Regardless of the degree to which employees are made committed to the organization's objectives, there can be a little doubt that, at least occasionally, personal interests will be incongruent with those of the organization. Organizational politics arise when people think differently and want to act differently. The democratic organization seeks to resolve this diversity of interests by asking: "How shall we do it?" By whatever means an organization resolves this diversity, alternative approaches generally hinges on the power relations between the actors involved.
This study investigated the organizational climate and its impact on the performance of the Job. This research investigated 150 banking employees including top level management to bottom level management of 23 different banks and their branches in Gilgit. This research is basically conducted on banking employees only and measures their organizational climate and its impact on their financial performance, organizational climate and its influence to the organizational commitment and staff satisfaction and its turnover to employees’ financial performance. The independent variable staff satisfaction is insignificant with financial performance so that’s why we cannot interpret this variable. In another side the variable organizational commitment is significant for 1% significant level. The coefficient valve .45 of organizational commitment indicates the there is positive relationship between variables. . According to the regression results when organizational commitment increases by 1% it results 45% increment in the financial performance.
This research has highlighted the impact of organizational culture on role based performance of the employees. It has also heightened the importance of the strong organizational culture that affect the employees role base and general performance. In this research there were 291 male which were 72.8% of the whole sample and 109 female that were 27.3% of the whole sample. Questionnaire was used to collect data of middle level managers of banking sector via non probability technique that is convenient sampling. Mann-whitney test showed that while considering grouping variable gender and status impact of organizational culture was equal in both male and female. There was some variation in male and female while considering nature of the family. While Regression Analysis showed a strong positive relationship between organization culture and its impact on role based performance.
This empirical study is perhaps the first study which examined the relationships between employees' perceptions of organizational politics and their job attitudes and behaviors in a relatively unexplored Nepali context. The findings of this study revealed that there are significant relationships between employees' political perceptions and their certain job attitudes and job behaviors. This study also found moderating effects of job attitudes on the relationships between political perceptions and employees' job related behaviors. The findings are consistent with the findings of previous emprical studies which were mostly carried out in western culutral context. These findings suggest that irrespective of cultural and organizational contexts employees react in the same way when they perceive that their work environment is politically charged. These findings have practical implications for practicing managers and research implications for the researchers interested in organizational politics.
Performance appraisals are used in the organizations as a way to communicating with the employees about their performance and giving them advices regarding the required changes into their behavior and attitudes. Organizational justice has been proved as an important predictor of different employee behaviors and attitudes like organizational commitment & organizational citizenship behavior. For the effective functioning of performance appraisal, it should be properly documented and there should be a commitment from the management side to make the performance appraisal system fair and effective in the organization. This book provides an empirical insight about perceived fairness in performance appraisal impact on Organizational Commitment & Organizational Citizenship Behavior. To get a better idea about it, a survey was conducted to sound the opinion of employees in the banking sector of Pakistan. Result of the survey confirmed the relationship among fairness in performance appraisal, organizational commitment & organizational citizenship behavior. The findings & results of this study are fundamental to both researchers & practitioners to get the committed & be good citizen employees
Business Bank in Indonesia is very attractive and profitable, and it is no wonder, when investors from neighboring countries such as Malaysia and Singapore are interested to buy banks in Indonesia. But when do the acquisition, employees often overlooked aspect, and makes employees nervous and confused and consequently negatively affect overall performance. At the time it changed owners, can definitely be a change vision and mission and ultimately change Organizational Culture. The process of organizational culture change correctly is often forgotten by the new owners of the bank, because it was the focus of the core business is financial business. The process of organizational culture change is not properly managed the process of changing corporate culture, not only resulting in decreased performance, but also increase turnover. The impact of poorly managed organizational culture change process, the optimality of the ROI is not running as fast as expected by the new owner. Thus the process of changing the corporate culture must be managed properly and systematically.
Impact organizational culture on HRM and employee's performance, is a piece born out of research to redefine the silence role organizational culture plays in driving organizational success. most of the failure recorded in today's business is as a result the neglects of cultures of the immediate environment(internal and external). Business must identify all culture that has found it way into the business either consciously or unconsciously. sometime we seem to kept in holistic the founders philosophy even when is not achieving positive result. this work highlighted those cultures that need to be eliminated that are no longer accepted by the business stakeholders and promotes those new cultures that are desirable and its reflect on the HRM practice. All employees should be inform of the cultural adjustment in order to give them an opportunity to perform in the new order. Schein (1984) defines cultures as the way we do things around here. things must done on the basis of the present not what is no longer acceptable.
The core idea behind this study was to gain an understanding of the relationship between organizational mergers and human resource concerns. Exclusively the concept of employee satisfaction, commitment and turnover intentions were examined in relation to banks that were being merged in Pakistan. Variables such as psychological effects, cultural conflicts, job insecurity were examined for a possible significant or insignificant relationship to employee job satisfaction, commitment and turnover intentions. It was hypothesized that; employees were dissatisfied as a result of merger, employees did not feel committed after merger and hence they intend to leave the job. The quantitative method of data collection that is questionnaire was used by the researcher. The outcomes were discussed under provisions of research questions developed in the study. This is done through a discussion of the conclusion drawn from the findings. It was thus wrapped up that when an acquisition is made, management should not only focus on the end result, but also pay attention to the human resource factors that can lead to the success or failure of merger.
