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
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.
14 the relationship between job burnout, organizational citizenship behavior,...INFOGAIN PUBLICATION
Organizational citizenship behaviors refer to optional behaviors which are not clearly defined by the organization’s official reward system. Overall, these behaviors improve the organization’s performance. Job burnout is on the other hand a psychological response to the mental pressures of a job, which includes three components of emotional burnout, depersonalization, and perceptions regarding self-inefficacy. Organizational citizenship behavior has a positive effect on organizational performance while job burnout has a negative effect on organizational performance. Accordingly, the current study evaluates the roles organizational citizenship behaviors and job burnout play in the occupational performance of the employees. The current study is a descriptive survey. In order to realize the objectives of the study, a sample of 311 participants among the staff members of the country’s State Tax Organization has been selected. A questionnaire was used for gathering the required data. The validity and reliability of the questionnaire were confirmed using Cronbach’s Alpha coefficient and confirmatory factor analysis. In order to analyze the obtained data structural equation modeling (SEM) and confirmatory factor analysis (CFA) were utilized. The findings show that job burnout and organizational citizenship behavior have a significant relationship with occupational performance. Also, the components of job burnout and the components of organizational citizenship behavior have a significant relationship with occupational performance.
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.
14 the relationship between job burnout, organizational citizenship behavior,...INFOGAIN PUBLICATION
Organizational citizenship behaviors refer to optional behaviors which are not clearly defined by the organization’s official reward system. Overall, these behaviors improve the organization’s performance. Job burnout is on the other hand a psychological response to the mental pressures of a job, which includes three components of emotional burnout, depersonalization, and perceptions regarding self-inefficacy. Organizational citizenship behavior has a positive effect on organizational performance while job burnout has a negative effect on organizational performance. Accordingly, the current study evaluates the roles organizational citizenship behaviors and job burnout play in the occupational performance of the employees. The current study is a descriptive survey. In order to realize the objectives of the study, a sample of 311 participants among the staff members of the country’s State Tax Organization has been selected. A questionnaire was used for gathering the required data. The validity and reliability of the questionnaire were confirmed using Cronbach’s Alpha coefficient and confirmatory factor analysis. In order to analyze the obtained data structural equation modeling (SEM) and confirmatory factor analysis (CFA) were utilized. The findings show that job burnout and organizational citizenship behavior have a significant relationship with occupational performance. Also, the components of job burnout and the components of organizational citizenship behavior have a significant relationship with occupational performance.
the relationship between normative commitment (one form of organizational commitment) and loyal boosterism (one construct of organizational citizenship behaviours)
Employee Englightnment Sulphey and BasheerM M Sulphey
an enlightened employee is capable of radiating a positive energy among his peers and colleagues. He creates not only a better surrounding by keeping his actions at par with his words, but also better humans of tomorrow not just limiting to commitment or engagement.
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.
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
The purpose of this study is to determine the levels of organizational justice perceptions and job satisfaction of health workers, and to show the relationship between organizational justice and job satisfaction. Within the study, organizational justice and job satisfaction scales were administered by 377 personnel in a public hospital in Turkey. According to the findings of the research, it has been found that there is a moderately significant relationship between three dimensions of organizational justice and job satisfaction. In particular, interaction justice and procedural justice have been found to affect employees' job satisfaction levels more particularly.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study
companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that
workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement
data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate),
supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.
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..
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
The Impact of Professionalism, Locus of Control, and Job Satisfaction on Audi...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.
Emotional intelligence has been a buzzword of the 21st century. Whereas the previous 100 years revolved around IQ and its implications the modern digital economy lays more stress on the vitality of emotional intelligence and how it can be a pivotal factor in the growth and success of an individual. This study meticulously examines the impact of emotional intelligence of employees on their job satisfaction, job performance and work engagement. The study was conducted on a carefully selected sample size of 150 employees currently part of the telecommunication ecosystem of Pakistan. The results of the study show a very strong correlation between the emotional intelligence of individuals vis a vis the variables that are associated with employment i.e. job satisfaction, job performance and engagement at work. The literature explains in depth about the internal emotional state of employees and how it has a direct impact on their job attitude. This research is important from the fact that it will help employers in the telecommunication industry to understand the factors which lead to positive and enhanced emotional intelligence since it will have a direct impact on overall organizational performance.
fpsyg-09-01112 January 10, 2019 Time 184 # 1ORIGINAL RESJeanmarieColbert3
fpsyg-09-01112 January 10, 2019 Time: 18:4 # 1
ORIGINAL RESEARCH
published: 12 July 2018
doi: 10.3389/fpsyg.2018.01112
Edited by:
Darren C. Treadway,
University at Buffalo, United States
Reviewed by:
Nicola Mucci,
Università degli Studi di Firenze, Italy
Brooke A. Gazdag,
Ludwig-Maximilians-Universität
München, Germany
*Correspondence:
Ming Kong
[email protected]
Specialty section:
This article was submitted to
Organizational Psychology,
a section of the journal
Frontiers in Psychology
Received: 17 October 2017
Accepted: 11 June 2018
Published: 12 July 2018
Citation:
Kong M (2018) Effect of Perceived
Negative Workplace Gossip on
Employees’ Behaviors.
Front. Psychol. 9:1112.
doi: 10.3389/fpsyg.2018.01112
Effect of Perceived Negative
Workplace Gossip on Employees’
Behaviors
Ming Kong*
School of Management, Shandong University, Jinan, China
Negative workplace gossip generates social undermining and great side effects to
employees. But, the damage of negative gossip is mainly aimed at the employee
who perceived being targeted. The purpose of this study is to develop a conceptual
model in which perceived negative workplace gossip influences employees in-role
behavior and organizational citizenship behavior differentially by changing employees’
self-concept (organizational-based self-esteem and perceived insider status). 336
employees from seven Chinese companies were investigated for empirical analysis on
proposed hypotheses, and results show that: (1) Perceived negative workplace gossip
adversely influences employees’ IRB and OCB. (2) Self-concept (OBSE and PIS) plays
a mediating role in the relationship between perceived negative workplace gossip and
employees’ behaviors (IRB and OCB). (3) Employees’ hostile attribution bias moderates
the relationship between perceived negative workplace gossip and self-concept (OBSE
and PIS); and also moderates the mediating effect of self-concept (OBSE and PIS)
on the relationship between perceived negative workplace gossip and employees’
behaviors (IRB and OCB). Thus, our findings provide deeper insights into the potential
harmful effects of gossip. In addition, we help to explain the underlying mechanism and
boundary condition of these effects.
Keywords: perceived negative workplace gossip, in-role behavior, organizational citizenship behavior,
organization-based self-esteem, perceived insider status, hostile attribution bias
INTRODUCTION
What new “gossip” have you heard in tea room? Does your colleague start with the sentence: “Have
you heard that?”? – “Gossip” exists anywhere people live, and definitely occurs in offices hotly
contested by modern people to work in. Scholars indicate that 14% workplace coffee-break chat is
actually gossip and about 66% of general conversion between employees is related to social topics
concerning talk about other colleagues (Cole and Dalton, 2009). In organizations, gossips serve as
a major tool to strengthen informal employee relationship (Noon and Delb ...
the relationship between normative commitment (one form of organizational commitment) and loyal boosterism (one construct of organizational citizenship behaviours)
Employee Englightnment Sulphey and BasheerM M Sulphey
an enlightened employee is capable of radiating a positive energy among his peers and colleagues. He creates not only a better surrounding by keeping his actions at par with his words, but also better humans of tomorrow not just limiting to commitment or engagement.
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.
