...Factors of Motivation & Impact of Job Satisfaction on Organizational Commitment [pic] ACKNOWLEDGEMENTS “If you take care of your employees, your employees will take care of the organization & its customers over a period of time”. These are the words that have inspired us to conduct the research on the effect of employee motivation on organizational commitment. We shall be failing in our duty, if we do not record our gratitude to all those who have helped us & co-operated with us to pursuit this project. We would like to thank Prof. Kavita Lagate for her excellent sessions on Research Methodology which helped us to understand the various aspects of the subject & the project. Further by giving us an opportunity to carry out this research & present this research report under her guidance has enabled us to understand the concept of making a research report. CONTENTS Abstract………………………………………………………………………………………4 Introduction………………………………………………………………………………….5 Objectives of the Study …………………………………………………………………….6 Previous Research…………………………………………………………………………...7 Literature Review…..……………………………………………………………………….9 Research Methodology…………………………………………………………………….22 Data Collection & Analysis…………………………………………………......................25 Conclusion…………………………………………………………………………………..28 Direction for Future Research……………………………………………………………...
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...Keith shoemaker Assignment for Chapter 4, 5, and 6 Module 2 Due Feb. 15th 1. Has this presentation challenged any assumptions I have had about China and the Chinese people? Explain. I have never really given any thought to different cultures being different in the way they do business. I suppose I will have to learn these nuances as time goes on. Because I never really had a clear predetermined idea of what other cultures did compared to mine, it wasn’t very surprising to me about China’s individualistic approach to business. I am surprised that the government accepts Chinas residents strive for individualism. I always thought that Chinese people were told what to do and how to act weather they were doing business or just living their lives. Because of Chinese residents of suppression for many generations I can see how they would be very aggressive with what they want in their personal lives as well as business. The incentive of being wealthy and going after what they need to do to make this happen does in fact surprise me. I assumed that Americans were the most aggressive. I believe this chapter has opened my eyes to other cultures and the way they do business. I liked the notion of Chinese business people don’t deliberate very long before they move ahead on a project. Here in the west we seem to analyze things too much. We study and research ideas and proposals so long that if we just moved ahead with an idea we would get much more accomplished. Another myth...
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...THE RELATIONSHIP BETWEEN ORGANIZATION COMMITMENT, JOB SATISFACTION AND JOB ENLARGEMENT Name Id Email FAIZAN HUSSAIN 8141 faizanhussain_ca@hotamil.com Name Id Email WALEED AHMED 8144 waleed_taurus@hotmail.com Name Id Email Rizwan Tahir 7892 rizva9@gmail.com Name Id Email Sheikh Zeeshan Ali 7095 Sheikh_Zeeshan_Ali@hotmail.com Submitted to: Tehseen Jawaid THE RELATIONSHIP BETWEEN ORGANIZATION COMMITMENT, JOB SATISFACTION AND JOB ENLARGEMENT Abstract This study examines the relationship between job enlargements, job satisfaction and organization commitment in an organization. In today’s global economy, organizations incorporate programs like total quality management, employee involvement, job enrichment, skill-based pay, gain sharing plans to gain a competitive edge. 60 Questionnaires were applied the data was analyzed based on SPSS version. Regression analysis were used, based on our respondents the result shows that there is a significant and positive relationship between organizational commitment and job satisfaction and on the other hand there is insignificant relationship between organizational commitment and job enlargement .The results supported our hypothesis for job satisfaction which there is a positive relationship between organizational commitment and job satisfaction, however, results didn’t supported the hypotheses that are posited for this study in respect of job enlargement which is there is a positive...
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...Job Satisfaction in Organizational Psychology Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job. Definition of Job Satisfaction Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty-four to nineteen fifty-three. Elton Mayo was from Harvard Business School who sought to find the effects of various conditions focusing on workers' productivity. His study showed that changes in work conditions temporarily increased productivity which is also known as the Hawthorne Effect. Some individuals may form an attitude towards their jobs by taking into account their feelings, beliefs and behavior. All these different factors can affect ones job satisfaction Example of Organizational Socialization and Job Satisfaction A great example of how organizational socialization goes a long way in ensuring job satisfaction is in the United States military. When a person decides to join any branch of the military there is a process in becoming a soldier. The organizational socialization...
