Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
2 34-1364823381-2 the significant - fullimDCcabrera
This document summarizes a study that examined the relationship between work performance and job satisfaction among teachers in Cotabato City, Philippines. A survey was administered to 200 elementary school teachers. The study found that most teachers were female, married, had a college degree with some master's units, had 11-15 years of experience, and were aged 31-40. Teacher's work performance was rated as very satisfactory. The study concluded that age, education level, and years of experience were significantly related to job satisfaction, while sex and marital status showed a significant difference in relation to job satisfaction.
Organizational behavior is defined as a field of study that investigates how individuals, groups and structure influence behavior within organizations in order to improve effectiveness. It is interdisciplinary, applied, normative, humanistic, and oriented toward organizational goals. Organizational behavior provides an understanding of organizational life and helps individuals and managers understand motivation, maintain good relations, and apply knowledge to different fields like marketing. While it helps understanding, it may not solve all problems and behavior is influenced by growth and economic conditions.
Organizational behavior is the study of individual and group dynamics within an organization. It examines how human behavior impacts job performance, communication, motivation, leadership, and other organizational factors. Organizational behavior draws from other disciplines like psychology to create a unique field of study aimed at understanding, predicting, and influencing human behavior in work environments. It seeks to identify and promote behaviors that help organizations survive and be effective.
This document provides an overview of organizational behavior. It defines organizational behavior and discusses its divisions, evolution, current state, topics, and importance in management. The definitions section outlines organizational behavior as the study of human actions within organizations. It is divided into micro, meso, and macro levels and has evolved from industrial psychology to consider individuals, groups, and their interaction with organizations. Organizational behavior is now studied in business schools and applies to management, leadership, ethics, and other domains. Key topics include decision making, motivation, culture and stress. The conclusion summarizes how organizational behavior helps understand people and improve organizational effectiveness.
Determinant of teacher performance
The achievement of organizational goals reflects the effectiveness of the principal's leadership. Meanwhile, if the school
employee (Teacher) assesses leadership effectiveness from the point of view of the satisfaction he feels. This study aims to
determine whether a principal's leadership and organizational commitment influence teacher performance by mediating job
satisfaction. The population in this study was all public junior high school teachers in Salatiga city who were government
employees. The sampling technique used is probability sampling technique. Testing the research hypothesis using SEM (Structural
Equation Modeling) analysis. The results showed that: (1) leadership has a positive effect on job satisfaction. (2) a positive effect
on performance. (3) commitment positively affects job satisfaction. (4) commitment has a positive effect on performance. (6) job
satisfaction has a positive effect on performance. So the principal try to increase loyalty by growing a willingness to sacrifice
through more awards with contributions from each individual in the junior high school school environment of the Salatiga city.
Keywords: principal's leadership, organizational commitment, and teacher performance
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
2 34-1364823381-2 the significant - fullimDCcabrera
This document summarizes a study that examined the relationship between work performance and job satisfaction among teachers in Cotabato City, Philippines. A survey was administered to 200 elementary school teachers. The study found that most teachers were female, married, had a college degree with some master's units, had 11-15 years of experience, and were aged 31-40. Teacher's work performance was rated as very satisfactory. The study concluded that age, education level, and years of experience were significantly related to job satisfaction, while sex and marital status showed a significant difference in relation to job satisfaction.
Organizational behavior is defined as a field of study that investigates how individuals, groups and structure influence behavior within organizations in order to improve effectiveness. It is interdisciplinary, applied, normative, humanistic, and oriented toward organizational goals. Organizational behavior provides an understanding of organizational life and helps individuals and managers understand motivation, maintain good relations, and apply knowledge to different fields like marketing. While it helps understanding, it may not solve all problems and behavior is influenced by growth and economic conditions.
Organizational behavior is the study of individual and group dynamics within an organization. It examines how human behavior impacts job performance, communication, motivation, leadership, and other organizational factors. Organizational behavior draws from other disciplines like psychology to create a unique field of study aimed at understanding, predicting, and influencing human behavior in work environments. It seeks to identify and promote behaviors that help organizations survive and be effective.
This document provides an overview of organizational behavior. It defines organizational behavior and discusses its divisions, evolution, current state, topics, and importance in management. The definitions section outlines organizational behavior as the study of human actions within organizations. It is divided into micro, meso, and macro levels and has evolved from industrial psychology to consider individuals, groups, and their interaction with organizations. Organizational behavior is now studied in business schools and applies to management, leadership, ethics, and other domains. Key topics include decision making, motivation, culture and stress. The conclusion summarizes how organizational behavior helps understand people and improve organizational effectiveness.