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
The purpose of this study is to determine the levels of organizational justice perceptions and job satisfaction of health workers, and to show the relationship between organizational justice and job satisfaction. Within the study, organizational justice and job satisfaction scales were administered by 377 personnel in a public hospital in Turkey. According to the findings of the research, it has been found that there is a moderately significant relationship between three dimensions of organizational justice and job satisfaction. In particular, interaction justice and procedural justice have been found to affect employees' job satisfaction levels more particularly.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study
companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that
workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement
data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate),
supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.
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..
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
The Impact of Professionalism, Locus of Control, and Job Satisfaction on Audi...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.
Similar to Mathematical modeling to monitor workplace humor style and subordinate worked attitude involvement of telecommunications companies in Port Harcourt
Emotional intelligence has been a buzzword of the 21st century. Whereas the previous 100 years revolved around IQ and its implications the modern digital economy lays more stress on the vitality of emotional intelligence and how it can be a pivotal factor in the growth and success of an individual. This study meticulously examines the impact of emotional intelligence of employees on their job satisfaction, job performance and work engagement. The study was conducted on a carefully selected sample size of 150 employees currently part of the telecommunication ecosystem of Pakistan. The results of the study show a very strong correlation between the emotional intelligence of individuals vis a vis the variables that are associated with employment i.e. job satisfaction, job performance and engagement at work. The literature explains in depth about the internal emotional state of employees and how it has a direct impact on their job attitude. This research is important from the fact that it will help employers in the telecommunication industry to understand the factors which lead to positive and enhanced emotional intelligence since it will have a direct impact on overall organizational performance.
fpsyg-09-01112 January 10, 2019 Time 184 # 1ORIGINAL RESJeanmarieColbert3
fpsyg-09-01112 January 10, 2019 Time: 18:4 # 1
ORIGINAL RESEARCH
published: 12 July 2018
doi: 10.3389/fpsyg.2018.01112
Edited by:
Darren C. Treadway,
University at Buffalo, United States
Reviewed by:
Nicola Mucci,
Università degli Studi di Firenze, Italy
Brooke A. Gazdag,
Ludwig-Maximilians-Universität
München, Germany
*Correspondence:
Ming Kong
[email protected]
Specialty section:
This article was submitted to
Organizational Psychology,
a section of the journal
Frontiers in Psychology
Received: 17 October 2017
Accepted: 11 June 2018
Published: 12 July 2018
Citation:
Kong M (2018) Effect of Perceived
Negative Workplace Gossip on
Employees’ Behaviors.
Front. Psychol. 9:1112.
doi: 10.3389/fpsyg.2018.01112
Effect of Perceived Negative
Workplace Gossip on Employees’
Behaviors
Ming Kong*
School of Management, Shandong University, Jinan, China
Negative workplace gossip generates social undermining and great side effects to
employees. But, the damage of negative gossip is mainly aimed at the employee
who perceived being targeted. The purpose of this study is to develop a conceptual
model in which perceived negative workplace gossip influences employees in-role
behavior and organizational citizenship behavior differentially by changing employees’
self-concept (organizational-based self-esteem and perceived insider status). 336
employees from seven Chinese companies were investigated for empirical analysis on
proposed hypotheses, and results show that: (1) Perceived negative workplace gossip
adversely influences employees’ IRB and OCB. (2) Self-concept (OBSE and PIS) plays
a mediating role in the relationship between perceived negative workplace gossip and
employees’ behaviors (IRB and OCB). (3) Employees’ hostile attribution bias moderates
the relationship between perceived negative workplace gossip and self-concept (OBSE
and PIS); and also moderates the mediating effect of self-concept (OBSE and PIS)
on the relationship between perceived negative workplace gossip and employees’
behaviors (IRB and OCB). Thus, our findings provide deeper insights into the potential
harmful effects of gossip. In addition, we help to explain the underlying mechanism and
boundary condition of these effects.
Keywords: perceived negative workplace gossip, in-role behavior, organizational citizenship behavior,
organization-based self-esteem, perceived insider status, hostile attribution bias
INTRODUCTION
What new “gossip” have you heard in tea room? Does your colleague start with the sentence: “Have
you heard that?”? – “Gossip” exists anywhere people live, and definitely occurs in offices hotly
contested by modern people to work in. Scholars indicate that 14% workplace coffee-break chat is
actually gossip and about 66% of general conversion between employees is related to social topics
concerning talk about other colleagues (Cole and Dalton, 2009). In organizations, gossips serve as
a major tool to strengthen informal employee relationship (Noon and Delb ...
Well Being, Fairness, and Supervisor’s Ability and Support IJSRP Journal
To maximize work outcomes and increase the opportunity for organizations to achieve their goals in today’s society, organizations must prioritize their employees’ well-being. Research suggests that several factors can impact employees including: affective well-being, employee perception of fairness, perception of supervisors’ skills and Family Supportive Supervisor Behaviors (FSSB). To investigate the relationship between employees' affective well-being, their perceptions of fairness, their perceived ability and FSSB, a study was conducted using a total of 395 participants, who were selected using convenience sampling. Participants completed a survey by answering three questionnaires, which measured the constructs, and the pertinent demographics. The instruments used were the Job-related Affective Well-being Scale (JAWS), the Equity/Fairness subscale from the International Personality Item Pool, the Ability subscale, and the Creative work-family management subscale from the Handbook of Management Scales, respectively. Results of this study found a moderate positive correlation between employees’ affective well-being and the following variables: perception of fairness (r=.301, p=.000), perceived supervisor’s ability (r=.401, p=.000), and FSSB (r=.377, p=.000), as well as between employees’ perception of fairness and managerial skills of their supervisors (r=.347, p=.000). Findings confirmed hypotheses and the relationship among variables. The study’s findings have implications for managers’ performance and for HR practices.
Role Stress Sources (Role Perceptions)'s Effect on Intention to Leave the Wor...inventionjournals
Role ambiguity and role conflict as role stress sources and turnover intention have been studied with various variables such as job satisfaction, organizational commitment, or organizational culture by some researchers. Then in this study we tried introduce the effect of role stress sources on intention to leave the work. Research of the study is applied at a State University in Ankara/Turkey. Role stress sources or role perceptions are held as role ambiguity and role conflict. The sample is consisted of 297 research assistants of the university from different departments. Role conflict and role ambiguity questionnaires applied to the research assistants. The results of the study demonstrated that multiple linear regression analysis is performed to determine effects of role conflict and role ambiguity on intention to leave work of research assistants. The results of multiple regression analysis are statistically significant (F (2,294) = 38,378, p <, 001). The adjusted R square value is 0,20. This result shows that 20 percent of the intention to leave the work is explained by role conflict and role ambiguity. According to the multiple regressions analysis performed, while the role ambiguity affects intention to leave the work significantly and negatively, the role conflict effects intention to leave the work significantly and positively.
Cabigon, John Vincent Z., 2
Esquejo, Paulo Gabriel W., 3Reyes, Brevin C.,
4Mr. Buenviaje, Jefferson
Abstract: One of the most pressing challenges in 21st-century human resource management across all industries
was workplace bullying and its effects on workers and businesses. Workplace bullying has received growing
attention locally and internationally in recent years as a difficult business and management problem. Working on
a cruise ship is no exception to this human resource problem. Workplace violence, age discrimination, ethnic
discrimination, and bullying are all examples of inappropriate aggression directed at workers
Keywords: Bullying, workplace, cruise, Filipino, Workplace Bullying, Cruise Staff.
