The document summarizes a study that examined the effect of a high-commitment work system (HCWS) on organization citizenship behavior (OCB) at Zain Telecom Company in Jordan. The study found that HCWS and OCB were both rated highly by employees. HCWS was found to positively influence all dimensions of OCB, including altruism, conscientiousness, and sportsmanship. The study recommends that Zain Telecom continue to emphasize HCWS to further improve OCB.
Gender Differences on Organizational Commitment: Empirical Evidence from Empl...AJSSMTJournal
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Organizational commitment is considered as a crucial factor that has a direct impact on
organizational outcomes. A systematic empirical study was carried out to address the existing contextual gap
and intellectual curiosity on gender differences in organizational commitment on apparel industry workers of Sri
Lanka. The main objective of the study was to investigate whether there is a significant difference among male
and female employees in terms of the level of organizational commitment in the apparel industry of Sri Lanka.
This is an analytical nature study and unit of analysis is individual employees. The survey method was utilized,
and 100 employees responded to the author developed questionnaire using random sampling technique. The
instrument used to measure organizational commitment was adopted by Allen and Meyersâ standard
questionnaire which consists of a multi-component model include; affective commitment, continuance
commitment, and normative commitment. Reliability and validity of the instruments used were assured. The
empirical findings revealed that there is no significant difference between male and female employees in terms
of organizational commitment in the apparel industry of Sri Lanka.
Group #2 Report on "Organizational Behavior" for PA3 - Management in Organizations, College of Public Administration - Tarlac State University. Authored by Omar Navarro Dimarucot
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
trends in OB,conscience mngmt,ict &its influenceSuryadev Maity
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TRENDS IN ORGANISATIONAL BEHAVIOUR
CONSCIOUS
CONSCIENCE MANAGEMENT
ICT & ITS INFLUENCE ON BEHAVIOURAL DIMENSIONS
GEN NEXT ORIENTATION
RELATIONSHIP ORIENTATION FOR IMPROVED PRODUCTIVITY & LACK OF FORMAL AUTHORITY
Organizations can be said to be a system or combination of systems which is dependent on the structure of the organization, the people working inside the organization and behaviour, the technology that is being used inside an organization, etc.
Gender Differences on Organizational Commitment: Empirical Evidence from Empl...AJSSMTJournal
Â
Organizational commitment is considered as a crucial factor that has a direct impact on
organizational outcomes. A systematic empirical study was carried out to address the existing contextual gap
and intellectual curiosity on gender differences in organizational commitment on apparel industry workers of Sri
Lanka. The main objective of the study was to investigate whether there is a significant difference among male
and female employees in terms of the level of organizational commitment in the apparel industry of Sri Lanka.
This is an analytical nature study and unit of analysis is individual employees. The survey method was utilized,
and 100 employees responded to the author developed questionnaire using random sampling technique. The
instrument used to measure organizational commitment was adopted by Allen and Meyersâ standard
questionnaire which consists of a multi-component model include; affective commitment, continuance
commitment, and normative commitment. Reliability and validity of the instruments used were assured. The
empirical findings revealed that there is no significant difference between male and female employees in terms
of organizational commitment in the apparel industry of Sri Lanka.
Group #2 Report on "Organizational Behavior" for PA3 - Management in Organizations, College of Public Administration - Tarlac State University. Authored by Omar Navarro Dimarucot
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
trends in OB,conscience mngmt,ict &its influenceSuryadev Maity
Â
TRENDS IN ORGANISATIONAL BEHAVIOUR
CONSCIOUS
CONSCIENCE MANAGEMENT
ICT & ITS INFLUENCE ON BEHAVIOURAL DIMENSIONS
GEN NEXT ORIENTATION
RELATIONSHIP ORIENTATION FOR IMPROVED PRODUCTIVITY & LACK OF FORMAL AUTHORITY
Organizations can be said to be a system or combination of systems which is dependent on the structure of the organization, the people working inside the organization and behaviour, the technology that is being used inside an organization, etc.
M&OB - Introduction to Organizational Behaviorlearnito
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Definition and Goals of Organizational Behavior (OB) Studies
Key Forces influencing OB
Characteristics of OB
Contributing Disciplines of OB
Fundamental Concepts of OB
Organizational Behavior Systems
OB Models
Social Systems and Organizational Culture
Approaches to and Limitations of OB
Organisational Behaviour: Meaning â Elements â Need and importance â Approaches â Models â Levels - Global scenario â Socio, cultural, political and economic differences and their influence on International Organisational behaviour â Future of Organisational behaviour.
This assignment was done for a student staying in London. The topic was organizational behavior. I know that the topic is very easy, but in some case, it gets hard to find the correct answers. I am uploading it so that the other students and learners get assistance in their assignment writing on the topic.
M&OB - Introduction to Organizational Behaviorlearnito
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Definition and Goals of Organizational Behavior (OB) Studies
Key Forces influencing OB
Characteristics of OB
Contributing Disciplines of OB
Fundamental Concepts of OB
Organizational Behavior Systems
OB Models
Social Systems and Organizational Culture
Approaches to and Limitations of OB
Organisational Behaviour: Meaning â Elements â Need and importance â Approaches â Models â Levels - Global scenario â Socio, cultural, political and economic differences and their influence on International Organisational behaviour â Future of Organisational behaviour.
This assignment was done for a student staying in London. The topic was organizational behavior. I know that the topic is very easy, but in some case, it gets hard to find the correct answers. I am uploading it so that the other students and learners get assistance in their assignment writing on the topic.
Similar to The Effect of a High-Commitment Work System on Improve Organization Citizenship Behavior: An Empirical Study in Zain Telecom Company in Jordan
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
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This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staffâs performance.4) Working environment impacts positively and significantly to staffâs performance. 5) Leadershipstyleimpacts positively and significantly to staffâs performance
Talent Retention and Employeesâ Resilience of Telecommunication Companies in ...Premier Publishers
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This study investigated the relationship between talent retention and employee resilience of telecommunication companies in Rivers State, Nigeria. Talent retention was conceptualized the independent variable while interpersonal competence, adaptability, and pro-activeness were used as measures of the dependent variable. The study adopted the cross-sectional survey in its investigation of the variables. The primary source of data was generated through a self- administered questionnaire. A sample of one hundred and nine (109) respondents were drawn from a population of one hundred and thirty-four (134) respondents, using the Taro Yamaneâs formula for sample size determination. The research instrument was validated through the supervisorâs vetting and approval while the reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. Data generated were analyzed and presented using both descriptive and inferential statistical techniques. The hypotheses were tested using the Spearmanâs Rank Order Correlation Statistics. The tests were carried out at a 95% confidence interval and a 0.05 level of significance. Empirical findings revealed that talent retention positively and significantly influences employee resilience of telecommunication companies in Rivers State, Nigeria. The result of the findings further revealed that talent retention of telecommunication companies in Rivers State, Nigeria gave rise to interpersonal competence, adaptability, and pro-activeness. The study recommends that management of telecommunication companies should do their best to retain employees who have been a positive impact on the companies and use it to motivate other employees working within the designated department in the company.
