Determining The Factors of Employee’s Commitment and Loyalty in A Malaysian Internet-based Company

2021 ◽  
Vol 8 (6) ◽  
pp. 96-105
Author(s):  
Muhamad Khalil Omar
Keyword(s):  
Career Development ◽  
Influencing Factor ◽  
Job Security ◽  
Management Style ◽  
Working Environment ◽  
Management Styles ◽  
Development Management ◽  
The Impact ◽  
Looking Back

One of the main challenges faced by most organizations is to encourage their workers to dedicate themselves towards their organizations. Organizations realized that to reach its goals, it is very important for them to have a group of committed workforce who are highly efficent, motivated and loyal. With the current high competition between companies, employee’s loyalty is one of the factors that will determine the success of organizations as well as maintaining their competitiveness in the market through improved productivity. Thus, organizations are constantly finding ways in maintaining and retaining their employees, for example, by looking back at their compensation and benefits, management styles, working environment, job security, employee’s performance, employee’s satisfaction and career development. This study main objective was to investigate the impact of compensation and benefits, career development, management style and working environment towards employee’s commitment and loyalty in an organization. Using the data collected from 108 employees of an internet-based company in Malaysia and analyzed using SPSS Statistics, this study has established that all four factors have a critical impact on employee’s loyalty with the management style as the most influencing factor. It is hope that this study can provide a huge understanding on some of the factors that could influence employee’s loyalty in organizations and hence, preparing them to be a productive entity.

THE ROLES OF EMPLOYMENT PROCESSES IN ORGANISATIONAL IMAGE IN INSURANCE ORGANISTIONS IN NIGERIA: Employees and Community Perspectives

2012 ◽  
Vol 02 (05) ◽  
pp. 52-57
Author(s):  
OGINNI Babalola Oluwayemi ◽  
OGUNYOMI Paul Olusiji
Keyword(s):  
Job Security ◽  
Job Design ◽  
Management Style ◽  
Working Environment ◽  
Management Styles ◽  
Organizational Image ◽  
Statistical Measures ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
The Relationship

The research focus was to gain insight into the current employment processes practice and its impact on organizational image in the insurance organizations in Nigeria. The study investigated the relationship between employment processes and organisational image; examined the issues and challenges in organizational image and employment processes. In the course of conducting the study, 80 insurance employees were selected from the chosen 15 insurance organisations and 40 inhabitants in community where these organisations were located; and out of this 88 respondents responded properly representing 73%. The questionnaire was developed by using Likert five scales which consists of different questions on the variables in employment processes and organisational image such as recruitment and selection, job security, job design and responsibility, management style, working environment and job perception. In the study, statistical measures such as Z- test, mean and proportion analysis were used to examine the existing relationship between employment processes and organisational image. The findings reveals that recruitment and selection, job security and management styles have significant effect on the image of the organisation at 0.05 level of sig. while working environment was found to be on neutral level and job perception as well as job design and responsibility were not having significant effect at 0.05 level of sig. on the image of an organisation. It was recommended that there should be sound personnel policy to support job security and the recruitment and selection processes should be transparent, free of biases and fair to all and sundry so as to guaranty trust and confidence.

scholarly journals The Impact of Relationship-Oriented and Task-Oriented Management Styles on Organizational Climate in Tehran's High Schools

2016 ◽  
Vol 6 (3) ◽  
Author(s):  
Zahra Gholami
Keyword(s):  
High Schools ◽  
Data Collection ◽  
Organizational Climate ◽  
Management Style ◽  
Equation Modeling ◽  
Management Styles ◽  
Statistical Population ◽  
Task Oriented ◽  
The Impact ◽  
And Task

<p>The present study was aimed to examine the effect of relationship-oriented and task-oriented management styles on organizational atmosphere in Tehran's high schools in 2016. Research method was practical in terms of objective; and it was survey-descriptive in terms of data collection. The statistical population consisted of all high school managers in Tehran, from which 322 individuals were selected as sample size, using Cochran Formula and Stratified Cluster Sampling Method. Data collection was done based on Halpin and Croft's Organizational Climate questionnaire, and Bardtz and Matenkas's management Style questionnaire. After collecting the questionnaires, data were examined and analyzed using Structural Equation Modeling method and Smart PLS software in two sections: 1) measurement model and 2) structural section. In the first section, technical features of the questionnaires included reliability, convergent validity, divergent validity, which were examined through PLS. In the second section, the software's significance coefficients were used for examining research hypotheses. Finally, findings approved of the effect of relationship-oriented and task-oriented management styles on organizational climate in Tehran's high schools. </p>

scholarly journals Impact of Effective Succession Planning Practices on Employee Retention: Exploring the Mediating Roles

