Building on this, another point that needs to be mentioned is the variable measurement based on self-reported data. The proposed statements for self-evaluation are based on quite abstract psychological concepts, namely satisfaction, pride, turnover intentions, organizational commitment, job performance and creativity. Although it is possible to evaluate each scenario situation separately and newly, the suitability of answers and ability of judgment are to a certain degree related to similar past
(Fernando, 2005). Many researchers have found positive association between spirituality and employee work attitudes including work satisfaction (Milliman et al., 2003; Crawford et al., 2009; De Klerk et al., 2006). A strong sense of community and organizational values at workplace enhances employee satisfaction and motivation (Millimanet al., 1999). It has also been proposed that organizations with some type of higher meaning have more motivated workforces (Peters and Waterman, 1982). Besides, Jacques
Organizational loyalty is the strength of the individuals and with their organization. According to the Allen & Meyer, loyalty is a psychological condition reflects the relationship of the individual in the organization in which he or she working. Also, Porter has identified the loyalty as a strength of correlation of the individual who working organization, and that the individual who shows a high level of organizational loyalty in the organization in which it activates it has a robust confidence
The researcher used Big Five Factor Model to investigate the relationship between Emotional Intelligence, Organizational Commitment as well as Job Satisfaction. Several Studies have investigated the relationship between the five factor personality model and job satisfaction. Notably, Judge, Heller, and Mount (2002) conducted a meal analysis, linking the five-factor personality model to job satisfaction. The researcher used their investigation as a guide to the present study. Neurotic individuals
Introduction Teacher’s organizational commitment has been recognized as an effective route to school success.organisational climate as a person’s feeling with regard to continuing his or her association with the organization, acceptance of the values and goals of organization achieve such goals and values.organisational commitment is a bond the employees has with his/her organization. Most employers today would like to have their employee’s motivated and ready to work, but do not understand what
pay satisfaction, and particularly, to concentrate on pay correlations and the perception fairness and organizational
1.1 ORGANIZATIONAL CULTURE AND COMMITMENT Organizational culture and commitment have extensive significance in industrial and organizational environment. Culture is a coherent system of assumptions and basic values, which distinguish one group to another and familiarizes its choices. Hence, organizational culture implies 'a prototype of basic assumptions that imaginary exposed and urbanized by a given group as it learns from external and internal implementation. It has worked well enough to be
CHAPTER ONE INTRODUCTION 1.1 Background of the Study According to Aborishade and Obioha 2009, the concept of Motivation surpasses focus on machine because at the heart of the organization, the human resources coupled with skill, experience, attitudes, and intelligence is the most momentous factor in acquisition of wealth and process of production. Empirical evidence abound showing that workers are poorly motivated and are dissatisfied with their living and working conditions in Nigeria, which could
job satisfaction, organizational commitment and conflict resolutions. Scholars have endeavored to define work ethics relating to the value system of people. Parnes and Andrian define work ethics as ―… beliefs about the moral superiority of hard work over leisure or idleness, craft pride over carelessness, sacrifice over profligacy, earned over unearned income and positive over negatives towards work‖ (Parnes and Andriasani, 1983, 102). Barbash defines work ethics as ―a commitment to work hard which
2.10 The Concept of Employee Commitment Employee commitment has been defined in different ways by different authors. Among these authors, Meyer and Herscovitch (2001) indicates that employees commitment reflect employees’ belief that it is a moral obligation to remain in an organization. They opined that though this belief developed overtime, it is a force that binds an individual to engage in an action that would sustain his/her continues involvement in the organization. This conceptualization