perceived supervisor ability, and family supportive supervisor behaviors. It also found a positive correlation between employees’ perception of fairness and their managers' skills. The findings imply that managers' performance and HR practices can impact these variables.
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
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.
Stress Management and Employee Performance of Deposit Money Banks in Port Har...AJHSSR Journal
The purpose of this study was to examine the relationship between Stress Management and
Employee performance in Deposit Money Banks in Port Harcourt, Nigeria. The population includes employees
of seven (7) selected Deposit Money Banks situated in Port Harcourt metropolis of Rivers State, Nigeria. The
sample size was 188 using the Taro Yamen‟s formula. After data cleaning, only data of 168 respondents were
finally used for data analysis. Descriptive statistics and Spearman‟s rank correlation were used for data analysis
and hypothesis testing. Findings revealed that stress management has a significant relationship with employee
efficiency and effectiveness. The study thus concluded that stress management bears a positive and significant
influence on employee performance. We recommend that management of deposit money banks should design
task and jobs in ways that would make for effectiveness and efficiency and bring about improvement in the
performance of their work force and that flexible job schedules should be incorporated into human resource
management strategies, policies and plan of deposit money banks to enhance easy employee performance and
commitment that will increase corporate survival.
Work-Family Factors and its Relationships Between Dispositional, Occupational...Waqas Tariq
This study was conducted to test the mediating effects of work-family factors on the relationships between dispositional and occupational characteristics as the independent variables and intention to stay as the dependent variable. By using self-administered research questionnaire, data was collected from 240 middle age single mother employees in Klang Valley, Malaysia. Samples were determined through simple random sampling method whereby six out of 24 single mother associations were selected to obtain research samples. Descriptive statistical analysis was conducted to describe the respondents. Pearson Product Moment Correlation was used to determine the relationships among variables and Structural Equation Modeling using AMOS version 16.0 was utilized for model testing and to verify the presence of mediation effects. Further, the Soble’s z-test was used to test whether the mediators carry the effect of the independent variables on the dependent variable. The findings indicated that there were positive relationships among variables. The results also established the presence of mediation effects between the independent and dependent variables. Organizations may utilize work-family factors as mechanism to promote longer retention among employees. Keywords: Intention to stay, work-family facilitation, family satisfaction, dispositional characteristics, occupational characteristics.
Mathematical modeling to monitor workplace humor style and subordinate worked...Triple A Research Journal
ABSTRACT
The study monitors the effect on workplace humour style and
subordinate work attitude in telecommunication companies. The
output of staff in these organization were observed to reflect on their
subordinate work attitudes, job satisfaction and job involvement in
these companies, the study experience the positivity from these
dimensions as a function of workplace humour style in various
period at different conditions, linear trend were observed from the
predictive values, but there were variations despites the linear trend
displayed from these parameters through graphical representations.
These conditions implies that the input of subordinate work attitudes
determine the output of job satisfaction and staff efficiency
involvement, these dimensions determine the output of efficiency or
growth rate of these companies productivity, these parameters
generated the system that produced the predictive model, and
subjecting these parameters to model validation developed a
favorable fits, the study expressed the rate which these
organizational behaviour determined the efficiency of staff thus
generate positive or negative productivity, the study is however
imperative because the evaluation of these dimensions as a function
of workplace humour style has been monitored, these conceptual
framework has express their various function of influence in
different dimensions.
Keywords: Mathematical modeling, humour style, subordinate
This study examined how incivility from coworkers and customers affects the work engagement and job performance of frontline hospitality employees. The study found that incivility from both coworkers and customers reduces work engagement and job performance, with coworker incivility having a greater negative effect than customer incivility. Additionally, the study found that higher work engagement leads to better job performance. This research helps address gaps in understanding how different sources of workplace incivility impact frontline service employees.
(102) a study on improving work life balance ah authorsHariharanAmutha1
This study examines factors that influence work-life balance among employees in private commercial banks in India. The researchers conducted a study with 208 bank employees. They found that work overload, organizational support, and emotional intelligence were positively related to work-life balance, while job engagement and technological advancement were negatively related. Surprisingly, spiritual intelligence was not found to be related to work-life balance. The study used several existing measurement instruments and statistical analyses like confirmatory factor analysis to analyze the data. It identifies limitations like the sample only covering some banks and provides directions for future research with larger samples and considering demographic factors.
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.
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.
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
This document summarizes a study that examined the relationship between organizational justice and job satisfaction among health workers at a public hospital in Turkey. 377 health workers completed surveys measuring their perceptions of organizational justice (including distributive, procedural, and interactional justice) and job satisfaction. The results found moderate relationships between all three dimensions of organizational justice and job satisfaction. Interactional justice and procedural justice were found to have a stronger influence on employees' job satisfaction levels. The study provides context on organizational justice and job satisfaction and reports the main findings of the research conducted at the Turkish public hospital.