Influence of Human Resource Management Practices on The Creativeness and Inno...AI Publications
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This logical exploration represents the impact of the human asset the board rehearses on the imagination and development with the medium variable which is expertise this investigation shows the significance of human asset the executives in the mechanical firms likewise rises the parts of the human asset the board cycle to expand the representative's innovativeness and advancement. To achieve this points, five organizations have been chosen to react the poll the absolute populace of the examination is 130 workers, at that point gather the information from the representatives and investigation it, to test this data the SPSS program v.25 has been utilized, In this examination attempt to show how human asset the board components sway on advancement likewise how it impacts on inventiveness and show how the human asset the executives impact on the aptitude. For the most part, this examination focuses on five significant elements of the human asset the board rehearses which are, strengthening, position investigation, preparing, pay, and work, and each factor contain a few inquiries along these lines, to diminish the factors, factor examination done. Additionally, in this investigation, the dependability shows there is a decent consistency estimation of the information, and the connection shows that there is a positive and huge connection between factors likewise, it outlines that there is a decent degree of the connection between factors. At last, the relapse investigation factually pointed there is an effect of human asset the executives rehearses on every one of advancement, innovativeness, and aptitude along these lines, the end concurs with the segments of HRMP which acknowledged by relapse examination and their impact on development, imagination, and expertise.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
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Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
The effect of motivation of labour, cost and productivity on nigerian constru...ResearchWap
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The Study Is About The Effect Of Motivation Of Labour, Cost And Productivity On Nigerian Construction Industry (A Case Study Of Marlum Construction Company, Benin)
Impact of Employee Engagement on PerformanceIJAEMSJORNAL
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Employee engagement is a vast concept and has a wide area of interpretation and thus each organisation interprets the meaning of employee engagement on its own terms, knowledge, and culture. Employee engagement is a relationship between the employee and the enterprise, an engaged employee is the one who is entirely engrossed in and ardent about their work and so takes positive steps to further the organisation's prestige and interests. The construct employee engagement is built on the foundation of concepts like organisation citizenship behaviour, employee commitment, and job satisfaction. Though it relates to and besets these concepts but employee engagement is broader in scope. In today's scenario organisations have started looking out for ways more stronger than only monetary incentives to keep employees involved and work towards goals, hence comes the role of employee engagement which helps the employees realise they are a part of the organisation and thus employees are emotionally connected to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going an extra mile beyond the employment contractual agreement assuming all their efforts leads to the growth of what already belongs to them. Since Employee engagement is a fairly novel concept thus a lot of measurement metrics are not present to find out direct relationship between employee engagement and its impact on the performance of employees thus the purpose of this paper is to find out an Impact of employee engagement on the performance of the employees.
Exploring the Relationship between HR Practices and Employee Retention: A Stu...AI Publications
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This academic article investigates the relationship between HR practices and employee retention within the tech industry. The study aims to analyze how specific HR practices impact employee retention and provide insights into effective strategies for organizations. The research sample includes 338 administrative staff members from various tech companies. The study employs a quantitative approach, conducting reliability analysis and regression analysis using SPSS to analyze the collected data.
Process of appraisal of company pay role workers and staff, skilled & unskil...Alexander Decker
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International peer-reviewed academic journals call for papers, http://www.iiste.org/Journals
Similar to The Effect of a High-Commitment Work System on Improve Organization Citizenship Behavior: An Empirical Study in Zain Telecom Company in Jordan (20)
Impact of Green Attitude on Green Work Behavior: An Empirical Study of Employ...AJSSMTJournal
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As interesting and important areas, Green Attitude (GA) and Green Work Behavior (GWB) are
examined considering the employees in a Sri Lankan tiles manufacturing company. The main objective of the
study is to explore the impact of GA on employeesâ GWB. Using simple random sampling, 81 employees were
selected as the sample and primary data were gathered using two self-developed instruments regarding to GA
and GWB. Univariate and bivariate analyses were conducted to analyze the data and the main finding of the
study is that there is a positive and significant impact from GA on GWB of the employees in the selected tiles
manufacturing company. As the recommendation of the study authors instruct the companies in the tiles
manufacturing industry to develop employeesâ green attitude for the better work behavior in greening
The Effect of Competence and Teacher Certification on Performance of âVocatio...AJSSMTJournal
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This study aims to determine the effect of teacher competency and certification on teacher
performance with motivation as an intervening variable. This research is motivated by the still low competency
of teachers, not all teachers who carry out their tasks well, teachers' motivation is still low, teacher's
performance has not reached the target in SMK Kerinci Regency. The research method with a quantitative
approach with the path analysis method. Data collection techniques with questionnaires, observation and
interviews. The respondents of this study were 53 Vocational High School Teachers in Kerinci Regency. The
sampling method uses the total sampling method in which the entire population in this study is the research
sample. Hypothesis testing was calculated with the IBM Statistical Package for Social Science (SPSS) program
version 24.0.
The results of this study found that competence has a significant effect on teacher motivation, teacher
certification has a significant effect on teacher motivation, motivation has a significant effect on teacher
performance, competence has a significant effect on teacher performance, teacher certification has a significant
effect on teacher performance, competence has no significant effect on performance with motivation as an
intervening variable, and teacher certification has a significant effect on performance with motivation as an
intervening variable on Vocational High School Teachers in Kerinci Regency.
Teaching with Frequent Tests and its Consequences on Studentsâ Performance in...AJSSMTJournal
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The intricacies of good teaching are known only to experienced teachers. Teaching is assessment
and, learning and retention are functions of regular testing. This study theorises classroom assessments and
links them with implicit theories of learning and retention of knowledge. The subjects of the study were
motivated to maintain the momentum of learning through taking regular tests and subjected to counselling and
regular feedback on the tests they took. The study analysed statistically semester results for five different year
groups of students taught Quantum Mechanics by the same lecturer who adopted weekly testing. The results
show substantial continuous improvements in studentsâ academic achievement. The results may be indictments
on lecturers who do not use classroom tests to motivate studentsâ learning.
