The document is a research paper published in the International Journal of Management that examines work attitudes among individuals in Indian academia. It measures the relationships between emotional intelligence, organizational commitment, and organizational role stress. A questionnaire was administered to 34 teaching faculty at a technical institution in Southern India. Reliability analysis was performed and showed acceptable Cronbach's alpha values. Correlation analysis was conducted to understand the relationships between variables. The results provide insight into factors influencing work life balance for employees in higher education in India.
Asif razzaq final Business Research Methods on Employees satisfactionAsif Razzaq
Workplace spirituality may positively impact organizational commitment and job satisfaction. The study examined these relationships among employees of Toyota dealerships in Islamabad and Rawalpindi, Pakistan. A survey was administered to 111 employees. Results showed workplace spirituality significantly influences both organizational commitment and job satisfaction. Prior research also linked these concepts, with spiritual workplaces enhancing motivation, commitment, and adaptability among employees. The study aimed to analyze these effects at Toyota and investigate how job satisfaction relates to organizational commitment.
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.
Employee engagement the key to organizationaliaemedu
This document summarizes an article from the International Journal of Management about employee engagement. The article discusses the evolution of employee engagement from earlier concepts like commitment and organizational citizenship behavior. It defines employee engagement as a positive attitude held by employees towards their organization where they are aware of business context and work to improve performance for the benefit of the organization. Engaged employees have a two-way relationship with their employer. The article also explores factors that influence engagement and the impact of engagement on organizational performance indicators like profitability and productivity.
11.impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy were linked to stronger affective and normative commitment. The document also reviews relevant literature supporting the relationships between these variables and implications for how organizations can enhance employee commitment through supporting IOS.
5.[41 45]impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy can increase employees' affective and normative commitment to an organization. The document also reviews relevant literature supporting the relationships between these variables and discusses implications for managers to promote employee commitment through supporting autonomy, satisfaction, and internal locus of control.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
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.
Asif razzaq final Business Research Methods on Employees satisfactionAsif Razzaq
Workplace spirituality may positively impact organizational commitment and job satisfaction. The study examined these relationships among employees of Toyota dealerships in Islamabad and Rawalpindi, Pakistan. A survey was administered to 111 employees. Results showed workplace spirituality significantly influences both organizational commitment and job satisfaction. Prior research also linked these concepts, with spiritual workplaces enhancing motivation, commitment, and adaptability among employees. The study aimed to analyze these effects at Toyota and investigate how job satisfaction relates to organizational commitment.
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.
Employee engagement the key to organizationaliaemedu
This document summarizes an article from the International Journal of Management about employee engagement. The article discusses the evolution of employee engagement from earlier concepts like commitment and organizational citizenship behavior. It defines employee engagement as a positive attitude held by employees towards their organization where they are aware of business context and work to improve performance for the benefit of the organization. Engaged employees have a two-way relationship with their employer. The article also explores factors that influence engagement and the impact of engagement on organizational performance indicators like profitability and productivity.
11.impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy were linked to stronger affective and normative commitment. The document also reviews relevant literature supporting the relationships between these variables and implications for how organizations can enhance employee commitment through supporting IOS.
5.[41 45]impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy can increase employees' affective and normative commitment to an organization. The document also reviews relevant literature supporting the relationships between these variables and discusses implications for managers to promote employee commitment through supporting autonomy, satisfaction, and internal locus of control.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
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.
1. The study compared levels of role stress, job anxiety, job involvement, and job satisfaction among three groups (top managers, middle managers, and workers) at a private organization in India.
2. Questionnaire data was collected from 50 individuals in each group and analyzed using factor analysis and discriminant function analysis.
3. The factor analysis identified three important factors: job stress emerged as most important for top managers, while job anxiety was most prominent for middle managers and workers.
This document summarizes factors that influence employee job satisfaction and models of job satisfaction. It discusses dimensions of job satisfaction such as working conditions, wages/salaries, opportunities for advancement, and social relationships. Models explained include affect theory, dispositional theory, opponent process theory, equity theory, and Herzberg's two-factor theory. The document concludes that job satisfaction is important for employee motivation and a positive work environment enhances satisfaction.
This article introduces the Job Content Questionnaire (JCQ) as a tool for assessing psychosocial job characteristics. Part I describes the development and theoretical basis of the JCQ scales, which measure job demands, decision latitude, social support, physical demands, and job insecurity. These scales assess the job strain model and its predictions about stress risk and behavioral responses under conditions of high psychological demands and low decision control. Part II reports on the cross-national validity of the JCQ scales based on studies of over 10,000 men and 6,000 women across multiple countries. Part III reviews comparisons of intercountry and interoccupation differences in JCQ scale scores.
The document discusses the relationship between employee reward systems and organizational performance. It defines reward systems and divides them into intrinsic and extrinsic rewards. It examines theories like Vroom's expectancy theory and Maslow's hierarchy of needs to explain how reward systems can motivate employees. While motivation is important for performance, accurately evaluating performance is difficult. Statistical evidence suggests many performance appraisal systems decrease rather than increase motivation and productivity. However, when reward systems are properly designed and linked to goals, they have the potential to improve motivation and organizational performance by fulfilling employees' various needs.
IMPACT OF KARASEK JOB DEMAND CONTROL MODEL ON THE JOB SATISFACTION OF THE EMP...Nehal Hussain
This document summarizes a study that examines the impact of the Karasek Job Demand Control (JDC) model on job satisfaction levels of employees at NADRA, a Pakistani government organization. The study used a questionnaire to collect data from 200 NADRA employees on job demands, job control, social support, and job dissatisfaction. Statistical analysis using linear regression and correlation found that low demands, low control, and low social support were associated with higher job satisfaction. The results provide insight into factors influencing satisfaction among NADRA employees, though future research could further explore the findings.