Determinant of teacher performance
The achievement of organizational goals reflects the effectiveness of the principal's leadership. Meanwhile, if the school
employee (Teacher) assesses leadership effectiveness from the point of view of the satisfaction he feels. This study aims to
determine whether a principal's leadership and organizational commitment influence teacher performance by mediating job
satisfaction. The population in this study was all public junior high school teachers in Salatiga city who were government
employees. The sampling technique used is probability sampling technique. Testing the research hypothesis using SEM (Structural
Equation Modeling) analysis. The results showed that: (1) leadership has a positive effect on job satisfaction. (2) a positive effect
on performance. (3) commitment positively affects job satisfaction. (4) commitment has a positive effect on performance. (6) job
satisfaction has a positive effect on performance. So the principal try to increase loyalty by growing a willingness to sacrifice
through more awards with contributions from each individual in the junior high school school environment of the Salatiga city.
Keywords: principal's leadership, organizational commitment, and teacher performance
Determinant of Teacher Performance
This research is focused on knowing whether there is an influence of principal's leadership, and organizational commitment on the performance of SMP Negeri teachers in Salatiga City. The main objective is to find and analyze the magnitude of the effect of each variable so that the factors causing the low performance of SMP Negeri teachers in Salatiga City can be identified so that the findings of this study are expected to be taken into consideration and reference in determining policies in an effort that leads to
improvement. Teacher performance. This research is quantitative research with a survey method. The sampling technique used is the probability sampling technique. Data analysis used linear regression analysis techniques for testing the research model. The result of the research is that the principal's leadership and organizational commitment have the most significant influence on teacher performance.
This chapter introduces organizational behavior and discusses its key components. It addresses OB at the individual, group and organizational levels of analysis. The chapter also outlines four main challenges for OB: a changing social/cultural environment; an evolving global environment; advancing information technology; and shifting work/employment relationships. It provides examples and figures to illustrate core aspects of OB.
Organizational behavior draws from several contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. Psychology contributes to understanding individual behaviors related to learning, motivation, emotions, and decision making. Sociology examines group behaviors and dynamics within formal organizations. Social psychology focuses on how people influence each other through communication, attitudes, and group processes. Anthropology provides insights into organizational culture and environments across cultures. Political science informs how power and conflict operate within organizational systems.
Organizational behavior draws from several contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. It is an applied behavioral science that uses insights from these fields to study topics at the individual, group, and organizational level such as motivation, leadership, communication, and change. The goal is to understand, predict, direct, and influence human behavior in organizational settings.
Paper sharing_Personal Values and Ethical Behavior in Accounting Students YOU SHENG CHEN
This is my multi-variate analysis report.
paper from:Journal of Business Ethics
Mubako, G., Bagchi, K., Udo, G., & Marinovic, M. (2020).
And another one - Responsible Artificial Intelligence (AI) for Value Formation and Market Performance in Healthcare
from Information Systems Frontiers
Pradeep Kumar, Yogesh K. Dwivedi & Ambuj Anand (2021).
An Examination of Constructive Feedback, Trust towards Leaders and Self-Effic...Universiti Sains Malaysia
...This quantitative descriptive study aimed to identify the influence of trust towards leaders on the relationship between constructive feedback and self-efficacy of teaching. In particular, the objective of this study was to identify whether the affective- and cognition-based trust towards leaders to become a mediator in the relationship between constructive feedback and self-efficacy of teaching. A total of 411 lecturers randomly selected from the five polytechnics which successfully obtained an overall excellent performance including academic standards and quality management through the recognition of the polytechnic ratings. Data for this survey were collected through a questionnaire which was adapted from an instrument used by Steelman, Levy, and Snell (2004), McAllister (1995), and Tschannen-Moran and Hoy (2001). The results of multiple regression analysis showed that trust towards leaders influence positively and significantly on constructive feedback and self-efficacy of teaching. Trust towards leaders acts as a mediator on the relationship between constructive feedback and self-efficacy of teaching. In terms of the implications of this study show the role of the middle leader is especially important in fostering the trust among his followers to ensure that the feedback received and used effectively in developing the followers’ potential.
Organizational behavior is a field that studies how individuals, groups, and organizational structure influence behavior in organizations. It draws from various disciplines like psychology, sociology, social psychology, anthropology, and political science. The goal is to apply this knowledge to improve organizational effectiveness. Organizational behavior focuses on topics like motivation, leadership, communication, and change management. It also considers how the external environment impacts an organization. Studying organizational behavior helps people understand themselves and others, and prepares them for roles in organizations as members or managers.