The Effect of Competence and Organizational Culture on Work Motivation and It...AJSSMTJournal
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This study aims to determine the purpose of competence and organizational culture on employee
performance with motivation as a mediating variable. This research is motivated by level of employee ability or
employee competency is still low so that employee performance becomes difficult to achieve, relations between
colleagues in the organization are still low, Employee motivation and encouragement from the organization still
cannot impact employee performance and the performance of employees who are still not stable so that target
institutions have not been achieved.
The research method with a quantitative approach with the path analysis method. Data collection techniques
with questionnaires, observation and interviews. The respondents of this study were 42 employees of Kayu Aro
Barat District. The sampling method uses the total sampling method in which the entire population in this study
is the research sample. Hypothesis testing was calculated with the IBM Statistical Package for Social Science
(SPSS) program version 24.0.
The results of this study found that competence has a significant effect on work motivation, organizational
culture has a significant effect on work motivation, work motivation has a significant effect on employee
performance, competence has a significant effect on employee performance, organizational culture has a
significant effect on employee performance, work motivation as a mediating variable does not have a significant
effect between competence and employee performance, work motivation as a mediating variable does not have
a significant effect between organizational culture and employee performance at Kayu Aro Barat District Kerinci
Regency.
Effects of Perceived Workplace Incivility on Presenteeism Perceptions: A Rese...AJSSMTJournal
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There are many different presenteeism conceptualizations in the business literature, and despite
some insights about underlaying presenteeism factors, further research is still needed in this emerging area. One
of such factors is claimed to be incivility within the business context. There is, however, not ample research about
these factorâs connections with presenteeism itself. Taking this gap into account, the aim of this study is to
scrutinize any possible effects of business membersâ perceived workplace incivility on their presenteeism
perceptions. Data are collected via questionnaires from the members of small and medium sized enterprises
(SMEs) in Ikitelli Organized Industrial Zone in Istanbul, Turkey. A total of 183 participants are contacted. There is a
statistically significant connection between the participantsâ perceived incivility and presenteeism, implying that
these two negative business aspects are actually related. This finding clearly points out that perceptions of
undesirable, rude, and negative behaviors in the work context is a motivator of the participantsâ unwillingness to
be present in their business environment. It is also noteworthy that the perceived incivility is a monolithic aspect,
whereas the perception of presenteeism is composed of perceptions about negativities and resistance, both of
which are related to issues in business context.
Switching Among Brands of Poultry Feeds: The Egg Farmersâ Acuity in Ogun Stat...AJSSMTJournal
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In spite of the contribution of poultry to the protein intake and income generation of the growing
population of Nigeria, not many studies have been instituted at understanding the switching behaviour of the
poultry farmers when they make purchases of their major inputs, feed, which empirical evidences showed to
constitute about three-quarter of the variable cost of production. This study was therefore conducted to
address the gap by analysing primary data obtained from 480 poultry Egg-farmers in Ogun State through a
multistage sampling technique. The results revealed that poultry is a male dominated enterprise cutting across
two major religions in the country. Many of the farmers had been in operation for more than eight years and
are relatively educated with a mean age of 41 years. The Switching Cost (Monetized) indicated that, costs was
highest with Top feed users who opted for Vital feed at N2.20/bird/day and least for users of Hybrid who
considered Premium as an option at N0.12/bird/day. Similarly, Switching Cost (Psychological) revealed that
switching from Top feed to Premium feed will also be highest at 4.8 units and least with Hybrid to Chikun at
3.3 units. The study therefore recommended that feed producers should imbibe ways of increasing the likely
switching cost, both monetized and psychological that an Egg-farmer may incur if he switches to the Next Best
Alternative Brand through sound relationship management, lock-in programmes and reward of loyalty
Moonlighting as âCoping Strategyâ for Irregular Payment of Salaries in Nigeri...AJSSMTJournal
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Moonlighting, a latent but real phenomenon in the Nigerian economic experience is being
considered alongside irregular workersâ monthly salary in Nigeria which has been on since 2015. Moonlighting
- keeping several jobs simultaneously under different employers as an employee, is more real in the western
world due to increasing legal control. In general, it is referred to as âhustlingâ, âmultiple runsâ, extra pursuits, or
âPiPisâ in several contexts. Data was collected from 323 respondents from 4 Local Government Area
secretariats in Ekiti state through multistage sampling procedure. Statistics indicate a significant relationship [r
(323) = 0.47, p < .05] between workersâ irregular monthly salaries and the practice of moonlighting among
these public servants in Ekiti state. The affinity between irregular monthly salary and moonlighting has
significantly impacted job commitment deficit [r (323) = 0.47, p < .05]. Employees who experience high
irregularities in their salary tend to engage more in moonlighting (Mean=17.71; Std.Dev=4.96), than those who
have little experience of salary irregularities (Mean=15.77; Std.Dev=4.01). Employees who engage more in
moonlighting tend to be less committed (Mean=19.64; SD=3.77), in comparison with those who are less
engaged in moonlighting (Mean=20.30; Std.Dev=3.56). The study has shown that moonlighting has continued
as a habit and a strategy for mitigating the negative impact of irregular payment of workersâ salary among LG
employees. Increasing focus of labour law in that direction might be necessary to prevent its negative impact
on workersâ commitment and productivity in Ekiti State
Variables that Affect the Performance of the Members of the Traffic Unit Polr...AJSSMTJournal
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This research aims to determine the variable that affects the performance of the members of the
Traffic Unit (satafterwards) of Padang police with job satisfaction as a Intervening variable. The research
samples are actually 92 members of the Traffic Unit (Satthus) Polresta Padang. The method of research with a
quantitative approach with a pathway analysis method and a hypothesis test using the T test with SPSS is used
to analyse the data. The results showed that: 1) Working discipline has significant effect on job satisfaction, 2)
significant impact on job satisfaction, 3) Working discipline is significant to the performance of members, 4)
significant integrity of the member's performance, 5) job satisfaction has significant effect on the member's
performance, 6) There is no influence of the working discipline variable on the performance of members that
are mediated by job satisfaction, and 7) there is no influence of integrity variables on the performance of
members mediated by job satisfaction.
