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Business process outsourcing in the Philippines - Wikipedia
No notes for slide. Sivanesan and S. The database was collected from the organization through a well- structured questionnaire. International Journal of Management, 7 2 , , pp. The very existence of an organization will be at stake without the efficient human resources, its goal remains unattainable unless its human resources are motivated, satisfied and are committed to the organization. The root source of quality and productivity gains is the employees. It is very important for organizations to see employees as the fundamental source of improvement.
On the other front job satisfaction and organizational commitment have a great impact on the successful performance of an organization? Satisfied and committed employee identifies with the goals and values of the organization, and they put in that extra-effort that plays the crucial role in leading the competition. Job satisfaction can be influenced by a variety of factors e.
It is good not only for employees but employers, too to increase productivity and decreases staff change day by day. Job satisfaction is the contentedness of individuals with their job. Employee job satisfaction is an attitude that people have about their jobs and the organizations in which they perform these jobs.
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Job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co- workers Misener, The basis behind many of these studies was to find ways to improve how workers feel about their jobs so that these workers would become more committed to their organizations.
Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability, and distribution of leadership have been shown to be connected to a worker's sense of organizational commitment. Organizational commitment can be contrasted with other work-related attitudes, such as job satisfaction, defined as an employee's feelings about their job, and organizational identification, defined as the degree to which an employee experiences a 'sense of oneness' with their organization.
Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer and Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had been proliferated in the literature. Meyer and Allen's model has also been critiqued because the model is not consistent with empirical findings. There has also been debate surrounding what Meyers and Allen's model was trying to achieve. Role Stress Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and functioning of organizations.
Role ambiguity and conflict decrease worker's performance and are positively related to the probability of the workers leaving the organization.
Business Process Outsourcing Essay
Role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and organizational commitment. Empowerment Empowerment in the workplace has had several different definitions over the years. It has been considered 'energizing followers through leadership, enhancing self-efficacy by reducing powerlessness and increasing intrinsic task motivation. The first is Structural 3. A study done by Ahmad et al. The study looked at nurses working in England and nurses working in Malaysia. Job Insecurity and Employability In a study conducted by De Cuyper research found that workers who were on fixed-term contracts or considered "temporary workers" reported higher levels of job insecurity than permanent workers.
Job insecurity was found to negatively correlate with job satisfaction and affective organizational commitment in permanent workers. The study also found that job satisfaction and organizational commitment were highly correlated with being a permanent worker. Distribution of Leadership A study conducted by Hulpia focused on the impact of the distribution of leadership and leadership support among teachers and how that affected job satisfaction and commitment.
The study found that there was a strong relationship between organizational commitment and the cohesion of the leadership team and the amount of leadership support. Previously held beliefs about job satisfaction and commitment among teachers was that they were negatively correlated with absenteeism and turnover and positively correlated with job effort and job performance. This study examined how one leader usually a principal effected the job satisfaction and commitment of teachers.
The study found that when leadership was distributed by the 'leader' out to the teachers as well workers reported higher job satisfaction and organizational commitment than when most of the leadership fell to one person. Job satisfaction Job satisfaction is perhaps the most important aspect in professional field in order to excel. As far as the recent survey held all over the world, number of job dissatisfaction has spread rapidly among people coming from all age and income brackets.
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The statistics were quite striking as most people are not satisfied with their jobs and the numbers are steadily rising. With the rise in worker dissatisfaction, the main focus would be to avoid this situation.
First and foremost thing that one should be aware of is that there are various kinds of job satisfaction. But, most of the surveys that we come across investigate about overall satisfaction. This only happens when any person take into account everything related to a job. Overall job satisfaction is nothing but an amalgamation of both intrinsic and extrinsic satisfaction.
In this study, Data collected from Iranian employees. The present study employs a questionnaire survey approach to collect data for testing the research hypotheses. Relevant statistical analytical techniques including regression for analysis was then used. The main contribution is to provide empirical evidence about the impact of Job satisfaction on Organizational commitments. Also the findings of the study are important for both practitioners and academics. Lumley, M. Coetzee, R. Correlational and stepwise regression analyses revealed a number of significant relationships between the two variables.
The findings add new knowledge that can be used to improve organisational practices for the retention of valuable staff members in the information technology environment. Two structured questionnaires were administered to large-scale hotel managers in the tourism industry. The data were analyzed using Statistical Package for Social Sciences version The findings indicate that extrinsic, intrinsic, and general job satisfaction have a significant effect on normative commitment and affective commitment. In addition, the findings suggest that the dimensions of job satisfaction do not have a significant effect on continuance commitment among the managers of large-scale hotels.
When the characteristics of the sample are regarded, age, income level, and education have a significant relationship with extrinsic job satisfaction whereas income level indirectly affects affective commitment.
Although job satisfaction is found to affect organizational commitment, practitioners should not disregard the fact that there is an interactive relationship between the two factors; otherwise, the organizations might be at risk. In addition, the governmental support is very important in minimizing the effects of seasonality problem in tourism. John O. Okpara, Pamela Wynn, Examines the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, and to discover the extent to which unethical practices among managers have impacted upon managerial practices in Nigeria.
The study followed a descriptive research design using survey methods with statistical treatment. Using the business directory of companies in Nigeria, a sample of managers was drawn using a systematic random sampling technique. Multiple regression analysis and Pearson's product moment correlation were used to assess the influence of ethical climate types on job satisfaction and organizational commitment.
The findings revealed that there was a relationship between organizational ethical climate and facets of job satisfaction. It was also found that ethical climate types explained 58 percent of the variation in overall job satisfaction. Also, the correlation between ethical climate types and organizational commitment was positive and significant.
This implies that favorable organizational ethical climate would encourage commitment and job satisfaction. The level of commitment has implications as to whether a person would stay with an organization. Commitment can be identified as three very different types, which include: affective, continuance and normative.