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.
The Effect of Organizational Commitment and Organization Identity Strength to...IOSR Journals
Fire Department Employee Performance Jakarta Indonesia was marked by people had not been
maximized yet since in the fire cases always come late. Society always expected the performance of the fire
department in carrying out their duties on time. The purpose of this research was to measure and describe the
extent to which performance of the Jakarta Fire Department when it was affected by the variable of
organizational commitment and strength of organizational identity and organizational citizenship behaviour.
The method used in this research was quantitative. Data analysis techniques used was SEM (Structural
Equation Modelling) with the help of AMOS program. The data were collected by using a research instrument
that was distributed to the sample of 355 employees. The results showed that organizational commitment was
significantly influence organizational citizenship behaviour, but having no significant effect on employee
performance. While organizational citizenship behaviour had a significant effect on employee performance.
Organizational citizenship behaviour was mediating the relationship between commitments to employee
performance. On the other hand, it did not significantly influence organizational identity on organizational
citizenship behaviour, and also no significant effect on the employee performance. The implication of research
was organizational citizenship behaviour of Fire Department employee to be important in improving employee
performance.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
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.
Formation of organizational citizenship behaviors in students employed in uni...AlFajrQuraan
This document summarizes a study that examined how manager and coworker behaviors influence the development of organizational citizenship behaviors (OCBs) in student employees of university dining services. The study found that managers and coworkers demonstrating OCBs towards individuals was positively related to students also exhibiting individual-oriented OCBs. It also found that certain transformational leadership behaviors by managers indirectly led to students demonstrating organization-oriented OCBs. Additionally, there was a weak but significant negative relationship between students' OCBs and their intent to leave their job.
Flow experiences at work: for high need achievers alone?Solercanto
Two studies examined how the relationship between employees' perceived skills and challenges at work interacted with their need for achievement to influence positive mood, intrinsic task interest, and performance. The studies found that among highly achievement-oriented employees, experiencing high skills and challenges at work was associated with greater positive mood, task interest, and performance than other skill-challenge combinations. Positive mood also mediated the interactive relationship between skill-challenge levels and achievement needs on performance. The findings suggest that matching skills and challenges optimally may benefit employees and organizations by enhancing motivation and outcomes, particularly for those with high achievement needs.
Impact of JS on OC (correlational Study)misbah ullah
This document discusses the relationship between job satisfaction and organizational commitment. It provides definitions of both concepts and reviews relevant literature. The literature suggests there is a strong positive relationship between job satisfaction and organizational commitment. Employees with higher job satisfaction tend to have stronger commitment to their organization, resulting in lower absenteeism and turnover. The purpose of the study was to empirically examine this relationship between the two variables in Pakistan.
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.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
This document summarizes research on transaction reordering techniques. It discusses transaction reordering approaches based on reducing resource conflicts and increasing resource sharing. Specifically, it covers:
1) A "steal-on-abort" technique that reorders an aborted transaction behind the transaction that caused the abort to avoid repeated conflicts.
2) A replication protocol that attempts to reorder transactions during certification to avoid aborts rather than restarting immediately.
3) Transaction reordering and grouping during continuous data loading to prevent deadlocks when loading data for materialized join views.
Effective broadcasting in mobile ad hoc networks using gridiaemedu
This document summarizes a research paper that proposes a new grid-based broadcasting mechanism for mobile ad hoc networks. The paper argues that flooding approaches to broadcasting are inefficient and cause network congestion. The proposed approach divides the network into a hierarchical grid structure. When a node needs to broadcast a message, it sends the message to the first node in the appropriate grid, which is then responsible for updating and forwarding the message within that grid. Simulation results showed the grid-based approach outperformed other broadcasting protocols and was more reliable, efficient and scalable.
Revisiting the experiment on detecting of replay and message modificationiaemedu
This document summarizes a research paper that proposes methods for detecting message modification and replay attacks in ad-hoc wireless networks. It begins with background on security issues in wireless networks and types of attacks. It then reviews existing intrusion detection systems and security techniques. Related work that detects attacks using features from the media access control layer or radio frequency fingerprinting is also discussed. The paper aims to present a simple, economical, and platform-independent system for detecting message modification, replay attacks, and unauthorized users in ad-hoc networks.
Integration of feature sets with machine learning techniquesiaemedu
This document summarizes a research paper that proposes a novel approach for spam filtering using selective feature sets combined with machine learning techniques. The paper presents an algorithm and system architecture that extracts feature sets from emails and uses machine learning to classify emails and generate rules to identify spam. Several metrics are identified to evaluate the efficiency of the feature sets, including false positive rate. An experiment is described that uses keyword lists as feature sets to train filters and compares the proposed approach to other spam filtering methods.
Adaptive job scheduling with load balancing for workflow applicationiaemedu
This document discusses adaptive job scheduling with load balancing for workflow applications in a grid platform. It begins with an abstract that describes grid computing and how scheduling plays a key role in performance for grid workflow applications. Both static and dynamic scheduling strategies are discussed, but they require high scheduling costs and may not produce good schedules. The paper then proposes a novel semi-dynamic algorithm that allows the schedule to adapt to changes in the dynamic grid environment through both static and dynamic scheduling. Load balancing is incorporated to handle situations where jobs are delayed due to resource fluctuations or overloading of processors. The rest of the paper outlines the related works, proposed scheduling algorithm, system model, and evaluation of the approach.
1. The study compared levels of role stress, job anxiety, job involvement, and job satisfaction among three groups (top managers, middle managers, and workers) at a private organization in India.
2. Questionnaire data was collected from 50 individuals in each group and analyzed using factor analysis and discriminant function analysis.
