ABSTRACT : This study examined the relationship work environmentand organizational performance of
Deposit Money Banks in Rivers State. The study adopted a cross-sectional survey in its investigation of the
variables. Primary data was generated through structured, self- administered questionnaire. The population of
the study is 72 managers (4 managers from each) of the 18 Deposit Money Banks operating in Rivers State. The
reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items
scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The
tests were carried out at a 0.05 significance level. The findings revealed that there is a significant relationship
between work environmentand organizational performance of Deposit Money Banks in Rivers State. Therefore,
the study concludes that creating a conducive work environment positively enhance performance of deposit
money banks in Rivers State. Thus, the study recommends that deposit money banks should prioritize creating a
positive work environment that promotes employee well-being, engagement, and productivity. This can be
achieved through effective leadership, open communication, reduced workload, fair compensation, and fostering
a positive workplace culture.
KEYWORD: work environment, organizational performance, cost minimization, waste minimization, time
minimisation
A STUDY ON RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT FACTORS AND ORGANIZATIONA...Steven Wallach
This document summarizes a research paper that studied the relationship between employee engagement factors and organizational commitment in the private banking sector. The study examined how factors like career development, HR practices, work environment, communication, and work-life balance related to employees' affective organizational commitment. A survey was administered to 100 employees in private banks in Bangalore. The results found a relationship between employee engagement factors and organizational commitment, and that engagement factors influence the commitment of bank employees. The document provides context on the importance of employee engagement and organizational commitment to retention, productivity, and organizational performance.
ASSESSMENET OF WORK ENVIRONMENT ON EMPLOYEE JOB PERFORMANCE (A STUDY OF FIRST...AJHSSR Journal
ABSTRACT: This paper critically examined the impact of Work Environment on Employee Job Performance,
with specific focus on Alaba Branch 1, 2 &3 of First Bank Nig Plc, Lagos-State. This study employed a
descriptive survey design. A sample size of 67 respondents was selected using simple random sampling
technique of which 67 respondents filled and returned the questionnaire. Data from the questionnaire was
analyzed using special software for statistics which is called statistical package for social science (SPSS) version
23. The study found out that there is a perfect positive statistically significant relationship between physical
environment and employee’s commitment. Also, behavioural factor does statistically significantly affect job
satisfaction in First Bank Nigeria Limited, Alaba 1, 2, 3. After the findings of the research it is highly
recommended that organizations should improve on their physical environment to increase their employee
commitment which will have positive effect on employee performance and output resulting in improved
organizational performance.
KEYWORDS: Work Environment, Work Adjustment Theory (WAT), Behavioral Factor, and EMployee
Performance.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
Effects of Employee Commitment on Academic Performance of Secondary Schools i...paperpublications3
Abstract: Employee commitment always plays a very key role in improving the academic performance. Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. A committed employee is participative and energized about their work and performs in an aspect that will progress the organization’s interest. The purpose of this study was to determine the effects of employee commitment on academic performance of secondary schools in Elgeyo- Marakwet County. The objectives of the study were: to determine the effect of emotional commitment of the headteacher on school’s academic performance, to establish the effect of normative commitment of the headteacher on school’s academic performance, to examine the effect of continual commitment of the headteacher on school’s academic performance. The study adopted a census case design that entailed having all the headteachers of all the secondary schools in Elgeyo-Marakwet County as the respondents. The three constructs of employee commitment i.e. the normative, emotional and continuous commitment were treated as the independent variable while academic performance was the dependent variable. Data was analyzed using SPSS and both descriptive and inferential statistics was used. Regression was used to construct models that were used to determine the nature of the relationships between the variables of interest. All the hypothesized relationships developed were found to be statistically significant at level p < 0.05 i.e. emotional commitment (r = 0.401, p < 0.000), continual commitment (r = 0.410, p < 0.000), normative commitment (r = 0.273, p < 0.000) were correlated to academic performance significantly and positively. all the organizational commitment constructs of emotional commitment, continual commitment, and normative commitment have significant positive relationship with academic performance (emotional commitment: β=.258, p-value= 0.000; continual commitment: β= .137, p-value= 0.020; normative commitment: β= .056, p-value= 0.044). The results of this study will form the framework for policy making on the issue of organizational commitment and academic performance.
A STUDY ON RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT FACTORS AND ORGANIZATIONA...Steven Wallach
This document summarizes a research paper that studied the relationship between employee engagement factors and organizational commitment in the private banking sector. The study examined how factors like career development, HR practices, work environment, communication, and work-life balance related to employees' affective organizational commitment. A survey was administered to 100 employees in private banks in Bangalore. The results found a relationship between employee engagement factors and organizational commitment, and that engagement factors influence the commitment of bank employees. The document provides context on the importance of employee engagement and organizational commitment to retention, productivity, and organizational performance.
ASSESSMENET OF WORK ENVIRONMENT ON EMPLOYEE JOB PERFORMANCE (A STUDY OF FIRST...AJHSSR Journal
ABSTRACT: This paper critically examined the impact of Work Environment on Employee Job Performance,
with specific focus on Alaba Branch 1, 2 &3 of First Bank Nig Plc, Lagos-State. This study employed a
descriptive survey design. A sample size of 67 respondents was selected using simple random sampling
technique of which 67 respondents filled and returned the questionnaire. Data from the questionnaire was
analyzed using special software for statistics which is called statistical package for social science (SPSS) version
23. The study found out that there is a perfect positive statistically significant relationship between physical
environment and employee’s commitment. Also, behavioural factor does statistically significantly affect job
satisfaction in First Bank Nigeria Limited, Alaba 1, 2, 3. After the findings of the research it is highly
recommended that organizations should improve on their physical environment to increase their employee
commitment which will have positive effect on employee performance and output resulting in improved
organizational performance.
KEYWORDS: Work Environment, Work Adjustment Theory (WAT), Behavioral Factor, and EMployee
Performance.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
Effects of Employee Commitment on Academic Performance of Secondary Schools i...paperpublications3
Abstract: Employee commitment always plays a very key role in improving the academic performance. Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. A committed employee is participative and energized about their work and performs in an aspect that will progress the organization’s interest. The purpose of this study was to determine the effects of employee commitment on academic performance of secondary schools in Elgeyo- Marakwet County. The objectives of the study were: to determine the effect of emotional commitment of the headteacher on school’s academic performance, to establish the effect of normative commitment of the headteacher on school’s academic performance, to examine the effect of continual commitment of the headteacher on school’s academic performance. The study adopted a census case design that entailed having all the headteachers of all the secondary schools in Elgeyo-Marakwet County as the respondents. The three constructs of employee commitment i.e. the normative, emotional and continuous commitment were treated as the independent variable while academic performance was the dependent variable. Data was analyzed using SPSS and both descriptive and inferential statistics was used. Regression was used to construct models that were used to determine the nature of the relationships between the variables of interest. All the hypothesized relationships developed were found to be statistically significant at level p < 0.05 i.e. emotional commitment (r = 0.401, p < 0.000), continual commitment (r = 0.410, p < 0.000), normative commitment (r = 0.273, p < 0.000) were correlated to academic performance significantly and positively. all the organizational commitment constructs of emotional commitment, continual commitment, and normative commitment have significant positive relationship with academic performance (emotional commitment: β=.258, p-value= 0.000; continual commitment: β= .137, p-value= 0.020; normative commitment: β= .056, p-value= 0.044). The results of this study will form the framework for policy making on the issue of organizational commitment and academic performance.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
Albrecht, S., Breidahl, E. and Marty, A. (2018).pdfliennguyen10296
This study examines the relationships between organizational resources, organizational engagement climate, job resources, and employee engagement. The researchers tested a model where six organizational resources (leadership, vision/goals, organizational support, HR practices, communication, and rewards/recognition) would positively relate to organizational engagement climate. Organizational engagement climate and some organizational resources would then positively relate to both job resources and employee engagement. The model was supported, with organizational resources relating to engagement climate, and both climate and resources relating to job resources and engagement. This suggests organizational factors beyond just job resources can influence employee engagement.