This document discusses factors that influence employee job satisfaction and attachment. It outlines several models of job satisfaction, including the Job Characteristics Model which identifies skill variety, task identity, task significance, autonomy, and feedback as key factors. Negative job satisfaction can lead to stress disorders and impact employee performance through increased absenteeism and costs. Reducing work stress requires addressing its root causes such as lack of trust between employees and management.
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 is the Topic: performance management Subject : Business Research Method .. please read the file i upload and read it very well before do the work..
2.[9 17]factors causing stress and impact on job performanceAlexander Decker
The 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 lower salaries, increased workload, market competition, management behavior, lack of peer support, long work hours, lack of acknowledgement, dealing with the public, and high targets were factors causing stress. These stressors were found to negatively impact the job performance of bank workers. The document provides context on work-related stress and reviews several models and prior research on the sources and impacts of occupational stress.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This document explores the relationship between personality and job performance. It begins by reviewing previous studies that have investigated this relationship. Conscientiousness and extraversion are generally found to be positively correlated with job performance factors like productivity, while neuroticism and agreeableness are negatively correlated with leadership capabilities. The document then outlines the objectives and methodology of the study. The study aims to identify the meaning of personality and its relationship to job performance, discuss the Big Five personality theory, and investigate problems organizations face with personality testing. It reviews literature on the Big Five personality traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness and their relationships with job performance dimensions like task performance and contextual performance.
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
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.
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 document summarizes a critical review of the relationship between job satisfaction and organizational citizenship behavior (OCB). It finds that most research has shown a positive relationship between job satisfaction and OCB. Job satisfaction is influenced by both intrinsic and extrinsic factors. When employees are satisfied, they are more likely to display OCB through voluntary helpful behaviors towards colleagues and the organization. While a few studies found no relationship, the majority of evidence suggests higher job satisfaction translates to higher levels of OCB.
This study investigated the impact of job satisfaction and demographic factors on organizational commitment among teachers at Girls' College in Pune, India. A survey was conducted of 52 teaching staff. The study revealed:
1) There was a significant positive relationship between job satisfaction and organizational commitment. Teachers who were more satisfied in their jobs showed higher levels of commitment to the organization.
2) There was a significant positive relationship between age and organizational commitment. Older teachers tended to be more committed to the organization.
3) There was a significant negative relationship between education level and organizational commitment. Teachers with higher levels of education tended to be less committed to the organization.
The study recommends improving teachers' salaries and working conditions to increase job
Advanced research methods research paperAlFajrQuraan
This document discusses a study examining the impact of negative workplace gossip by employees about their supervisor on the supervisor's perception of a psychological contract breach. It proposes that negative gossip threatens the supervisor's self-esteem, leading to perceived breach of the implicit obligations between employee and supervisor. The study will test whether self-affirmation by supervisors can reduce this effect by buffering threats to self-esteem. It outlines hypotheses, a research model, and methodology including field and experimental studies to collect data from supervisors and employees to test the relationships between negative gossip, self-esteem, perceived breach, and the moderating role of self-affirmation.
“STRESS INDICATORS AMONG GOVERNMENT EMPLOYEES IN ZAMBALES, PHILIPPINES”AJHSSR Journal
The document summarizes a research study that examined stress indicators among 120 government employees in Zambales, Philippines. It found that employees agreed they faced stress from supervisors' high expectations of excellent performance and clients' demands to finish transactions quickly. However, employees disagreed they faced stress from pressure from colleagues or an imbalance of work and personal life. There was a positive high relationship found between stress indicators and employee engagement and commitment. The study aims to help organizations identify stressors and improve working conditions to benefit employees and operations.
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
(102) a study on improving work life balance ah authorsHariharanAmutha1
This study examines factors that influence work-life balance among employees in private commercial banks in India. The researchers conducted a study with 208 bank employees. They found that work overload, organizational support, and emotional intelligence were positively related to work-life balance, while job engagement and technological advancement were negatively related. Surprisingly, spiritual intelligence was not found to be related to work-life balance. The study used several existing measurement instruments and statistical analyses like confirmatory factor analysis to analyze the data. It identifies limitations like the sample only covering some banks and provides directions for future research with larger samples and considering demographic factors.
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.
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.
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
This document summarizes a study that examined the relationship between organizational justice and job satisfaction among health workers at a public hospital in Turkey. 377 health workers completed surveys measuring their perceptions of organizational justice (including distributive, procedural, and interactional justice) and job satisfaction. The results found moderate relationships between all three dimensions of organizational justice and job satisfaction. Interactional justice and procedural justice were found to have a stronger influence on employees' job satisfaction levels. The study provides context on organizational justice and job satisfaction and reports the main findings of the research conducted at the Turkish public hospital.
This document discusses factors that influence employee job satisfaction and attachment. It outlines several models of job satisfaction, including the Job Characteristics Model which identifies skill variety, task identity, task significance, autonomy, and feedback as key factors. Negative job satisfaction can lead to stress disorders and impact employee performance through increased absenteeism and costs. Reducing work stress requires addressing its root causes such as lack of trust between employees and management.
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 is the Topic: performance management Subject : Business Research Method .. please read the file i upload and read it very well before do the work..