In facing the change in the era of globalization, giving feedback cannot be overstated, particularly in the transformation of the present leaders. In the context of education, leaders must foster a culture of constructivefeedback to help followers developing their potential and talents and improving their work performance. Feedback delivered either formally or informally, helps to improve the performance of followers. Therefore, the feedback environment is believed to play an important role to improve the feedback interventions in organizations. Global assessment of the feedback environment focused on the followers’ perception on the source credibility, feedback quality, feedback delivery, favorable feedback, unfavorable feedback, source availability, and promoting feedback seeking (Steelman, Levy, & Snell, 2004). Previous studies explained that the feedback environment encourages behavior feedback on job performance among followers, integrate the followers in the social group at work, and identify their behavior with the expectations and standards fixed. In addition, the study also found that feedback environment that is conducive to increase the ability of individuals in accomplishing the task given. Indirectly, educators with high teaching self-efficacy will view the task as a challenge while educators with low self-efficacy will feel the challenge as a threat to themselves. Thus, it is believed that feedback environment particularly will be able to generate high self-efficacy among the educators.
This document introduces organizational behavior as a field of study that investigates how individuals, groups, and organizational structure impact behavior in organizations in order to improve effectiveness. It notes that several behavioral sciences, including psychology, social psychology, sociology, and anthropology, have contributed to the development of organizational behavior. Each discipline is analyzed at the individual, group, or organizational level and their key contributions to organizational behavior are outlined.
This document provides an introduction to organization behavior. It defines key terms like behavior, organization, and organization behavior. It discusses the benefits of studying organization behavior such as developing soft skills and enhancing individual and organizational effectiveness. It explains the relationship between behavior, productivity, and profitability - noting that productivity is key to sustaining profits. The document also discusses how behavior can be quantified and measured using metrics like count, rate, duration, response latency, and inter-response time. Finally, it defines personality and discusses the main determinants of personality as heredity and environment, providing examples of each.
This document discusses the contributing disciplines to organizational behavior. It states that organizational behavior is a field that studies how individuals, groups, and structure impact behavior in organizations. The key disciplines that contribute to organizational behavior are psychology, sociology, anthropology, social psychology, and political science. Each section provides a brief definition and overview of how each discipline relates to and informs the study of organizational behavior.
The document discusses organizational behavior and its significance. It lists the group members studying organizational behavior and some of the key factors that affect it like job satisfaction, leadership, organizational culture, and understanding employees. It also notes that organizational behavior takes an interdisciplinary approach and is an applied science that aims to improve productivity, develop good leaders, and better understand consumer behavior and employee motivation to improve efficiency and effectiveness.
Define organizational behavior (OB).
Describe what managers do.
Explain the value of the systematic study of OB.
List the major challenges and opportunities for managers to use OB concepts.
Identify the contributions made by major behavioral science disciplines to OB.
This presentation discusses organizational behaviour from an anthropological perspective. It introduces organizational behaviour as the study and application of knowledge about how individuals and groups behave within organizations. It notes that the major contributing behavioral science disciplines are anthropology, psychology, and sociology. Anthropology is defined as the study of societies and human activities, focusing on comparative attitudes, cross-cultural analysis, comparative values, and cultures. The differences between anthropology, psychology, and sociology are also outlined.
This document discusses the relationship between school climate and teacher commitment in Malaysia. It begins by introducing Malaysia's Vision 2020 plan to become a developed country, with education as a key part. School climate is defined as the philosophy, social networks, and resources that define a school. The roles of school climate include influencing teacher and student motivation, the learning environment, and collaboration between school members. Teacher commitment is important for school success and student achievement. The document then provides background on studies that have examined the concepts of school climate and organizational climate, and how these relate to teacher commitment and school outcomes. It introduces frameworks used to measure school climate dimensions like openness and health. The statement of the problem notes that teacher role is crucial for Malaysia's
The study investigated the predictors of collaborative behavior and on the job effectiveness among teachers. The population of the study involve teachers within Zaria metropolis. Hence, two hundred of them were purposively sampled for the purpose of the study. Three research questions were formulated to guide the study. The questionnaire was structured in a five point Liker scale system. Any item that achieve mean score of 3 point and above was taken to be accepted, while those that did not achieve that was taken as
rejected. All the items on interaction, relationship and motivation were found to be accepted by the respondents as critical variables for facilitating teachers’ collaboration and on the job effectiveness. It was found that constant interaction among teachers enhances collaboration and effectiveness. The study also revealed that the more teachers relate with one another, the more close they are and also influence each
other’s effectiveness. The study further showed that teachers motivation, influences effectiveness. It was therefore recommended that teachers themselves should establish mechanisms that would help them interact and relate more efficiently with one another on constant bases.