Human Resource Practices and their Impact on Employee Commitment in the Catho...ijtsrd
This paper examines the impact of Human Resource Practices on Employee Commitment among teachers of the Catholic Education agency in the Diocese of Buea. Among the human resource practices considered were compensation, recognition, training, and working conditions. With a total of 1000 employees, 278 employees participated in the research. Questionnaires were used to collect the data based on convenience sampling. A survey research design was utilized in the research. The findings revealed that there was a positive relationship between the aforementioned practices and employee commitment. Conclusions, recommendations and indications for future research are discussed in the paper. Kengnjoh Michael Mbuwir "Human Resource Practices and their Impact on Employee Commitment in the Catholic Education Agency, Diocese of Buea, SWR Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd57515.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/57515/human-resource-practices-and-their-impact-on-employee-commitment-in-the-catholic-education-agency-diocese-of-buea-swr-cameroon/kengnjoh-michael-mbuwir
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
This document discusses literature on the concepts of work engagement and employee involvement. It defines work engagement as a heightened emotional and psychological connection to one's job and organization that involves vigor, dedication and absorption. Employee involvement is defined as empowering employees to participate in managerial decision-making appropriate to their level. The literature suggests that work engagement and high-involvement work practices can lead to positive employee attitudes, discretionary behaviors, well-being and improved performance.
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
This document summarizes a study that examined the relationship between job satisfaction (intrinsic and extrinsic) and organizational citizenship behavior (OCBI and OCBO) among employees at higher learning institutions in Malaysia. The study reviewed literature on OCB and job satisfaction, and developed hypotheses that intrinsic and extrinsic job satisfaction would both positively correlate with OCBI and OCBO. Surveys of employees were conducted to measure the variables and analyze their relationships. The findings and implications for understanding how job satisfaction impacts extra-role behaviors in educational organizations were then discussed.
An Empirical Study of Workplace Environment with Special Reference to Employe...ijtsrd
This document summarizes a research paper on the impact of workplace environment on employee engagement, productivity, and performance in manufacturing industries. The paper reviews literature showing that physical workplace environment, supervisor support, and job aids can positively or negatively influence employee commitment. The research aims to study these factors and their effects. It describes the methodology, defines key terms, and establishes a relationship framework between workplace environment and employee/organizational outcomes. Statistical analysis and employee surveys could measure these relationships. The conclusion is that addressing physical, interpersonal, and task-related environmental factors can increase employee engagement.
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ECTIJ
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study
were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the anagement
should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
Context matters examining ‘soft’ and ‘hard’ approaches to emp.docxdickonsondorris
Context matters: examining ‘soft’ and ‘hard’ approaches to employee
engagement in two workplaces
Sarah Jenkins* and Rick Delbridge
Cardiff Business School, Cardiff University, Cardiff, UK
This paper reports different managerial approaches to engaging employees in two
contrasting organizations. We categorize these approaches to employee engagement as
‘hard’ and ‘soft’, and examine how these reflect the different external contexts in which
management operate and, in particular, their influence on management’s ability to
promote a supportive internal context. The paper extends the existing literature on the
antecedents of engagement by illustrating the importance of combining practitioner
concerns about the role and practice of managers with the insights derived from the
psychological literature relating to job features. We build from these two approaches to
include important features of organizational context to examine the tensions and
constraints management encounter in promoting engagement. Our analysis draws on
the critical organizational and HRM literature to make a contribution to understanding
different applications of employee engagement within organizations. In so doing, we
outline a situated and critical reading of organizations to better appreciate that
management practices are complex, contested, emergent, locally enacted and context
specific, and thereby provide new insights into the inherent challenges of delivering
engaged employees.
Keywords: contextual contingencies; critical HRM; drivers of engagement; employee
engagement; ‘hard’ and ‘soft’ management approaches to engagement
Introduction
This paper presents a qualitative study of two contrasting organizational cases to examine
and explain different management approaches to engaging employees. Our research
demonstrates how contextual contingencies enable or impede management’s ability to
deliver employee engagement. To assess this, we borrow from the early HRM research
(Storey 1989) to distinguish between ‘hard’ and ‘soft’ management approaches to
employee engagement. VoiceTel embodied a ‘soft approach’ to employee engagement –
this centred on promoting positive workplace conditions and relationships between
management and employees, designing work and forging a work environment which was
conducive to promoting employee engagement; enhanced individual employee
productivity was not the primary focus or purpose. In stark contrast, EnergyServ adopted
‘hard’ engagement – this refers to the explicit objective of gaining competitive advantage
through increased employee productivity wherein employee engagement aims to directly
increase employee effort to improve organizational performance. Employee responses
were also very different – VoiceTel’s employees reported high levels of engagement, in
contrast, at EnergyServ, despite senior management’s commitment to, and prioritizing of,
employee engagement, high levels of employee disengagement were evident. Therefore,.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
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 staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
This document summarizes a research article about linking work-life balance to employee performance through job engagement, job satisfaction, and organizational commitment among nurses from Generation X. The document begins with definitions of employee performance, work-life balance, job engagement, job satisfaction, and organizational commitment. It then proposes relationships and hypotheses between work-life balance and these other variables, which are expected to positively impact employee performance. Specifically, it hypothesizes that work-life balance will positively impact job engagement, organizational commitment, job satisfaction, and ultimately employee performance. The goal of the research is to contribute to understanding how to improve performance among Generation X nurses through enhancing work-life balance.
Assessing Factors influencing Employees Work Productivity in Tanzania’s Local...AI Publications
This document assesses factors influencing employee work productivity in Tanzania's local government authorities, specifically Ilemela Municipal Council in Mwanza. It discusses three factors: employee engagement, work-family resource spillover, and perceived organizational support. The study hypothesized that employee engagement positively relates to work productivity, work-family resource spillover positively relates to work productivity, and perceived organizational support positively relates to work productivity. The findings supported all three hypotheses, concluding that the three factors are positively related to employee work productivity. The implications are that managers should implement work-family policies and practices to enhance positive attitudes and emotions that increase productivity.
STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
KEYWORDS:Huzhou; Travel; Development
Enhancing Losari Beach Exploration: Augmented Reality for Immersive Visualiza...AJHSSR Journal
ABSTRACT: South Sulawesi, commonly known as Makassar, boasts rich cultural heritage and customs,
making it a prominent destination for tourism. Among its attractions, Losari beach stands out as a focal point for
visitors seeking to explore the city's natural beauty and cultural offerings. In this context, leveraging modern
technology such as augmented reality presents an innovative approach to showcasing Losari beach to potential
tourists. This research endeavors to introduce tourism assets in a more visually captivating manner through the
use of augmented reality. Utilizing software tools like Unity and Adobe Illustrator, the study focuses on creating
an immersive experience where tourists can interact with virtual representations of Losari beach. By simply
pointing their mobile phone cameras at designated markers or using barcode scanners, tourists can access
augmented reality features embedded within the application. The findings of this research aim to provide
valuable information, particularly for foreign tourists, about Losari beach, positioning it as a compelling
destination within South Sulawesi's diverse array of tourist attractions. Through this technological innovation,
the study seeks to enhance the visibility and appeal of Makassar city's tourism offerings on a global scale.
KEYWORDS: Visualizing, Losari Beach, Augmented Reality
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Context matters examining ‘soft’ and ‘hard’ approaches to emp.docxdickonsondorris
Context matters: examining ‘soft’ and ‘hard’ approaches to employee
engagement in two workplaces
Sarah Jenkins* and Rick Delbridge
Cardiff Business School, Cardiff University, Cardiff, UK
This paper reports different managerial approaches to engaging employees in two
contrasting organizations. We categorize these approaches to employee engagement as
‘hard’ and ‘soft’, and examine how these reflect the different external contexts in which
management operate and, in particular, their influence on management’s ability to
promote a supportive internal context. The paper extends the existing literature on the
antecedents of engagement by illustrating the importance of combining practitioner
concerns about the role and practice of managers with the insights derived from the
psychological literature relating to job features. We build from these two approaches to
include important features of organizational context to examine the tensions and
constraints management encounter in promoting engagement. Our analysis draws on
the critical organizational and HRM literature to make a contribution to understanding
different applications of employee engagement within organizations. In so doing, we
outline a situated and critical reading of organizations to better appreciate that
management practices are complex, contested, emergent, locally enacted and context
specific, and thereby provide new insights into the inherent challenges of delivering
engaged employees.
Keywords: contextual contingencies; critical HRM; drivers of engagement; employee
engagement; ‘hard’ and ‘soft’ management approaches to engagement
Introduction
This paper presents a qualitative study of two contrasting organizational cases to examine
and explain different management approaches to engaging employees. Our research
demonstrates how contextual contingencies enable or impede management’s ability to
deliver employee engagement. To assess this, we borrow from the early HRM research
(Storey 1989) to distinguish between ‘hard’ and ‘soft’ management approaches to
employee engagement. VoiceTel embodied a ‘soft approach’ to employee engagement –
this centred on promoting positive workplace conditions and relationships between
management and employees, designing work and forging a work environment which was
conducive to promoting employee engagement; enhanced individual employee
productivity was not the primary focus or purpose. In stark contrast, EnergyServ adopted
‘hard’ engagement – this refers to the explicit objective of gaining competitive advantage
through increased employee productivity wherein employee engagement aims to directly
increase employee effort to improve organizational performance. Employee responses
were also very different – VoiceTel’s employees reported high levels of engagement, in
contrast, at EnergyServ, despite senior management’s commitment to, and prioritizing of,
employee engagement, high levels of employee disengagement were evident. Therefore,.
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STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
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Enhancing Losari Beach Exploration: Augmented Reality for Immersive Visualiza...AJHSSR Journal
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technology such as augmented reality presents an innovative approach to showcasing Losari beach to potential
tourists. This research endeavors to introduce tourism assets in a more visually captivating manner through the
use of augmented reality. Utilizing software tools like Unity and Adobe Illustrator, the study focuses on creating
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the study seeks to enhance the visibility and appeal of Makassar city's tourism offerings on a global scale.
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impact to Chinese e-commerce enterprises, and Tmall is no exception.Therefore, the development status of
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the situation in the face of the epidemic situation and made a very correct countermeasures.The influence of this
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investigate student’s motivation patterns towards English language learning at a University in Tra Vinh, and factors
affecting their motivation change toward English language learning of non-English-major students in the semester.
The researcher used semi-structured interview at the first phase of choosing the participants and writing reflection
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qualitative data within 15 weeks. The participants consisted of nine first year non-English-major students who learning
General English at pre-intermediate level. They were chosen and divided into three groups of three members each
(high motivation group; average motivation group; and low motivation group). The results of the present study
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use of cluster analysis. The study also indicated a diversity of factors affecting students’ motivation involving internal
factors as influencing factors (cognitive, psychology, and emotion) and external factors as social factors (instructor,
peers, family, and learning environment) during English language learning in a period of 15 weeks. The findings of
the study helped teacher understand relationship of motivation change and its influential factors. Furthermore, the
findings also inspired next research about motivation development in learning English process.
KEY WORDS: language learning motivation, motivation change, motivation patterns, influential factors, students’
motivation.
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quantitative approach, the study's objectives are descriptive and causal, adopting a positivist paradigm with a
deductive approach to theory development and a survey research strategy. Findings reveal that work stress
negatively and significantly impacts employee performance, while digital literacy positively and significantly
affects it. Simultaneously, work stress and digital literacy have a positive and significant influence on employee
performance. It is anticipated that company management will devise workload management strategies to
alleviate work stress and assess the implementation of more efficient digital technology to enhance employee
performance.
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ABSTRACT:This research differs from the practice of business activity in the construction services industry,
which may lead to construction disputes. The settlement of construction disputes is a consensus based on the
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measures to resolve the dispute through the dispute council. Because the standard governing the disputes
committee was not fully regulated, they did not comply with the principle of legal certainty. Therefore, further
research was needed to establish a theoretical basis for regulating the disputes committee in settling construction
disputes. This research is a standard legal research using a legal regulatory, conceptual, and comparative
approach. The research results show that the ideal concept of resolving construction disputes through a dispute
council based on the value of legal certainty is to establish that the position of the dispute council is a special
court that has the authority to resolve construction disputes under construction services agreements. To realize
the position of the Court of Disputation as a special court, it must be based on the creation of philosophical
values, the creationof legislative regulations, and the creation of the institutional structure of the Court of
Disputation.
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VALUES OF ORAL LITERATURE IN THE SOCIETY: A STUDY OF FOLKTALES OFOGBA IN RIVE...AJHSSR Journal
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imagination in preliterate societies. It adopts the genres of literature: drama, prose and poetry in the oral milieu,
using performance as its hallmark. It thrives on the use of oral data because of its orality. This paper focuses on
the moral values or oral literature in the society using Ogba as a spring board. The study was carried out in
communities ofOgba. The population of the study consists of ten towns and village, in Ogba. The theoretical
framework used is Dell Hyme’s ethno-poetics because the works of oral literature relate to the society. This
paper concludes that oral literature serves to against all odds; communicate ideas, emotions, beliefs and
appreciation of life. The folktales in Ogba for instance, serve similar purpose through their
rendition/performance. Through the stories, the younger generation in Ogba society is familiarised with the
customs, traditions, and rituals prevalent in the society. This paper therefore recommends the use of oral
literature in all its genres to inculcate moral values and lessons to the teenagers and youths. Against this
background, Ogba (African) themselves must cease to regard oral literature as primitive and fetish.