The studies to find relationship between training and organizational commitment are in its preliminary stages. However in Western countries there have been a number of studies on training and organizational commitment, very little work has been done in respect of the employees in Islamic banking industry of Pakistan. This research explores the relationship between six training variables (Perceived availability of training, Motivation to learn, Perceived benefits of training, Perceived supervisor support for training, Perceived Coworker support and perceived transfer of training) and several elements of organizational commitment (affective commitment, continuance commitment, normative commitment). Descriptive Statistics, Pearson Correlation and Multiple Regression are used to examine questionnaire’s data from 317 employees of 11 Islamic banks operating in Pakistani Islamic banking industry. The perceived availability of training, motivation to learn, perceived supervisor support for training, coworker support were all have a significant positive impact over affective and normative organizational commitment.
Purpose – This study aims to examine the impact of organizational justice on organizational commitment and intention to stay in the organization of Nepal. Approach- This study is descriptive and analytical. It is based on the effect of perceptions of distributive and procedural justice on commitment, among the employees of different educational, financial and professional organizations from Kathmandu Valley. Findings-This study revealed a positive and significant relationship showing that the foundation of an employee’s commitment and retention is within the application of both distributive and procedural justice, with procedural justice having stronger effect. Implication- The findings in this study would help managers and business organization in Nepal to formulate strategies that involved work factors such as distributive and procedural justice to improve the management of human resource development.It is also helpful to all those who are interested to explore the impact of justice on workplace. Originality- This is perhaps the very first invesigation of its kind in the Nepalese context.
This study reveals that nepotism, favoritism and cronyism are an unprofessional phenomenon that provides benefits abstractive to family members or close friends within the scarcity of resources, organizational politics and trust environment. Job stress can effect on the employees may think of quitting their jobs or using negative word of mouth against organization. Thus, this study aims to investigate the potential impact of selected antecedents and outcomes of job stress on the frontline employees in three, four, and five stars hotels in Jordan hospitality industry. This study is significant and useful for three reasons. First, the effects of nepotism, favoritism and cronyism have been mostly examined at the cross cultural level resulting in a paucity of empirical research especially at the organizational level. Second, the effect of scarcity of resources, organizational politics and trust environment on job stress were not been examined simultaneously in the extant literature. Third, the study provides propositions and managerial implications to owners, managers, and employees in Amman where the tourism and hospitality industry constitutes an essential part of the economy.
This is a contribution to both practitioners and scholars interested in the human resources management and industrial psychology discipline. It presents a new dimension on commitment the employees have to their organizations, particularly, the public sector organization employees in Africa. Undertaking organizational commitment study, researchers often find themselves confronted with diverse questions which have to be blended together in order to understand and disentangle perceptions on why staff morale decline in many organizations. Initial studies have pointed out to a large role played by extrinsic rewards to the decline in staff morale. The current research stretches the scope of study to find the impact of both the extrinsic rewards, intrinsic rewards as well as the social rewards on enhancing organizational commitment of employees in the public sector organizations, reference herein being made to the government ministries. The author believes this study will open up for more academic debates and invoke new arguments made in many studies of behavioural theories as propagated by academicians and writers in the human resource management and industrial psychology discipline
The aim for effectiveness in organizations pursuit for understanding the endowment and potential of the people that creates effectiveness. There were number of ways to address this need, competency research and applications arrived in 1970 and spread. It was constructed upon earlier work on skills, abilities, and cognitive intelligence and anteceded the work on emotional and social intelligence. Emotional Intelligence is not only a subject of psychology but also it has strong associations with Management Science. The implementation of Emotional Intelligence is in various subjects studied under the head of Management Sciences and some of them are General Management, Human Resource Management, Sales Management, Customer relationship management, Business Communication and Organizational Behavior. Emotional Intelligence helps people in the organizations to build strong human relationships which result in effective teams and then the effective teams and individuals bring effectiveness to the work and finally the effectiveness of work leads to the organizational success.
This study examines the impact of psychological empowerment and organizational commitment on organizational citizenship behaviour. It also tests the mediating effect of organizational commitment between the dimensions of psychological empowerment and organizational citizenship behaviour. Sample of 156 employees was used and data were collected through questionnaires distributed manually. The results suggest that psychological empowerment and organizational commitment have a significant and positive impact of organizational citizenship behaviour; however direct impact of dimensions of psychological empowerment on dimensions of organizational citizenship behaviour is not much stronger but the mediation of organizational commitment makes this relationship significant and positively correlated. The study concludes faculty member show high citizenship behaviour when committed and empowered psychologically.
This research study is about the employees who feels that the role of Pakistan’s organization are injustice with them especially, in paying them salaries, contract of jobs,safety and health issues, rewards and benefits, and promotions etc.These factors are directly involved in employees self esteem, organizational affiliation, job satisfaction, motivation which helps them to reduce conflict between the employees working in the same organization in order to achieve organizational goals and objectives efficiently and effectively.