This document provides an overview of organizational behavior topics including: definitions of organizational behavior; why it is important; roles and skills in the workplace; how companies are changing using OB; goals, forces, and conflict processes of OB; challenges faced at work; categories of people in organizations; management functions and skills; OB variables; workforce diversity; cultural influences; ethics dilemmas; and the relationship between language, culture, and groups in organizations. It discusses these concepts over several sections and includes questions for discussion.
Behavioural Management Theory Abstract i.e, how to improve the behaviour of workers of organization.Therefore they will also feel as a part of the organization.
Investigating Organizational Citizenship Behaviors in Terms of Some Variables*inventionjournals
The aim of this study is to detect the perceptions of public primary school teachers regarding organizational citizenship behaviors in terms of some variables (gender, marital status and professional seniority). The research sample consists of randomly selected 346 teachers from 40 schools in the central district of Mardin, Turkey in the academic year of 2015-2016. “Organizational Citizenship Scale” translated from English by Polat (2007) was used in this study. Some of the important findings are; the item with the highest level related to the perceptions of public primary school teachers about organizational citizenship behaviors: “I care about protecting my colleagues’ rights (M=4.35, I completely agree), the item with the lowest level “I always tell people around me that I want to quit teaching (M=1.75, I strongly disagree)”. No significant difference was detected in the dimensions of the organizational citizenship behaviors with respect to the teachers’ gender. However, significant difference was detected just in the dimension of gentility related to the variable of marital status. Furthermore, significant difference was detected in gentility and conscientiousness regarding the seniority. Keywords: Organizational citizenship, pri
A study on impact of job characteristics on key attitudesAlexander Decker
This document discusses a study on the impact of job characteristics on the attitudes of faculty members at professional educational institutes. The study examined how factors like promotional opportunities, task variety, pay satisfaction, and professional development related to faculty commitment levels and job satisfaction. A survey of 251 faculty members found that promotional opportunities, task variety, pay, and participation in decision making were positively associated with higher job satisfaction and affective commitment, while participation related to increased normative commitment. The document provides context on factors that influence organizational commitment and job satisfaction, and their relationship to job characteristics.
A study on impact of job characteristics on key attitudesAlexander Decker
The document discusses a study that examines the impact of job characteristics like promotional opportunities, task variety, pay satisfaction, and professional development on the job satisfaction and organizational commitment of faculty members at professional educational institutes. It reviews literature on job characteristics, organizational commitment, job satisfaction, and the relationship between these factors. The study aims to understand how job characteristics influence the job attitudes of faculty members.
This document discusses barriers to the promotion of women teachers and the impact on their job satisfaction and attitudes towards work. It begins by introducing the topic and noting traditional beliefs that have prevented women from being seen as leaders. It then discusses intrinsic and extrinsic barriers that can hinder women's professional advancement. The objective and significance of studying this issue is presented. The research problem, hypotheses, scope, conceptual framework and literature review are also summarized. The methodology section outlines the research design, subjects, instruments, data collection procedures and statistical analysis that will be used in the study.
Determinant of Teacher Performance
This research is focused on knowing whether there is an influence of principal's leadership, and organizational commitment on the performance of SMP Negeri teachers in Salatiga City. The main objective is to find and analyze the magnitude of the effect of each variable so that the factors causing the low performance of SMP Negeri teachers in Salatiga City can be identified so that the findings of this study are expected to be taken into consideration and reference in determining policies in an effort that leads to
improvement. Teacher performance. This research is quantitative research with a survey method. The sampling technique used is the probability sampling technique. Data analysis used linear regression analysis techniques for testing the research model. The result of the research is that the principal's leadership and organizational commitment have the most significant influence on teacher performance.
This chapter introduces organizational behavior and discusses its key components. It addresses OB at the individual, group and organizational levels of analysis. The chapter also outlines four main challenges for OB: a changing social/cultural environment; an evolving global environment; advancing information technology; and shifting work/employment relationships. It provides examples and figures to illustrate core aspects of OB.
Organizational behavior draws from several contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. Psychology contributes to understanding individual behaviors related to learning, motivation, emotions, and decision making. Sociology examines group behaviors and dynamics within formal organizations. Social psychology focuses on how people influence each other through communication, attitudes, and group processes. Anthropology provides insights into organizational culture and environments across cultures. Political science informs how power and conflict operate within organizational systems.
Organizational behavior draws from several contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. It is an applied behavioral science that uses insights from these fields to study topics at the individual, group, and organizational level such as motivation, leadership, communication, and change. The goal is to understand, predict, direct, and influence human behavior in organizational settings.
Paper sharing_Personal Values and Ethical Behavior in Accounting Students YOU SHENG CHEN
This is my multi-variate analysis report.
paper from:Journal of Business Ethics
Mubako, G., Bagchi, K., Udo, G., & Marinovic, M. (2020).