2.[9 17]factors causing stress and impact on job performanceAlexander Decker
The 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 lower salaries, increased workload, market competition, management behavior, lack of peer support, long work hours, lack of acknowledgement, dealing with the public, and high targets were factors causing stress. These stressors were found to negatively impact the job performance of bank workers. The document provides context on work-related stress and reviews several models and prior research on the sources and impacts of occupational stress.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This document explores the relationship between personality and job performance. It begins by reviewing previous studies that have investigated this relationship. Conscientiousness and extraversion are generally found to be positively correlated with job performance factors like productivity, while neuroticism and agreeableness are negatively correlated with leadership capabilities. The document then outlines the objectives and methodology of the study. The study aims to identify the meaning of personality and its relationship to job performance, discuss the Big Five personality theory, and investigate problems organizations face with personality testing. It reviews literature on the Big Five personality traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness and their relationships with job performance dimensions like task performance and contextual performance.
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
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.
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 document summarizes a critical review of the relationship between job satisfaction and organizational citizenship behavior (OCB). It finds that most research has shown a positive relationship between job satisfaction and OCB. Job satisfaction is influenced by both intrinsic and extrinsic factors. When employees are satisfied, they are more likely to display OCB through voluntary helpful behaviors towards colleagues and the organization. While a few studies found no relationship, the majority of evidence suggests higher job satisfaction translates to higher levels of OCB.
This study investigated the impact of job satisfaction and demographic factors on organizational commitment among teachers at Girls' College in Pune, India. A survey was conducted of 52 teaching staff. The study revealed:
1) There was a significant positive relationship between job satisfaction and organizational commitment. Teachers who were more satisfied in their jobs showed higher levels of commitment to the organization.
2) There was a significant positive relationship between age and organizational commitment. Older teachers tended to be more committed to the organization.
3) There was a significant negative relationship between education level and organizational commitment. Teachers with higher levels of education tended to be less committed to the organization.
The study recommends improving teachers' salaries and working conditions to increase job
Advanced research methods research paperAlFajrQuraan
This document discusses a study examining the impact of negative workplace gossip by employees about their supervisor on the supervisor's perception of a psychological contract breach. It proposes that negative gossip threatens the supervisor's self-esteem, leading to perceived breach of the implicit obligations between employee and supervisor. The study will test whether self-affirmation by supervisors can reduce this effect by buffering threats to self-esteem. It outlines hypotheses, a research model, and methodology including field and experimental studies to collect data from supervisors and employees to test the relationships between negative gossip, self-esteem, perceived breach, and the moderating role of self-affirmation.
4.[53 62]a live study of employee satisfaction and growth analysis
Similar to Locus of control and job status as mediators of employees’ perception of downsizing and organizational commitment in selected ministries and parastatals in nigeria
“STRESS INDICATORS AMONG GOVERNMENT EMPLOYEES IN ZAMBALES, PHILIPPINES”AJHSSR Journal
The document summarizes a research study that examined stress indicators among 120 government employees in Zambales, Philippines. It found that employees agreed they faced stress from supervisors' high expectations of excellent performance and clients' demands to finish transactions quickly. However, employees disagreed they faced stress from pressure from colleagues or an imbalance of work and personal life. There was a positive high relationship found between stress indicators and employee engagement and commitment. The study aims to help organizations identify stressors and improve working conditions to benefit employees and operations.
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Locus of control and job status as mediators of employees’ perception of downsizing and organizational commitment in selected ministries and parastatals in nigeria
1. Research on Humanities and Social Sciences www.iiste.org
ISSN 2222-1719 (Paper) ISSN 2222-2863 (Online)
Vol 2, No.8, 2012
Locus of Control and Job Status as Mediators of Employees’
Perception of Downsizing and Organizational Commitment in
Selected Ministries and Parastatals in Nigeria
Adeboye Titus AYINDE. PhD
Department of Psychology
Obafemi Awolowo University,
Ile-Ife, Osun State, Nigeria
(adedickson@yahoo.com)
(+ 2348036019665; +2348028294888)
C.O AJILA. PhD
Department of Psychology
Obafemi Awolowo University,
Ile-Ife, Osun State, Nigeria
A.A. AKANNI
Department of Psychology
Obafemi Awolowo University,
Ile-Ife, Osun State, Nigeria
Abstract
The study assessed the mediating role of locus of control and job status on the relationship between employee’s
perception of downsizing and their commitment to work in selected public sector establishments in Nigeria. The
study employed descriptive survey design and a Multi- stage sampling technique was adopted. Purposive
sampling technique was used to select six Federal Government establishments in Abuja and Lagos State. Using
stratified random sampling, a total of 604 respondents comprising (58.9%) males and (41.1%) females were
selected from these establishments. Data were collected through the administration of standardized psychological
tests: General Perception of Downsizing (GPD), Locus of Control Scale (LCS), and Organizational Commitment
Questionnaire (OCQ). Data collected were analyzed using appropriate descriptive and inferential statistics. The
results showed a significant positive relationship between employee’s perception of downsizing and their work
commitment (r = 0.17; p< 0.05). That is, employee’s perception of downsizing exercise influenced their
commitment to work. The results also showed that employees’ perception of downsizing was significantly
influenced by locus of control i.e. Locus of Control (r = 0.29; p<0.01). However, there was no significant
relationship between downsizing and job status (r = -0.08; P>0.05). Furthermore, the results showed that locus of
control significantly mediated the relationship between perception of downsizing and employees’ commitment to
work (β = 0.40; t = 10.30; p<0.01), while the result reveals that job status did not significantly mediate the
relationship between perception of downsizing and employees’ commitment to work (β = 0.02; t = 0.64;
p>0.05).The study concluded that employees’ perception of downsizing related to their commitment to work,
and this relationship was mediated by employees’ locus of control.