2020 ◽  
Vol 10 (2) ◽  
pp. 21
Author(s):  
SYED NAJAM UL HASSAN ◽  
DANISH AHMED SIDDIQUI
Keyword(s):  
Career Development ◽  
Organizational Effectiveness ◽  
Succession Planning ◽  
Employee Retention ◽  
Supervisor Support ◽  
Job Security ◽  
Work Life ◽  
Partial Least Square ◽  
Working Environment ◽  
Equation Modeling

Succession planning (SP) and employee retention (ER) are mutually reinforcing. Meaning ineffective succession planning leads to turnover, and that would, in turn, make the succession plan ineffective. Hence the big challenge is to find how SP affects ER. For this, we proposed a model explaining the mediation effect of various factors on SP-ER nexus. We hypothesize that proper Succession planning produces a positive effect on Performance Goal Orientation, Supervisor Support, Working Environment, Rewards, Work-life Policies, Career Development, and Job Security. And these factors, in turn, lead to employee retention. We further assumed that the ER would lead to Organizational Effectiveness. To establish its empirical validity, we conducted a survey using a close-ended questionnaire. Data was gathered from 300 respondents who are serving in the middle and lower level of management in the private organizations in Pakistan. Data analysis was done through the descriptive statistics, partial least square (PLS), and Structural Equation Modeling (SEM) with the help of SmartPLS3. The findings indicated that effective succession planning practices had a meaningful, favorable connection with employee retention and out of seven mediators, only three mediators i.e. job security, rewards, and supervisor support significantly mediated the association between effective succession planning practices and employee retention. Succession planning also seems to significantly affect the working environment, work-life policies, and career development. Results also exhibited that there’s an insignificant link between effective succession planning practices and organizational effectiveness and also there is no positive relationship between employee retention and organizational effectiveness.

scholarly journals Study of Conflict Management Styles of University Teachers at Post-graduate Level: The Impact of Gender and Marital Status

2021 ◽  
Vol 3 (1) ◽  
Author(s):  
Tahira Batool ◽  
Umm_e_ Habiba ◽  
Sayeda Ayesha
Keyword(s):  
Conflict Management ◽  
Management Style ◽  
Management Styles ◽  
Graduate Level ◽  
Male And Female ◽  
Conflict Management Styles ◽  
Post Graduate ◽  
Female Teachers ◽  
Significant Difference ◽  
The Impact

The objective of the study was to identify the conflict management styles of Pakistani teachers teaching at the post-graduate level. The study also aimed to investigate differences, if any, between male and female as well as married and un-married teachers regarding the use of conflict management styles. The sample of the study consisted of 300 male and female teachers from five public universities of Lahore district. We found that collaborating conflict management style is used most frequently by teachers who participated in this study. In this regard, the majority of teachers were found to use the avoiding technique “keep yourself away from conflict” to resolve the conflict. There was a significant difference between married and un-married teachers regarding their competing and compromising conflict management styles. However, no significant difference was found between male and female teachers regarding their conflict management styles. More research may be conducted in academic institutions regarding conflict management skills among teachers. The study suggested that educational institutions may also formulate their teams of expert teachers, which may work effectively during the times of conflicts or crisis.

scholarly journals DETERMINATION OF MANAGEMENT STYLE IN ENTERPRISES CONSTRUCTION INDUSTRY

2020 ◽  
pp. 52-58
Author(s):  
Valentyna Smachylo ◽  
Taras Nalyvaiko
Keyword(s):  
Leadership Style ◽  
Management Style ◽  
Management Styles ◽  
Construction Enterprises ◽  
Construction Companies ◽  
The Matrix ◽  
Managerial Grid ◽  
Business Entities ◽  
The Impact