3. The factor analysis identified three important factors: job stress emerged as most important for top managers, while job anxiety was most prominent for middle managers and workers.
This document summarizes factors that influence employee job satisfaction and models of job satisfaction. It discusses dimensions of job satisfaction such as working conditions, wages/salaries, opportunities for advancement, and social relationships. Models explained include affect theory, dispositional theory, opponent process theory, equity theory, and Herzberg's two-factor theory. The document concludes that job satisfaction is important for employee motivation and a positive work environment enhances satisfaction.
This article introduces the Job Content Questionnaire (JCQ) as a tool for assessing psychosocial job characteristics. Part I describes the development and theoretical basis of the JCQ scales, which measure job demands, decision latitude, social support, physical demands, and job insecurity. These scales assess the job strain model and its predictions about stress risk and behavioral responses under conditions of high psychological demands and low decision control. Part II reports on the cross-national validity of the JCQ scales based on studies of over 10,000 men and 6,000 women across multiple countries. Part III reviews comparisons of intercountry and interoccupation differences in JCQ scale scores.
The document discusses the relationship between employee reward systems and organizational performance. It defines reward systems and divides them into intrinsic and extrinsic rewards. It examines theories like Vroom's expectancy theory and Maslow's hierarchy of needs to explain how reward systems can motivate employees. While motivation is important for performance, accurately evaluating performance is difficult. Statistical evidence suggests many performance appraisal systems decrease rather than increase motivation and productivity. However, when reward systems are properly designed and linked to goals, they have the potential to improve motivation and organizational performance by fulfilling employees' various needs.
IMPACT OF KARASEK JOB DEMAND CONTROL MODEL ON THE JOB SATISFACTION OF THE EMP...Nehal Hussain
This document summarizes a study that examines the impact of the Karasek Job Demand Control (JDC) model on job satisfaction levels of employees at NADRA, a Pakistani government organization. The study used a questionnaire to collect data from 200 NADRA employees on job demands, job control, social support, and job dissatisfaction. Statistical analysis using linear regression and correlation found that low demands, low control, and low social support were associated with higher job satisfaction. The results provide insight into factors influencing satisfaction among NADRA employees, though future research could further explore the findings.
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.
The Effect of Organizational Commitment and Organization Identity Strength to...IOSR Journals
Fire Department Employee Performance Jakarta Indonesia was marked by people had not been
maximized yet since in the fire cases always come late. Society always expected the performance of the fire
department in carrying out their duties on time. The purpose of this research was to measure and describe the
extent to which performance of the Jakarta Fire Department when it was affected by the variable of
organizational commitment and strength of organizational identity and organizational citizenship behaviour.
The method used in this research was quantitative. Data analysis techniques used was SEM (Structural
Equation Modelling) with the help of AMOS program. The data were collected by using a research instrument
that was distributed to the sample of 355 employees. The results showed that organizational commitment was
significantly influence organizational citizenship behaviour, but having no significant effect on employee
performance. While organizational citizenship behaviour had a significant effect on employee performance.
Organizational citizenship behaviour was mediating the relationship between commitments to employee
performance. On the other hand, it did not significantly influence organizational identity on organizational
citizenship behaviour, and also no significant effect on the employee performance. The implication of research
was organizational citizenship behaviour of Fire Department employee to be important in improving employee
performance.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
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.
Formation of organizational citizenship behaviors in students employed in uni...AlFajrQuraan
This document summarizes a study that examined how manager and coworker behaviors influence the development of organizational citizenship behaviors (OCBs) in student employees of university dining services. The study found that managers and coworkers demonstrating OCBs towards individuals was positively related to students also exhibiting individual-oriented OCBs. It also found that certain transformational leadership behaviors by managers indirectly led to students demonstrating organization-oriented OCBs. Additionally, there was a weak but significant negative relationship between students' OCBs and their intent to leave their job.
Flow experiences at work: for high need achievers alone?Solercanto
Two studies examined how the relationship between employees' perceived skills and challenges at work interacted with their need for achievement to influence positive mood, intrinsic task interest, and performance. The studies found that among highly achievement-oriented employees, experiencing high skills and challenges at work was associated with greater positive mood, task interest, and performance than other skill-challenge combinations. Positive mood also mediated the interactive relationship between skill-challenge levels and achievement needs on performance. The findings suggest that matching skills and challenges optimally may benefit employees and organizations by enhancing motivation and outcomes, particularly for those with high achievement needs.
Impact of JS on OC (correlational Study)misbah ullah
This document discusses the relationship between job satisfaction and organizational commitment. It provides definitions of both concepts and reviews relevant literature. The literature suggests there is a strong positive relationship between job satisfaction and organizational commitment. Employees with higher job satisfaction tend to have stronger commitment to their organization, resulting in lower absenteeism and turnover. The purpose of the study was to empirically examine this relationship between the two variables in Pakistan.
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.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
This document summarizes research on transaction reordering techniques. It discusses transaction reordering approaches based on reducing resource conflicts and increasing resource sharing. Specifically, it covers:
1) A "steal-on-abort" technique that reorders an aborted transaction behind the transaction that caused the abort to avoid repeated conflicts.
2) A replication protocol that attempts to reorder transactions during certification to avoid aborts rather than restarting immediately.
3) Transaction reordering and grouping during continuous data loading to prevent deadlocks when loading data for materialized join views.
Effective broadcasting in mobile ad hoc networks using gridiaemedu
This document summarizes a research paper that proposes a new grid-based broadcasting mechanism for mobile ad hoc networks. The paper argues that flooding approaches to broadcasting are inefficient and cause network congestion. The proposed approach divides the network into a hierarchical grid structure. When a node needs to broadcast a message, it sends the message to the first node in the appropriate grid, which is then responsible for updating and forwarding the message within that grid. Simulation results showed the grid-based approach outperformed other broadcasting protocols and was more reliable, efficient and scalable.