Key Words: Downsizing; Commitment; Locus of Control; Job Status
C. Introduction
Employees’ commitment in the workplace is one important objective of human resources managers and
practitioners (Bishop & Dow Scott, 1997). Studies have revealed that commitment has positive effect on work
performance, turnover, employees’ willingness to assist co-workers, and organizational productivity in the long
run (Becker & Billings, 1993). Committed employees do better work than uncommitted employees. No
organization can perform at its best unless each employee is committed to the corporate objectives and works as
an effective team member. Commitment could be considered as hallmark of a healthy organization. Yet, it has
recently become a contentious issue in most of the organizations, especially, in the events of organizational
change such as downsizing, restructuring or re-engineering. It is not uncommon nowadays, to see employers and
employees trade blame among themselves. Bragg (2002) argues that employers see workers as a disloyal group
of free agents willing to leave the organization at the slightest increase in pay and other enticements from
elsewhere. On the other hand, employees also believe that employers do not value loyalty and are willing to
sacrifice workers to maintain the financial bottom line or to cover up for management blunders. Employees often
refer to, as evidence, what usually happens during downsizing exercise and the way employers treat them as an
expendable commodity when times get tough (Bragg, 2002).
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2. Research on Humanities and Social Sciences www.iiste.org
ISSN 2222-1719 (Paper) ISSN 2222-2863 (Online)
Vol 2, No.8, 2012
In the period of radical changes such as mergers, outsourcing, and downsizing, employees may feel that
their attachment to the organization has changed, usually decreased. The main reason leading to decreased
commitment during these organizational changes is strongly connected to factors such as feelings of job
insecurity, decreased trust, job redesign, and increased stress (Dordevic, 2004). Some authors conceptualize job
insecurity as the perception of a potential threat to continuity (Greenhalagh and Rosenglatt, 1984).
The phenomenon of downsizing has lately become a recurrent issue in the public sector (Lloyds &
Weissman, 2001). The recent global economic events may have made the decision to downsize a veritable
choice, most especially among the developing countries of the world. Rama (1997) argues that downsizing in the
public sector is becoming an increasingly important ingredient of economic reform in developing countries. Over
the past decades, the public service has been dramatically transformed through downsizing at a great human cost
(Frederickson & Perry, 1998). Cases of public service downsizing exercises and staggering figures of
downsizing causalities in some countries of the world were recorded. In1992, about 2,800 workers were laid-off
out of 5,800 workers of the Central Bank of Ecuador (Rama & Donna, 1999). Canadian government announced
in 1995 that the Federal Public service would be reduced by 45,000 positions over the next three years (Frater,
2004). Japan, which has been noted for its tradition of life time employment, as her human resource management
philosophy, has adopted employee layoffs as a result of a decade of economic turmoil (Zuris, Kando, Weinger &
Weeks, 2003). Downsizing, even though, appears as a new terminology within the context of the public sector of
Nigeria, it has all the indications of retrenchment, which is a familiar terrain in the nation’s civil service. The
spate of mass retrenchment that accorded the civil service reforms of 1975 and 1984 in Nigeria, coupled with
cases of staff dismissal that followed minimum wage increment in 1999/2000 can attest to this fact. For instance,
States like Osun and Lagos embarked on mass retrenchment exercise, where 15,000 and 12,000 public servants
including teachers were dismissed from both states (Socialist Democracy, 2002).
Moreover, as the goal of revamping the economy is unfolding in Nigeria, the government downsizing policy and
the likely psychological trauma that may accompany the exercise may have begun to take its hold on the people.
The retrenched workers, as well as those were are left behind, may have started to witness career destruction as a
result of changes in work environments, and job redesign created by downsizing exercise. While the laid-off
workers may quickly accept their fate and, to a greater extent, pose no problem to their immediate past
organizations, the changes in work environment created by the exercise may affect the retained workers’
commitment to work. Downsizing may induce symptoms such as fear, distrust, and distress in the ‘survivors’
and these symptoms generate different reactions from them. These experiences, however, are subjective in nature
and the reactions generated by them may also depend on individuals’ personal and social factors. This study
considers the mediating role of factors such as locus of control and job position/status on the relationship
between employees’ perception of downsizing and their commitment to work. It sets out, not only to investigate
employees’ reactions to organizational change like downsizing, but to determine how some of these variables
influence employees’ work behaviours, i.e. commitment, in the aftermath of downsizing.