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pormalistikong dulog batay sa mga sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at
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ginawang pagsusuri gamit ang nabuong instrumento sa pagtataya nito. Sinunod dito ang Input-Process-Output
na balangkas ng pag-aaral at ginamitan ng kwantitatib-deskriptib-ebalwatib na pamamaraan. Sa pamamagitan
ng talatanungang ibinatay sa ginamit ni Morales (2014) na naimodipika ayon sa kahingian ng kasalukuyang
pag-aaral, tatlong (3) gurong eksperto ang nagsilbing tagataya dito na siyang tumiyak sa kahusayan ng nabuong
pagsusuri ng mananaliksik. Gamit ang Content Analysis, natuklasan na makabagong pamamaraan ang istilo na
ginamit ni Ron Canimo sa pagsulat ng mga tula. Lahat ng kanyang mga tula ay walang sinusunod na sukat at
tugma, may iba‟t ibang tayutay at simbolismong ginamit, magkaibang pandama ang pinagana dahil sa mga
imahe at paglalarawang ginawa, iba‟t ibang uri ng pag-ibig ang tinalakay at gumamit ng pormal, impormal o
kumbersasyonal na wika at makabagong istilo sa pagsulat ng tula. Gamit ang mean at standard deviation,
lumabas na “Mataas” ang antas ng pagtanggap sa kabuuan ng mga gurong eksperto na tumaya sa nabuong
pagsusuri. Lumabas din na “Mataas” ang antas ng kanilang pagtanggap sa nabuong pagsusuri batay sa mga
sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at Simbolismo, (c) Imahen, (d) Tema, at (e)
Diksiyon. Mula sa natayang pagsusuri at kinalabasan ng antas ng pagtanggap dito, naitala ang mga paksa sa
Junior High School Filipino na maaaring lapatan at gamitan ng nabuong pagsusuri.
KEYWORDS: Kumbensyunal, Pagdalumat, Pormalistiko, Ron Canimo, Tula
SCHOOL CULTURE ADAPTATION AMONG INDIGENOUS PEOPLES COLLEGE STUDENTS AT A PRIV...AJHSSR Journal
ABSTRACT: This qualitative study investigates the adaption experiences of indigenous college students at the
University of Mindanao, Matina-main campus. Eight major themes emerged, including difficulties with language
proficiency, online learning, classroom interaction, examination systems, grading procedures, school regulations,
resource accessibility, coping mechanisms, and future goals. Implications include the requirement for targeted
language proficiency and technology use support, an understanding of adaption processes, interventions to
improve resource accessibility, and equitable public administration policies. The study underlines the importance
of adaptation in various educational contexts, as well as the role of educators and legislators in creating inclusive
learning environments.
KEYWORDS: indigenous college students, adaptation, educational challenges, coping strategies
The effect of Institutional Ownership, Sales Growth and Profitability on Tax ...AJHSSR Journal
ABSTRACT: This research aims to test, analyze and obtain empirical evidence about the influence of
institutional ownership, sales growth and profitability on tax avoidance. The object of this research is
manufacturing companies in the consumer goods industry sector listed on the Indonesia Stock Exchange (BEI)
in 2018-2022. This research used quantitative research methods and causal research design. The sampling
technique in this research used non-probability sampling with purposive sampling as the basis for determining
the sample so that a sample of 55 samples was obtained. The data used is secondary data obtained from the
official website of the Indonesia Stock Exchange (BEI) during the 2018-2022 period. The data analysis method
used was multiple linear regression analysis with several tests such as descriptive statistical tests, classical
assumption tests, and hypothesis testing using SPSS version 26 statistical software. The results showed that the
institutional ownership variable has no effect on tax avoidance, while the sales growth and profitability has a
negative and significant effect on tax avoidance.
KEYWORDS: Institutional Ownership, Sales Growth, Profitability, Tax Avoidance
MGA ESTRATEHIYA SA PAGTUTURO KAUGNAY SA PASALITANG PARTISIPASYON NG MGA MAG-A...AJHSSR Journal
ABSTRAK: Ang mga estratehiya sa pagtuturo ay mahalagang kasangkapan sa paghahatid ng mabisang
pagtuturo sa loob ng silid. Tinukoy sa pag-aaral na ito ang antas ng kagustuhan ng mga mag-aaral sa pagsasadula,
pangkatang talakayan at paggawa ng mga koneksyon sa tunay na karanasan sa buhay bilang mga estratehiya sa
pagtuturo ng panitikan sa Filipino at pasalitang partisipasyon ng mga mag-aaral sa Baitang 7 ng Misamis
University Junior High School, Ozamiz City. Ang ginamit na disenyo sa pananaliksik na ito ay deskriptivcorrelational. Ang mga datos sa pag-aaral ay nagmula sa kabuuang populasyon na 120 na mag-aaral at tatlong
mga guro na tagamasid sa pasalitang partisipasyon ng mga mag-aaral. Ang Talatanungan sa Kagamitan sa
Pagtuturo ng Panitikan at Checklist batay sa Obserbasyon sa Pasalita na Partisipasyon ay ang instrumentong
ginamit sa pagkalap ng datos. Mean, standard deviation, Analysis of Variance at Pearson Product-Moment
Correlation Coefficient ang mga ginamit na estatistiko na sangkap. Inihayag sa naging resulta na ang tatlong piling
estratehiya sa pagtuturo ng panitikan sa Filipino ay may pinakamataas na antas ng kagustuhan ng mga mag-aaral.
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pinakamataas na nagpapahiwatig na aktibong nakilahok ang mga mag-aaral sa mga gawain. Inihayag din na
walang makabuluhang kaibahan sa antas ng kagustuhan ng mga mag-aaral sa mga estratehiya sa pagtuturo ng
panitikan sa Filipino. Ito ay nangahulugan na gustong-gusto ng mga mag-aaral ang pagkakaroon ng mga
estratehiya sa pagtuturo. Walang makabuluhang kaugnayan ang kagustuhan sa mga estratehiya at antas ng
pakikilahok ng mga mag-aaral. Hindi nakaapekto sa kanilang pakikilahok ang anumang estratehiyang ginamit ng
guro.
