Statement The term organizational commitment can be understood as “a psychological link between the employee and his or her organization that makes it less likely that the employee will voluntarily leave the organization” (Allen & Meyer, 1996), has been drawing the attention of organizational researchers in recent years. Though, it may be argued that while there is a growing body of theory and empirical research demonstrating relationships between HRM practices and Organizational Commitment, additional
pay satisfaction, and particularly, to concentrate on pay correlations and the perception fairness and organizational
Electronic copy available at: http://ssrn.com/abstract=1293922 1 Organizational Culture and Job Satisfaction: An Empirical study of R & D Organization By Jahanzeb Shah MS (MS) Fall 2007, Group B, SZABIST, Islamabad. Abstract The study is conducted to examine the Organizational Culture theory and practices with emphasis on the effectiveness of satisfaction and motivational dynamics in the areas of employee’s satisfaction and retention. The problem statement is based on whether it is only the compensation
performance management system on employee performance. According to Chan and Lynn (1991), the organizational performance criteria should include profitability, productivity, marketing effectiveness, customer satisfaction, but also employee morale. In this perspective, employee performance is tightly related to organizational performance, effective and efficient employee performance will positively influence organizational performance. On the other view, Millar (2007) built a framework of talent management
self-actualizers of Abraham Maslow and the values of a spiritual being found in contemporary literature such as truth, justice, oneness, order etc. (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
Bibhu Prasad kar et al.,(2011) found that working environment, nature of work, organizational philosophy, salary and career development are some of the factors affecting attrition in Small and Medium Entreprises (SMEs). Niharika Gaan (2011) concluded significant dating between organizational dedication and worker turnover, job satisfaction to be explaining high quantity of incremental variance in turnover purpose. With regard to retention
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
“The key talent management challenge for Indian companies is how to keep workforces highly productive and at the same time, satisfied, engaged and committed.” Accenture research report 2007 Employee engagement is the level of commitment and involvement an employee has towards his organization and its values. Today in this changing scenario, where every opportunity for a student has a scope of growth, teachers are bestowed with the responsibility for shaping the youth. Therefore the institution is
salaries to be paid. 1.3. Literature Review This section provides an overview of the existing literature on Needs and Needs hierarchy “job satisfaction”, “Employee Turnover” and “Employee retention”. It highlights various theoretical frameworks relevant to the investigation. It presents the definition of employee turnover, discusses the impact of employee turnover on organization, and identifies the antecedents of turnover, including job related factors. These literatures will assist in constructing
This paper is to find out the Human resource practices which are recruitment and selection, training and performance appraisal have considerable relationship towards the organizational performance .Whether there is a significant relationship between human resource practices and the organizational performance or not. Literature Review Human resource management can be define as policies, system and practices which can influence employee’s behaviour, attitude and performance in organization (Noe, Hollenbeck