Locus of control was considered as mediating variable in this study because of its relevance in workers
‘decision making with respect to attribution of causes of downsizing decision. Locus of control has been related to
attitude toward work and client participation in vocational rehabilitation for individuals with industrial injuries
(Duvdevany & Rimmerman, 1996). Yu-Chia Kuo (2005) also reveals that locus of control is positively related to
perceived organizational politics, and that internals acquire higher intrinsic job satisfaction and extrinsic job
satisfaction compared to externals. However, Hillman (1987) finds that a supervisor's locus of control did not
significantly influence his behavior toward an employee. Hunter (1994) also reports that external locus of control
has been identified as problematic among prison inmates across a number of dimensions, related both directly to
substance abuse as well as to more general adjustment.
A Job position/status was included because it may also be viewed as one of the major socializing forces that
influence the extent to which psychological attachments are formed with the organization. Job position/status was
considered as an investment because the higher positions are supervisory positions, which are a reward from the
organization that should enhance the employee’s identification (Sheldon, 1971). Several arguments have been
made to substantiate a belief that an employee’s job position/status has a potential and moderating effect of
downsizing influence on organizational commitment. Lincoln and Kallerberg (1990) argue that those in higher
positions in an organization are typically those who are most favoured in terms of material rewards, authority,
autonomy and therefore tend to be the most committed to the organization. Further argument by Brockner, Tyler
and Cooper-Schneider (1992) also states that employee’s attitudes depend on the relationship between prior belief
and subsequent experiences. Therefore, layoff experience should be most disturbing for those who had identified
most closely with the organization. That is those in senior positions and those who have spent a good number of
years before they attain higher level.
However, the few studies reviewed in this area contradict the above arguments. For instance, Bateman and
Strasser (1984) report a negative relationship between job level and organizational commitment. Similarly, Naff
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3. Research on Humanities and Social Sciences www.iiste.org
ISSN 2222-1719 (Paper) ISSN 2222-2863 (Online)
Vol 2, No.8, 2012
and Crum (1999) find that employee’s job position is highly insignificant to organizational commitment after
major change. Thus, these contradictory findings provide the basis for proposition that employee’s locus of control
and job position/status will not significantly mediate the relationship between employees’ perception of
downsizing exercise and their commitment to work.
Furthermore, studies of downsizing exercise in the private sector have shown that perceived job insecurity,
lower organizational commitment, intention to quit and lower productivity are ‘survivors’ reactions to
organizational downsizing (Sronce & McKinley, 2006; Allen, Freeman, Rusell & Rentz 2001). Few empirical
investigations had analyzed employees’ perceptions of downsizing in relation to employees’ commitment to
work with attendant mediating role of psychosocial factor on such work behaviours in the public sector. While
all the factors examined by earlier researchers (Anderson-Connolly & Greenberg 2000) on perception of
downsizing are more in the private establishments and aimed at determining the acceptability status of
downsizing to the employee, the present research efforts represent a movement towards identifying those factors
that can aid survivors’ adjustment, as reflected in their commitment to work, to changes brought about by
downsizing, especially in the public service. Meanwhile, there are a few recent studies (Lee & Peccei, 2006;
Armstrong-Stassen 2001) on the relationship between psychosocial variables and specific job behaviour during
the organizational change. While much conceptual discussions (Evered, 1977; Kirton & Mulligan, 1973) on the
personality characteristics of workers on employees’ reactions to organizational restructuring had only reflected
nearly aging analysis, the present study attempts to improve on the previous works in the area.
Implications of Attribution Theory to the Present Study
Attribution theory is concerned with how individuals interpret events and how this relates to their thinking
and behaviour. Heider’s attribution theory considers how the average person constructs the meaning of an event
based on his /her motives to find a cause and his/her knowledge of the environment. Thus, the theory basically looks
at how people make sense of their world; what cause and effect inferences they make about the behaviours of
others and of themselves. Weiner focused his attribution theory on achievement (Weiner, 1974). He identified
ability, effort, task difficulty, and luck as the most important factors affecting attributions for achievement.
Attributions are classified along three causal dimensions: locus of control, stability, and controllability. The locus
of control dimension has two poles: internal versus external locus of control.
The present study focuses on mediating role of locus of control and job position/status in the relationship
between employees’ perception of government’s downsizing exercise and organizational commitment. Thus,
application of attribution theory explains employees’ cognitive and behavioural reactions, to organizational
changes such as downsizing. The theory implies how the average employee interprets downsizing event based on
his/her motive to find cause and to make inferences about the behaviour of others and themselves. This invariably
indicates that employee has tendency to attribute a cause of downsizing event to either government or inefficiency
on the part of workers. Based on this assumption, the present study proposes that employees who probably
attribute the cause of downsizing to government policy has external locus of control orientation and thereby will
have lower organizational commitment, while employees who attribute downsizing to lack of skills and
inefficiency on the part of workers have internal locus of control and will exhibit high organizational commitment.