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...\ Transformationa lLe a de rship a S tudy of BankingS e c tor in S a udi A ra bia Abstract This is a study of Transformational Leadership and its relationship with job satisfaction & rganizational commitment o among the employees of banking sector. This study was carried out in Jeddah, commercial city of Kingdome of Saudi Arabia. The a research concentrated on four commercial banks that re Al Bilad a Bank, AL Rajhi Bank, Riyad Bank and SABB. 300 questionnaires were circulated to employees of anks operating in Jeddah. Full-time bank b employees mostly working as trainee officers were our targeted p opulation. The questionnaire consisted of 38 items, divided into four categories; transformational eadership, overall job satisfaction, l organizational commitment and turnover intentions. Primary resources ere used for collecting data in order to carry out research w work. Multifactor leadership questionnaire eveloped by Bruce d &Avolio (2009) was used to measure the respondents’ perception about the transformational eadership. l By: Ayman Ali Al-Motawa Student Number: 1500140 Bus 633 Presented to: Dr-Asif Salam Transformational Leadership A Study of Banking Sector in Saudi Arabia Dr. Adil Zia H I. Introduction Uman resource is an important and indispensable factor for every organization. It is important to run an organization smoothly, effectively and efficiently (Mosadragh, 2013). Every success of an organization ...
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...between Job Satisfaction, Job Performance Attitude towards Work and Organizational Commitment Habib Ahmad Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan E-mail: habib.msfin26@iiu.edu.pk Tel: +92-03335339752 Khursheed Ahmad Lecturer in Department of Management Sciences, University of Swat, Pakistan E-mail: khursheed66@yahoo.com Tel: +92-03088787874 Idrees Ali Shah Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan E-mail: idree.as1985@gmail.com Tel: +92-033491093119 Abstract Many attempts are made to find determinants of job satisfaction and its relationship with other variables but most of the study is done in the west. This paper utilizes survey data collected form 310 employees of 15 advertising agencies of Islamabad (Pakistan) to test interdependency of job satisfaction and job performance, effect of organizational commitment and attitude towards work on job satisfaction and impact of organizational commitment and attitude towards work on performance. Response patterns, analyzed by gender, education, department, income and age are also discussed. Results show a weak relation between job satisfaction and performance where as organizational commitment has strong positive relation with performance and attitude towards work has a strong positive relation with job satisfaction. The study identifies insignificant impact of organizational commitment on job satisfaction and attitude towards work on job performance...
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...Title: Impact of job satisfaction level of employees on organizational commitment. Abstract: The main objective of our project is to find out the relationship between the Job Satisfaction and Organizational Commitment in the Textile Industry. Our motive would be to visit a textile industry nearby and to study the behavior of employees with respect to the financial and non-financial factors. This would help us to find all those factors which actually lead to Job Satisfaction of an employee. This study will help us to determine whether reward system, job meaningfulness, job related stress, training are predictors of organizational commitment affects the Job Satisfaction and Commitment and are these factors are really helpful in enhancing the productivity and efficiency of the workers. Also, we will be able to establish the significant relationship between supervisory roles, and job related stress and organization commitment. Objectives: I. To ascertain whether the measures of job satisfaction considered in this study are predictors of organizational commitment. II. To analyze the significant relationship of achievement, recognition, responsibility, on organizational commitment. III. To assess the alliance of advancement, the work itself and growth factors with organizational commitment. IV. To determine the significant association between supervision, company policies, work conditions and organizational commitment. V. To analyze the relation between salary, security, status...