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The Role of the Instruction of Reading Comprehension Strategies in Enhancing ...AJHSSR Journal
ABSTRACT :Throughout my studies and teaching English in different language centers and higher studies
institutions, I have come to conclude that students consider Reading comprehension as a nightmare that
frightens them and hinders their language acquisition in the Moroccan EFL Context. This may cause them to
develop an internal psychological obstacle that grows as their lack of the necessary instruments or tools to
overcome are not equipped with. They become lost and unaware about or unfamiliar with the necessary reading
comprehension strategies that could help them to face the problem of misunderstanding or non-understanding
of English texts. Respectively, this article which is only one part of my whole study aims at showing the effect
of teaching reading strategies in enhancing the S1 students‟ familiarity with reading strategies and raising their
frequency use. A sample of 283 University students in EFL context have been chosen randomly and have
attended the usual academic reading classes, yet only 76 are subject to this survey. 38 of them constitute the
experimental group who have attended the treatment regularly in one of the language centers and the other 38
participants are chosen randomly from the whole population to constitute the Control group. They all have
Psychosocial Factors and Deviant Behaviors of Children in Conflict with the L...AJHSSR Journal
ABSTRACT:This study aims to determine the relationship between psychosocialfactors and deviant
behaviors among children in conflict with the law (CICL) inDavao Region. The researchers want to discover the
prevalent factors thatdrive these children to their behaviors. Further, the study sought to determinethe
manifestation of psychosocial factors in terms of life satisfaction, emotionalsupport, self-esteem, and personality
traits. The study's data came from N-83children in conflict with the law (CICL) at the Regional Rehabilitation
Center forYouth (RRCY) in Bago Oshiro, Davao City; all respondents are male. This studyused a total
enumeration sampling technique due to the relatively smallpopulation size. The researchers adapted the
Psychosocial surveyquestionnaires by Zabriskie & Ward (2013) and by John and Srivastava (1999)as well as the
Deviant Behavior Variety Scale (DBVS) by Sanches et al. (2016).Through the use of a validated questionnaire,
the mean and standard deviationare determined. The researchers modified this questionnaire and translated itinto
the respondents' mother tongue (Cebuano) for them to comprehend itbetter. The study discovered no significant
relationship between psychosocialfactors and deviant behaviors of children in conflict with the law (CICL) in
theDavao Region
KEYWORDS :Children in Conflict with the Law (CICL), deviant behaviors, psychosocial factors
Entropy: A Join between Science and Mind-SocietyAJHSSR Journal
ABSTRACT: Entropy is join, intersection and interaction between natural science and human mind-society.
We proposed that if internal interactions exist in isolated systems, entropy decrease will be possible for this
system. Management in system is a typical internal interaction within the isolated system. The purpose of
management is to use regulating the internal interactions within the system, and to decrease the increasing
entropy spontaneously. We propose the principle of social civilization and the developing direction is: freedom
of thought, rule of action. Both combinations should be a peaceful revision and improvement of social rules and
laws. Different countries and nations, different religions and beliefs should coexist peacefully and compete
peacefully. The evolution of human society must be coevolution. Its foundation is the evolution of the human
heart and the human nature.
KEYWORDS: entropy, science, society, management, mind, evolution.
A Model of Disaster Resilience Among Colleges and Universities: A Mixed Metho...AJHSSR Journal
ABSTRACT :This research paper aimed to create a comprehensive framework for measuring disaster
resilience in colleges and universities. The study used a mixed method through Exploratory Factor Analysis
(EFA), which involved analyzing data from a survey questionnaire. The questionnaire was developed based on
in-depth interviews with 12 selected participants from the University of Mindanao, as well as relevant literature
and studies. It was reviewed and validated by 10 experts using a method called Content Validity Ratio (CVR).
This questionnaire was then administered to 400 students from 10 different colleges in University of Mindanao.
After conducting the Exploratory Factor Analysis and performing rotations and iterations, the researchers
identified five main constructs that characterize disaster resilience among colleges (1) disaster preparedness, (2)
disaster awareness, (3) community readiness, and (4) disaster management, (5) disaster resilience. The
researchers aimed to create an organization called “Council of College Disaster Volunteers (CCDV)” which
consist of student volunteers. These factors can be used to develop effective management strategies and
strengthen efforts in preventing and managing disasters and accidents.
KEYWORDS:content validity ratio, criminology, disaster resilience, disaster management, exploratory factor
analysis, and Philippines.
Environmental Struggles and Justice Among Lumad Farmers of Davao CityAJHSSR Journal
ABSTRACT : The study described the various environmental struggles experienced among the participants
and their status in accessing justice. The study followed a qualitative multiple-case study approach; the
participants are the Lumad farmers of Marilog, Davao City selected through a Critical sampling method and
aims to present the environmental violations experienced by the Lumad farmers in Davao City and how it
affected their families and sustenance further, their status in accessing justice is also explored. The study
concluded that the most common struggles the participant experience are Illegal logging and improper waste
disposal, which affect their farms, family, health, and income. Their preferred means to accessing justice is
through barangay settlement; the rigors of accessing courts, such as distance, expenses, fear of ruling, and the
hassle of being called to be present in court, are the most prevalent barriers that hinder the lead farmers from
accessing justice or seeking legal action. Nevertheless, the participants believed that the government would help
them in accessing justice.
KEYWORDS :access to justice, criminology,environmental justice, environmental struggles, lumadfarmers
CYBERBULLYING EXPERIENCES OF UNIVERSITY OF MINDANAO CRIMINOLOGY STUDENTSAJHSSR Journal
ABSTRACT:This paper explores the cyberbullying experiences among Criminology students at the
University of Mindanao. A simple random sampling method was used to distribute the study's online
questionnaire to the respondents and to survey the target population. This study has four hundred (400)
respondents, and the respondents are Criminology students at the University of Mindanao. The findings of this
study revealed that the level of cyberbullying experiences is sometimes manifested. On the other hand, the
cyberbullying experiences of the students indicate a moderate level, which indicates that the cyberbullying
experiences of the respondents are sometimes manifested. Also, the computations showed that among the
indicators presented, the highest mean is obtained in the psychological effect, which implies that there is a
significant effect of cyberbullying experiences of the respondents in terms of the Gender level of the
respondents. Therefore, respondents with a low level of cyberbullying experiences tend to have a moderate level
of cyberbullying experience. However, there is no significant effect in terms of age and year level of the
respondents according to the results regarding the psychological, emotional, and physical impact of
cyberbullying.
KEYWORDS :cyberbullying, emotional, experiences, psychological,physical effect, and simple random
sampling method.
A philosophical ontogenetic standpoint on superego role in human mind formationAJHSSR Journal
ABSTRACT: One of the most significant contributions of psychoanalysis to understand the human being is the
elaboration of a model about the mind from a topical and dynamic perspective. Freud explains the mind by the
constitution of the preconscious, conscious, and subconscious. Later, by three dynamic components: the id, the
ego and the superego. Such an organization of the psychic apparatus supposes not only individual elements, but
social influences along the process of hominization. In this paper, we recover the findings of the renowned
anthropologist Lewis Morgan, trying to link some of them to the psychoanalytic theory. Especially highlighting
the importance of superego in Haidt’s social intuitionism.
Keywords: evolutionism, intuitionism, psychoanalysis, Freud, Haidt, Morgan
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
Psychological Empowerment and Empathy as Correlates of ForgivenessAJHSSR Journal
ABSTRACT: The study explores Psychological Empowerment and Empathy as Correlates of Forgiveness.
The two variables are regarded to have influence on the decision one makes to forgive another. The study aimed
at examining the relationships between psychological empowerment and forgiveness, empathy and forgiveness
and to identify which one of the two,Psychological Empowerment or Empathy, is the more powerful predictor of
forgiveness. The study took a survey design with a sample of 350 drawn from a population of university students
using a self-administered questionnaire with four sections: Personal information, Psychological empowerment
scale, Toronto Empathy questionnaire, and the Heartland Forgiveness Scale (HFS). Data analysis employed
Pearson’s product moment correlation and regression analysis to test hypotheses. The results show significant
relationships between psychological empowerment and forgiveness as well as empathy and forgiveness.
Empathy was found to be the more powerful predictor of forgiveness.