Conceptual Framework
The conceptual framework on the relationship between downsizing and organizational commitment, and the
mediating role of locus of control and job position/status on the relationship, is expected to explain the focus of the
present study. The model, as presented on page 23(Appendix’s page) in Figure 1, explains the influential role of
downsizing policy of the Federal Government on employees’ commitment to work, as well as the mediating role of
these variables on this relationship.
D Methods
Descriptive survey is employed in this study. The order of the research variables is as follows; the
independent variable is perception of downsizing exercise, the mediating variables are personal characteristic
such as locus of control and job characteristic such as job position, while the dependent variable is employees’
commitment to work. The study population consists of civil servants in the Federal Ministries, Parastatals and
Agencies. The Federal Civil Service as at the year 2005, consists of 307,566 staff. The figure is total sum of
145,195 (47%) workers from the 31 Ministries/Extra-Ministerial Departments and 162,371 (52%) workers from
158 Federal Parastatals and Agencies (Federal Character Commission, Tenth Annual Report 2005).
3.1 Sample Size and Sampling Procedure
The study adopted a multi-stage sampling technique in the process of the selection and the collection of data.
These sampling techniques include; the purposive, stratified and random sampling method. The purposive
sampling technique was used in selection of six Federal Government’s establishments. These consist of two
Ministries (Ministry of Finance and Ministry of Mines and Steels Development), two Parastatals (Nigeria Port
Authority and National Council for Museums and Monuments) and two Agencies (National Orientation Agency
and Federal Character Commission), all in Abuja and Lagos State. The selection was based on the following
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criteria: firstly, that the establishments selected belong to the public sector, secondly, the establishments were
among the public institutions where downsizing had been carried out. The stratified sampling technique, which
specified that the sample be first classified along specific criteria, was also used. The selected establishments
were stratified into ministries, parastatals and agencies, from which a total number of 604 participants who
responded to the research instrument were selected randomly.
3.2 Research Instrument
The research instrument used for the collection of data in this study is divided into four-section
comprising scales that are already in use.
3.2a Section A: Demographic Data
This section contains items, which sought information on respondents’ demographic characteristics. These
include, age, sex, marital status, education, job position/status, and length of service.
3.2b Section B: General Perception of Downsizing Scale
This section sought to determine respondents’ general perception of downsizing exercises in their
respective establishments. The instrument was close-ended questionnaire using the combination of items adapted
from Multi –Item Perception of Downsizing Scales developed by Sronce and McKinley (2006), and Perceived
Fairness of Downsizing Exercise Scale developed by Brockner et al (1992).
3.2c Section C: Locus of Control Scale (LCS)
To measure employees’ locus of control, Locus of Control Scale (LCS) developed by Spector (1988) was
adapted. The Locus of Control Scale (LCS) is a 16 item instrument designed to assess control beliefs in the
workplace. It is a domain specific locus of control scale that correlates about .50 to .55 with general locus of
control. The format is summated rating with five response choices: Strongly disagree - 1, Disagree - 2,
Undecided - 0, Agree - 3, Strongly agree - 4. Total score is the sum of all items, and ranges from 16 to 64. The
scale is scored so that internals receive high scores, while externals receive low scores.
3.2d Section D: Organizational Commitment Questionnaire (OCQ)
The survey instrument used to measure employee’s commitment to work in this study is eighteen-item
scale, which measures the three components of commitment, as proposed by Meyer and Allen (1991). These
components include, affective, normative and continuance commitment. A revised version of the instrument by
Meyer, Allen and Smith (1993), only contained 18-items of 6 items on each of the three components.
3.3 Procedure
The data were collected in batches. The first batch of data were collected within the last seven days in
the month of March, 2009 in one of the establishments i.e. Nigerian Port Authority (NPA) in Lagos, while the
remaining batch of data were collected between April and early May 2009 in the five establishments, which are
located in the Federal capital Territory, Abuja. In Nigerian Ports Authority’s, Marina Headquarters, Tincan
Island and Apapa Wharf, a total of 350 questionnaires’ were distributed out of which only 292 were returned and
284 were duly completed. A total of 500 questionnaires were distributed in five different establishments in
Abuja. The order of the distributions is as follows: Ministry of Finance- 125, Ministry of Mines and Steels
Development- 100, Federal Character Commission- 75, National Orientation Agency- 100, National Council for
Museums and Monuments-100. On the whole, a total number of 850 questionnaires were distributed out of
which 702 were returned. Out of these, 604 were found to be duly completed and useful for analysis. 148 were
not returned, while 98 were either not filled or not completed and thus rejected. Altogether, a response rate of
71% was recorded.
E. Results
4.1 Demographic Analysis
Six hundred and four (604) employees in the six federal government establishments responded to the research
instrument, (M= 37.6, S.D =7.77). They were mostly between 31 – 50 years of age.