Conflict and Workersâ Morale in Manufacturing Companies in Rivers State, NigeriaAJSSMTJournal
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This piece of work theoretically discussed workersâ morale and conflict in manufacturing
companies in Rivers State with specific elaborations on: the meaning of conflict, workersâ morale, causes and
types of conflict, review of extant literature on conflict and workersâ morale, conflict management, impacts
and the relationship betwixt conflict and workersâ morale in manufacturing companies in Rivers State.
Theoretical framework was based on the traditional and contemporary theories of conflict, the basis of
which the study found that, just like death, conflicts are omnipresent and inevitable in life and abounds in
manufacturing companies in Rivers State as virtually every sphere of the organizations gets ravaged by one
form of conflict or the other ranging from: interpersonal/intergroup conflict, intrapersonal/group conflict,
intra-organizational, constructive or functional conflict, dysfunctional or destructive conflicts. It was deduced
that conflicts occur in organizations as a result of: incompatible goals, different values and beliefs, inconsistent
evaluation and reward system, communication problems, struggle for power, authority/control, and
leadership style, scarcity of common resources, organizational demands and self-worth demands. It was also
found that if a conflict is not aptly and promptly managed, it can lead to truncated or reduced workersâ morale
causing decreased productivity, failure to attain set goals, absenteeism, low service delivery, profit reduction,
frustration, anger, fear, distrust or resentment amongst the workersâ. Again, the nature of the conflict, though,
determines how best it could be managed and conflict can sometimes yield positive workersâ morale or result
if well managed, meaning that not all conflict situations are negatively inclined. The recommendation is that
efforts should constantly be made to ensure that the causes of conflicts are handled timely as apt detection
and handling of conflicting parties/issues will resolve concerns amicably. Workers should be oriented with the
importance of peaceful coexistence in the workplace as coercion or intimidation will only lead to counter
productivity/low morale. It is suggested that this study be repeated in different organizational setting and in
other states in Nigeria. This findings and recommendations would provide good practical and theoretical
background for conflict management in organizations in future
Variables that affect Performance with Working Discipline as A Variable Inter...AJSSMTJournal
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This research aims to determine empirically the variables affecting performance by working
discipline as a variable Intervening at the education office of Padang. Collection of primary data using poll or
questionnaire techniques. The research population is all civil servants of the Padang City Education Office in
2019. The number 101 research samples were determined using a saturated sampling technique (census).
Analysis of data in this study using path analysis.
The results showed that 1) working competencies have a positive and significant impact on employee
discipline 2) The working culture has a positive and significant effect on employee discipline 3) Working
competency is positive and significant towards employee performance 4) Work culture positive and significant
impact on employee performance 5) Work discipline is positive and significant to the performance of
employees 6) work competency is positive and significant to the employee performance of Padang City
education with working discipline as a intervening variable; 7) The working culture has a positive and
significant impact on the performance of the Padang City Education officer with the working discipline as a
intervening variable
Inclusive education has begun to be addressed within the context of the broader international
debate on âEducation for Allâ (EFA), a debate launched at the World Conference held in 1990 in Jomtien,
Thailand. From Jomtien until today, thinking has evolved from the almost symbolic presence of special
educational needs in the initial documentation, towards the recognition that inclusion must be a fundamental
principle of the EFA movement as a whole. Within this process, the contribution of the Salamanca Declaration
on Special Educational Needs: Access and quality (Unesco, 1994) stands out, from which the concept of
educational inclusion emerges strongly. Thereafter thescope and perspectives of inclusive education has been
based on the idea that all children and young people have the right to a quality education with equivalent
learning opportunities, regardless of their social and cultural background and their differences in skills and
abilities (OIE -UNESCO, 20 08)
Curriculum Design: Inception to ExecutionAJSSMTJournal
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This module attempts to look into the nuances of Curriculum, Syllabus and Course Designing and
its importance in todayâs modern world. In a nutshell, the sequence of the life experiences through which an
academic institution attempts to promote a pupilâs growth is known as a curriculum and here we have tried to
look into the fact that any curriculum should focus on learnerâs needs, interests, abilities and deficiencies in
order to make the process of Teaching-Learning effective. Curriculum is an organised course of study
undertaken by a student in or under the aegis of a school, college, university or any other institution of
learning and more commonly, the set of studies organised for a particular group of students by a school,
college etc. It is the set of desired learning outcomes or the structured set of learning experiences aimed at
achieving such outcomes. It is a very tricky process as it involves philosophical, social and administrative
factors of a programme and as result one should be aware of various perspectives and its impact upon the
learners ( that to a successful and a positive one) after the completion of the programme. Any curriculum
should be holistic in its significance and purpose in order to inculcate in the learner the knowledge, attitudes,
values, and techniques that have cultural relevance. Course and curriculum design is continuously evolving and
changing. There are escalating social and economic pressures on higher education to generate a wider range of
knowledge, skills and attitudes for coping with the demands of our 'super complex age'. The current velocity of
technological and social change is impelling teachers to think in terms of educating students not for today's
problems but for those of tomorrow
The Political Settlement of Local Economic Development in Ghanaâs Local Gover...AJSSMTJournal
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Both the 1992 Republican Constitution and the Local Governance Act, 2016 (Act 936) have
conferred political, administrative, social, economic and developmental authorities and functions on the
Metropolitan, Municipal and District Assemblies. However, the assemblies have exercised all other authorities
to the neglect of their economic and developmental functions. In view of this, they still rely on central
government for development hence the concept local economic development emerged for assemblies to use
their local resources to champion the development of their localities. Deploying both primary and secondary
sources of data, this paper examined the extent of political settlement in the implementation of local
economic development (LED) in Ghana. The study found that the nature of the LED programme, the strategic
nature of the MMDAs, the activism of the actors, the benefits to be derived by the actors, the political party in
power and the need to test new development paradigms shaped the behaviour of actors in the LED
implementation process. The desire of each actor to project its interest above the others culminated into âturf
warâ among them in the implementation process. The study recommends that the development of localities
should supersede the interest of actors, locality leadership should be proactive and aggressive in wooing
investors, and incentives should be provided for investors who invest in the hinterlands. Key lessons learnt
were: leadership was significant in LED, collaboration among actors is important for the success of LED.