KEY WORDS: Psychological empowerment, empathy, forgiveness
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Work Environment and Performance of Deposit Money Banks in Rivers State
1. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
A J H S S R J o u r n a l P a g e | 255
American Journal of Humanities and Social Sciences Research (AJHSSR)
e-ISSN :2378-703X
Volume-07, Issue-03, pp-255-262
www.ajhssr.com
Research Paper Open Access
Work Environment and Performance of Deposit Money Banks in
Rivers State
Dr. E.H. Ogbonda
Department of Management, Faculty of Management Sciences, Rivers, State University, Nkpolu-
Oroworukwo, PMB 5080, Port Harcourt, Nigeria
ABSTRACT : This study examined the relationship work environmentand organizational performance of
Deposit Money Banks in Rivers State. The study adopted a cross-sectional survey in its investigation of the
variables. Primary data was generated through structured, self- administered questionnaire. The population of
the study is 72 managers (4 managers from each) of the 18 Deposit Money Banks operating in Rivers State. The
reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items
scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The
tests were carried out at a 0.05 significance level. The findings revealed that there is a significant relationship
between work environmentand organizational performance of Deposit Money Banks in Rivers State. Therefore,
the study concludes that creating a conducive work environment positively enhance performance of deposit
money banks in Rivers State. Thus, the study recommends that deposit money banks should prioritize creating a
positive work environment that promotes employee well-being, engagement, and productivity. This can be
achieved through effective leadership, open communication, reduced workload, fair compensation, and fostering
a positive workplace culture.
KEYWORD: work environment, organizational performance, cost minimization, waste minimization, time
minimisation
I. INTRODUCTION
Positive work behavior has been largely induced by job satisfaction in the Nigerian corporate
environment. Any forward-thinking organization that wants to maintain the competitive business climate must
pay the necessary attention to employee job satisfaction since it functions as an urge that promotes productivity
among the workforce. According to Ugwa, Muhammad, and Ugwa(2014) a happy workplace is a factor in
determining an individual's well-being since it helps workers decide whether to leave or stay with a given
company.
A work environment is defined as the psychological and physical conditions of an office that influence
commitment, efficiency, and employee satisfaction. Particularly in the health-care sector, which is plagued by
constant strike actions due to the inadequate work environment, a favorable work environment plays a crucial
role in encouraging employees' job satisfaction. Such a physical and psychological environment establishes the
working circumstances, employee rights, employee voice, safe working conditions, cooperative team members,
and pleasant supervisor, among other things (Akinwale, 2019). It includes the work spectrum and the context
spectrum. All the characteristics of occupations and task activities, such as training, autonomy, feeling of
achievement while working, a diversity of tasks, and internal value for tasks, are included in what is referred to
be work. Context is the other factor affecting the work environment and employees' satisfaction. It consists of
the physical workspace and the interpersonal working environment (Baah& Amoako, 2011). According to
Edem, Akpan, &Pepple(2017) a positive work environment includes recognition for best efforts and
performance, employee safety, job security, strong working relationships among staff members, and effective
participation in organizational decision-making processes. According to Adegoke, Atiyaye, Abubakar, Auta
(2015), when workers recognize that their organization values them highly, they are more likely to show a
higher level of commitment and a sense of ownership at work.
The work environment can have a significant impact on organizational performance. A positive work
environment can lead to higher levels of employee satisfaction, engagement, and productivity, while a negative
work environment can lead to lower morale, higher turnover rates, and decreased productivity (Swai&Tieng’o,
2022).Organizations that prioritize creating a positive work environment often invest in employee development,
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provide opportunities for employee feedback and communication, and foster a culture of inclusivity and
diversity. These organizations may also prioritize work-life balance and provide employees with flexible
schedules or remote work options.In contrast, organizations with a negative work environment may have high
levels of stress, limited opportunities for growth and development, poor communication, and low employee
morale. This can lead to increased absenteeism, turnover, and decreased productivity.
The impact of a positive work environment on organizational performance is significant and cannot be
overstated. According to a study conducted by Chandrasekar (2011) a positive work environment was strongly
associated with higher overall organizational performance. This was due to the fact that a positive work
environment was linked to higher levels of employee engagement and job satisfaction, two factors that are
known to be associated with increased productivity and performance. Specifically, employees in the study who
reported a positive work environment were found to be more likely to perform better on tasks, be more creative
and innovative, and be more likely to stay with the company for longer periods of time. This is likely due to the
fact that when employees feel supported and respected in their work environment, they are more likely to be
motivated and productive. In addition, a positive work environment allows for increased collaboration among
team members, which can lead to increased creativity and productivity. Ultimately, this study reinforces the idea
that creating a positive work environment is a critical component of ensuring organizational success.
The purpose of this paper therefore was to examine the relationship between work environment and
organizational performance of Deposit Money Banks in Rivers State.The specific objectives of the study were:
i. Examine the relationship between work environment and cost minimization of Deposit Money Banks
in Rivers State?
ii. Determine the relationship between work environment and time minimization of Deposit Money Banks
in Rivers State?
iii. Investigate the relationship between work environment and waste minimization of Deposit Money
Banks in Rivers State?
Figure 1: Conceptual model for the relationship between work environment and organizational performance.
Source: Desk Research (2023)
II. LITERATURE REVIEW
Theoretical Foundation
Social Exchange Theory
Social Exchange Theory (SET) identifies the conditions under which people feel obligated to reciprocate when
they benefit from some person’s or some organizations actions. The theory was used to understand the quality of
the relationship between workers and employers and in promoting performance through pro social behaviour,
organizational citizenship behaviour and extra role performance (Lambert & Waxman, 2005). SET explains how
successful relationships can be modelled using attraction, communication, expectation formation and norm
development, to induce and maintain commitment (Gundlach, Achrol& Mentzer, 1995). Specifically, the
influence of QWL on the organization versus employee social exchange is most likely to be evidenced in their
aggregate use, perceived availability and value. These efforts provide fresh evidence that the basic tenets of SET
hold in the workplace that positive beneficial actions directed at employees by the organization or its
representatives contribute to the establishment of high quality exchange relationships that create obligations for
employees to reciprocate in positive beneficial ways (Cropanzano& Mitchell, 2005). Further, positive
relationships between the employee and the organization can help generate favourable outcomes such as
organizational commitment, faster career progression, job satisfaction and organizational citizenship behaviours.
Performance
Work environment
Cost Minimization
Time Minimization
Waste Minimization
3. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
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This concept is argued out by Ployhart and Moliterno (2011) that benefits from the work life initiatives are not
constant as some employees may value the same benefits differently hence incurring different obligations to the
organization. They may also vary on how they find the initiatives useful to them personally, in terms of helping
their family members or professionally. The more useful they find the benefits provided, the more they should
want to give something extra back to the firm (Wright & McMahan, 2011).
Work Environment
Pelealu, Saerang and Wangke2022)defines working environment as an entirely which comprises the totality of
forces, actions and other influential factors that are currently and, or potentially contending with the employee’s
activities and performance. Working environment is the sum of the interrelationship that exists within the
employees and the environment in which the employees work. Ng, Hong, Woo, Lim and Wong (2019) was of
the opinion that “the ability to share knowledge throughout organizations depends on how the work environment
is designed to enable organizations to utilize work environment as if it were an asset. This helps organizations to
improve effectiveness and allow employees to benefit from collective knowledge”. In addition, he argued that
working environment designed to suit employee’s satisfaction and free flow of exchange of ideas is a better
medium of motivating employees towards higher productivity.