1. INTRODUCTION
Background of the Study
The staff from cruise lines and the cruise ship employment are frequently depicted as either "perfect workers in a dream
job" or "exploited workers on sweatshops. Cruise line companies and agencies typically emphasize the economic and
non- economic benefits of working aboard a cruse ship in order to attract potential workers. These popular portrayals, on
the other hand, tend to gloss over the work's social and economic complexities, as well as the wide range subjective
experiences amongst cruise seafarers. (Llanco, 2017)
One of the most pressing challenges in 21st-century human resource management across all industries was workplace
bullying and its effects on workers and businesses. Workplace bullying has received growing attention locally and
internationally in recent years as a difficult business and management problem. Working on a cruise ship is no exception
to this human resource problem. Workplace violence, age discrimination, ethnic discrimination, and bullying are all
examples of inappropriate aggression directed at workers
Impact of Abusive Supervision on Employee Turnover Intention: The Moderating ...ijtsrd
The research was aimed to find out the impact of abusive supervision on turnover intention and to see how the moderating role effect by the abusive supervision and leads toward turnover intention i.e. emotional exhaustion. A total of 60 responses were gathered for the analysis of the study. The analysis has to be done through filling up questionnaires from the respondents. Statistical package of social sciences (SPSS) was implemented to get the result. The result finds that emotion exhaustion moderates the relationship between the dependent and independent variable. The nexus between abusive supervision and turnover intention turn out to be positively significant. An optimistic relation was found between the abusive supervision and the moderating variable. Mr. Sher Alam Khetran | Mr. Sikandar Wali | Dr. Muhammad Yar Khan | Ms. Jawaria Mushtaq"Impact of Abusive Supervision on Employee Turnover Intention: The Moderating Effect of Emotional Exhaustion" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11275.pdf http://www.ijtsrd.com/management/business-administration/11275/impact-of-abusive-supervision-on-employee-turnover-intention-the-moderating-effect-of-emotional-exhaustion/mr-sher-alam-khetran
IMPACT OF EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT: TESTING THE M...IAEME Publication
This study analyzed direct and indirect effects of emotional intelligence on job satisfaction, and organizational commitment. On the basis of previous studies, one exogenous variable (Emotional Intelligence) and two endogenous variables, i.e. job satisfaction, and organizational commitment were analyzed through structural model. The participants were 419 academic leaders in Tamil Nadu Universities. They were chosen through Stratified Purposive Random Sampling Method. The results of the study indicate that emotional intelligence direct and indirect effects on job satisfaction, and organizational commitment. Moreover, emotional intelligence not only has a direct effect on job satisfaction, it also has an indirect effect on organizational commitment. Job satisfaction has a strong direct positive effect on organizational commitment. The mediatory role of job satisfaction in the effect of emotional intelligence on organizational commitment is confirmed in the study.
Bullying in the Workplace and the Ethical Climate MSA 601Ashlyn Le.docxRAHUL126667
Bullying in the Workplace and the Ethical Climate MSA 601
Ashlyn Lewis-Hope
Student ID #663654
Central Michigan University
Dr. James S. Neubecker – Reviewer
This MSA 601 paper is in partial fulfillment of the requirements of MSA 698 Directed Administrative Portfolio
Executive Summary
When you hear the word bullying some of your thoughts are geared towards one’s childhood and the school playground. But bullying occurs through all life stages. The climate of a workplace can determine the quality of a work that is produced. Simha and Cullen (2012) states, “Ethical climates influence both decisions making and behavioral responses to ethical dilemmas, which then go on to be reflected in various work outcomes” (p. 21). Daniel Feldman’s three-phase model of organizational socialization will be used to explain why the ethical climate is important; and how bullying in the workplace affects the ethical climate. Bullying in the workplace is an issue but more importantly affects the climate. There are various types of bullying that occur in the workplace. Godkin, L. (2015) states, “Bullying at work means harassing, offending, socially excluding someone or negatively affect someone’s work tasks” (p.76). Workplace bullying is more common than what many may think. According to Nielsen, M., Nielsen, G., Notelaers, G., & Einarsen, S. (2015), “Globally, about 11% of workers perceive themselves as victims of bullying” (p.23). Bullying can occur in many forms. There are several types of bullying but some examples are: Institutional Bullying, Client Bullying, Serial Bullying, Secondary Bullying, Pair Bullying, Vicarious Bullying, and Cyber Bullying. (Chekwa & Thomas, 2013, pp. 46) When making a living there should not be a concern about the ethical climate. Many would think that the leaders in the organization should be able to control the ethical climate. The researcher uncovered why workplace bullying occurs and the effect it has on the ethical climate. The conclusion of the paper provided a recommendation on how to identify workplace bullying and suggest repercussions for those who decide to continue the act. And most importantly educating the people in the organization of what workplace bullying is.
Table of Contents
Executive Summary i
Table of Contents iii
Bullying in the Workplace and the Ethical Climate 1
McClelland's Need Theory 3
McClelland's Need Theory 4
Thondike’s Law of Effect 5
Conclusions and Recommendations 7
References 9
Bullying in the Workplace and the Ethical Climate
Bullying in the workplace can impact the ethical climate and ultimately the productivity of the organization. Godkin (2015) states, “Bullying at work means harassing, offending, socially excluding someone or negatively affecting somone’s work tasks” (p. 76). Bullying should be limited and controlled not only for the organization but for the wellbeing of the employee. Some organizations are concerned that bullying is moving from the pl ...
Workplace Environment Characteristics as Antecedents of Affective Well-being ...Waqas Tariq
Workplace environment characteristics may positively or negatively evoke an individual’s affective experiences, and these experiences can influence affective experiences of others. This study investigates the relations between employees’ affective experiences and workplace environment characteristics. A questionnaire-based investigation was conducted with employees in Thai companies. Participants were asked to evaluate various aspects of their own workplace environments and their affective well-being at work. A factor analysis revealed eight workplace environment factors that contribute to the overall affective experiences of employees. These eight factors were confirmed to significantly correlate with overall affective well-being and its five sub-dimensions. With t-test analysis, this study also found gender differences in the perceptions of affective well-being at work and workplace environment characteristics. Finally, regression analyses showed that seven workplace environment factors, job goodness, less conflict, autonomy, camaraderie, authentic leadership, fitness, role clarity, as well as positive and negative personality traits are significant predictors of affective well-being in the workplace.
“Study of relationship between employees’ commitment, job satisfaction, job safety, job autonomy and employees’ turnover intention in a Construction Industry”
Running head EMPLOYEE WORK BEHAVIOR 1EMPLOYEE WORK BEHAVIOR.docxtodd271
Running head: EMPLOYEE WORK BEHAVIOR 1
EMPLOYEE WORK BEHAVIOR 6
Capella University
Course: Psy7868 Qual Design and analysis
Unit 4 Assignment 1
Instructor: Rosanne Roberts
February 10, 2020
Employee Work Behavior
Psychologist have conducted numerous studies regarding employee work behavior. Such studies have been geared at assisting managers in shaping employee behaviors in ways that maximize their productivity. Employee behavior is shaped by attitudes, cultural norms and the quality of work interactions. Employee behavioral studies are consequential in understanding the underlying motivations of workers in a work environment. There is a direct correlation between employee and organization behavior. This partly explains why I selected the topic.