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...The Impact of Job Characteristics on Social and Human Service Workers Reva I. Allen/Eric G. Lambert/Sudershan Pasupuleti/Terry Cluse-Tolar/Lois A. Ventura, Department of Social Work, University of Toledo 1 In many career fields, there is a tendency to try to find the right person for the job instead of trying to make the job right for the person. Koeske and Kirk (1995) wrote, “Social work administrators presume that there are certain characteristics of human service workers that predispose some of the workers to thrive in a particular job while workers with other characteristics are more likely to dislike the job or do poorly” (p. 15). Additionally, some administrators of social and human service agencies appear to be more concerned with the impact of workers on their agency than the impact of the organization on workers. “Blaming the employee” focuses the attention away from the real causes (Arches 1991). It is true that social and human service workers can and do have meaningful effects on their employing organizations. It is, however, naive to assume that employees are not affected by the organization. It is reasonable to assume that many employees who have negative or positive impacts on the employing organization do so because of how they were treated at work. The work environment has real and lasting effects on most employees. It is generally theorized that the work environment influences employees mainly through their attitudinal states, and these...
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...Sciences 5(2), 2012 ISSN 1943-2429 © 2012 Ozean Publication THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATION COMMITMENT AMONG MANGERS IN TELECOMMUNICATION COMPANIES IN JORDAN YASER MANSOUR ALMANSOUR Al Balqa Applied University, Amman – Jordan E-mail address for correspondence: yaser111956@yahoo.com _____________________________________________________________________________________________ Abstract: This study examines the relationship between job satisfaction and organization commitment in telecommunication companies in Jordan. In today’s global economy, organizations incorporate programs like total quality management, employee involvement, job enrichment, skill-based pay, gain sharing plans to gain a competitive edge. Questionnaires were employed to the managers in telecommunication companies in AmmanJordan. 135 sample were selected, the data was analyzed based on SPSS version 17.0. Regression and correlation analysis were used, the result shows that there is a significant and positive relationship between job satisfaction and organization commitment. However, results generally supported the hypotheses that are posited for this study which is there is a positive relationship between organizational commitment and job satisfaction among the managers in telecommunication companies in Amman - Jordan. Keywords: job satisfaction, telecommunication companies, organization commitment _____________________________________________________________________________________________...
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...RUNNING HEADER: Job Satisfaction Team Paper Job Satisfaction Team Paper PSY428 June 21, 2010 Maria Cuddy-Casey Job Satisfaction Team Paper With today’s ever-changing, stressful environment individual job satisfaction is critical to the success of any organization. Today’s individuals are looking for more than a job; they are searching for a career that will challenge them, allowing them to grow and progress within the organization. They need a sense of accomplishment while allowing the flexibility to be creative. It is these employees who find satisfaction in their positions. They are more productive, efficient, and effective; contributing to success of the company. The purpose of this paper is to define job satisfaction and its affect within the workplace. It will explain the impact that organizational socialization has on job satisfaction as well as providing an example of how an organization can use organizational socialization to positively impact job satisfaction. Finally, it will describe the relationship between organizational commitment and job satisfaction as well as providing an example of how an organization can use organizational commitment to positively impact job satisfaction. Define Job Satisfaction Employees who are happy and content at work are satisfied with their job. Employers are placing more emphasis on employee job satisfaction. Employees who are satisfied with their job have better retention, camaraderie with fellow staff...
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...Job Satisfaction Paper In job satisfaction, helping people is very important role that takes in success for individual in organization. Job satisfaction is a worker's sense of achievement and success is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction benefits the organization includes reduce in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked to a healthier work force and has been found to be a good indicator of longevity. Although, only little correlation has been found between job satisfaction and productivity Creating job satisfaction you have to have flexible work arrangements, possibly including telecommuting. Training other professional growth opportunities are interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product. Opportunities that use in one's talents and creative opportunities; it takes responsibility and direct one's own work. A stable secure work environment that includes job security or continuity is environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members. Flexible benefits, such as child-care and exercise facilities. Organizational...
