Organizational Commitment Job Satisfaction And Job Performance Of The Rank And File Employees Of Mary Grace Cafe

Author : Dhiraj Jain
Publisher :
ISBN 13 :
Total Pages : 0 pages
Book Rating : 4.:/5 (137 download)

DOWNLOAD NOW!

Download or read book Goodness of Measures of Employee Outcomes (Job Satisfaction, Commitment, Performance) -- An Empirical Study in the State of Rajasthan written by Dhiraj Jain and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Introduction In the growing world of competitiveness organizational effectiveness is increasingly becoming dependent on how well they are utilizing the human resources available to the organizations. Effective utilization of human resource has a positive impact on the employee outcomes which have direct implications on organizational effectiveness. Various researchers over the past many years have examined various employee work related outcomes like organizational commitment, performance, job satisfaction etc. At its most general level of conceptualization, job satisfaction is simply how content an individual is with his or her job. At the more specific levels of conceptualization used by academic researchers and human resources professionals, job satisfaction has varying definitions. Affective job satisfaction is usually defined as a one-dimensional subjective construct representing an overall emotional feeling individuals have about their job as a whole. Hence, affective job satisfaction for individuals reflects the degree of pleasure or happiness their job in general induces. Organizational commitment is a concept used in a number of different ways. In most cases, we use the term to refer to a type of employee, that is, an employee with high organizational commitment. Here, we generally refer to three observable patterns of behavior. When we see an employee exhibiting these patterns of behavior, we attribute these patterns to commitment and can say that the individual is committed. More recently, these behaviors have been termed organizational citizenship behaviors. The three components of commitment are: Identification with the organization's goals and/or mission manifested in pride in and defense of the organization, long-term membership in the organization and intention to remain with the organization, often termed loyalty, & high levels of extra role behavior, that is, behavior beyond required performance- Often referred to as citizenship behavior or pro-social behavior. Job performance also apart of Human Resources Management commonly refers to the performance at the job level. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly accepted theories of job performance comes from the work of John P. Campbell and colleagues. Coming from a psychological perspective, Campbell describes job performance as an individual level variable. That is, performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables. Other than the fact that job performance of employees is assessed by using various scales by researchers, for instance, four items scale of Wright and Bonett, Performance Appraisal Questionnaire (PAQ). While some researchers use supervisors rating for measuring employee performance , still most prefer using combined rating of both the supervisor and employee self rating as performance score. Objective of the Study • To expand the knowledge on contextual validity of the three measure of employee outcomes i.e. job satisfaction, organizational commitment and performance. • To test the goodness of measures of these three employee outcomes. • To suggest how human resources could be utilized effectively to bring out positive employee outcomes which has direct implication on organizational effectiveness Methodology used for the study The sample of the study included 300 employees from the Public and Private sector organizations in Rajasthan. The samples were selected from all the five different geographical locations of Rajasthan i.e. Jaipur, Jodhpur, Kota, Udaipur, Ajmer. The Public sector organizations include State and Central Government organizations i.e. Insurance companies which include National Insurance Company ltd, New India Assurance Company. Ltd, Oriental Insurance Company ltd, United Insurance Company Ltd., & Life Insurance Corporation of India. The Private sector Insurance organizations included all approachable private sector insurance companies in the areas selected for the study. From these companies questionnaire were administered to all the Middle level employees of both the organizations i.e. Public and Private. Out of these 300 samples 100 were incomplete or find inadequate for the research study. Therefore study was undertaken with 200 samples. Exploratory factor analysis and reliability test used to test the validity and the reliability of the three employee outcomes. Factor analysis denoted a class of procedures primarily used for data reduction and summarization. Relationship among set of many interrelated variables are examined and represented with the help of factor analysis. The approach used in the factor analysis “Principle Component Analysis”. In this analysis, the total variance in the data was considered. The diagonal of the correlation matrix consisted of unities and full variance was brought in to the factor analysis. It determined the minimum number of factors that accounted for maximum variance in the data for use in subsequent multivariate analysis. The factors are also called principal components. Although the initial or un-rotated factor matrix indicated the relationship between the factors they were also correlated with many variables. Hence the variance explained by each factors were distributed by rotation. The method used for rotation in this study was “Varimax”. It is a method of factor rotation that the numbers of variables with high loading on a factor, thereby enhancing the interpretability of the factors. Cronbach alpha has been used to test the reliability of the data collected. Kaiser-Meyer-Oklin measure of sampling adequacy was computed which indicates that the sample was good for sampling. Conclusions From the above study it was found that the three measures i.e. commitment, performance & job satisfaction were the most reliable & valid measures of employee outcomes with a little deletion or addition in the state of Rajasthan. Management Implication The study could helpful for the organisation's measuring employee outcomes on a regular basis and could help develop standardised procedures to measures the employee outcomes. So that the future performance appraisals could be based on that. The study could also help organisations to identify the most valuable employees. Limitations The sample of this study includes only clerical & related employees of the public sector organisations. Therefore the findings may not be valid for the other categories of employee and other sector.