Behavioral psychologists agree that the productivity of entity is premised on the staff behavior. Highly motivated employees tend to exhibit a positive behavior regarding the trajectory of an enterprise. However, psychologists generally disagree on ideal methods of inculcating positive behavior in a work setting. For instance, Abraham Maslow stipulates that business enterprises can positively shape the behavior of their employees by catering for their needs (Neher, 2017). Maslow argued that employees are mainly motivated to seek for job opportunities in order to satisfy necessities like food, security and shelter. An enterprise that adequately meets employee concerns in this arena will have motivated employees who exemplify positive work etiquette. The growing trend towards workaholism is another aspect of staff behavior that psychologists have been studying. Whereas personal attributes like a strive for greater achievement, perfectionism and motivation are responsible for the phenomenon, some studies have indicated otherwise (Andreassen & Pallesen, 2016). The tough economic environment has partially contributed to the trend. Employees are compelled to work overtime or undertake two jobs to make ends meet. This disputes the notion that workaholics are naturally born. Workaholism is an adaptive characteristic to a work environment. Workaholism is closely linked to excessive work patterns. The pattern can be attributed to the emergence of strict organization behaviors that emphasize on work quality and quantity (Kirrane, Breen & O'Connor, 2018). It is thereby common to find employees who work for long hours.
This topic aligns with my psychology specialization in many aspects. First, it provides a rationale for effective exploitation of human effort. The study of employee psychology in the execution of duties is crucial in determining whether an organization has instituted humane policies that encourage employee productivity (Bakker et al., 2013). Employees should not be mechanically exploited like machines. Secondly, employee behavioral studies are vital in explaining why some organization succeed while others fail. The secret lies on how the human resource is applied. The c.
16Personal Consequences of Employee CommitmentUniversity o.docxdrennanmicah
1
6
Personal Consequences of Employee Commitment
University of Maryland Eastern Shore
Submitted in partial fulfillment of the requirements for Course #xxxx
Title
Professor
Date
Journal:
Personal consequences of employee commitment. Academy of
Management Journal, 32(3), 649-661.
Date:
1989
Author(s):
Romzek, B., S.
Introduction
The purpose of the study was to examine the positive or negative consequences of employee commitment on nonwork and career satisfactions with the central hypotheses as positive. The study analyses used panel data that tested the effects of employee commitment on satisfaction with nonwork and career progress. Findings support that organizational involvement has positive consequences for individuals.
Hypothesis and Research Question:
The author submitted two hypotheses that tested for positive or negative consequences of employee commitment on nonwork and career satisfactions. Controlling for family involvement and age, the author’s first hypotheses tested to determine if employee commitment would have positive consequences for individuals’ nonwork satisfaction. The second hypotheses tested to determine if employee commitment would have positive consequences for individuals’ satisfaction with their career progress and future prospects.
Method/Type of Study
Research Design
The research design was a quantitative cross-sectional two-wave panel study conducted in 1982 and 1984 respectively.
Research Participants
The study surveyed a random sample of 484 respondents in the first wave of the survey which took place in 1982. The same respondents were contacted for the second wave in 1984 and resulted in 368 of the original individuals responding. The original sample was drawn from personnel listings solicited through nine public agencies; three federal offices, three state offices, and three local governments based in the states of Kansas and Missouri. The author noted that the “agencies represented diversity in the level of government, scope of services provided, and size and constituted an availability sample.” Other than collecting data on age as a control variable, the author did not indicate additional demographic information as being collected for study purposes. Without the data, it is very difficult to determine if the findings can be generalized to the population.
Instrumentation
Organizational involvement was the concept used to measure employee commitment. The author employed a customized measurement instrument adapted from separate scales developed by Etzioni (1975) for organizational involvement; Romzek (1985) for organizational alienation; and Hall, Schneider and Nygren (1970) and Buchanan (1974) for positive psychological attachment. The resultant organizational involvement scale had a Cronbach alpha of .77. Nonwork satisfaction was adapted from a scale developed by the National Opinion Research Center. The five-item Likert format measured the extent o which individuals report being satisfied wi.
Similar to Mathematical modeling to monitor workplace humor style and subordinate worked attitude involvement of telecommunications companies in Port Harcourt (20)
The Challenges of Implementing Freedom of Information Act by the Civil Societ...Triple A Research Journal
The study was carried out to determine the challenges and difficulties
encountered by the Civil Society Organisations (CSOs) in Lagos State,
while utilising the FoIA to access information. The study was
predicated on two theories - Public Sphere, and Social Responsibility
theories. The objectives, among other things, were to investigate and
evaluate the duration odd time expended in accessing information
under the FoIA and the challenges and difficulties encountered, while
utilizing the FoIA. Interview schedule was used to elicit information
from the three CSOs – SERAP, CLO, MRA purposively selected.
Analysis revealed that the CSOs in Lagos state encountered
challenges and difficulties in the areas of procedure, release of
information, and the effect of the Official Secret Act 1962, amongst
others. The study also found out, that majority of the information
accessed under the FoIA by the CSOs in Lagos state were accessed
outside the seven (7) days’ timeframe stipulated by the FoIA in
Section 4. Based on the forgoing, it was recommended, amongst
others, that the difficulties and challenges identified by this study
should be, urgently, presented or tabled before the appropriate
quarters – Attorney general, who the law imbued with the supervisory
function over the implementation of the FoIA; and to the National
Assembly for amendment.
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There was an increasing trend from 2010 to 2011 motor traffic
accidents in Kuwait City, passengers and pedestrians are
always at highest risk of being injured or killed on the road.
Quantitative and qualitative results indicated that the technical
element of the highway construction, irresponsibility, poor
management, cell phones, alcohol and drugs, age of the
victims and poor condition of services were the causes of
traffic accidents in Kuwait. The study recommended that the
government should review legislation regarding employment
of drivers, and working conditions of police force should be
improved, public road safety campaigns should be conducted,
and new driving license system should be imposed. The use of
cell phones while driving should be restricted. The hospital
and police records should be updated with the number of road
victims, the hospital staff, traffic police and ambulance
personnel should be considered for intensive training on
emergency and preparedness, and regular vehicle inspection
should be introduced in Kuwait City.
Keyword: Traffic- accidents-Risk Theory-System Theory, Triangulation-method
There was an increasing trend from 2010 to 2011 motor traffic accidents in Kuwait City, passengers and pedestrians are always at highest risk of being injured or killed on the road. Quantitative and qualitative results indicated that the technical element of the highway construction, irresponsibility, poor management, cell phones, alcohol and drugs, age of the victims and poor condition of services were the causes of traffic accidents in Kuwait. The study recommended that the government should review legislation regarding employment of drivers, and working conditions of police force should be improved, public road safety campaigns should be conducted, and new driving license system should be imposed. The use of cell phones while driving should be restricted. The hospital and police records should be updated with the number of road victims, the hospital staff, traffic police and ambulance personnel should be considered for intensive training on emergency and preparedness, and regular vehicle inspection should be introduced in Kuwait City.
Keyword: Traffic- accidents-Risk Theory-System Theory-Triangulation- method
The Challenges of Implementing Freedom of Information Act by the Civil Societ...Triple A Research Journal
The study was carried out to determine the challenges and difficulties encountered by the Civil Society Organisations (CSOs) in Lagos State, while utilising the FoIA to access information. The study was predicated on two theories – Public Sphere, and Social Responsibility theories. The objectives, among other things, were to investigate and evaluate the duration odd time expended in accessing information under the FoIA and the challenges and difficulties encountered, while utilizing the FoIA. Interview schedule was used to elicit information from the three CSOs – SERAP, CLO, MRA purposively selected. Analysis revealed that the CSOs in Lagos state encountered challenges and difficulties in the areas of procedure, release of information, and the effect of the Official Secret Act 1962, amongst others. The study also found out, that majority of the information accessed under the FoIA by the CSOs in Lagos state were accessed outside the seven (7) days’ timeframe stipulated by the FoIA in Section 4. Based on the forgoing, it was recommended, amongst others, that the difficulties and challenges identified by this study should be, urgently, presented or tabled before the appropriate quarters – Attorney general, who the law imbued with the supervisory function over the implementation of the FoIA; and to the National Assembly for amendment.