Drug Dealers, Crimes, and Terrorism in the United States: A Study of Stephen ...AJSSMTJournal
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This paper deals with the perpetration of crimes and drug business in the United States. It shows
that the crimes perpetrated in this country until the 1980s are the consequences of racial discrimination
between black and white Americans. Tired of the rejection in a country they believe is also theirs; Blacks think
that they have to respond to violence with violence by sacrificing the lives of many Americans, starting with
the President himself. Thus, this study shows not only the war raging between the United States and Colombia,
but also the influence of social movements from the United States on Cuba, with the downfall of Fidel Castro.
Entrepreneurial Skill needs of Agricultural Education Graduates in Vocational...AJSSMTJournal
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The study investigates the entrepreneurship skill needs of agricultural education graduates in
Vocational training for combating unemployment F.C.T, Nigeria. The study used survey research design. Two
research questions two hypotheses were formulated to guide the study. Two hundred and eighty three (283)
respondents were randomly selected in the six area council. The instrument used for data collection was the
questionnaire. The method of data analysis was the use of descriptive statistic (mean and standard deviation)
Benchmark of 2.5 was used as criterion for agreed and less than 2.5 was considered disagreed. Chi-square
statistics was used to test the Null hypotheses at .05 level of significance. Based on the findings of this study, it
was concluded that various areas of poultry production skills were acquired by graduates of agricultural
education and also employment opportunities for agricultural education graduates in marketing of poultry
products thrive in the study area. It was therefore, recommended that graduates of agricultural education
graduates should be given orientation on the various employment opportunities available within their
environment in their area of skills to be self-dependence and also agricultural education graduates should put in
to practice their areas of skills acquisition in order to be self-employ and reduce unemployment.
Octopus and Midget in the Israeli-Palestinian Peace Process: Who Determines W...AJSSMTJournal
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The age-long Israeli-Palestinian conflict has raised global security concerns and attracted solution
trajectories which emphasised two-state solution and ignored policy framework towards âone-stateâ solution,
especially based on the new dynamics in the aftermath of U.S. declaration of Jerusalem as the capital city of
Israel. The U.S. declaration introduced unequal relationship between Israel and the Palestinian Authority at the
Washington peace negotiations. Consequently, the Palestinian Authority protested that the U.S. acted in selfinterest based on her historical relationship with Israel rather than for peace and security in the Middle East
and the world. The Palestinian Authority withdrew from direct negotiation with Israel and questioned U.S.
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cooperation with the U.S. Israeli-Palestinian relationship demonstrates that where parties play it dirty,
morality is hardly the option. The broad objective of this paper is to analyse the opportunities and challenges
in the Israeli-Palestinian two-state, one-state and no-state solution within the rubrics of global realpolitik of
asymmetrical relationship between power-studded Israel and the putative power-drought Palestinian
Authority. The specific aim is to recommending policy solution for enduring peace and stability in the Middle
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contextual nuances and environmental challenges of Africa. This paper examined the indigenous traditional
practices of Ido people of Kalabari, an Ijaw tribe in Rivers State, Nigeria, with a view to identifying the precolonial management thoughts and practices embedded in them. This is an ethnographic study which adopted
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health information on digital media with (Mean=4.14), while WhatsApp group 111(29.13%) (Mean=4.09),
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forum and social networks appear to be the major sources of maternal health information among rural women
in Minna metropolis. Lack of local content on maternal health issues and inadequate relevant maternal health
information were revealed as the challenges to maternal health. The study recommends that digital media
should be effectively and efficiently used for maternal health improvement in Nigeria health centres.
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between Pakistan and Iran has always been a long-standing problem in the historical context of the region, and
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
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The Effect of a High-Commitment Work System on Improve Organization Citizenship Behavior: An Empirical Study in Zain Telecom Company in Jordan
1. 153 Asian Journal of Social Science and Management Technology
Asian Journal of Social Science and Management Technology
ISSN: 2313-7410
Volume 2 Issue 4, July-August, 2020
Available at www.ajssmt.com
----------------------------------------------------------------------------------------------------------------
The Effect of a High-Commitment Work System on
Improve Organization Citizenship Behavior: An
Empirical Study in Zain Telecom Company in
Jordan
Ahmad Nawafleh 1
, Yousef Alsafadi 2
Business Management, Jadara University, the Hashemite Kingdom of Jordan (HKJ)
ABSTRACT : This study aimed at identifying High commitment work system(HCWS) in improving Organization
citizenship behavior (Altruism, conscientiousness, sportsmanship) in the zain telecom company The authors
employed a predictive-descriptive approach to identify the level of hcws at zain . Male and female employees
at zain (No.378) participated in the study. A questionnaire prepared to measure the role of HCWS in improving
OCB was implemented. Means, standard deviations, multiple linear regression and 1-Way ANOVA analyses
were used to examine the data. HCWS from the perspective of zain telecom company employees scored a high
level at overall test. OCB level from the perspective of the employees at zain telecomcompany and its
dimensions scored high. The predictive model of HCWS and OCB from employeeâs perspective was statistically
significant. Based on these results, the authors recommend zain telecom company to take more interest in
improving its HCWS.
Keywords: High commitment work system, organization citizenship behavior , altruism , conscientiousness
,sportsmanship.
-------------------------------------------------------------------------------------------------------------------------------------------------
1. INTRODUCTION
HCWS refers to a system of human resource management practices that aims to attract employee
commitment to the organization. As the research on the relationship between the human resource systems
used by companies and citizenship behavior in recent years has witnessed some similarities in the highly
committed work system. Studies indicate that HCWS contributes to employee commitment and company
performance by fostering positive social exchanges between an employer and employees. That employees
view the HCWS as an expression of a true commitment of the employer to the employees. Nishii et al. (2008).
HCWS may be seen as an indication of a voluntary commitment by the employer to the employees, on the
other hand, employees understand the same HR practices as a cautious employer strategy to step up the
business or as a simple compliance legal act. HCWS imposes one of the most systemic contextual impacts on
employee behavioral and behavioral outcomes, as it creates the conditions in which exchanges between
employees and organizations are formed, communicated and managed. (Bowen & Ostroff, 2004).
In this study, we focus particularly on high commitment work systems (HCWS), which are human resource
management practice systems that aim to improve citizenship behavior in an organization and increase
effectiveness and productivity by creating job resources, which enable employees to engage and commit
2. 154 Asian Journal of Social Science and Management Technology
significantly to the organization. Dedicated to achieving organizational goals, from here we can envision HCWS
as important job resources that send strong signals to employees within the organization (Xiao and Tsui 2007).