Revisiting the experiment on detecting of replay and message modificationiaemedu
This document summarizes a research paper that proposes methods for detecting message modification and replay attacks in ad-hoc wireless networks. It begins with background on security issues in wireless networks and types of attacks. It then reviews existing intrusion detection systems and security techniques. Related work that detects attacks using features from the media access control layer or radio frequency fingerprinting is also discussed. The paper aims to present a simple, economical, and platform-independent system for detecting message modification, replay attacks, and unauthorized users in ad-hoc networks.
Integration of feature sets with machine learning techniquesiaemedu
This document summarizes a research paper that proposes a novel approach for spam filtering using selective feature sets combined with machine learning techniques. The paper presents an algorithm and system architecture that extracts feature sets from emails and uses machine learning to classify emails and generate rules to identify spam. Several metrics are identified to evaluate the efficiency of the feature sets, including false positive rate. An experiment is described that uses keyword lists as feature sets to train filters and compares the proposed approach to other spam filtering methods.
Adaptive job scheduling with load balancing for workflow applicationiaemedu
This document discusses adaptive job scheduling with load balancing for workflow applications in a grid platform. It begins with an abstract that describes grid computing and how scheduling plays a key role in performance for grid workflow applications. Both static and dynamic scheduling strategies are discussed, but they require high scheduling costs and may not produce good schedules. The paper then proposes a novel semi-dynamic algorithm that allows the schedule to adapt to changes in the dynamic grid environment through both static and dynamic scheduling. Load balancing is incorporated to handle situations where jobs are delayed due to resource fluctuations or overloading of processors. The rest of the paper outlines the related works, proposed scheduling algorithm, system model, and evaluation of the approach.
Tech transfer making it as a risk free approach in pharmaceutical and biotech iniaemedu
Tech transfer is a common methodology for transferring new products or an existing
commercial product to R&D or to another manufacturing site. Transferring product knowledge to the
manufacturing floor is crucial and it is an ongoing approach in the pharmaceutical and biotech
industry. Without adopting this process, no company can manufacture its niche products, let alone
market them. Technology transfer is a complicated, process because it is highly cross functional. Due
to its cross functional dependence, these projects face numerous risks and failure. If anidea cannot be
successfully brought out in the form of a product, there is no customer benefit, or satisfaction.
Moreover, high emphasis is in sustaining manufacturing with highest quality each and every time. It
is vital that tech transfer projects need to be executed flawlessly. To accomplish this goal, risk
management is crucial and project team needs to use the risk management approach seamlessly.
5.[41 45]impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy can increase employees' affective and normative commitment to an organization. The document also reviews relevant literature and presents a conceptual framework of the relationships between IOS, organizational commitment, and organizational outcomes like efficiency and profitability.
The document summarizes research on the relationship between emotional intelligence and job satisfaction, performance, and engagement. It first reviews literature showing emotional intelligence is linked to these employment factors. It then describes the study's methodology, hypotheses that emotional intelligence positively influences the three job variables, and data collection from 150 Pakistani telecom employees. Finally, descriptive analysis of the data is provided, showing the measures have acceptable reliability and normality. The study aims to understand if emotional intelligence impacts job attitudes in the Pakistani telecom sector.
This study examined the mediating effect of role ambiguity on the relationship between job stress and employee commitment among staff at deposit money banks in Southwest Nigeria. A survey was conducted with 308 bank staff responding. Regression and Sobel tests were used to analyze the data. The results showed that both job stress and role ambiguity significantly affected employee commitment. The study concluded that role ambiguity and job stress statistically influence employee commitment at the deposit money banks in Southwest Nigeria.
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
EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT AMONG THE COLLEGE STAFF ...IAEME Publication
The concept of Emotional Intelligence (EI) has recently attracted a great amount of interest from HR practitioners and academics alike. Emotional Intelligence (EQ) is a behavioral model that provides a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potential. The aim of the present study was to explore the relationship between emotional intelligence and organizational commitment among college staffs. To this end The Genos Emotional Intelligence Inventory or Genos EI, is a 70-item multi rater assessment and the questionnaire by Allen and Meyer were used to collect the data. The results generally indicated that there is a significant relationship between emotional intelligence and organizational commitment among the college staff. In other words, it can be said that employees with high emotional intelligence have also higher levels of the organizational commitment.
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.
This document summarizes a research article from the International Journal of Advanced Research in Management. The article discusses organizational commitment, which refers to an employee's psychological attachment to an organization. It reviews different models of organizational commitment, including viewing it as a unidimensional versus multidimensional construct. A prominent three-component model by Meyer and Allen is described in detail, including the components of affective, continuance, and normative commitment. Some critiques of this three-component model are also presented. Additional factors that can impact an employee's level of organizational commitment are discussed, such as role stress, empowerment, job insecurity, and leadership distribution.