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...Literature Review Trust: “Fardet indicates that organizational trust leads to organizational effectiveness and have impacts on intrapersonal and interpersonal relationships inside and outside of organization.” It means that effectiveness of organization relay on the organizational trust. If organization trust will be more than effectiveness of the organization (interpersonal or intrapersonal) will effect. If an organization shows the trust within an organization and out of the organization with other organizations so it create more trust, reliability and effectiveness for it and the relationship will be more strong with all attached people (Rukshani and Senthilnathan 2013). Zalabaket characterizes reliable trust as the positive desire workers have about hierarchical parts, encounters, and common reliance (Rukshani and Senthilnathan 2013). If employee think very positive about their work and always try to achieve their assigned goals with very hard work and accuracy, it means he have much trust and believe on the organization. Organization provides the confidence and shows the trust and value to employee for achieving their desired goals. Employee tries to fulfill the expectations of organization to prove the capabilities and trust that organization shows on him. So it is mutual dependency. Another research says that the trust in the workplace is essential to organizational performance and competitiveness in an increasingly global economy (Lamsa and Pucetaite 2006). ...
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...LINK OF SATISFACTION COMMITMENT AND PERFORMANCE ON FACULTY MEMBERS’ PERFORMANCE AT HIGHER EDUCATION INSTITUTIONS IN PAKISTAN PhD Scholar S. M. Arsalan SHOEBY Hamdard University, Pakistan PhD Scholar Faisal SALEEM KASBIT, Pakistan MS Graduate Ambreen RAZZAQ Institute of Business and Technology – Biztek, Pakistan Naveed R. KHAN Universiti Pendidikan Sultan Idris – UPSI, Malaysia Email: naveed.r.khan@gmail.com Abstract: The contribution of faculty members in producing scholars and economy building can’t be rule out in any country. The faculty member’s satisfaction, commitment and performance are the points to investigate in higher education sector of Pakistan, especially in private sector universities. This study is conducted in Pakistan to investigate the relationship of satisfaction with commitment and performance, and commitment association with performance. The tools were adopted from the studies of Rice & Schneider (1994) and Smeenk et al. (2008). The top five, private sector universities of Karachi, as per HEC criteria, were taken as target sample to conduct the survey. This research affirmed that satisfaction is positively correlated with commitment and performance, and commitment also correlated with performance of faculty members of private sector universities in Pakistan. Keywords: satisfaction, commitment, performance, faculty members, universities, degree awarding institutions, higher education, private sector. Introduction The growth of higher education...
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...Job Satisfaction and Organizational Commitment with Google Geraldine Burroughs Professor Berkina Porter BUS322 – Organizational Behavior February 9, 2014 According to Jane Williams, industrial organization psychologist, from Indiana University and Purdue University says that Organizational Commitment and Job Satisfaction are two are the most important work attitudes needed in today’s organizational psychology. Organizational commitment and job satisfaction are very closely related to each other. Job satisfaction is defined “a pleasurable or positive emotional state resulting from the appraisal of one's job and job experiences.” (Locke, 1976). Job satisfaction is one of the most measured variables by organization from every industry. The reason organizations pay large amounts of money to obtain this information is it helps to determine the state of moral of their employees. Another reason for knowing job satisfaction among employees is research has discovered a correlation between job satisfaction and other variables such as organizational commitment, life satisfaction, family satisfaction, and performance on the job. The first test convergence means that when there are two separate tests done on job satisfaction they must correlate highly with each other. The second test of discrimination means that the test needs to measure different variables. For example researchers may want to know how people view their world...
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...How might organisational commitment impact on the behavior of employees in the work place? Would the impact be the same for all employees? Organizational commitment is the employee's psychological attachment to the organization. It predicts work variables such as turnover, organizational citizenship behavior, and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability, and distribution of leadership have been shown to be connected to a worker's sense of organizational commitment. Organizational commitment can be contrasted with other work-related attitudes, such as job satisfaction, defined as an employee's feelings about their job, and organizational identification, defined as the degree to which an employee experiences a 'sense of oneness' with their organization. Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer and Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had been proliferated in the literature. Meyer and Allen's model has also been critiqued because the model is not consistent with empirical findings. There has also been debate surrounding what Meyers and Allen's model was trying to achieve. Role Stress Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well being...
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