Keywords: Civil Society Organisations, Challenges, Freedom of Information Act, Implementation
Sustainable Development of Bioenergy from Agriculture Residues and EnvironmentTriple A Research Journal
This communication discusses a comprehensive review of biomass energy
sources, environment and sustainable development. This includes all the
biomass energy technologies, energy efficiency systems, energy
conservation scenarios, energy savings and other mitigation measures
necessary to reduce emissions globally. The current literature is reviewed
regarding the ecological, social, cultural and economic impacts of biomass
technology. This study gives an overview of present and future use of
biomass as an industrial feedstock for production of fuels, chemicals and
other materials. However, to be truly competitive in an open market
situation, higher value products are required. Results suggest that
biomass technology must be encouraged, promoted, invested,
implemented, and demonstrated, but especially in remote rural areas.
Keywords: Biomass resources, wastes, woodfuel, biofuels, energy,
environment, sustainability related with bioenergy development, disperse
systems formulation science, surfactant sciences
Mathematical Model to Predict Leader Self-Awareness and Effective Conflict Ma...Triple A Research Journal
Self-awareness and effective conflict management were subjected into evaluation, this was to monitor the extend at which such managerial concept experienced impact from positive and negative condition, various dimension that were observed to express relationship were involved to evaluate different rate of effects on leader self – awareness in manufacturing companies, other influential parameters were conflict management. These variables were observed to relate through increase collaboration as a result generate improved communication between customers and staffs for better efficiency and productivity in manufacturing companies. The study expresses various output through simulated parameters at different period and conditions, the derived simulation values were subjected to model validations, and both parameters developed favorable fits, the study expressed its significance by monitoring leader self-awareness in manufacturing companies, these were evaluated through assessment of effective conflict management to generates improved communication between customers and staffs in manufacturing companies.
Keywords: Mathematical model, leader self-awareness, and manufacturing companies.
Local Level Financial Systems: A Study on Three Union at Sylhet Sadar Upazill...Triple A Research Journal
BSTRACT
In this research paper has tried to show, first look at the context of financial systems of local level finance particularly three union at Sylhet Sadar Upazilla. This study conducted following mixed (both qualitative and quotative research) approach based on primary and secondary source to give out purpose of this study. Some case studies have considered reveal the study findings. This study intended to represent picture of local finance system at grassroots level. Findings also suggest that, effective local government procurement policies and practices contribute to sound financial management.
Keywords: Finance, Local Level, System, Local Government
ABSTRACT
This paper considers commuters’ satisfaction with public mass transit (PMT) services in Kogi State, Nigeria. The work is propelled by the practical absence of previous research efforts in the area, particularly as it affects the commuters in the grassroots. Taking in a multi-stage sampling technique, the study used a sample of 601 commuters and 70 of both employees and management staff drawn from six different public mass transit outfits operating in Kogi State, Nigeria, by both the state government and the local government areas of the province. Data was collected from commuters, contact personnel and management staff. The survey disclosed that there is a substantial deviation between the case of mass transit outfit commuter patronize and their level of gratification with the avails of the PMT. The survey concludes that commuters, generally, are not satisfied with the avails of the public mass transit in Nigeria. Established on the findings, the study recommended among others improved funding of these PMTs and the desegregation of other modalities of transportation for effective service delivery.
Keywords: Consumer-Satisfaction, Service-Quality, Dimensionality of Service Quality.
Does Effective Communication Improve Performance of Public Sector? Perspectiv...Triple A Research Journal
ABSTRACT
Uganda adopted decentralization in 1997 with the aim of bringing services nearer to communities. Central government continues to provide resources to local governments; however, some communities still experience inadequate service delivery and poor-quality services in construction works, health, education and roads. This article examines the relationship between effective communication (information sharing, cohesion and succession) and the performance of selected Local Governments in Eastern Uganda. Three local governments (Jinja, Tororo and Soroti) were purposively sampled. Using a cross-sectional design, a sample of 313 respondents comprising both political and technical personnel was selected from sub-county and district levels, yielding a response rate of 85.6%. Both quantitative and qualitative data was collected using a self-administered questionnaire and key informant interview guide respectively. Data analysis involved descriptive statistics, correlation, regression and content analysis. Findings revealed that effective communication is essential in building cohesive and effective teams as well as minimizing misunderstandings in local governments. The study concludes that effective communication plays a role in local governments by enabling management to motivate subordinates and improve performance. It recommends local governments to ensure cohesion exists within teams and among the relevant departments, to be open in succession process. This makes employees perform their jobs better, which leads to improved service delivery and provision of quality services.
Keywords: Effective Communication, Local Governments, Performance, Service Delivery, Quality Services, Eastern Uganda
ABSTRACT
This paper examined the impact of human and financial capital on the performance of women entrepreneurs in Small and Medium Enterprises (SMEs). The study used quantitative method. The analyse data results indicated that on the negative value, human capital has an impact on the business performance while financial capital on the positive value makes a major impact on business performance. The overall contribution is that women entrepreneurs have a vital role in a country’s economic growth and development.
Keywords: Women Entrepreneurs, Human Capital, Financial Capital, SMEs
An Evaluation of the Impact of Fluctuating Oil Revenue and the Performance of...Triple A Research Journal
ABSTRACT
The up and down movement in the price of crude oil in recent years has led to increasing concern about its macroeconomic implications for the Nigerian economy as economic planning has become very uncertain given the fact that the economy is highly vulnerable to oil price fluctuations. It is with this view in mind that this paper empirically analyses the impact of fluctuating oil revenue and the performance of the Nigerian economy between 1999 to 2016 (a seventeen years period of democratic governance), using secondary data sourced from Central Bank of Nigeria Statistical Bulletin and World Bank Development Indicators with VAR econometric tools of analysis. After appropriate stationary and robustness checks, the study finds out that oil price shocks (proxy for oil revenue) retards economic growth as it has a negative relationship with economic growth. An interesting outcome from the VAR Block Exogeneity Test is the unidirectional causality running from Oil Revenue to Real Gross Domestic Product (economic growth) which reveals the fact that during the years under reference, proceeds from oil export were mainly responsible for the level of astronomical growth recorded in the economy. The study concludes that oil price fluctuation paints an unstable future for the Nigerian economy because macroeconomic variables like employment, interest rate and price stability become victims. Both fiscal and monetary tools are frequently revised to keep the system afloat during price shocks. Nigeria remains a victim of these policy shocks because of overdependence on oil export earnings. A major policy recommendation is the need for policy makers to concentrate on policies that will strengthen and stabilize the macroeconomic structure of the Nigerian economy with specific focus on alternative sources of government revenue (reduction of dependence on oil proceeds) and reduction in monetization of crude oil receipts (fiscal discipline).
Keywords: Oil shocks, Economic Growth, VAR, ECM, Granger Causality
Dimensions of Accountability and Transparency at Local Level Finance Manageme...Triple A Research Journal
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Keywords: Accountability, Transparency, Local Finance, Ensure.
Cattle Rearing and its Contribution to the Nigerian Economy: An Econometric A...Triple A Research Journal
ABSTRACT
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Keywords: Nigerian Economy, Cattle rearing, Ranching, OLS
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2. Triple A Research Journal of Multidisciplinary (JMD) | Vol.2 Issue2 | September 2018
Solo and Johnson 024
subordinate behaviour at the workplace. These impacts
include instrumental implications such as: task;
organisational fit; counterproductive workplace behaviours;
organisational commitment; interpersonal workplace
conflict; innovativeness and creativity; strain and turnover
intentions; retention and perceived organisational support
Eisenberger, Stiegelhamber and Vandenberghe et al.,
(2002); Michela (2007). Other implications relating to the
qualitative work experience include stress, physical and
psychological wellbeing O’Driscoll and Beehr, (1994), work
satisfaction Watson (2009), feelings of energy and job
involvement Atwater and Carmeli, (2009). Extant literature
suggests that the influence of workplace relationships can
be beneficial Eisenberger et al., (2002) as well as
damaging Liu et al., (2010) to the attitudes, behaviours and
work outcomes of subordinates.