4.2 Hypotheses Testing
The first hypothesis examined the relationship between employee’s perception of downsizing and
psychosocial factors (locus of control and job status). The second hypothesis examined the influence of
employees’ perception of downsizing and their commitment to work, while the last hypothesis assessed the
mediating role of the locus of control and job status on the relationship between employees’ perception of
downsizing and their commitment to work. All the hypotheses were tested by series of multiple regressions. The
result is presented in Table under Illustration caption in appendix page
Model 1 as presented in Table under illustration caption in appendix page, shows that independent variable
(perception of downsizing) significantly influenced by locus of control, while job status of employee had no
significant influence on their perception of downsizing exercise. A detailed assessment of the analysis in Model
1 further reveals that employee’s perception of downsizing is significantly influenced by locus of control (β
=0.29; t = 7.35; p<0.01). Results in Model 1, however, reveals that employee’s perception of downsizing did not
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have significant relationship with job status (β = -0.08; t = -1.85; p>0.05). The results in Model 2 show that
perception of downsizing (independent variable) has moderate but significant influence on employees’
commitment to work (dependent variable) {β= 0.17; =4.14; P<0.01}. The result in model 2 has, therefore, shown
that perception of downsizing, while controlling for locus of control and job status variables can predict
employees’ commitment to work to some extent. In addition, Model 3 on table shows the test of mediation
among variables of interest by introducing each of the psychosocial factors as mediator between perception of
downsizing and employees’ commitment to work. The results as presented in Model 3 on the table, reveal that
locus of control significantly mediated the relationship between perception of downsizing and employees’
commitment to work (β = 0.40; t = 10.30; p<0.01). When both locus of control (mediator) and perception of
downsizing (independent variable) were introduced on employees’ commitment to work (dependent variable),
the joint percentage influence was 42%(R = 0.42; F(2;601) = 63.16; p<0.01). Independently, locus of control
contributed 40%. This is higher than beta value obtained when mediating variables were held constant in Model
2. This result, therefore, shows that the relationship between employees’ perception of downsizing and their
commitment to work was significantly mediated by locus of control. The results as presented in Model 3,
however, show that job status did not significantly mediate the relationship between employee’s perception of
downsizing and employees’ commitment to work (β = 0.02; t = 0.64; p>0.05). When both job status (mediator)
and perception of downsizing (independent variable) were introduced on employees’ commitment to work
(dependent variable), the joint percentage influence was 17% (R = 0.17; F(2;601) = 8.79; p>0.05).
Independently, job status contributed 02%. This is less than the beta value obtained when mediating variables
were held constant in Model 2. This result, therefore, shows that the relationship between employees’ perception
of downsizing and their commitment to work was not significantly mediated by Job status. Discussion The
primary focus of the present study is to contribute to the knowledge in the area of understanding the relationship
between organizational downsizing/retrenchment and employees’ commitment to work in general. Specifically,
the study aims to contribute to the knowledge in the area of determining the factors that could mediate
employees’ perception of downsizing and commitment to work among workers in the public sectors in Nigeria.
This study therefore, developed a model which explained the mediating role of the locus of control and job status
on the relationship between employee’s perception of organizational downsizing and their commitment to work.
The conceptual framework also proposed that these psychosocial factors can act as a mediator in this
relationship.
The result in model one of the hypotheses tested revealed that employee’s perception of downsizing
exercise is significantly influenced by locus of control, while job status had no significant influence on
employee’s perception of downsizing exercise. That is, an independent significant relationship between
perception of downsizing and employees’ locus of control. The finding of this study is in line with the finding of
Yu-chia Kuo (2005) who report that locus of control is positively related to perceived organizational politics. A
possible reason for this influence may be attributed to the fact that the federal civil servants who are survivors of
the governments downsizing exercise are very high on internal locus of control orientation construct. Thus, they
did not feel so much threatened by the exercise because they believed that hard work and confidence in their
ability can always make them become indispensable to their respective organizations and thereby escape being
laid off in the subsequence exercise.
The study, however, indicates that perception of downsizing has no significant relationship with job status.
This implies that there is no significant difference between senior cadre federal civil servants and their junior
counterparts in the way they perceived the governments downsizing exercise. The finding of this study contrasts
with the finding of Brockner, Tyler and Cooper-Schneider (1992) who state that employees’ attitudes toward
organizational change depend on the relationship between prior and subsequent experience. Their argument was
that lay-off exercise should be most disturbing for those in senior position who had identified most closely with
the organization. Conversely, they also expect that those at the bottom of the organizational hierarchy, who are
typically afforded little autonomy, authority and trust by the organization are likely to feel less ‘betrayed’ thus
having less feeling of violation of mutual contract by downsizing exercise. The simple reason for this finding
could be explained in view of the fact that employees irrespective of their positions were all affected either
directly or indirectly by downsizing exercise.
The result in model 2 of hypothesis tested revealed a significant, relationship between employee’s
perception of downsizing and their commitment to work. Even though, the strength of the relationship was low.