Introduction. Management style in many cases will determine the efficiency of the company staff. That is why studying the management styles that are characteristic of domestic business entities and, accordingly, adjusting them according to the objectives of the activity, is an important task in the field of personnel management of enterprises of any sphere. Accordingly, the purpose of the article is to investigate management styles at Kharkiv region construction companies based on the Blake-Mouton technique. Methods. Survey was conducted on the list of Blake-Mouton questions during the research, which used a point score, among management of construction enterprises of Kharkiv region, processing of survey and calculation of coordinates according to the managerial grid, determining the style of management. Results. As a result of evaluating management styles among small business entities in the Kharkiv region, based on the Blake-Mouton survey and positioning in the matrix (managerial grid), it has been found that commanding style with a greater production orientation is preferred. Discussion. Further research plans to increase the sample size and differentiate it by size of enterprise: small, medium, large to determine the impact of the entity's size on leadership style. Keywords: management, management style, Blake and Mouton leadership grid, enterprise.

scholarly journals Social Responsibility toward the Employees and Career Development Sustainability during Manufacturing Transformation in China

2019 ◽  
Vol 11 (17) ◽  
pp. 4778 ◽  
Author(s):  
Xuemei Lu ◽  
Wenzhong Zhu ◽  
Fu-Sheng Tsai
Keyword(s):  
Career Development ◽  
Social Responsibility ◽  
Manufacturing Industry ◽  
New Technology ◽  
Working Hours ◽  
Working Environment ◽  
Industrial Transformation ◽  
Career Growth ◽  
Chinese Manufacturing Industry ◽  
The Impact

In an era of industrial transformation, manufacturing employees have faced significant threats (e.g., Artificial Intelligence technologies). Against such a backdrop, this study empirically examined the relationship between social responsibility toward the employees (CSRe) and career development sustainability, since non-contractual organizational supports are as important for employees’ career development as those outlined within contracts. We examined relevant issues in the Chinese manufacturing industry by using decision tree analysis coupled with grey relation processing. CSRe was conceptualized by four dimensions: working benefit, working environment, working hours, and training, while career development sustainability was captured from the perspectives of career growth and employability. The results indicated that four factors of social responsibility toward employees were positively associated with career growth and employability under career development sustainability. In addition, the strongest correlation was between training and career growth as well as employability. This study contributes by enriching the current research on corporate social responsibility from the standpoint of employees, and also generates implications for career development sustainability. Studying in a context of timely importance, this paper has practical implications for manufacturers to respond to the human resource dilemma under the impact of new technology, and thus could help employees embark on a long-term career path, which is conducive to socially sustainable development.

Is The Organizational Culture Favorable To Training In Residency For Medical Students?

2014 ◽  
Vol 1 (1) ◽  
pp. 543-546
Author(s):  
Carmen Daniela Domnariu ◽  
Florentina Ligia Furtunescu
Keyword(s):  
Public Health ◽  
Medical Students ◽  
Career Development ◽  
Organizational Climate ◽  
Task Demands ◽  
Management Style ◽  
Practical Skills ◽  
Management Styles ◽  
Personal Management ◽  
And Task

AbstractThe long-lasting training in medicine (more than 10 years) is still an attraction for many excellent students. Most of the evaluation forms during this training are based on theoretical and practical skills. However, could we be sure that the organizational climate provides the most appropriate environment for study and career development? We did a survey on 22 young doctors, residents in public health and management and/or epidemiology aiming at evaluating the personal management style and the management style within the organization (Adizes questionnaires: “Personal Test” and “Task Demands”). The management styles described by Adizes - Producer – Administrator – Entrepreneur – Integrator - and their expression as primary or secondary style were analyzed. We found that the young residents generally have a powerful expression of producer and entrepreneur as personal style, but they tend to become administrators within the organization, mostly during their first years of training.

scholarly journals The Impact of Management Styles on Parent Involvement in (First Grade) High Schools in District 3 of Tehran City

2016 ◽  
Vol 6 (1) ◽  
pp. 1
Author(s):  
Kobra Delshad ◽  
Seyd Rasul Hosseini ◽  
Masoumeh Oladian
Keyword(s):  
Parent Involvement ◽  
High Schools ◽  
First Grade ◽  
Management Style ◽  
Management Styles ◽  
Statistical Population ◽  
Vice Principals ◽  
Research Findings ◽  
Kolmogorov Smirnov ◽  
The Impact