Onwuzuligbo and Nwobodo(2022)defines working environment is a composite of three major sub
environments: the technical environment, the human environment and the organizational environment.
Technical environment refers to tools, equipment, technological infrastructure and other physical or technical
elements. The technical environment creates elements that enable employees perform their respective
responsibilities and activities. The human environment refers to peers, others with whom employees relates,
team and work groups, interactional issues, the leadership and management. This environment is designed in
such a way that encourages informal interaction in the work place so that the opportunity to share knowledge
and exchange ideas could be enhanced. This is a basis to attain maximum productivity. Organizational
environment include systems, procedures, practices, values and philosophies. Management has control over
organizational environment. Measurement system where people are rewarded on quantity, hence workers will
have little interest in helping those workers who are trying to improve quality. Thus, issues of organizational
environment influence employee’s productivity.
Ismail et al. (2010) opine that the conditions of physical workplace environment influence the employees’
functions and it will determine the well-being of organizations. They add that the physical work environment
includes the internal and external office layout, temperature, comfort zone and also the work setting or
arrangement. The physical workplace environment 8 factors also include lighting (both artificial and natural),
noise, furniture and spatial layouts in workplaces (Oluwunmi&Gbarayeghe, 2022). The physical workplace
environment includes comfort level, ventilation and heating, lighting. These features assist on functional and
aesthetic side, the decor and design of the workplace environment that ultimately help improve the employees’
experience and necessitate better performance.
Organizational Performance
Organizational performance is defined as an analysis of a company's performance as compared to goals and
objectives (Mukhtar, Kazmi, Muhammad, Jamil, & Javed, 2022). The concept of organizational performance is
based upon the idea that an organization is the voluntary association of productive assets, including human,
physical, and capital resources, for the purpose of achieving a shared purpose (Githui, 2022). Organizational
performance comprises the actual output or results of an organization as measured against its intended outputs.
According to Oguh and Onaghise(2023) organizational performance encompasses three specific areas of firm
outcomes, financial performance such as profits, return on assets and return on investment), product market
performance such as sales, market share and shareholder return measure through total shareholder return and
economic value added.
Organizational performance is therefore the ability of an organization to fulfil its mission through sound
management, strong governance and a persistent rededication to achieving results. Tantua and Udoro(2023)
proposed that firms delivering services must broaden their examination of productivity from the conventional
company-oriented perspective to a dual company-customer perspective. This broadened approach can help
reconcile conflicts or leverage synergies between improving service quality and boosting service productivity
(Tantua&Udoro, 2023). This research considers organization performance relative to the competition from
multiple organizational perspectives including quality, productivity, market share, profitability, return on equity,
and overall firm performance. Other non-financial measure of performance such as increase in customer base,
market share increase, quality service delivery and increase in firm branch networks (Geib&Boenigk,2022).
Performance is a measure of results achieved by individual, group, and organization. Organization performance
is defined as a continuous and action oriented with focus on improving performance by using objective,
standards, appraisal, and feedback (Ababnch, 2008). Organizations performance comprises the actual output or
4. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
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results of an organization achievement as measured against its intended goals and objectives. Organizations
adopt performance measurement because it creates accountability, provides feedback to operations, and result in
more effective planning, budgeting and evaluation (Tantua&Udoro, 2023).
Measures of Organizational Performance
Cost Minimization
According to Biadacz(2022)cost minimization focuses on cost reduction and continuous improvement and
change rather than cost containment. The term cost reduction could be used instead of cost optimization.
Whereas traditional cost control systems are routinely applied on a continuous basis, cost optimization tends to
be applied on an ad hoc basis when an opportunity for cost reduction is identified. Cost minimization consists of
those actions that are taken by managers to reduce costs, some of which are prioritized on the basis of
information extracted from the accounting system. Although cost optimization seeks to reduce costs, it should
not be at the expense of customer satisfaction. Ideally, the aim is to take actions that will both reduce costs and
enhance customer satisfaction. Cost minimization can be measured in three ways; maximization of output,
minimization of cost, and maximization of profits. In general, optimization is divided into two components
(Ibinabo,Jaja &Nwaeke, 2020).
Time Minimization
When the employees are productive, they accomplish more in a given amount of time. In turn, efficiency saves
their company money in time and labour. When employees are unproductive, they take longer time to complete
projects, which cost employee’s more money due to the time lost (Enenifa&Akintokunbo, 2020). The
importance of higher productivity of the employees in public enterprise cannot be overemphasized, which
include the following; Higher incomes and profit; Higher earnings; Increased supplies of both consumer and
capital goods at lower costs and lower prices. Time minimization is a way of developing and using processes
and tools for maximum efficiency, effectiveness, and productivity (Tripathy,2020) It involves mastery of a set
of skills like setting goals, planning and making decisions better. At the end we have better performance
(Brogan, 2010).
Waste Minimization
Waste is defined by Gobbi (2008) as unnecessary work or holding stocks as a result of errors, poor organization
or communication. Contributing to the same, Li &Olorunniwo (2008) focused on the disastrous implication of
having wastes in the form of repairs, recalls and image control. On their part, Elmas and Erdogmus (2011)
summarize the importance of waste reduction as positive environmental impact, legal compliance,
competitiveness advancement and improved customer service. Liu (2008) defines waste minimization as the
process and the policy of reducing the amount of waste produced by an entity. This is shared by Wang (2005)
who adds that waste reduction involves efforts to minimize resource and energy use during manufacture. For the
same commercial output, usually the fewer materials are used, the less waste is produced. Waste reduction
usually requires knowledge of the production process and detailed knowledge of the composition of the waste.
In any manufacturing process, there will always be wastes and scraps. In Srivastava (2008), waste is further
defined as unnecessary work or holding stocks as a result of errors, poor organization or communication, while
scrap refers to defective product or material that cannot be repaired, used or sold. Gobbi (2011) found that
reasons for the creation of waste sometimes include requirements in the supply chain. For example, a company
handling a product may insist that it should be packaged using particular packing because it fits its packaging
equipment.
Work Environment and Organizational Performance
OdulanaHaliso and Okoro (2020)examined the influence of information culture and work environment on
employee job performance in Lagos state internal revenue service. A validated survey instrument was tested on
210 employees in Lagos State Internal Revenue Service and showed that information culture positively
influenced employee job performance. (R = 0.676; R2 = 0.458; Adj R2 = 0.455; F (1, 190) = 160.43; Sig. =
0.000). Work environment positively influenced employee performance. (R = 0.488; R2 = 0.238; Adj R2 =
0.234; F (1, 190) = 59.53; Sig. = 0.000). The results further reveled that information culture and work
environment both have positive influence on employee performance. (R = 0. 691; R2 = 0.477; Adjusted-R2 =
0.472; F (2, 189) = 86.40; Sig. = 0.000)The study concluded that information culture and work environment
plays an important role in enhancing employee job performance in Lagos State Internal Revenue Service.