And another one - Responsible Artificial Intelligence (AI) for Value Formation and Market Performance in Healthcare
from Information Systems Frontiers
Pradeep Kumar, Yogesh K. Dwivedi & Ambuj Anand (2021).
An Examination of Constructive Feedback, Trust towards Leaders and Self-Effic...Universiti Sains Malaysia
...This quantitative descriptive study aimed to identify the influence of trust towards leaders on the relationship between constructive feedback and self-efficacy of teaching. In particular, the objective of this study was to identify whether the affective- and cognition-based trust towards leaders to become a mediator in the relationship between constructive feedback and self-efficacy of teaching. A total of 411 lecturers randomly selected from the five polytechnics which successfully obtained an overall excellent performance including academic standards and quality management through the recognition of the polytechnic ratings. Data for this survey were collected through a questionnaire which was adapted from an instrument used by Steelman, Levy, and Snell (2004), McAllister (1995), and Tschannen-Moran and Hoy (2001). The results of multiple regression analysis showed that trust towards leaders influence positively and significantly on constructive feedback and self-efficacy of teaching. Trust towards leaders acts as a mediator on the relationship between constructive feedback and self-efficacy of teaching. In terms of the implications of this study show the role of the middle leader is especially important in fostering the trust among his followers to ensure that the feedback received and used effectively in developing the followers’ potential.
Organizational behavior is a field that studies how individuals, groups, and organizational structure influence behavior in organizations. It draws from various disciplines like psychology, sociology, social psychology, anthropology, and political science. The goal is to apply this knowledge to improve organizational effectiveness. Organizational behavior focuses on topics like motivation, leadership, communication, and change management. It also considers how the external environment impacts an organization. Studying organizational behavior helps people understand themselves and others, and prepares them for roles in organizations as members or managers.
In facing the change in the era of globalization, giving feedback cannot be overstated, particularly in the transformation of the present leaders. In the context of education, leaders must foster a culture of constructivefeedback to help followers developing their potential and talents and improving their work performance. Feedback delivered either formally or informally, helps to improve the performance of followers. Therefore, the feedback environment is believed to play an important role to improve the feedback interventions in organizations. Global assessment of the feedback environment focused on the followers’ perception on the source credibility, feedback quality, feedback delivery, favorable feedback, unfavorable feedback, source availability, and promoting feedback seeking (Steelman, Levy, & Snell, 2004). Previous studies explained that the feedback environment encourages behavior feedback on job performance among followers, integrate the followers in the social group at work, and identify their behavior with the expectations and standards fixed. In addition, the study also found that feedback environment that is conducive to increase the ability of individuals in accomplishing the task given. Indirectly, educators with high teaching self-efficacy will view the task as a challenge while educators with low self-efficacy will feel the challenge as a threat to themselves. Thus, it is believed that feedback environment particularly will be able to generate high self-efficacy among the educators.
This document introduces organizational behavior as a field of study that investigates how individuals, groups, and organizational structure impact behavior in organizations in order to improve effectiveness. It notes that several behavioral sciences, including psychology, social psychology, sociology, and anthropology, have contributed to the development of organizational behavior. Each discipline is analyzed at the individual, group, or organizational level and their key contributions to organizational behavior are outlined.
This document provides an introduction to organization behavior. It defines key terms like behavior, organization, and organization behavior. It discusses the benefits of studying organization behavior such as developing soft skills and enhancing individual and organizational effectiveness. It explains the relationship between behavior, productivity, and profitability - noting that productivity is key to sustaining profits. The document also discusses how behavior can be quantified and measured using metrics like count, rate, duration, response latency, and inter-response time. Finally, it defines personality and discusses the main determinants of personality as heredity and environment, providing examples of each.
This document discusses the contributing disciplines to organizational behavior. It states that organizational behavior is a field that studies how individuals, groups, and structure impact behavior in organizations. The key disciplines that contribute to organizational behavior are psychology, sociology, anthropology, social psychology, and political science. Each section provides a brief definition and overview of how each discipline relates to and informs the study of organizational behavior.
The document discusses organizational behavior and its significance. It lists the group members studying organizational behavior and some of the key factors that affect it like job satisfaction, leadership, organizational culture, and understanding employees. It also notes that organizational behavior takes an interdisciplinary approach and is an applied science that aims to improve productivity, develop good leaders, and better understand consumer behavior and employee motivation to improve efficiency and effectiveness.
Define organizational behavior (OB).
Describe what managers do.
Explain the value of the systematic study of OB.
List the major challenges and opportunities for managers to use OB concepts.
Identify the contributions made by major behavioral science disciplines to OB.