The aim of the present study has been to examine the impact of management styles on parent involvement in (first grade) high schools in district 3 of Tehran in educational year 2014-15. Research methodology has been applied and descriptive-correlational in terms of purpose and method of data collection respectively. In this study, statistical population included vice-principals, counselors and teachers of (first grade) high schools in district 3 of Tehran, out of which a sample size of 150 persons was determined by using Cochran’s formula and through stratified random sampling. In order to collect data, two researcher-made questionnaires of management style (40 items) and parent involvement (11 items) were used; Cronbach’s alpha coefficient was adopted to measure the reliability of questionnaires and the obtained coefficient was above 0.7 for both questionnaires. Besides, in order to measure the validity, content-related validity was adopted; for this purpose, the questionnaires were approved of by related experts. The analysis of the data obtained from administering the questionnaires was carried out through SPSS software in two sections of descriptive and inferential statistics (Kolmogorov-Smirnov test, Pearson’s correlation test, multiple regression). Research findings indicated that management styles (autocratic, benevolent (paternalistic), consultative, and participative) have significant impact on parent involvement in (first grade) high schools in district 3 of Tehran.

scholarly journals Impact of Teamwork on Organizational Productivity in Nepalese Commercial Banks

2020 ◽  
Vol 23 (2) ◽  
pp. 75-84
Author(s):  
Pitri Raj Adhikari
Keyword(s):  
Commercial Banks ◽  
Positive Impact ◽  
Influencing Factor ◽  
Training And Development ◽  
Working Environment ◽  
Organizational Productivity ◽  
Independent Variables ◽  
Self Confidence ◽  
The Impact ◽  
Team Trust

Teamwork is a critical component of team performance and requires an explanation of how a team behaves and it has the ability to enable the members of the team to have a higher level of emotional security, self-confidence and the ability to plan and decide with others positively. However, the benefits of teamwork for the employees are often more abstract and difficult to distinguish that may hamper organizational productivity. This study is an endeavor to extend the literature of impact on teamwork on organizational productivity in commercial banks. This paper attempts to examine the impact of teamwork on organizational productivity in Nepalese commercial banks. Structured questionnaires were distributed to 500 respondents of 27 Nepalese commercial banks but out of them only 350 responses are collected and are used for analysis. Descriptive and casual comparative research design are used to determine the relationship of organizational productivity (dependent variable) with independent variables (teamwork, team trust, working environment, training and development, and esprit de corps). Descriptive statistics and multiple regression models have been used to analyze the data. Organizational productivity is positively correlated with all independent variables and regression results exhibit significant and positive beta coefficients. It is observed that working environment is the most powerful factor for organizational productivity and employees’ satisfaction and training and development is the least influencing factor among all factors. Nepalese commercial banks also take into consideration team trust, teamwork, and espirit de corps because these factors have positive impact on organizational productivity. Nepalese commercial banks should focus on increase in prompt response to the team trust, appropriate training and development, better working environment, and proper teamwork to increase productivity.

The Relationship between Working Environment and Internship Satisfaction Level: A Case Study Of A 4-Star Hotel Restaurant In Germany

2019 ◽  
Vol 2 (4) ◽  
pp. 276-291
Author(s):  
Chatarina Natalia Putri
Keyword(s):  
Career Development ◽  
Working Hours ◽  
Learning Opportunities ◽  
Working Environment ◽  
The Other ◽  
Satisfaction Level ◽  
Supervisory Support ◽  
Support Organization ◽  
The Relationship

There are many factors that can lead to internship satisfaction. Working environment is one of the factors that will result to such outcome. However, many organizations discarded the fact of its importance. The purpose of this study is to determine whether there is a significant relationship between working environment and internship satisfaction level as well as to determine whether the dimensions of working environment significantly affect internship satisfaction. The said dimensions are, learning opportunities, supervisory support, career development opportunities, co-workers support, organization satisfaction, working hours and esteem needs. A total of 111 questionnaires were distributed to the respondents and were processed by SPSS program to obtain the result of this study. The results reveal that learning opportunities, career development opportunities, organization satisfaction and esteem needs are factors that contribute to internship satisfaction level. In the other hand, supervisory support, co-workers support and working hours are factors that lead to internship dissatisfaction. The result also shows that organization satisfaction is the strongest factor that affects internship satisfaction while co-workers support is the weakest.

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