Several studies Meyer, 2000; Cooper, 2008; Lynch,
2002) have sought to establish the effect of various
antecedents to subordinate work attitudes. However most
of these studies (Rothbart, 1976; Meyer 1997) were
theoretical and did not offer any empirical assessment of
the relationship between the variables. Liu, et al (2010), in
their assessment of the nature of the exchange between
supervisors and subordinates in a survey of selected firms,
established the negative effect of toxic supervisory
behaviour on workers attitudes; however, their study also
identified the role of traditional values and revenge
cognitions in alleviating workers reprisals within the
organization. The findings indicate the effect of supervisory
behaviour and character dispensation and the implications
of such on the attitudes of subordinates in the organization.
Although, the study offers useful evidence with respect to
understanding workers attitudes, it does not make bring
into account or consider humour within the framework of its
assessment. Other similar studies (O’Driscoll and Beehr,
1994; Vaill 1989) have also provided theoretical discourses
about the nature of the relationship but have not treated
the actual impact of the identified dimensions of workplace
humour style on subordinate work attitudes.
The attitude of workers within any social or
organizational framework affects their productivity in
several ways and often without the consciousness of the
workers themselves. While job satisfaction, job
commitment and job involvement usually lead to increased
productivity, negative attitudes like absenteeism, lateness
and theft can have the opposite effect on the overall
performance individuals within an organization. The poor
attitude of employees affects various service and product
organizations and could be considered as the primary
factors behind their failures and inability to sustain their
client and customer bases.
Workplace humour styles can be described as the
various styles through which fun, comic and amusement
are introduced into the workplace through gestures and
communication. Humour is the essential element in
workplace interaction and exchanges (Romero and
Cruthirds, 2006) and plays an important role in the
cohesion and interaction within a group. Similarly, it has
certain effects and implications for relationships within the
framework of the organization too. For individuals at
workplace, humour concerns their working mood and is a
means for them to interact with members on their team.
Adequate exercise of humour can create a fun atmosphere
and resolve embarrassment, dilemmas and even conflicts
among people, establishing familiarity with others and
contribute to the quality of interpersonal relationship. It can
also accumulate more support from other people to boost
the psychological energy of the leader or manager (Martin,
2001). In addition, humour helps relax members and
contributes to job satisfaction and members’ quality of work
life. With the sound of laughter and feel of happiness, one
can develop positive emotions which offset the negative
influences brought about by pressure at work and conflicts
over role expectations (Lefcourt et al., 1995).
A good atmosphere in the organization inspires
individuals and teams in their innovations and creativity
Edgar and Pryor, (2003) and brings out more productivity
(Avolio et al., 1999; Clouse and Spurgeon, 1995). In other
words, humorous leadership cannot only effectively boost
leadership effectiveness (Decker and Rotondo, 2001), but
also help enterprises and organizations grow and
revolutionize to improve the overall performance of their
organization (Meyer, 1997). However, studies also show
that, humorous leadership cannot completely affect the
overall organizational performance. It relies on whether
leaders can successfully apply humour and whether the
humour applied fits the traits of their teams and individuals
within the organization or not. All of these have to do with
the efficacy of humour (Romero and Pearson, 2004).
Subordinate Work Attitudes is considered as a
concept of social psychology. Attitude is a belief about
something good or bad. It is a tendency to behave toward
the object to keep or get rid of it. An attitude can be defined
as an enduring organization of motivational, emotional,
perceptual, and cognitive processes with respect to some
aspect of the individual's world (Eagly and Chaiken 1998).
Social scientists believe attitude does not always square
with actual behaviour. Attitude is a hypothetical or latent
variable rather than an immediately observable variable
(Hagedorn, 2000). The concept of attitude does not refer to
any one specific act or response of an individual, but it is
an abstraction from many related act or responses. The
more positive attitude one has, the more positive human
behaviour will be seen in case of a specific topic. Attitude is
the mediator between stimuli and responses. It can be
defined as a mental and neural state of readiness,
organized through experience, exerting a directive or
dynamic influence upon the individual‘s response to all
objects and situations with which it is related (Visagie
2010). Campbell emphasized attitude as a response co-
variation in response to a set of social objects (Campbell,
cited in Visagie 2010). Attitude can be termed as the
predisposition of an individual to evaluate some symbol or
object or aspect of his world in a favourable or
unfavourable manner (Visagie 2010). Another research
suggests that attitudes may not be closely related with
3. Triple A Research Journal of Multidisciplinary (JMD) | Vol.2 Issue2 | September 2018
025 Triple A Res. J. Multidisci.
behaviour in all the cases but in some conditions, which is
narrow.
Subordinate work attitude deals with how workers
within an organisation behave. It involves the management
directing employees into improving organisational and
personal effectiveness. It plays an enormous role in
determining relationships and workers job satisfaction.
When employees are happy, it is usually because they are
satisfied with their work (Bagherian et al., 2009). This also
improves the quality of their work. Attitude and job
satisfaction may not fall completely on the management
but also on the employees. If employees enjoy their work,
they will not need external motivation from management,
but instead the satisfaction they attain from completing
their work will motivate them (Eagly and Chaiken 1998).
Workplace Humour Styles and Subordinate Work
Attitudes
Hemphill and McGregor (cited in O’Driscoll and Beehr,
1994) were among the first to critique the then traditional
ways of viewing and assessing the influence of a
supervisor or managers on subordinates, and instead
began developing behavioural approaches of
measurement. The behaviour of supervisors has been
shown to impact on subordinate attitudes, such as job
satisfaction, commitment and involvement (O’Driscoll and
Beehr, 1994). Furthermore, supervisor-subordinate
workplace relations and behaviour has been revealed to
predict the efficacy of supervisors in initiating planned
change, and mitigating the negative effects associated with
organisational change, such as resistance to change
(Higgs and Rowland, 2011). The interaction and
relationship between supervisors and subordinates has
also been found to influence cognitive and emotional
appraisals of trust in the supervisor (Schaubroek, Lam and
Peng, 2011). This indicates that subordinates appraise
their supervisors’ role competency by assessing the
supervisors’ task and relational behaviours.
Supervisor behaviour is suggested to be a central
component of the exchange processes, and as such helps
determine the quality of leader-member exchange, which
impacts on crucial subordinate attitudes and behaviours
such as job satisfaction, job involvement and job
commitment as well as integration with co-workers in team
environments. GraenScandura and Graen (1986), and
Mayfield and Mayfield (1998) have found that educating
supervisors about the impact of their exchanges and
relationships with subordinates can produce positive
changes in subordinate team members. This is as Martin et
al. (2003) insists that the affiliative and self-enhancing
humours are the most commonly recommended styles in
promoting cordial relations with subordinates within the
workplace. Aggressive humour is discouraged because it
has the potential to prevent positive outcomes and likely
lead to negative ones.
Job Satisfaction: As an attitude, job satisfaction has been
extensively researched, and has in many studies been
considered a dependent and an independent variable.