This presentation discusses organizational behaviour from an anthropological perspective. It introduces organizational behaviour as the study and application of knowledge about how individuals and groups behave within organizations. It notes that the major contributing behavioral science disciplines are anthropology, psychology, and sociology. Anthropology is defined as the study of societies and human activities, focusing on comparative attitudes, cross-cultural analysis, comparative values, and cultures. The differences between anthropology, psychology, and sociology are also outlined.
This document discusses the relationship between school climate and teacher commitment in Malaysia. It begins by introducing Malaysia's Vision 2020 plan to become a developed country, with education as a key part. School climate is defined as the philosophy, social networks, and resources that define a school. The roles of school climate include influencing teacher and student motivation, the learning environment, and collaboration between school members. Teacher commitment is important for school success and student achievement. The document then provides background on studies that have examined the concepts of school climate and organizational climate, and how these relate to teacher commitment and school outcomes. It introduces frameworks used to measure school climate dimensions like openness and health. The statement of the problem notes that teacher role is crucial for Malaysia's
The study investigated the predictors of collaborative behavior and on the job effectiveness among teachers. The population of the study involve teachers within Zaria metropolis. Hence, two hundred of them were purposively sampled for the purpose of the study. Three research questions were formulated to guide the study. The questionnaire was structured in a five point Liker scale system. Any item that achieve mean score of 3 point and above was taken to be accepted, while those that did not achieve that was taken as
rejected. All the items on interaction, relationship and motivation were found to be accepted by the respondents as critical variables for facilitating teachers’ collaboration and on the job effectiveness. It was found that constant interaction among teachers enhances collaboration and effectiveness. The study also revealed that the more teachers relate with one another, the more close they are and also influence each
other’s effectiveness. The study further showed that teachers motivation, influences effectiveness. It was therefore recommended that teachers themselves should establish mechanisms that would help them interact and relate more efficiently with one another on constant bases.
This document provides an overview of organizational behavior topics including: definitions of organizational behavior; why it is important; roles and skills in the workplace; how companies are changing using OB; goals, forces, and conflict processes of OB; challenges faced at work; categories of people in organizations; management functions and skills; OB variables; workforce diversity; cultural influences; ethics dilemmas; and the relationship between language, culture, and groups in organizations. It discusses these concepts over several sections and includes questions for discussion.
Behavioural Management Theory Abstract i.e, how to improve the behaviour of workers of organization.Therefore they will also feel as a part of the organization.
Investigating Organizational Citizenship Behaviors in Terms of Some Variables*inventionjournals
The aim of this study is to detect the perceptions of public primary school teachers regarding organizational citizenship behaviors in terms of some variables (gender, marital status and professional seniority). The research sample consists of randomly selected 346 teachers from 40 schools in the central district of Mardin, Turkey in the academic year of 2015-2016. “Organizational Citizenship Scale” translated from English by Polat (2007) was used in this study. Some of the important findings are; the item with the highest level related to the perceptions of public primary school teachers about organizational citizenship behaviors: “I care about protecting my colleagues’ rights (M=4.35, I completely agree), the item with the lowest level “I always tell people around me that I want to quit teaching (M=1.75, I strongly disagree)”. No significant difference was detected in the dimensions of the organizational citizenship behaviors with respect to the teachers’ gender. However, significant difference was detected just in the dimension of gentility related to the variable of marital status. Furthermore, significant difference was detected in gentility and conscientiousness regarding the seniority. Keywords: Organizational citizenship, pri
A study on impact of job characteristics on key attitudesAlexander Decker
This document discusses a study on the impact of job characteristics on the attitudes of faculty members at professional educational institutes. The study examined how factors like promotional opportunities, task variety, pay satisfaction, and professional development related to faculty commitment levels and job satisfaction. A survey of 251 faculty members found that promotional opportunities, task variety, pay, and participation in decision making were positively associated with higher job satisfaction and affective commitment, while participation related to increased normative commitment. The document provides context on factors that influence organizational commitment and job satisfaction, and their relationship to job characteristics.
A study on impact of job characteristics on key attitudesAlexander Decker
The document discusses a study that examines the impact of job characteristics like promotional opportunities, task variety, pay satisfaction, and professional development on the job satisfaction and organizational commitment of faculty members at professional educational institutes. It reviews literature on job characteristics, organizational commitment, job satisfaction, and the relationship between these factors. The study aims to understand how job characteristics influence the job attitudes of faculty members.
This document discusses barriers to the promotion of women teachers and the impact on their job satisfaction and attitudes towards work. It begins by introducing the topic and noting traditional beliefs that have prevented women from being seen as leaders. It then discusses intrinsic and extrinsic barriers that can hinder women's professional advancement. The objective and significance of studying this issue is presented. The research problem, hypotheses, scope, conceptual framework and literature review are also summarized. The methodology section outlines the research design, subjects, instruments, data collection procedures and statistical analysis that will be used in the study.
