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 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.
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 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.
The edited book on “ A handbook on organizational politics” is a rich contribution towards the literary review of organizational politics and the factors influencing organizational politics. The prime aim of this book is to comprehend recent concepts, practices, theoretical background and results of empirical studies related to organizational politics . The book will be ideal for researchers in organizational behaviour, since it will contain concepts, theories, practice about politics in workplace. It will also be useful for the academicians and corporate managers. Further, postgraduate students of business studies in general and Human Resource Management in particular could use it as a reference book. My special thanks are due to the prompt contributors towards the successful publication of this edited volume. I express my sincere thanks to Lap Lambert Academic Publishing House for their encouragement and great efforts taken to publish this book on time.
This book expanded on the current theoretical understanding of servant leadership and offered some insights into the direct effect of servant leadership on both proximal (job frustration) and distal (career commitment) outcomes for individual employees. This book is significant because the effects of servant leadership studied to date have focused largely on the connection of employees to the organization (organizational commitment). The results of this study show that servant leadership has direct effects on how employees view not only the daily nature of their jobs but also the extent to which they may stay in their career. Results of the present study indicate that organizations need to take into account servant leadership and the impact leadership styles have on employees. Theoretical and practical implications of the study are discussed.
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 study examined the potential impact of organizational variables on the service recovery performance of frontline employees in bringing the dissatisfied customers back to a state of satisfaction following a service failure. For this purpose, frontline bank employees representing a range of public and private sector banks was used as the study setting. Data obtained from the banks was analyzed using the regression methodology which revealed the existence of a significant relationship between two dimensions of work environment perceptions and the service recovery performance of frontline employees. Specifically, the findings disclosed that empowerment exerts a moderate positive influence on the service recovery performance of frontline employees as does the organizational commitment; thus, indicating that the bank managers can take actions on a number of fronts to assist progress toward the achievement of frontline service recovery excellence.
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.
1. The Role of Organizational DNA in Improving Organizational Performance, 2. The Influence of Ethical Climate on Job Attitudes, 3. Job Attitudes as a Mediator of the Relationship between Organizational Cynicism and Organizational Citizenship Behavior, 4. The Effects of Organizational Cohesiveness on Organizational Performance, 5. The Impact of Cultural Intelligence on Job Performance, 6. The Role of Knowledge Management in Improving Organizational Performance, 7. The Effects of Organizational Cynicism on Job Attitudes, 8. The Effects of Talent Management on Service Quality, 9. The Role of Psychological Capital on Job Embeddedness and Organizational Cynicism, 10. The Impact of Talent Management on Organizational Performance, 11. The Effects of Job Embeddedness on Organizational Cynicism and Performance, 12. The Mediating Effects of Organizational Learning on the Relationship between Knowledge Management and Organizational Performance, 13. Knowledge Management and Organizational Learning from the Employee Perspective, 14. Do Job Rotation and Role Stress Affect Job Attitudes?, 15. The Impact of Organizational Commitment and Identification on the Organizational Citizenship Behavior
1. The Effects of Psychological Capital on Employee Attitudes and Employee Performance, 2. The Role of Job Embeddedness on Quality of Work Life and Organizational Citizenship Behavior, 3. Ethical Climate as a Moderator of the Relationship between Job Satisfaction and Organizational Commitment, 4. Organizational Learning and Organizational Performance, 5. Talent Management and Health Service Quality from the Employee Perspective, 6. Meta-Analysis of the Impact of Psychological Capital on Quality of Work Life and Organizational Citizenship Behavior, 7. Meta-Analysis of the Impact of Job Embeddedness on Employee Attitudes and Employee Performance, 8. Leadership Styles and Organizational Learning, 9. The Impact of Organizational Cynicism on Organizational Commitment.
1. The Effects of Talent Management on Service Quality, 2. The Role of Psychological Capital on Job Embeddedness and Organizational Cynicism, 3. The Impact of Talent Management on Organizational Performance, 4. The Effects of Job Embeddedness on Organizational Cynicism and Employee Performance, 5. Examining the Relationship between Organizational Cynicism and Organizational Change, 6. The Mediating Effects of Organizational Learning on the Relationship between Knowledge Management and Organizational Performance, 7. Assessing Employee Attitudes Towards Organizational Commitment and Change, 8. Knowledge Management and Organizational Learning from the Employee Perspective, 9. Do Job Rotation and Role Stress Affect Job Attitudes?, 10. The Impact of Organizational Commitment and Identification on the Organizational Citizenship Behavior.
In a time where human resource is the only factor that can create a sustainable competitive advantage, it is very necessary to understand the employees of the organization. This books looks into the culture of the organizations through the use of five dimension model of culture. It determines what is the impact of the culture of the organization on the level of employee retention in the organization. How the increase and decrease of any one dimension can turn the tables around for an organization. It also relates the culture of the organization to the culture of a nation and how it helps in creating an organizational culture that is cohesive to employee retention. It sheds light on how to create that perfect organizational culture that creates a win win situation for both the employees and organization.
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
This book expounds on the impact of organizational culture on performances of Universities in Ogun State. In the course of the study, extensive review of relevant literature on the subject matter was embarked upon, which includes work already done on organizational culture by eminent scholars so as to know the impact it has on the performances of organizations. The method adopted in this study was survey and questionnaire was used as the instrument of data collection. The finding shows that there is no significant contribution of organizational culture in predicting the performances of Universities, some elements of organizational culture contributed predicting the performances of the Universities. Finally, the analysis shows that there is no significant relationship between organizational culture and performances of the Universities studied. The conclusive part of this research revealed insights regarding the impacts of organizational culture on performance of Universities. The general agreement is that positive organizational culture will have a positive impact on performance of any University.