Problem Statement: The technological development is considered one of the most important changes in the
economic and investment arena, where communication companies face many challenges that threaten their
capabilities in competition, as companies âsuccess is due to their dependence on new technology, whether in
communicating with their customers in the whole world, or by facilitating work on their employees and
expanding in New countries.
Where the faster the speed of the business world and the world in general, the more sophisticated and
competitive it becomes, the human factor represents the most valuable and valuable resource, and therefore
the organization must attract, motivate and preserve this human element. Hence, companies have used
human resource management practices that contribute significantly to improving and increasing employee
productivity, which is reflected positively on achieving the company's goals.
As many companies have become focused on the human factor in order to achieve their goals and achieve a
competitive advantage. Among these systems that can help departments is HCWS, accordingly the problem
with the study is to determine the effect of HCWS on improving organization citizenship behavior.
Study questions
Q1: What is the effect of HCWS in order to improve organization citizenship behavior in Zain Telecom
Company
?
Q2: What is the level of use HCWS at Zain Telecom Company?
Q3: What is the level of applied organization citizenship behavior in Zain Telecom Company?
Q4: What is the impact of HCWS to improve OCB represented by dimensions (altruism, conscientiousness,
, sportsmanship) in Zain Telecom Company?
Objectives of the study: This study aims to measure the effect of HCWS on improvement organization
citizenship behavior(OCB)
at Zain Telecom Company
- The level of use HCWS in OCB at Zain Telecom Company.
- The level of OCB implementation at Zain Telecom Company.
Model of the Study: Based on the scholarly literature reviewed for this paper we develop a model shown in
Figure 1.
Study Hypotheses The following hypothesis will guide the researcher in making presumptions and deep
analysis.
H1: There is a significant influence for the HCWS on OCB.
The sub-hypotheses that can be derived from the previous hypothesis are:
H1a: There is a significant influence for HCWS in altruism.
H1b: There is a significant influence of HCWS in conscientiousness.
H1c: There is a significant influence for HCWS in sportsmanship.
H2: There is a significant difference of HCWS for sample study evaluation level depending on demographic
variables (Gender, job description, qualification and experience).
3. 155 Asian Journal of Social Science and Management Technology
H3: There is a significant difference of OCB for sample study evaluation level depending on demographic
variables (Gender, job description, qualification and experience).
2. LITERATURE REVIEW
High-commitment work system (HCWS): HCWS is one of the structure of human resource management
practices in support, motivation, sustainability and creativity of employees, and contributes to improving
organizational citizenship behavior. This is done through methods such as training, internal work,
compensation, evaluation, participation management, and emphasis on teamwork.(Chiang et,al.,2015).
HCWS is based on looking at psychological employee contracts with the company, as the company informs the
employees of the expectations required for the employee's performance, by applying the rule of reciprocity.
Hence, when the employee realizes the company's commitment, trust and investment in it, he feels a
commitment to reciprocity and reward the company, by achieving the highest level of job satisfaction and
emotional commitment, raising productivity and a higher creative performance.(Buch, 2015).
HCWS make employees believe that their work resources are provided through an organizationally supportive
environment, thereby enabling them to commit to changing and rewarding the organization and improving the
organization citizenship behavior,. Experimental researchers have proven that HCWS is positively related to
fellow organizational citizenship behavior. (Boon & Kalshoven, 2014). HCWS and performance emphasize
capacity processes, such as employee commitment at the individual level, on motivations. Very few articles
invest in the mechanism by which HCWS improves organizational citizenship behavior. (Liao et al. 2009). HCWS
includes a bundle of HR practices that provide a supportive and resourceful work environment across an
organization , providing job resources for dealing with tasks and creating the positive conditions necessary for
collective PsyCapto flourish (Luthans et al. 2008). practicesâ approach is based on the belief that HR practices
and their effectiveness are not dependent on a firmâs context, indicating that there is only one applicable
combination for a HCWS (Pfeffer,1997).
Different between high commitment work system( HCWS) and high involvement work system ( HIWS) :
It is believed that the introduction of highly involvement work systems(HIWS) in organizations facilitates
knowledge development, Skills and capabilities of employees. This is achieved through the establishment of
training and empowerment programs, The use of workforce training programs leads to performance gains that
help operational initiatives to engage employees to encourage voluntary contributions Which contributed to
improving financial performance in the researcher's study (Hussein & ĂaÄlar, 2019)..As for the literature on
HCWS to focus on human rights practices that are believed to influence increased levels of commitment that
employees feel towards their job and the efforts they make in their work, which in turn improves organization
citizenship behavior (Watson, 1999). If a company wants to develop its employees, it must have talent
management(Almaaitah,all,2020). The company should use strategic thinking to solve its problems. (AL
Safad.2016). All businesses now work on smart phones and supply chains to facilitate work for clients.( AL
Safadi.2016). The company must also have a customer relationship management
(Al-Safadi, AlMaaitah2020). The company should also have an entrepreneurial orientation through
management Entrepreneurship(Alsafadi,all,2020).
Organization citizenship behavior: There are a variety of forms of organization citizenship behavior, including
altruism, courtesy, sportsmanship, civic virtue and - conscientiousness.( Organ,1988). OCB is implemented
through self-motivation, because it is considered less likely to be officially rewarded than required job
behaviors as it possesses high-pressure jobs with low external rewards. If the organization citizenship behavior
appears by the employees, managers can reduce the cost by developing control mechanisms to monitor their
subordinates. (Elanain,2007).
Organizational Citizenship Behaviors (OCBs) are a special type of work behavior that are defined as individual
behaviors that are beneficial to the organization and are discretionary, not directly or explicitly recognized by
the formal reward system..
4. 156 Asian Journal of Social Science and Management Technology
OCB helps management to achieve interconnection among its members within the business unit, which
increases collective outcomes, as it reduces the need to devote scarce resources to simple maintenance
functions, thus providing productive resources. This will increase the ability of employees to improve their
performance because they will have sufficient time for planning and scheduling to reach problems more
efficiently.(Podsakoff et al., 2000).(Organ, 1988) has postulated the following types of organizational
citizenship behaviors:
Altruism: is selfless concern for the welfare of others. helps others who have been absent, or helps others who
have very work loads. Where it is considered that a person assists another person without obtaining
compensation in the work environment, in order to end a set of tasks and work within the company or
organization, perhaps not related to the necessity of what they need in their regular work day.