Agho and Price (1992) defined job satisfaction as the
extent to which employees like their work. In investigating
job satisfaction, a distinction is usually made between a
global feeling of liking one’s job in general and a
constellation of attitudes about various facets of the job
where individuals indicate their satisfaction with parts of
their job, such as pay, promotion, work, supervisors and
co-workers (Lease, 1998). According to Hagedorn (2000),
when a worker feels a high level of achievement, is
intensely involved, and is appropriately compensated by
recognition, responsibility, and salary, job satisfaction is
enhanced. Furthermore, the research (Agho and Price,
1992) points out how job satisfaction predicts employee
engagement and explains that a worker who is
experiencing a high level of job satisfaction would be likely
to appreciate her or his position and be proud of the
organization, resulting in high likelihood of job
engagement. In this case, engagement is perceived as the
final product, evidence, and the result of job satisfaction.
Job involvement: Job involvement as a unidimensional
construct concerned with an individual’s psychological
identification (Blau, 1985). Paullay, et al (1994) found that
two distinct constructs are important and necessary to
experience job involvement. These are job involvement-
role and job involvement-setting. Job involvement-role
refers to the degree to which one is involved in the specific
tasks that make up one’s job, and job involvement-setting,
refers to the situation where the individual finds the present
work environment engaging. Involvement in a specific job
is different from involvement with work in general. The
former is concerned with the present job’s ability to satisfy
one’s present salient needs and the latter with the
centrality of work in one’s life. The extent to which an
employee experiences job involvement depends on (a) the
saliency of both intrinsic and extrinsic needs and (b) the
perception held by the individual of the present job’s ability
to satisfy these needs (Kanungo, 1982).
THEORETICAL BACKGROUND
𝑑 𝑐 𝑑
𝑑𝑥
+ 𝑉(𝑦)𝑐 𝑑 = (𝑦)𝑐 𝑑
𝑛
(1.0)
Nomenclatures
Cd = workplace humour style
V = Subordinate work Attitudes
= Job Involvement
X = Period
Dividing equation (1.0) all through by 𝑐 𝑑
𝑛
we have
𝑐 𝑑
−𝑛 𝑑 𝑐 𝑑
𝑑𝑥
+ 𝑣(𝑥)𝑐 𝑑
1−𝑛
= (𝑦) (1.1)
4. Triple A Research Journal of Multidisciplinary (JMD) | Vol.2 Issue2 | September 2018
Solo and Johnson 026
Let
P=𝑐 𝑑
1−𝑛
(1.2)
𝑑𝑝
𝑑𝑦
= (1 − 𝑛)𝑐 𝑑
−𝑛 𝑑 𝑐 𝑑
𝑑𝑦
𝑐 𝑑
−𝑛 𝑑 𝑐 𝑑
𝑑𝑦
=
1
1−𝑛
𝑑𝑝
𝑑𝑦
(1.3)
Substituting equation (1.2) and (1.3) into equation (1.1) we
have that
1
1−𝑛
𝑑𝑝
𝑑𝑥
+ 𝑉(𝑦)𝑝 = (𝑦) (1.4)
Multiplied equation (1.4) all through by (1-n)
𝑑𝑝
𝑑𝑦
+ 𝑉(𝑦)(1 − 𝑛)𝑝 = (𝑦)(1 − 𝑛) (1.5)
Equation (1.5) is linear in p. we applied the integrating
factor method as follows:
𝐼. 𝐹 = 𝑒∫ 𝑝(𝑦)
𝑑𝑦 (1.6)
Where
𝑝(𝑦) = 𝑉(𝑦)(1 − 𝑛) (1.7)
Substituting equation (1.7) into (1.6) we have
𝐼. 𝐹 = 𝑒∫ 𝑢(𝑦)(1−𝑛)
𝑑𝑦
= 𝑒 𝑉(𝑦)(1−𝑛) ∫ 𝑑𝑦
= 𝑒 𝑉(𝑦)(1−𝑛)𝑦
𝐼. 𝐹 = 𝑒 𝑉(𝑦)(1−𝑛)𝑦
(1.8)
Multiplied all through equation (1.5) by equation (1.8) we
have
𝑒 𝑉(𝑦)(1−𝑛)𝑦 𝑑𝑝
𝑑𝑦
+ 𝑉(𝑦)(1 − 𝑛)𝑒 𝑉(𝑦)(1−𝑛)𝑌
𝑝 = (𝑦)(1 −
𝑛)𝑒 𝑉(𝑦)(1−𝑛)𝑦
𝑑
𝑑𝑥
(𝑒 𝑉(𝑦)(1−𝑛)𝑦
𝑝) = (𝑦)(1 − 𝑛)𝑒 𝑉(𝑌)(1−𝑛)𝑦
𝑑(𝑒 𝑉(𝑦)(1−𝑛)𝑦
𝑝) = (𝑦)(1 − 𝑛)𝑦𝑑𝑦
Integrating both sides we have
∫ 𝑑[𝑒 𝑉(𝑦)(1−𝑛)𝑦
𝑝] = (𝑦)(1 − 𝑛) ∫ 𝑒 𝑉(𝑦)(1−𝑛)𝑦
𝑑𝑦
𝑒 𝑉(𝑌)(1−𝑛)𝑌
𝑝 = (𝑦)(1 − 𝑛) ∫ 𝑒 𝑉(𝑦)(1−𝑛)𝑦
𝑑𝑦 (1.9)
But to integrate (𝑦)(1 − 𝑛) ∫ 𝑒 𝑉𝑢(𝑦)(1−𝑛)𝑥
𝑑𝑥 we let
𝐷 = 𝑉𝑢(𝑥)(1 − 𝑛)𝑥 (1.10)
𝑑𝐷
𝑑𝑥
= 𝑉𝑢(𝑦)(1 − 𝑛)
So that
𝑑𝑥 =
𝑑𝐷
𝑉𝑢(𝑦)(1−𝑛)
(1.11)
Substituting (1.10) and (1.11) into (1.9) we have
𝑒 𝑉𝑢(𝑦)(1−𝑛)𝑦
𝑝 = (𝑦)(1 − 𝑛) ∫ 𝑒 𝐷 𝑑𝐷
𝑉𝑢(𝑦)(1−𝑛)
𝑒 𝑢(𝑥)(1−𝑛)𝑥
𝑝 =
(𝑦)(1−𝑛)
𝑉𝑢(𝑦)(1−𝑛)
𝑒 𝑉𝑢(𝑦)(1−𝑛)𝑦
+ 𝐴 (1.12)
Divide equation (1.12) all through by 𝑒 𝑉𝑢(𝑦)(1−𝑛)𝑦
we have
𝑝 =
(𝑦)
𝑉𝑢(𝑦)
+ 𝐴𝑒−𝑉𝑢(𝑦)(1−𝑛)𝑦
(1.13)
Substituting equation (1.2) into equation (1.13) we have
𝑐 𝑑
1−𝑛
=
(𝑦)
𝑉𝑢(𝑦)
+ 𝐴𝑒−𝑉𝑢(𝑦)(1−𝑛)𝑦
METHODOLOGY OF THE STUDY
Mathematical model techniques were applied for the study,
deterministic model techniques were applied, the
variables were subjected into mathematical tools, these
developed a system that generated governing equation,
these were derived to produced model for the study, these
predictive solution were also subjected to simulations were
parameters were varied at different conditions base on the
system, the derived simulation parameters will be
compared with measured values from the fields for model
validation.