Organizational behavior (OB) is the study of how individuals and groups act within organizations and how organizations manage their environments. OB focuses on improving productivity by understanding employee behavior and predicting human behavior in organizations. Behavior is generally predictable but depends on circumstances. To study OB effectively requires a systematic, evidence-based approach rather than just common sense. OB draws from various disciplines like psychology, sociology, and political science to analyze behavior at the individual, group, and organizational levels.
This document summarizes research on contextual variables that influence organizational learning and evaluative inquiry in elementary schools. The research had three aims: 1) identify which contextual variables support organizational learning in schools, 2) determine if evaluative inquiry can be predicted from these variables, and 3) identify the best predictor of evaluative inquiry. The results found that a majority of schools lacked most contextual variables, but in schools that had them, evaluative inquiry could be predicted and was best predicted by supportive school systems and structures.
This document summarizes research on contextual variables that influence organizational learning and evaluative inquiry in elementary schools. The research had three aims: 1) identify which contextual variables support organizational learning in schools, 2) determine if evaluative inquiry can be predicted from these variables, and 3) identify the best predictor of evaluative inquiry. The results found that a majority of schools lacked most contextual variables, though in schools that had them, evaluative inquiry could be predicted and was best predicted by supportive school systems and structures.
This study investigated the impact of job satisfaction and demographic factors on organizational commitment among teachers at Girls' College in Pune, India. A survey was conducted of 52 teaching staff. The study revealed:
1) There was a significant positive relationship between job satisfaction and organizational commitment. Teachers who were more satisfied in their jobs showed higher levels of commitment to the organization.
2) There was a significant positive relationship between age and organizational commitment. Older teachers tended to be more committed to the organization.
3) There was a significant negative relationship between education level and organizational commitment. Teachers with higher levels of education tended to be less committed to the organization.
The study recommends improving teachers' salaries and working conditions to increase job
Presentation by Dr. David Guest on "Employee Engagement: A Path to Organisati...OECD Governance
This presentation by Dr. David Guest from King's College, was made at the Lead, Engage, Perform expert meeting on public employment and management, OECD, 21-22 January 2015. For further information please see http://www.oecd.org/gov/pem/lead-engage-perform-expert-meeting.htm
Job satisfaction level among public and private university teachersAhasan Uddin Bhuiyan
This document discusses a study on job satisfaction among public and private university teachers in Bangladesh. It provides background information on public and private universities in Bangladesh. The objectives of the study are outlined, along with the research methodology used which included questionnaires distributed to teachers. Key findings from the questionnaires are presented in tables, including teachers' levels of satisfaction with different job aspects. Public university teachers reported being satisfied with factors like independence, work environment, and promotion, while private university teachers cited salary and job security as satisfiers. Recommendations are made to improve job satisfaction among both groups of teachers.
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Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...SkillCertProExams
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4. Abstract
• Purpose: to compare organizational identification (OI) and
organizational citizenship behaviors (OCB) of public and private
preschool teachers.
• Participants included 159 teachers from diverse school backgrounds
with a wide range of teaching experience.
• Using Multivariate Analysis of Variance.
• The results of the study indicated that there was a statistically
significant difference in teachers’ organizational citizenship behaviors
and organizational identification based on their job status
5. I. Introduction
OCB (Organizational citizenship behaviors) is a
person's voluntary commitment within an organization
or company that is not part of his or her contractual
tasks has been studied since the late 1970s.
Organizational citizenship behavior deals with the
actions and behaviors that are not required by
workers.
6. I. Introduction
OI (Organizational identification) is a term used
in management studies and organizational
psychology which refers to the degree to which
employees define themselves as a member of the
organization and to what extent they experience
a sense of oneness with it, it’s values, brand,
methods etc.
8. Method
2.1. Participant
159 preschool teachers
- diverse school backgrounds
- n=75 public school; n= 84 private school
- a wide range of teaching experience (avg. 6.7 years; standard
deviation [SD] 6.24, median 5, range 1–40)
9. Method
2.2. Measurement
• Organizational Citizenship Behavior Scale (DiPaola, Tarter, & Hoy, 2005)
12-item Likert-type scale that measures the degree to which the teaching
faculty of a school engages in organizational citizenship behavior, the higher
the score, the greater the extent of organizational citizenship of the school
Each item was answered by using a 1–5 rating scale
Cronbach’s alpha inter reliability coefficient of the scale was 0.90
10. Method
• Organizational Identification Scale (Mael & Ashforth, 1992)
A six-item Likert-type scale
Each item was answered by using a 1–5 rating scale numbered from 1
(Strongly agree), through 3 (Neither agree nor disagree), to 5 (Strongly
disagree)
Total scores could range from 6 to 30 with higher scores indicating
stronger organizational identity (alpha=.85).