Conscientiousness: Does not take extra breaks. Obey company rules and regulations even when no one is
watching. Conscientiousness refers to the number of goals on which one is focused. It is related to
dependability and volition and the typical behaviours associated with it include being hard working,
achievement- oriented, persevering, careful, and responsible. People who are high in conscientiousness
generally perform better at work than those who are low in conscientiousness.
Sportsmanship: Consumes a lot of time complaining about trivial matters. Always focuses on whatâs wrong,
rather than the positive side. This principle means an employee decides to stay in good spirits even when
something does not go their way, or when something that creates a considerable amount of annoyance or
frustration. In a regular business setting, this could be exemplified by a worker refraining from complaining or
gossiping about a rejected project proposal.
3. METHODOLOGY
This study is considered a case study in which the researcher will use the descriptive analytical method that
defines descriptive research as it is, either the analytical research determines why it is this way or how it has
become, by adopting the study of the phenomenon as it is in reality and performs as an accurate description,
then analyzes the correlations that There is between the independent variable that represents high
commitment work system ( HCWS), and the dependent variable that represented the behavior organization
citizenship(OCB) in an attempt to identify the effect of the independent variable on the dependent variable,
and the size of this effect in order to reach conclusions that contribute to the development and improvement
of reality, then the primary data was collected from the questionnaire And, finally, data collection and analysis,
the results will be discussed; can be reached to the conclusion and recommendations.
Research sample: The population of the study are equal to (1203) employees who are included in all branches
of the zain telcom company, (42branches). The study sample consists of 378 employees of the following
functional departments: Management
Marketing ,HR, Financial..The collected data from the questionnaire will be analyzed by the SPSSv16, to obtain
the expected results. SPSSv19 fit with quantitative approach and survey strategy which will be adopted in this
research.
Tests related to study instrument: Face validity: The researcher presented the questionnaire to arbitrators
with experience and specialization to judge the extent of its suitability to collect data, and to ensure its
sincerity, clarity and safety of its formulation and contents, where a comprehensive report will be attached
that includes the study problem and its objectives, and after retrieving the questionnaires the researcher will
make the proposed amendments from the arbitrators and specialized professors before distributing them to
The study sample.
Content validity: Content validity assesses whether the test represents all aspects of the construction. To
obtain correct results, the content of the test, survey, or measurement method must cover all relevant parts of
5. 157 Asian Journal of Social Science and Management Technology
the subject that it is intended to measure (Haynes et al., 1995). In this research, it was confirmed that each
dimension was represented through its elements appropriately and that the elements measure their
dimensions. Thinkers employing more than (30%) were employed with a degree of importance at (0.05â„α).
Table (1) shows the presence of statistically significant relation (0.05â„α) among the items of the Variable which
indicates the construct validity of the items.
Factor analysis: The factor analysis was applied with the principal comment on the responses of the study
sample on the items, The loading and communalities values of each factor was calculated for each variable.
Table (2) revealed that all loadings and communalities for all factors were high and pointed out that most of
statistical resource accepted these results in case they were higher than (0.35) (Sekaran& Bougie, 2014).
Reliability test: Researcher used internal consistency coefficient (Cronbach alpha), to assure the consistency
and stability of the questionnaire items. The acceptable value is (70%) and more (sharefen & kelani, 2007). The
result shows that correlation values were high with average (0.926) which is above (0.70). This leads to accept
reliability of the study instrument.
Characteristics of the sample of the study: Table (3) revealed that which Percentage of males represented
(67.90%) while the Percentage of female represented (32.10 %). and the highest percentage of the sample
(91.700%) to Bachelor's degree holders, and the second ranked to Master's degree holders which represented
(6.30%), while the lowest percentage to a doctorate degree, which represented (2.00%) of total study sample.
So the highest percentage of sample (38.80%) to group experience (from 10<15 years), and the second ranked
in the group experience (from 5<10 years) which represented (24.60%). In additional the highest percentage of
sample (31.20%) to group Job description (HR), and the second ranked in the group Job description
(Management), represented (26.90%). The results indicate that most of participants are mature enough to
limit ,The effect of a High-Commitment Work System on improve organization citizenship behavior at Zain
Telecom Company in Jordan.
6. 158 Asian Journal of Social Science and Management Technology
Results and Discussion: First: High commitment work system: Table (4) showed the means and standard of the
High commitment work system a zain telecom company in Jordan as perceived by employees.
Table (4): The attitudes about High commitment work system
The participants in the study sample were very high towards all the elements related to the HCWS that ranged
between (4.01 - 4.23); a review of the arrangement of the elements clarifies that item (10) states that Zain
make employees believe that their work resources are available through a supportive environment. It ranked
first (average = 4.23, SD = 0.84). Then in relation to item (11) "Zain takes care of the employees and their
distinctive capabilities, Which ranked second (mean = 4.21, SD = 0.87), then the lowest average for item (8)
stipulates that the company encourages team members to coordinate well with each other in achieving team
assignment. Which was definitively classified with an average (4.01) with a high degree of compatibility, with
(0.83) standard deviation.
In general, the overall results indicate a high level of HCWS in Zain Telecom in Jordan, and the mean
was (4.19, SD = 0.48), indicating that the positions were similar with no differences between the
respondents âresponses in the study regarding this variable.
Second: organization citizenship behavior(OCB): The following Tables showed the means and standard of
organization citizenship behavior(OCB) (Altruism, conscientiousness, sportsmanship) at zain telecom company
Jordan as perceived by employees.
7. 159 Asian Journal of Social Science and Management Technology
Table (5) shows that the attitudes of the participants in the study sample were very high towards all the
variables related to the OCB, and shows that the total results suggest the presence of a high level of Altruism
which average mean was (4.19, SD=0.69). so high level of Conscientiousness which average mean was (4.09,
SD=0.45), and high level of sportsmanship which average mean was (4.13, SD=0.52), In general, the total
results suggest the presence of a high level of m OCB at zain telecom company in Jordan, The average mean
was (4.09), and low standard deviation (0.36),, indicating that the attitudes are similar with the absence of
variance among the responses of the participants of the study concerning at this variables.
Hypotheses Test
Testing the first hypothesis: The first hypothesis state that âThere is a significant influence for the HCWS on
OCBâ, In order to test the HCWS on OCB for each variable in isolation, the main hypothesis was divided into
three sub hypotheses. and Simple Linear Regression analysis was used to test the sub hypotheses.