RESULTS AND DISCUSSIONS
The study from tables 1 – 6, figure 1 - 6 on graphical
representation monitors the rate of workplace humour in
various periods, linear trend observed in the figures
explain the positivity of staff attitude towards
telecommunication companies in the study locations,
exponential growth rate were observed, these shows the
rates of displaced attitude in the work environment, the
variation of these parameters remain the rate of workplace
humour style and subordinate towards work attitudes in
such organization, this relationship has express the
structure of work efficiency output in telecommunication,
the state of workplace humour style reflect the displayed
attitude through subordinate work output, this expression
detailed the pressure from this dimensions that always tent
to developed the rate of satisfaction from the displayed
attitude in these organizations, other pressured that
influence through linear trend in these figure is job
involvement that were observed to pressure the growth
rate of workplace humour styles for improvement of the
organization. The study monitored the rate of displayed
hurmour and subordinate attitude in workplace. The trend
explains the variables that drive managerial efficiencies on
job satisfaction and its involvement in telecommunication
companies, the figures presented in linear trend implies
that the subordinate job satisfaction and involvement in
these organizations will always developed its efficiency if
the there is better percentage of improvement in these
organization. The trends from predictive values were
subjected to model validation, these were done by
comparison between the predictive and measured field
values, and both parameters developed favorable fits.
5. Triple A Research Journal of Multidisciplinary (JMD) | Vol.2 Issue2 | September 2018
027 Triple A Res. J. Multidisci.
Table 1: Predictive and Measured Values of Workplace Humour Style at
Different Period
Period Workplace Humour Style Measured Field Values
10 0.138 0.129995
15 0.207 0.194995
20 0.276 0.259995
25 0.345 0.324995
30 0.414 0.389995
35 0.483 0.454995
40 0.552 0.519995
45 0.621 0.584995
50 0.691 0.649995
55 0.759 0.714995
60 0.828 0.779995
65 0.897 0.844995
70 0.966 0.909995
75 1.036 0.974995
80 1.104 1.039995
85 1.173 1.104995
90 1.242 1.169995
Table 2: Predictive and Measured Values of Workplace Humour Style
at Different Period
Period Workplace Humour Style Measured Field Values
10 0.109 0.1
15 0.164 0.15
20 0.218 0.2
25 0.273 0.25
30 0.327 0.3
35 0.382 0.35
40 0.436 0.4
45 0.491 0.45
50 0.545 0.5
55 0.599 0.55
60 0.654 0.6
65 0.709 0.65
70 0.763 0.7
75 0.818 0.75
80 0.872 0.8
85 0.927 0.85
90 0.981 0.9
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Table 3: Predictive and Measured Values of Workplace Humour Style at Different Period
Period Workplace Humour Style Measured Field Values
2 0.016 0.01596964
4 0.032 0.03196856
6 0.048 0.04796676
8 0.064 0.06396424
10 0.082 0.079961
12 0.096 0.09595704
14 0.112 0.11195236
16 0.128 0.12794696
18 0.144 0.14394084
20 0.161 0.159934
22 0.176 0.17592644
24 0.193 0.19191816
26 0.209 0.20790916
28 0.225 0.22389944
30 0.241 0.239889
32 0.257 0.25587784
34 0.273 0.27186596
36 0.289 0.28785336
38 0.305 0.30384004
40 0.321 0.319826
Table 4: Predictive and Measured Values of Workplace Humour Style at Different Period
Period Workplace Humour Style Measured Field Values
2 0.0178 0.01606008
4 0.0356 0.03206032
6 0.0534 0.04806072
8 0.0718 0.06406128
10 0.0891 0.080062
12 0.1069 0.09606288
14 0.1247 0.11206392
16 0.1425 0.12806512
18 0.1604 0.14406648
20 0.1782 0.160068
22 0.1961 0.17606968
24 0.2138 0.19207152
26 0.2316 0.20807352
28 0.2495 0.22407568
30 0.2673 0.240078
32 0.2851 0.25608048
34 0.3029 0.27208312
36 0.3207 0.28808592
38 0.3386 0.30408888
40 0.3564 0.320092
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029 Triple A Res. J. Multidisci.
Table 5: Predictive and Measured Values of Workplace Humour Style at
Different Period
Period Workplace Humour Style Measured Field Values
10 0.1258 0.11998
15 0.1875 0.179955
20 0.2516 0.23992
25 0.3145 0.299875
30 0.3774 0.35982
35 0.4403 0.419755
40 0.5032 0.47968
45 0.5661 0.539595
50 0.6291 0.5995
55 0.6919 0.659395
60 0.7548 0.71928
65 0.8177 0.779155
70 0.8806 0.83902
75 0.9435 0.898875
80 1.0064 0.95872
85 1.0693 1.018555
90 1.1322 1.07838
Table 6: Predictive and Measured Values of Workplace Humour Style at
Different Period
Period Workplace Humour Style Measured Field Values
10 0.112 0.10997
15 0.168 0.1649325
20 0.222 0.21988
25 0.281 0.2748125
30 0.336 0.32973
35 0.392 0.3846325
40 0.448 0.43952
45 0.504 0.4943925
50 0.561 0.54925
55 0.616 0.6040925
60 0.672 0.65892
65 0.728 0.7137325
70 0.784 0.76853
75 0.841 0.8233125
80 0.896 0.87808
85 0.952 0.9328325
90 1.008 0.98757
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Figure 1: Predictive and Measured Values of Workplace Humour Style at Different Period
Figure 2: Predictive and Measured Values of Workplace Humour Style at Different Period
0
0.2
0.4
0.6
0.8
1
1.2
1.4
0 20 40 60 80 100
PredictiveandMeasuredValuesValuesof
WorkplaceHumourStyle
Period
Workplace Humour Style
Measurded Field Values
0
0.2
0.4
0.6
0.8
1
1.2
0 20 40 60 80 100
PredictiveandMeasuredFieldValuesof
WorkplaceHumourStyle
Period
Workplace Humour Style
Measurded Field Values
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031 Triple A Res. J. Multidisci.
Figure 3: Predictive and Measured Values of Workplace Humour Style at Different Period
Figure 4: Predictive and Measured Values of Workplace Humour Style at Different Period
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0 10 20 30 40 50
PredictiveandMeasuredFieldValuesof
WorkplaceHumourStyle
Period
Workplace Humour Style
Measurded Field Values
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0 10 20 30 40 50
PredictiveandMeasuredFieldValuesofWorkplace
HumourStyle
Period
Workplace Humour Style
Measurded Field Values
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Figure 5: Predictive and Measured Values of Workplace Humour Style at Different Period
Figure 6: Predictive and Measured Values of Workplace Humour Style at Different Period
0
0.2
0.4
0.6
0.8
1
1.2
0 20 40 60 80 100
PredictiveandMeasuredFieldValuesofWorkplace
HumourStyle
Period
Workplace Humour Style
Measurded Field Values
0
0.2
0.4
0.6
0.8
1
1.2
0 20 40 60 80 100
PredictiveandMeasuredFieldValuesofWorkplace
HumourStyle
Period
Workplace Humour Style
Measurded Field Values
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033 Triple A Res. J. Multidisci.
CONCLUSION
The study of workplace humour style tend to monitor the
variation of attitudes of staff which determine their rates of
efficiency at various periods in these cooperate
organizations, these was achieve through various
dimensions observed in the study to pressure the output of
the staff in either positive or negative, the rate of workplace
humour style explained various effect on the this
dimensions related to the subject matter in the study
environment, the rate of these companies productivity are
determined from these stated variables, these parameters
were integrated to generate system that formulate the
governing equation, base on these conceptual module, it
developed derive model that monitors the rate of workplace
humour style in telecommunication companies, the study
experienced exponential growth but the generated
variation of parameters even though they maintained on
linear trend in various figures in various period and
location, these implies that the study developed some
variation in output of the influential parameters, these
variation generated the heterogeneity of the predictive
values, the derived model parameter were compared with
measured field values, and both parameters displayed
favourable fits.
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