This document summarizes a research article from the International Journal of Advanced Research in Management. The article discusses organizational commitment, which refers to an employee's psychological attachment to an organization. It reviews different models of organizational commitment, including viewing it as a unidimensional versus multidimensional construct. It specifically examines Meyer and Allen's three-component model of commitment, which includes affective, continuance, and normative commitment. The article also discusses factors that can impact an employee's level of organizational commitment, such as role stress, empowerment, job insecurity, and leadership distribution. It concludes by reviewing different forces that can drive organizational commitment, such as investments, reciprocity, lack of alternatives, and identification with an organization
Impact of Job Stress of Employees on Job Satisfaction in Telecom Industryijtsrd
Human resource plays a vital role in development and increasing the productivity of any organization. It is defining that human uses it maximum possible extent for achieving the goal of organization or individual’s career growth. It is the individual performance that define the attainment of goals and employee performance is somehow influenced by the job satisfaction and motivation of employee. Job satisfaction somehow define the involvement towards the work. Job satisfaction is the mental state of employee that define the satisfaction as well involvement of employees towards their work. In organization many employees work for sake of money and profitability but if employee do not satisfy with their work, then it cause job stress, then employee do not work in good way and this show negative impact on goodwill of the company. Pratya Mishra | Dr. Rajesh Singh "Impact of Job Stress of Employees on Job Satisfaction in Telecom Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42395.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42395/impact-of-job-stress-of-employees-on-job-satisfaction-in-telecom-industry/pratya-mishra
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
Indian managers in multinational companies and their commitmentsiaemedu
This document summarizes a study examining organizational commitment among Indian executives working in multinational companies operating in India. It presents findings from three case studies of multinational subsidiaries from Sweden, Korea, and the UK/US. The study found that employee commitment was primarily based on continuance commitment factors across all three companies. Affective commitment varied between companies and normative commitment was generally absent. Reasons for the patterns of commitment differed between the companies and involved factors like management style, HR practices, work pressure, and lack of job clarity.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
This document summarizes a study on the relationship between the five factors of personality and individual job performance in the Indian corporate sector. The study analyzed 316 employees across manufacturing and service industries. It found that conscientiousness, extraversion, and emotional stability were valid predictors of overall job performance. Conscientiousness and extraversion also impacted components like task performance and adaptability. Neuroticism had a significant relationship with job stress. Most variables did not impact job stress and stability components of performance. The document reviews several other studies that similarly found conscientiousness and emotional stability to be consistent predictors of job performance across cultures and occupations.
The relationship between the five factors of personality, individual job perf...iaemedu
This document summarizes a study on the relationship between the five factors of personality and individual job performance in the Indian corporate sector. The study analyzed 316 employees across manufacturing and service industries. It found that conscientiousness, extraversion, and emotional stability were valid predictors of overall job performance. Conscientiousness and extraversion also impacted components like task performance and adaptability. Neuroticism had a significant relationship with job stress. Most variables did not impact job stress and stability components of performance. The study contributes to the body of research showing the five factor model can predict job performance across cultures.
The relationship between the five factors of personality, individual job perf...IAEME Publication
This document summarizes a study on the relationship between the five factors of personality and individual job performance in the Indian corporate sector. The study analyzed 316 employees across manufacturing and service industries. It found that conscientiousness, extraversion, and emotional stability were valid predictors of overall job performance. Conscientiousness and extraversion also impacted components like task performance and adaptability. Neuroticism had a significant relationship with job stress. Most variables did not impact job stress and stability components of performance. The study contributes to the body of research showing the five factor model can predict job performance across cultures.
This document summarizes a study on the relationship between the five factors of personality and individual job performance in the Indian corporate sector. The study analyzed 316 employees across manufacturing and service industries. It found that conscientiousness, extraversion, and emotional stability were valid predictors of overall job performance. Conscientiousness and extraversion also impacted components like task performance and adaptability. Neuroticism had a significant relationship with job stress. Most variables did not impact job stress and stability components of performance. The study contributes to the body of research showing the five factor model can predict job performance across cultures.
The relationship between the five factors of personalityiaemedu
This document summarizes a study on the relationship between the five factors of personality and individual job performance in the Indian corporate sector. The study analyzed 316 employees across manufacturing and service industries. It found that conscientiousness, extraversion, and emotional stability were valid predictors of overall job performance. Conscientiousness and extraversion also impacted components like task performance and adaptability. Neuroticism had a significant relationship with job stress. Most variables did not impact job stress and stability components of performance. The study contributes to the body of research showing the five factor model can predict job performance across cultures.
ANTECEDENTS AND CONSEQUENCES OF EMPLOYEE ENGAGEMENT A CRITICAL ANALYSIS OF L...Lisa Cain
This document summarizes a literature review on the antecedents and consequences of employee engagement. It begins by discussing the evolution of the concept of employee engagement over time, from early definitions focusing on involvement and satisfaction to more recent definitions incorporating vigor, dedication and absorption. It then examines four major constructs of engagement: personal engagement, burnout/engagement, work engagement, and employee engagement. Next, it compares the perspectives of practitioners and academics on engagement and discusses how perceptions of engagement may differ between generational cohorts in the workplace. Finally, it explores some of the antecedents and consequences of engagement that have been identified in previous research literature. In general, the document provides a high-level overview of the key topics and debates within
14 the relationship between job burnout, organizational citizenship behavior,...INFOGAIN PUBLICATION
This document discusses a study that examines the relationship between job burnout, organizational citizenship behavior, and staff performance in a state tax organization. It provides background on key concepts like job burnout (including its components of emotional exhaustion, depersonalization, and reduced personal efficacy), organizational citizenship behavior (including its dimensions of civil behavior, conscientiousness, philanthropy, courtesy, and sportsmanship), and staff performance. The study aims to evaluate how job burnout and organizational citizenship behavior impact staff performance. It hypothesizes negative and positive relationships respectively and surveys 311 employees in a state tax organization to analyze the relationships.
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Effect of scenario environment on the performance of mane ts routingiaemedu
The document analyzes the effect of scenario environment on the performance of the AODV routing protocol in mobile ad hoc networks (MANETs). It studies AODV performance under different scenarios varying network size, maximum node speed, and pause time. The performance is evaluated based on packet delivery ratio, throughput, and end-to-end delay. The results show that AODV performs best in some scenarios and worse in others, indicating that scenario parameters significantly impact routing protocol performance in MANETs.
