write conclusion and recommendations based on below studies: 1- Sharma (1997) ev
ID: 3817610 • Letter: W
Question
write conclusion and recommendations based on below studies:
1- Sharma (1997) evaluated organizational commitment and its determinants in a private sector manufacturing organization with a sample of 200 respondents from skilled workers, resulted that both situational and personal factors contribute to workers’ commitment to organization. Between the two, situational factors contribute more to commitment than do person-related factors. Organizational characteristics (such as adequacy of resources) and two task characteristics such as task difficulty and task.
2- Reddy, et. al. (2000) in their study of organizational climate and dual commitment in private and public sector enterprise focused on examining the workers’ dual commitment- both organizational and union commitment- in the context of organizational climate. The study was conducted in four public and four private textile organizations of Coimbatore by interviewing 200 respondents. The study revealed that organizational climate has an important role in determining organizational commitment and not union commitment.
3- Ponnu and Chuah (2010) in their study organizational commitment, organizational
justice and employee turnover in Malaysia investigated the relationship among
organizational justice, organizational commitment and turnover intention of Malaysian
employees. The study based on the responses of 172 employees of Malaysia and found
that both procedural and distributive justice perceptions were significant contributors in
explaining organizational commitment and turnover intention. Further, found
significant, strong and positive relationship between organizational justice and
organizational commitment. On other hand, there was a significant, strong and negative
relationship between organizational justice and turnover intention.
4- In a scientific research which was conducted by Syed Azeem(2010, job satisfaction and organizational commitment among employees in Oman), with a sample of 150 employees from government sector and private sector through distributing questionnaires. It was found that the job satisfaction and age variables were the most dominant factors that affect the organizational commitment in Oman.
5- A study was conducted to determine MARA Professional Colleges lecturers’ perception on organizational commitment. The study builds on social exchange theory and organizational model to identify the factors influencing the organizational commitment of these lecturers. The study analyzes whether or not there is a significant relationship between job satisfaction, job involvement, perceived organizational support and organizational commitment among lecturers in MARA Professional Colleges. Data were collected via questionnaires from 132 lecturers of three different MARA Professional Colleges. The findings of the survey show there is a significant relationship between job satisfaction, job involvement and perceived organizational support. Job involvement contributed the most which is 28.8%, followed by perceived organizational support 23.9% and job satisfaction contributed 9.4% towards organizational commitment among MARA Professional College lectures. The results suggest an improvement of social change by increasing job involvement, perceived organizational support and job satisfaction is an efficient way of obtaining highly committed human resource. The results of the study have valuable implications for policy makers in MARA Higher Education Division, college administrators and educators.
6- Elina Anttila (2014, components of organizational commitment under a case study consisting line managers from Finnish industrial company) aims to find factors affecting employees’ organizational commitment within the case organization as well as point out some strengths and weaknesses the company has in this area. The company studied is Finnish multinational industrial company. The sample of this qualitative study consisted of nine Finnish first level managers from different segments of this company. The data was collected using theme interviews and qualitative attitude approach. Therefore, the analysis was also conducted in two separate ways. The data from theme interviews was analyzed using thematic content analysis while the analysis of the data from qualitative attitude approach followed the principles of that method concentrating on explanations of stance taking. As a result of this study, the factors affecting the organizational commitment in this organization can be divided into three categories. The first one consist matters directly linked to the company itself. The second category has factors linked to the work community. Finally, the third is formed by factors related to the work characteristics. Company’s strengths lie in its’ interesting field of business and variety opportunities it can offer for employees globally.
Explanation / Answer
1-Sharma (1997) assessed authoritative responsibility and its determinants in a private division fabricating association with an example of 200 respondents from gifted laborers, came about that both situational and individual components add to specialists' dedication to association. Between the two, situational components contribute more to responsibility than do individual related variables. Authoritative attributes, (for example, ampleness of assets) and two errand qualities, for example, assignment trouble and undertaking.
2-Reddy, et. al. (2000) in their investigation of authoritative atmosphere and double duty in private and open division endeavor concentrated on inspecting the laborers' double responsibility both hierarchical and union duty with regards to authoritative atmosphere. The review was led in four open and four private material associations of Coimbatore by meeting 200 respondents. The review uncovered that hierarchical atmosphere has a critical part in deciding authoritative duty and not union responsibility.
3-Ponnu and Chuah (2010) in their review authoritative duty, hierarchical equity and representative turnover in Malaysia researched the relationship among hierarchical equity, authoritative responsibility and turnover aim of Malaysian representatives. The review in view of the reactions of 172 representatives of Malaysia and found that both procedural and distributive equity discernments were critical donors in clarifying hierarchical duty and turnover goal. Further, found
critical, solid and positive connection between authoritative equity and hierarchical duty. On other hand, there was a noteworthy, solid and negative connection between hierarchical equity and turnover goal.
4-In a logical research which was directed by Syed Azeem(2010, work fulfillment and authoritative duty among representatives in Oman), with an example of 150 workers from government segment and private area through dispersing surveys. It was found that the occupation fulfillment and age factors were the most prevailing components that influence the hierarchical duty in Oman.
5-A review was directed to decide MARA Professional Colleges instructors' discernment on authoritative duty. The review expands on social trade hypothesis and hierarchical model to recognize the components affecting the authoritative duty of these teachers. The review investigates regardless of whether there is a huge connection between employment fulfillment, work contribution, saw authoritative support and hierarchical duty among instructors in MARA Professional Colleges. Information were gathered through surveys from 132 teachers of three diverse MARA Professional Colleges. The discoveries of the review appear there is a critical connection between employment fulfillment, work contribution and saw authoritative support. Work association contributed the most which is 28.8%, trailed by seen authoritative bolster 23.9% and work fulfillment contributed 9.4% towards hierarchical responsibility among MARA Professional College addresses. The outcomes propose a change of social change by expanding work inclusion, saw hierarchical support and employment fulfillment is a productive method for getting very dedicated human asset. The consequences of the review have important ramifications for strategy producers in MARA Higher Education Division, school overseers and teachers.
6-Elina Anttila (2014, parts of hierarchical duty under a contextual analysis comprising line directors from Finnish mechanical organization) expects to discover variables influencing representatives' authoritative responsibility inside the case association and in addition call attention to a few qualities and shortcomings the organization has here. The organization examined is Finnish multinational mechanical organization. The specimen of this subjective review comprised of nine Finnish first level supervisors from various fragments of this organization. The information was gathered utilizing topic interviews and subjective state of mind approach. In this manner, the investigation was likewise led in two separate ways. The information from subject meetings was dissected utilizing topical substance examination while the investigation of the information from subjective state of mind approach took after the standards of that technique focusing on clarifications of position taking. Thus of this review, the elements influencing the hierarchical duty in this association can be partitioned into three classes. The first comprise matters straightforwardly connected to the organization itself. The second classification has components connected to the work group. At long last, the third is shaped by elements identified with the work attributes. Organization's qualities lie in its intriguing field of business and assortment openings it can offer for representatives all around.
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