In the present study, Cronbach’s alpha reliability coefficient of the scale
was 0.83
12. - We use Pearson correlation coefficient to examine
the relationship between teachers’ organizational
citizenship behaviors (OCB) and organizational
identification (OI).
Result
13. Result
r(159)=0.52,
p <0.01
found to be
statistically
significant
indicating a
moderate positive
relationship between
OCB (M=45.08) and
OI (M=23.91).
Correlation coefficients are
from -1 to 1. If the correlation
coefficient is positive (r> 0)
means positive
The smaller the P value, the
higher the reliability of the
conclusion and the greater the
value of its effect
14. Result
- We use Multivariate Analysis of Variance to test differences between
public and private school teachers in OCB and OI.
The Box’s Test of Equality of
Covariance Matrices
The Levene’s Test of Equality of
Error Variances
15. Result
The Box’s Test of Equality
of Covariance Matrices
Box’s M (5.958;
p=0.12)
was not significant
indicating that there are
no significant differences
between the covariance
matrices.
16. Result
The Levene’s Test of
Equality of Error
Variances
OCB: p=0.52
OI: p=0.97
not significant for both
dependent variables. It
means the variances of
each variable are equal
across the groups
17. Result
- The results:
The OCB levels of private school teachers (M=46.67)
were higher than public school teachers (M=43.32)
The OI level of private school teachers (M=24.80) were
higher than public school teachers (M=22.91)
19. Result
There was a statistically significant difference
in teachers’ organizational citizenship behaviors and
organizational identification based on job status.
21. 4. Conclusion
• The purpose of the present study was to compare organizational
identification and organizational citizenship behaviors of
state and private preschool teachers.
• Differences between public and private school teachers in
organizational citizenship behaviors and organizational
identification were tested using Multivariate Analysis of
Variance.
22. • The study findings show that teachers’ organizational citizenship behaviors had a
moderate positive relationship to organizational identification.
• Riketta (2005), the motivation for organizational citizenship behaviors may stem
from internalization of organizational norms and emotional attachment to the
organization. These two variables, however, are at the core of most definitions
and measures of OI.
• Bergami and Bagozzi (2000) and Dukerich et al. (2002) also found that
organizational identification has a significant positive relationship to
organizational citizenship behavior.
• There was a statistically significant difference in teachers’ organizational
citizenship behaviors and organizational identification based on job status after
studied.
• Teachers’ job status has a statistically significant effect on both organizational
citizenship behaviors and organizational identification.
4. Conclusion
23. • Honingh and Oort (2009) have stated organizational behavior of employees in public
sector and private sector organizations differs. For instance because of difference in
monitoring and evaluation of performance, the visibility of individual efforts in
private schools is higher than public schools.
• Organizational citizenship behaviors are based on the principle of reciprocity or
social exchange (Kamdar, McAllister, & Turban, 2006; Wat & Shaffer, 2005).
• Social exchange theory is a model of human behavior; employees’ desires to
maximize rewards and minimize losses support the interactions between them and
the organization or its representatives (Wat & Shaffer, 2005).
• Generally, high quality social exchange relationships are likely to motivate
employees to engage in behaviors (Rhoades, Eisenberger, & Armeli, 2001; Sluss,
Klimchak, & Holmes, 2008). On the other hand, private schools are generally
considered more prestigious in Turkey.
4. Conclusion
24. • According to Dutton et al. (1994), members may feel proud to
belong to an organization that is believed to have socially valued
characteristics.
• Mael and Ashforth (1992) asserted that perceived competition is
antecedent of identification with organization. They noted that
during competition, group boundaries are drawn more sharply,
values and norms are underscored, and increase school spirit.
• Organizational citizenship behaviors levels of private school
teachers were found higher than public school teachers in this
study. Similarly, the strength of organizational identification of
private school teachers also was higher than public school
teachers.
4. Conclusion
25. • Goulet and Frank (2002) compared employees in public, non-profit
and for-profit organizations, and found that private sector employees
were the most identified with their organizations.
• Similarly, Honingh and Oort (2009) found that teachers in privately
funded schools in the vocational sector identified with their schools
more than their colleagues working in publicly funded schools.
• Feather and Rauter (2004) also found that organizational citizenship
behavior was higher in private schools in comparison to that of the
public schools. Thus, these findings of the study confirm results
obtained in prior studies.
4. Conclusion