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Performance analysis of manet routing protocol in presenceiaemedu
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2. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 –
6510(Online), Volume 4, Issue 1, January- February (2013)
employee commitment and job satisfaction (Erdogan, Bauer, 2010). Stress management
component and anxiety component; emerge as statistically significant with respect to the
relationship with Emotional Intelligence (Rooprai, 2009). Emotional intelligence (EI)
augments positive work attitudes and moderates the commitment level of employees in the
organisation. It is an intelligence that may be learned, developed and improved (Perkins,
1994).
Pestonjee (1992) had identified 3 important sectors of life from which stress originates
namely as, (i) Organizational& Job sector (ii) Social sector and (iii) Intra-psychic sector.
Organizational/ Job stress has been defined in terms of a misfit between skills & abilities of a
person and the demands of his/her job. The concept of Organizational/job stress falls under
the umbrella of a broader concept known as Role Stress. Therefore, it becomes imperative to
understand the concept of organizational role, in order to understand the concept of stress in
organizational & job sector of life. According to Pareek, role denotes the set of functions one
performs in response to the expectations of the significant others, and one’s own expectations
from that position or office. Role stress refers to the conflict and tension due to the roles
being enacted by a person at any given point of time. In the context of organizations, such
role stresses are called organizational role stress. Among the two distinct types of role
systems, Role Space and Role Set, either have an inherent in potential to contribute to
conflict and stress. Pareek (2010) had identified ten different types of organizational role
stressors.
1. Inter-Role Distance (IRD): It is experienced when there is a conflict between
organisational and non-organizational roles.
2. Role Stagnation (RS): This kind of stress is the result of the gap between the demand to
outgrow a previous role and to occupy a new role effectively. It is the feeling of being stuck
in the same role.
3. Role Expectation Conflict (REC): This type of stress is generated by different
expectations by different significant persons about the same' role; and the role occupant's
ambivalence as to whom to please.
4. Role Erosion (RE): This kind of role stress is the function of the role occupant's feeling
that some functions which should properly belong to his /her role are transferred to / or
performed by some other role.
5. Role Overload (RO): When the role occupant feels that there are too many expectations
from the significant roles in his/her role set, he/she experiences role overload.
6. Role Isolation (RI): This type of role stress refers to the psychological distance between
the occupant's role and other roles in the same role set.
7. Personal Inadequacy (PI): This type of stress arises when the role occupant feels that
he/she does not have the necessary skills and training for effectively performing the functions
expected from his/her role.
8. Self-Role Distance (SRD): When the role a person occupies goes against his/her self-
concept, then he/she feels self-role distance type of stress.
9. Role Ambiguity (RA): It refers to the lack of clarity about the expectations of the role
which may arise out of lack of information or understanding.
10. Resource Inadequacy (Rin): This type of stress is evident when the role occupant feels
that he/she is not provided with adequate resources for performing the functions expected
from his/her role.
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Recent and prominent among the studies reported on Organizational Role Stress particularly
in Indian context includes comparative study by Lehal and Singh (2005) between the ORS
experienced by teaching faculty belonging to Public and Private institutions of higher
learning India observes decreased level of stress in public sector. Bano (2012) reported that
employees irrespective of belonging to public or private sector experience moderate level of
stress with role erosion being a major influencing factor while resource inadequacy
contributes the least.
Several studies have suggested that individuals with high emotional intelligence are more
capable of understanding and managing their emotions, which allows them to adjust to their
surroundings and become more tolerant to challenging conditions, including stress (Bar-On,
1997; Matthews et al., 2006). Individuals have had resorted to different methods to handle
stress, including use of intelligence, especially their emotional intelligence (Sirin, 2007).
Understanding and managing one’s own and others’ emotions are likely to influence work
attitudes and behavioural choices in the work place (Rozell, Pettijohn, and Parker, 2004).
Rooprai (2009) established a negative correlation between emotional intelligence and stress
or anxiety at workplace among management students. Many other studies have also
emphasized on a positive correlation between emotional intelligence and organizational
commitment (Carmeli, 2003; Nikolaou & Tsaousis, 2002; Shutte et al, 1998; Rozell et al,
2004).
Organizational Commitment is the willingness to exert high levels of effort on behalf of the
organization, a strong desire to stay with the organization and an acceptance of its major
goals and values. Allen and Meyer (1990) defined organizational commitment as a
psychological state that binds the individual to the organization. They developed a three-
component model of commitment and labelled them as affective, continuance, and
normative commitment, which are distinguishable from each other. (a) Affective
commitment refers to employees’ emotional attachment, identification with, and involvement
in the organization. Employees with a strong affective commitment stay with the organization
because they want to. (b) Continuance commitment refers to employees’ assessment of
whether the costs of leaving the organization are greater than the costs of staying. Employees
who perceive that the costs of leaving the organization are greater than the costs of staying
remain because they need to. (c) Normative commitment refers to employees’ feelings of
obligation to the organization. Employees with high levels of normative commitment stay
with the organization because they feel they ought to.
Cha, Kim and Cichy (2009) had explored the effects of work status (part-time versus full-
time) and emotional intelligence (high EI versus low EI-groups) on job satisfaction,
organizational commitment, and contextual performance among private club staff members.
The results indicated that differences in job satisfaction, organizational commitment, and
contextual performance, between part-time and full-time staff members had not been
statistically significant while, effects of emotional intelligence and work status in relation to
other factors had been statistically significant. Both, Sarboland (2012) and Mohamadkhani
and Lalardi (2012) in different studies had established explicit relationships between the
dimensions of EI and OC.
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6510(Online), Volume 4, Issue 1, January- February (2013)
The literature indicates several studies that interrelates the major factors influencing the
work attitude of individuals. The correlation studies needs to be validated by extending the
studies to different regional and sectoral sections.