Testing the first sub hypothesis: State that âThere is a significant influence for HCWS in Altruismâ, for the
testing this hypothesis the Simple Linear Regression analysis was used.
Table 6: Results of simple regression test of the HCWS in Altruism
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Table (6) revealed a positive effect of statistically significant at level(a<0.05) of the HCWS on the Altruism, and
the effect level was (Coefficient= 0.489, p>0.000), which means that the increase in the HCWS by one degree
will lead to increase Altruism at (0.671. %). this also ensures the t-Statistic Value (27.192) with statistically
significant (0.000), which showed moral regression at (0.05â„α). Results suggest also that the Adjusted RÂČ
reached (0.489) which indicated that the independent variable (HCWS) could explain (0.489%) of the changes
that occur in the dependent variable (Altruism) which implied that the variables are important in the altruism.
Accordingly, we accept the first sub hypothesis which state that âThere is a significant influence for HCWS in
altruism.
Testing the second sub hypothesis: State that âThere is a significant influence for HCWS in conscientiousnessâ,
for the testing this hypothesis the Simple Linear Regression analysis was used.
Table 7: Results of simple regression test of the HCWS in conscientiousness
Table (7) revealed a positive effect of statistically significant at level (a< 0.05)of the HCWS on the
conscientiousness, and the effect level was (Coefficient= 0.635, p>0.000), which means that the increase in the
HCWS by one degree will lead to increase conscientiousness at (63.5%). this also ensures the t-Statistic Value
(11.999) with statistically significant (0.000), which showed moral regression at (0.05â„α). Results suggest also
that the Adjusted RÂČ reached (0.389) which indicated that the independent variable (HCWS) could explain
(38.9%) of the changes that occur in the dependent variable (conscientiousness) which implied that the
variables are important in the conscientiousness. Accordingly, we accept the second sub hypothesis which
state that âThere is a significant influence for HCWS in conscientiousnessâ.
Testing the third sub hypothesis: State that âThere is a significant influence for HCWS in sportsmanshipâ, for
the testing this hypothesis the Simple Linear Regression analysis was used.
Table 8: Results of simple regression test of the HCWS in sportsmanship
Table (8) revealed a positive effect of statistically significant at level (a<0.05) of the HCWS on the
sportsmanship, and the effect level was (Coefficient= 0.421, p>0.000), which means that the increase in the
HCWS by one degree will lead to increase sportsmanship at (42.1%). this also ensures the t-Statistic Value
(15.325) with statistically significant (0.000), which showed moral regression at (0.05â„α). Results suggest also
that the Adjusted RÂČ reached (0.353) which indicated that the independent variable (HCWS) could explain
(35.3%) of the changes that occur in the dependent variable (sportsmanship) which implied that the variables
are important in the sportsmanship. Accordingly, we accept the third sub hypothesis which state that âThere is
a significant influence for HCWS in sportsmanshipâ.
Test the Second hypothesis:
The Second hypothesis, which state that âThere is a significant difference of HCWS for sample study evaluation
level depending on demographic variables (Gender, job description, qualification and experience)â, To
investigate this hypothesis the means and standard deviation were conducted for HCWS depending on
demographic variables, and used Multivariate Analysis of Variance (MANOVA).
9. 161 Asian Journal of Social Science and Management Technology
Table (9): The means and standard deviation of HCWS depending on (demographic variables)
Table (9) revealed that there is an apparent difference in respondents about HCWS depending on demographic
variables, in order to verify the significant of these differences; the MANOVA was applied to find out the
differences, table (10) shows that:
Table (10): MANOVA of HCWS depending on (demographic variables)
Note: Significance levels at 5% (*).
It can be noted many results from table (10). There is an insignificant difference in respondents about HCWS
depending on (Gender, Experience) variable, where (F) value was not statistically significant at the level of
(a<0.05). While there is a significant differences in respondents about HCWS variable depending on
Qualification at level of (a<0.05), where (F) value reached (0.531, p>0.029). Therefore, Scheffe test was applied
to find out the differences. Table (11) shows that:
Table (11) Scheffe test for variances of HCWS depending on (Qualification)
** The mean difference is significant Significance levels at 5%.
It can be seen that there is a significant differences in respondents about HCWS depending on Qualification
(Bachelor) and (Doctorate), where the Scheffe value reached (0.171) related to (Doctorate) by Mean (4.239).
In additional, there is a significant differences in respondents about HCWS variable depending on Job
description at level of(a<0.05), where (F) value reached (11.729, p>0.002). Therefore, Scheffe test was applied
to find out the differences. table (11) shows that:
Table (12) Scheffe test for variances of HCWS depending on (Job description)
** The mean difference is significant Significance levels at 5%.
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It can be seen that there is a significant differences in respondents about HCWS depending on Job description
(Financial) and (Management, HR), where the Scheffe value reached (0.262, 0.234) related to (Management,
HR) by Mean (4.256, 4.228) respectively.
Test the third hypothesis:
The third hypothesis, which state that âThere is a significant difference of OCB for sample study evaluation
level depending on demographic variables (Gender, job description, qualification and experience)â, To
investigate this hypothesis the means and standard deviation were conducted for OCB, , depending on
demographic variables, and used Multivariate Analysis of Variance (MANOVA).
Table (13): The means and standard deviation of OCB
Table (13) revealed that there is an apparent difference in respondents about OCB depending on demographic
variables, in order to verify the significant of these differences; the MANOVA was applied to find out the
differences, table (14) shows that:
Table (14): MANOVA of OCB depending on (demographic variables)
Table (14) shows that There is insignificant differences in respondents about OCB depending on demographic
variables (Gender, Qualification, Experience, and Job description), where (F) value was not statistically
significant at the level of ((a<0.05).
4. CONCLUSION
The results of the first question showed that HCWS level at Zain telecom company was high, The results of the
second question showed that OCB level at Zain telecom company and its dimension from zain telecom
company employees perspective was high, The results of the third question showed that HCWS and OCB at
Zain telecom company from employeeâs perspective was functional at (αâ€0.05).
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INFO:-
Corresponding Author: Ahmad Nawafleh, Business Management, Jadara University, the Hashemite
Kingdom of Jordan (HKJ).
How to cite this article: Ahmad Nawafleh, The Effect of a High-Commitment Work System on Improve
Organization Citizenship Behavior: An Empirical Study in Zain Telecom Company in Jordan, Asian. Jour.
Social. Scie. Mgmt. Tech. 2(4): 153-164, 2020.