This finding was in line with the finding of Knudsen, Johnson, Martin and Roman (2003) who found that the
model in which downsizing was directly and indirectly associated with commitment was generally supported.
Also sharing this view are Bennett and Durkin (2000) who report that downsizing as a term in organization
structural change has been found to have a great influence on the organizational commitment. A plausible reason
for this relationship may be explained from two different perspectives. Naturally, downsizing/ retrenchment has
tendency to create an atmosphere of apprehension and uncertainty in the work environment. This may bring
about psychological fear that could dampen workers’ morale and result in lower commitment, which is a
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negative trend. On the other hand, downsizing may spur higher organizational commitment since the action may
serve as a mean to an end. This invariably means that workers may resolve to put in their best in the aftermath of
the exercise in order to escape being laid-off in the subsequence exercise.
Model three of hypothesis tested shows the result of the mediating role of locus of control and job status on
the relationship between employee’s perception of downsizing (independent variable) and employee’s
commitment to work (dependent variable). The results indicate that the hypothesis was confirmed, that is, locus
of control mediated significantly, the relationship between employees’ perception of downsizing and their
commitment to work. When both locus of control (mediator) and perception of downsizing (independent
variable) were introduced on employees’ commitment to work (dependent variable), the joint percentage
influence was 42%. This is greater than beta value obtained when the mediating variables were held constant in
Model 2. This result therefore shows that the relationship between the Federal civil servants’ perception of
downsizing and their subsequent reaction in term of commitment to work was mediated by locus of control.
However, the result indicates that job status did not significantly mediate the relationship between
perception of downsizing and employees’ commitment to work. When both job status (mediator) and perception
of downsizing (independent variable) were introduced on employees’ commitment to work (dependent variable),
the joint percentage influence was 17%. This is rather equal to beta value obtained when the mediating variables
were held constant in Model 2. This result, therefore, shows that the relationship between the Federal civil
servants perception of downsizing and their subsequent reaction in terms of commitment to work was not
significantly mediated by job status.
Meanwhile, the conclusion drawn from the conceptual model, which explained the model three is that locus
of control has propensity to influence the way employees of the federal government interpreted the last
downsizing exercise, and subsequently mediate the relationship between their perception and their responses in
terms of employees’ commitment to work.
F. Implication of findings and Recommendations
The findings of this study have very relevant and important implications for the employees of the Federal
Government themselves in that it will help them to gain insight into those important factors within and outside of
them, which are required for successful coping and better adjustment to an event like downsizing exercise. It also
has implications for the stake holders such as Federal Civil Service Commission, Ministry of Labour and
Productivity in Nigeria. This study will inform those who are at the helm of affairs in these establishments on
employees’ general perception of the recent downsizing exercise. It will also afford them the opportunity of
understanding those employees’ characteristics that are paramount, to the sustenance of employees’ commitment
during and in the aftermath of downsizing exercise.
Understanding the factors that motivate individuals to remain strong and to resolve to forge ahead in the
aftermath of government’ downsizing exercise is an important step in explaining human behaviour in the work
place. Especially, when it comes to how to manage the survivors (those who are left behind) to put in their
efforts in spite of changes such as, new work environment, job redesign and work overload, brought about by
organizational downsizing. Based on this submission, measures should be taken by policy makers to make
regular assessment of employee’s personality a routine in the public service. Again, government should also
consider the act of nurturing and promotion of employee’s sense of control in the face of challenges as part of its
training and development exercise among the work force in the government’s establishments.
G. Appendices
i Conceptual Model Figure from Page
Fig. 1: Conceptual Model Of The Relationship Between Downsizing And Employees’ Commitment To Work
And The Mediating Role Of Locus Of Control And Job Position/Status On The Relationship
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(Independent Variable) (Dependent Variable)
Perception of Organizational
Downsizing Commitment
F.
Locus of Control
Job Position/Status
(Mediating Variables)
ii Table Depicts the Results of Analysis of Hypotheses Tested on Variables of Interest in the Study from Page
Table 1: Summary of the Multiple Regression Analysis showing the Mediating Role of Locus of control and Job
Status on the Relationship between Perception of Downsizing and Employees’ Commitment to Work
MODEL PATHS BETA R2
1. PDE 0.29** 0.08
LC
PDE -0.08 0.01
JS
2. PDE 0.17** 0.03
ECW
3. PDE & LC 0.42** 0.40
ECW
PDE & JS 0.02 0.17
ECW
*p<0.05; **p<0.01
Keys:
PDE: Perception of Downsizing Exercise
LC: Locus of Control
JS: Job Status
ECW: Employees’ Commitment to Work
I. Acknowledgement
I also wish to express my profound gratitude to Individuals and Organizations who have assisted in one way or
the other for the completion of this study. The organizations such as; Central Office of Research Obafemi
Awolowo University, Ile-Ife, which provided the research grant; The Staff of various establishments where data
was collected for the study. These include; Federal Ministry of Finance, Abuja, Federal Character Commission,
Abuja, National Orientation Agencies, Abuja, and (Nigerian Port Authority, Marina, Lagos).
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