This investigation aims at identifying any possible interrelationships between the different
components of emotional intelligence (EI), organizational commitment (OC) and
organisational role stress (ORS) particularly among the individual employed in the area of
Higher education. Interrelationships between the demographical characteristics of the sample
population with components of EI, OC and ORS had also been evaluated. The collection of
data, analysis and the results are presented in the following sections.
DATA COLLECTION
With the scenario in higher education arena changing rapidly particularly in India,
with introduction of major roles by private players, it will be undoubtedly useful in
measuring the levels of the different components of EI, OC and ORS of individuals employed
in the sector. Possible interrelations of these factors with the demographic characteristics of
the individuals will be important in improvising the standards of education in any part of the
world. In this direction employees of a premiere technical Institution funded by Government
of India established in southern part of India was chosen as the sample space.
QUESTIONNAIRE DESIGN
The questionnaire for the investigation was developed using instruments established
through previous researches. The EI level was measured with The Emotional Intelligence
Scale developed by Schutte et al. (1998) comprising 33 items classified into four dimensions
namely (a) Perception of Emotion evaluated by 10 items; (b) Managing Others Emotions
by 8 items, (c) Managing Own Emotions by 9 items and (d) the utilisation of emotion by 6
items in line with suggestions of Ciarrochi et al. (2001), each assessable with a five-point
Likert-type scale.
A modified form of organizational role stress (ORS) scale, which was developed and
standardized by Pareek (2010) to measure the role stress, had been used in this study. The
ORS instrument comprised of 50 items for which measuring 10 types of role stressors (5
statements for each role stressor) assessable on a five point Likert scale. In addition, ten
questions with reverse evaluation were added.
The three dimensional Allen and Meyer (1990) instrument for measurement of OC was
employed in this study with 24 items classified in to three dimensions, namely: (a) affective
(AC); (b) continuance (CC); and (c) normative (NC) assessable with five point Likert scale.
Demographical characteristics grouped as Personal attributes, Job attributes and
Environmental attribute were included as 20 additional items. Among the three groups, age,
gender, marital status, number of children, educational qualification, native place, number of
family members and earning members and annual income had been taken as personal
attributes, number of days leaves availed, total experience, job overtime, salary satisfaction,
challenging nature of work, recognition and appreciation for employee contribution and
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effective skill application as job attributes and experiencing organisational change is
considered as environmental attribute. In the entire questionnaire consisted of 137 items for
which data pertaining to each individual was intended to be collected.
DATA ANALYSIS
Random Sampling technique was used in the selection of sample for the present
study. Data pertaining to 34 Teaching faculties with varying age and work experience from
the Institute was collected through personal interviews. While in all 45 questionnaires were
distributed, completed responses were received only from 34 respondents that had been
utilised for the analysis.
Initially, internal validity of the data collected was measured using Cronbach’s Alpha and
items that yielded low values were rejected from the analysis. Reliability analysis and
identification of levels of EI, OC and ORS were carried out as descriptive analysis. Pearson
correlation matrix was employed as inferential statistical tool to comprehend the direction,
strength and significance of the bi-variate relationship between the variables. Statistical
Package for Social Sciences (SPSS version 17.0) was used for compiling and processing the
data. The major results obtained from the analysis and inferences drawn from the results are
presented below.
RESULTS FROM ANALYSIS
Demographic Characteristics of the participants
Demographic characteristics of the 34 respondents comprised an average age to be
35years with sixteen male and rest being female and among which twenty six were married.
Nine participants had agreed that they have undergone organizational changes during the past
6 months. Twenty participants had perceived that their job to be challenging. The nineteen
participants had positively responded to the receipt of appreciation and recognition of their
contribution to the organization. A different set of nineteen respondents had been able to
apply their skills and knowledge in their present role.
Reliability test
The reliability analysis of the data was performed using Cronbach's alpha coefficient.
Table.1 presents the results obtained from the reliability analysis of the data in measurement
of EI, OC and ORS. In table.1, parameter ability to manage others emotion initially yielded a
Cronbach’s alpha value of only .51 that was improvised to .73 with the rejection of two
questions from the analysis. In general the Cronbach’s alpha value obtained was well above
.7 and can be considered to be reasonable. In the table, parameter normative commitment
initially yielded an alpha value of only .45 that was improvised to .68 with the rejection of
three questions. In the table, role erosion initially yielded an alpha value of only .43 that was
improvised to .72 with the rejection of three questions. In all the three tables the final overall
alpha value obtained are well above 0.6 had hence the internal validity of the questionnaire
developed is established.
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6510(Online), Volume 4, Issue 1, January- February (2013)
Table.1 Reliability analysis of dimensions of EI, OC and ORS
Variables Components Number of Initial No. of items Final
questions Cronbach eliminated Cronbach
alpha alpha
Perception of emotion 10 .84 1 .87
Managing others emotion 8 .51 2 .73
EI Managing own emotion 9 .75 None .75
Utilisation of emotion 6 .72 2 .74
Affective commitment 8 .83 None .83
OC Continuance commitment 8 .66 1 .71
Normative commitment 8 .45 3 .68
Inter role distance 6 .72 1 .77
Role stagnation 6 .77 None .77
Role expectation conflict 6 .67 2 .74
Role erosion 6 .43 3 .72
Role overload 6 .67 1 .76
ORS Role isolation 6 .59 2 .64
Personal inadequacy 6 .61 1 .66
Self role distance 6 .64 2 .83
Role ambiguity 6 .76 None .76
Resource inadequacy 6 .73 none .73
From the Data collected the values of the variables namely EI, OC and ORS were computed
for each response and sample averages were classified into three groups as low moderate and
high as suggested by the previous studies. The range of values for the classification is
presented in table 2.