Akinwale and George(2020) carried out a study on work environment and job satisfaction among nurses in
government tertiary hospitals in Nigeria. The study used the longitudinal research design to elicit information
from the respondents. The research instrument used is a nursing work index scale by Aiken and Patrician which
has been established to have a high internal reliability coefficient. The simple random sampling strategy was
used to administer the research instrument to 364 nurses. The study used hierarchical multiple regression to
analyse the data obtained.his study discovered that all the variables collectively determined nurses job
5. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
A J H S S R J o u r n a l P a g e | 259
satisfaction; however, the salary was the most fundamental essential predictor that drive nurses’ job satisfaction
followed by advancement and promotion. All seven predictors, namely, socio-political climate; administrative
and managerial support, autonomy and responsibility, salary, supervision and working condition, recognition
and achievement, advancement and promotion, collectively exert positive relationship with nurses’ job
satisfaction. The study concluded that to retain and prevent turnover intention among nurses, and other health-
care workers, the management of hospitals must pay due attention to issues relating to job satisfaction, as this is
likely to increase health-care system effectiveness, boost mental and social health of the nurses.
Mburu (2022) examined the influence of work environment factors on transfer of training for public secondary
school principals in Nyeri county Kenya .The target population comprised of 226 Principals of public secondary
schools. Stratified random sampling technique was used to draw a sample size of 69 respondents to participate
in the study. The study used descriptive research design. Structured questionnaires comprising of open and
closed-ended questions were distributed to the Principals. Statistical Package for Social Sciences (SPSS)
software version 20 was used for onwards analysis of data. Data was analyzed using descriptive tools including
averages, percentages, frequency distributions and variability measure. Simple and multiple regression analysis
and correlations were used to correlate dependent and independent variables. The study established that
management policies had the greatest influence in transfer of training (r2=0.234) followed by job autonomy
(r2=0.166), leadership support (r2=0.142), with least being resources support (r2=0.096). Overall relationship
between dependent and independent variables was 35.6% (r2 = 0.356). Therefore, variation in transfer of
training for Principals in Nyeri County is explained by 64.4% of other factors other than work environment. The
regression model (F(4,58) = 8.009, p = 0.001
From the foregoing discourse, the study hypothesized thus:
Ho1: There is no significant relationship between work environment and cost minimization of Deposit
Money Banks in Rivers State.
Ho2: There is no significant relationship between work environment and time minimization of Deposit
Money Banks in Rivers State.
Ho3: There is no significant relationship between work environment and waste minimization of Deposit
Money Banks in Rivers State.
III. METHODOLOGY
The study adopted a cross-sectional survey in its investigation of the variables. Primary data was generated through
structured, self- administered questionnaire. The population of the study was 72 managers (4 managers from each) of the 18
Deposit Money Banks operating in Rivers State. The reliability of the instrument was achieved by the use of the Cronbach
Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order
Correlation Coefficient. The tests were carried out at a 0.05 significance level.
IV. DATA ANALYSIS AND RESULTS
The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient with the aid of Statistical
Package for Social Sciences version 23.0 as shown below:
Relationship between Work Environment and the Measures of Organizational Performance
Table 4.14 Correlations for Work Environment and the Measures of Organizational Performance
Work
environment
Cost
Minimization
Time
Minimization
Waste
Minimization
Spearman's rho Work environment Correlation
Coefficient
1.000 .931**
.805**
.919**
Sig. (2-tailed) . .000 .000 .000
N 67 67 67 67
Cost Minimization Correlation
Coefficient
.931**
1.000 .750**
.891**
Sig. (2-tailed) .000 . .000 .000
N 67 67 67 67
Time Minimization Correlation
Coefficient
.805**
.750**
1.000 .813**
Sig. (2-tailed) .000 .000 . .000
N 67 67 67 67
Waste
Minimization
Correlation
Coefficient
.919**
.891**
.813**
1.000
Sig. (2-tailed) .000 .000 .000 .
N 67 67 67 67
**. Correlation is significant at the 0.01 level (2-tailed).
Source: Research Data 2020 and SPSS output version 23.0
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Ho1: There is no significant relationship between work environment and cost minimization of Deposit
Money Banks in Rivers State.
The correlation coefficient (r) shows that there is a significant and positive relationship between work
environment and cost minimization. The rho value 0.931 indicates this relationship and it is significant
at p 0.000<0.05. The correlation coefficient represents a very strong correlation. Therefore, based on
empirical findings the null hypothesis earlier stated is hereby rejected and the alternate upheld. Thus,
there is a significant relationship between work environment and cost minimization of Deposit Money
Banks in Rivers State.
Ho2: There is no significant relationship between work environment and time minimization of Deposit
Money Banks in Rivers State.
The correlation coefficient (r) shows that there is a significant and positive relationship between work
environment and time minimization. The rho value 0.805 indicates this relationship and it is significant
at p 0.000<0.05. The correlation coefficient represents a very strong correlation. Therefore, based on
empirical findings the null hypothesis earlier stated is hereby rejected and the alternate upheld. Thus,
there is a significant relationship between work environment and time minimization of Deposit Money
Banks in Rivers State.
Ho3: There is no significant relationship between work environment and waste minimization of Deposit
Money Banks in Rivers State.
The correlation coefficient (r) shows that there is a significant and positive relationship between work
environment and waste minimization. The rho value 0.919 indicates this relationship and it is significant at p
0.000<0.05. The correlation coefficient represents a very correlation. Therefore, based on empirical findings the
null hypothesis earlier stated is hereby rejected and the alternate upheld. Thus, there is a significant relationship
between work environment and waste minimization of Deposit Money Banks in Rivers State.
V. DISCUSSION
The test of hypotheses one, two, and three in table (4.14), shows that there is a significant positive relationship
between Work Environment and Organizational Performance. This implies that when Work Environment is
improved in an organization the employee performance also increases. This finding agrees with Kohun (1992),
who defined working environment as an entirely which comprises the totality of forces, actions and other
influential factors that are currently and, or potentially contending with the employee’s activities and
performance. Working environment is the sum of the interrelationship that exists within the employees and the
environment in which the employees work. Brenner (2004) was of the opinion that “the ability to share
knowledge throughout organizations depends on how the work environment is designed to enable organizations
to utilize work environment as if it were an asset. This helps organizations to improve effectiveness and allow
employees to benefit from collective knowledge”. In addition, he argued that working environment designed to
suit employee’s satisfaction and free flow of exchange of ideas is a better medium of motivating employees
towards higher productivity.
Opperman (2002) argued that working environment is a composite of three major sub environments: the
technical environment, the human environment and the organizational environment. Technical environment
refers to tools, equipment, technological infrastructure and other physical or technical elements. The technical
environment creates elements that enable employees perform their respective responsibilities and activities. The
human environment refers to peers, others with whom employees relates, team and work groups, interactional
issues, the leadership and management. This environment is designed in such a way that encourages informal
interaction in the work place so that the opportunity to share knowledge and exchange ideas could be enhanced.
This is a basis to attain maximum productivity. Organizational environment include systems, procedures,
practices, values and philosophies. Management has control over organizational environment. Measurement
system where people are rewarded on quantity, hence workers will have little interest in helping those workers
who are trying to improve quality. Thus, issues of organizational environment influence employee’s
productivity.
VI. CONCLUSION AND RECOMMENDATION
Therefore, the study concludes that creating a conducive work environment positively enhance performance of
deposit money banks in Rivers State.
Thus, the study recommends that deposit money banks should prioritize creating a positive work environment
that promotes employee well-being, engagement, and productivity. This can be achieved through effective
leadership, open communication, reduced workload, fair compensation, and fostering a positive workplace
culture.
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