Table.2 Measuring EI, OC, ORS
<5 Low level of EI,
EI >8 High level of EI 5 to 8 Medium level of EI
which is below average
OC >8 Highly committed 5-8 Moderately committed <5 Less committed
ORS >7.5 Highly stressed 5 to 7.5 Moderately stressed <5 Less stressed
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The average values obtained for the sample on all three different variables are presented in
table 3.
Table.3 Average magnitude of EI, OC and ORS
Variables Dimensions Average Magnitude
Perception of emotion 7.32
Managing others emotion 7.54
EI Managing own emotion 8.06
Utilisation of emotion 7.92
Emotional Intelligence 7.7
Affective Commitment 7.56
OC Continuance Commitment 6.38
Normative Commitment 6.7
Organisational Commitment 6.88
Inter role distance 4.76
Role stagnation 5.00
Role expectation conflict 5.00
Role erosion 6.52
Role overload 5.18
ORS Role isolation 5.36
Personal inadequacy 5.56
Self role distance 4.56
Role ambiguity 4.52
Resource inadequacy 5.50
Organisational Role Stress 5.20
From the table it can be observed that the population represented individuals having
relatively medium level of EI, and are moderately committed to the organization and are
among the lower side of moderately stressed. The results indicate that with the average age
being on the lower side the EI values are reasonable as the qualifications of the incumbents
are relatively high. The Institute being a public sector organization, the relative commitment
to the organization is only moderate while the incumbents work with relatively lower work
stress owing to the relative academic freedom available.
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8. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 –
6510(Online), Volume 4, Issue 1, January- February (2013)
PEARSON’S CORRELATION COEFFICIENT AMONG VARIABLES OF THE
STUDY
Correlation among the components of EI, OC, ORS, and demographical variables
were examined. The results obtained are presented in table.4. It can be observed from the
table that there exists a significant positive correlation between EI and affective & normative
commitment and in general, OC. While, EI has a positive relationship with inter role distance,
role erosion; role isolation and personal inadequacy exhibits negative relationship indicating
employees performing independently rather than as a team. EI has no correlation with
personal attributes, job attributes & environmental attribute. However, managing own
emotion is negatively related with absenteeism and positively related with number of children
indicating a slight imbalance in Work life Balance. In general, OC appears to have no direct
relationship with ORS. However, individually OC is observed to be positively related with
Role erosion, AC is negatively related with role isolation and role ambiguity and NC is
positively related with role erosion. OC also exhibits a negative relationship with marital
status and a positive relation with number of children. AC is related negatively with marital
status and absenteeism, positively with number of children. NC is negatively related with
overtime job. ORS is positively related with absenteeism and negatively with organizational
change.
CONCLUSION
The study results presents the overall work environment prevailing in the sample
space and throws insights in to the possible interrelationships between the various parameters
examined. The high Cronbach’s alpha values indicate a high internal validity of the
questionnaire developed and used for the study. In general as the sample space concerns
about population engaged in a institute of higher education the qualification levels as well as
the maturity levels of the incumbents are relatively high resulting in a high EI values. The
results also indicate a moderate OC combined with relatively lesser work stress indicating the
academic freedom prevailing in the work environment. However, there is lesser team work
and lesser influences of informal organizations within the institution.
The experience gathered in design of questionnaire, data collection and analysis during the
investigation has not only led to understand the work environment prevailing in the sample
space but also assisted in validating the effectiveness of the questionnaire in capturing the
parameters that influence the work attitude. Similar studies are envisaged to be carried out in
different employment sectors to understand the relationships between the influencing
parameters that can lead to pin point the needs of the organization in sustaining the
effectiveness.
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10. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 – 6510(Online), Volume 4, Issue 1, January- February (2013)
- - .45 .42 .38 .37 - - - - - - - .35 -
RE 1 .10 .01 .32 .13 .25 .09 .12 .16 .03
.02 .06 ** * * * .02 .09 .07 .22 .16 .25 .22 * .28
-
- .38 - - - - - - - - -
RO 1 .02 .20 .09 .00 .32 .12 .18 .36 .24 .19 .20 -.32
.12 * .15 .04 .16 .34 .18 .08 .06 .13 .29
*
Earning members
Family members
Annual income
Work challenge
Appreciattion
Org. changes
Skill applicn
Continuance
Salary satis
Mng others
Experience
Total ORS
Normative
Perception
Tot al OC
Education
Over time
Mng own
Tot al EI
Affective
Distance
Children
Marital
Utilizn
Native
Leave
REC
SRD
IRD
RIN
Age
RO
RA
RE
RS
RI
PI
-
.54 .42 .49 - - - - -
RI 1 .19 .20 .04 .14 .14 .23 .01 .33 .01 .21 .08 .31 .31 .13
** * ** .20 .21 .18 .19 .03
- - .31
.48 - - - - .39 - .38 -
PI 1 .22 .29 .11 .08 .36 .02 .09 .10 .46 .17 .14
** .29 .16 .16 .33 * .23 * .24
* *
-
.65 .38 .73 - - - - - - - - .45 -
SRD 1 .22 .25 .24 .27 .33 .21 .37
** * ** .28 .03 .08 .01 .23 .19 .31 .31 ** .30
*
-
.60 .83 - - - - - .44 - -
RA 1 .34 .17 .01 .09 .24 .24 .30 .28 .14
** ** .29 .06 .23 .13 .20 ** .16 .09
*
.58 - .35 - - - - .36 -
RIN 1 .14 .05 .06 .08 .18 .27 .21 .21 .16
** .21 * .02 .20 .14 .05 * .23
-
- - - - - - - .58 -
Total ORS 1 .01 .12 .22 .12 .23 .24 .24 .40
.18 .01 .02 .15 .30 .30 .09 ** .05
*
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
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