scholarly journals The impact of corporate culture on the employee’s commitment at Saigon Thuong Tin commercial joint stock bank in An Giang

2021 ◽  
Vol 5 (3) ◽  
pp. 1659-1672
Author(s):  
Tran Minh Hieu ◽  
Huynh Thanh Tu ◽  
Nguyen Diem Yen
Keyword(s):  
Corporate Culture ◽  
Risk Taking ◽  
Financial Institution ◽  
Employee Commitment ◽  
Training And Development ◽  
Test Method ◽  
Research Model ◽  
Alpha Reliability ◽  
The Impact ◽  
And Training

This study applies the scale of Ricardo & Jolly in 1997 to measure the impact of corporate culture on the employee's commitment at Saigon Thuong Tin Commercial Joint Stock Bank in An Giang Branch (Sacombank An Giang). The study utilises Cronbach's Alpha reliability test method, Exploratory factor analysis (EFA), and Linear regression to verify and evaluate the scale. The adjustment coefficient R2 = 0.391 means that 39.1% of the variation of the employee's commitment dependent variable is explained by 8 independent variables in the regression model. Besides, 60.9% of employee commitment variation is explained by other factors that have not been included in the research model. The results show that the elements of banking communication (Beta = 0.283), teamwork (Beta = 0.260), risk taking in innovation and innovation (Beta = 0.176), fairness and consistency in governance policy (Beta = 0.163), rewards and recognition (Beta = 0.159) and training and development (Beta = 0.146) affect the commitment of employees at Sacombank in An Giang. The research results will be the basis for Sacombank An Giang to recognize the factors that affect employees' commitment to the bank, enabling the bank to plan to improve employee cohesion with the bank and develop a team of professional personnel. At the same time, the study proposes advanced governance implications of elements of corporate culture to employee's commitment in Sacombank An Giang. Building a truly strong corporate culture, enhancing employee commitment and sustainable development at Sacombank An Giang Branch is the core statement of this financial institution

scholarly journals The Impact of Employee Commitment and Satisfaction on Training Effectiveness

2021 ◽  
Vol 6 (1) ◽  
pp. 147
Author(s):  
Rumaizah binti Che Md Nor ◽  
Norlina Mohamed Noor ◽  
Sueb Ibrahim ◽  
Hannah Shahirah Shahril Anwar ◽  
Muhammad Akmal Mohamad Azlan
Keyword(s):  
Significant Relationship ◽  
Return On Investment ◽  
Employee Satisfaction ◽  
Employee Training ◽  
Employee Commitment ◽  
Training And Development ◽  
Training Effectiveness ◽  
Significant Difference ◽  
The Impact ◽  
And Training

Employee training and development are essential tools for anorganization’s continuing growth and productivity. Training and development provide benefits to both the individual and organization as a whole that make the cost and time a worthwhile investment. Thus, thesuccess of employee training and development in an organization can only be quantified in a financial term as return on investment (ROI). The main aim of this study was to investigate the impact of employee commitment and satisfaction on training effectiveness. This study utilized quantitative approach in gathering the data. A total of 100 public sector employees participated in this study. The data were analyzed using the IBM SPSS Statistics software. The findings indicate the existence of a significant relationship between employee satisfaction and training effectiveness but there was no significant relationship between employee commitment and training effectiveness. The findings also indicate that there was a significant difference between employee satisfaction and training effectiveness in relation to gender and working experience. However, there was no significant difference between employee satisfaction and trainingeffectiveness in relation to marital status, age, race and education level. From these findings of the study, organizations will be able to identify employee needs for training and development. Organizations will also find this study useful in formulating their internal policies for training and development to gauge training effectiveness and of course, increase return on investment.

scholarly journals IMPACT OF SENIOR MANAGEMENT SUPPORT, EMPLOYEES' INVOLVEMENT, AND OPEN CORPORATE CULTURE ON THE MOTIVATION OF EMPLOYEES: AN EMPIRICAL STUDY

2020 ◽  
Vol 6 (2) ◽  
pp. 99
Author(s):  
Sadia Kausar
Keyword(s):  
Decision Making ◽  
Regression Analysis ◽  
Corporate Culture ◽  
Positive Impact ◽  
Secondary Data ◽  
Senior Management ◽  
Primary Data ◽  
Management Support ◽  
Research Model ◽  
The Impact

This study is aimed to investigate the impact of senior management support, employees’ involvement and open corporate culture on the motivation of employees in the education sector of Pakistan. To collect the primary data, a self-administrated questionnaire is used while for secondary data collection research journals and articles are used. The sample size of this study consists of two hundred employees (hundred from public and hundred from private institutes). SPSS is used for measuring the association between variables and to see the impact of senior management support, open corporate culture, and involvement of employees on the motivation of employees. Correlation analysis and regression analysis are used to test the hypothesis of the research model. The motivation of the employees mainly depends upon senior management support and employees' involvement in decision making. Findings of the results support hypothesis 1, 2 & 3 while disproving hypothesis 4. Senior management support and employees’ involvement in decision making have a significant and positive impact on the motivation of employees. And the open corporate culture has no meaningful impact on employees’ motivation.

The impact of organizational storytelling on organizational performance within Jordanian telecommunication sector

2020 ◽  
Vol 32 (5) ◽  
pp. 335-361
Author(s):  
Naser Khdour ◽  
Ra'ed Masa'deh ◽  
Atef Al-Raoush
Keyword(s):  
Organizational Learning ◽  
Change Management ◽  
Organizational Performance ◽  
Corporate Culture ◽  
Middle Eastern ◽  
Training And Development ◽  
Telecommunication Sector ◽  
Content Type ◽  
Organizational Storytelling ◽  
The Impact

Purpose This study aims to assess the impact of organizational storytelling on organizational performance by undertaking telecommunication companies located in the Middle Eastern nation of Jordan. Design/methodology/approach A quantitative design has been adopted to identify the impact of organizational storytelling on organizational performance, recruiting 460 employees at managerial levels from three telecom companies (Umniah, Zain and Orange). A step-wise regression analysis has been applied to analyze the data collected using a close-ended structured questionnaire. Findings A total of 284 male and 176 female employees took part in the study. The study has found a positive and significant impact of organizational learning, change management, corporate culture, training and development and leadership and indicated that these determinants positively related to organizational performance. Findings showed a positive and significant impact of organizational storytelling on organizational performance based on its components. Practical implications This study has contributed to identifying the impact of organizational storytelling on organizational performance in the telecommunication sector in Jordan. Originality/value This study is among the few to analyses the impact of organizational storytelling based on training and development, change management, corporate culture, organizational learning and development and leadership on the organizational performance of telecom companies in Jordan.

scholarly journals Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

2016 ◽  
Vol 9 (3) ◽  
pp. 612 ◽  
Author(s):  
Umamaheswari S ◽  
Jayasree Krishnan
Keyword(s):  
Work Environment ◽  
Supervisor Support ◽  
Training And Development ◽  
Sanitary Ware ◽  
Mediating Effect ◽  
Organization Commitment ◽  
Ceramic Sanitary Ware ◽  
The Impact ◽  
The Relationship ◽  
And Training

Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention.Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling.Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable   influence on retention.Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations.Implications: This paper offers recommendations to HR(Human resource) managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their likelihood of leaving the company.Originality/value: This article makes significant contribution to most turnover prone Indian environment, highlighting the important factors to be given priority for employee’s retention.

The Impact of Skill Learnability on the Effectiveness of Managerial Training and Development

1983 ◽  
Vol 9 (1) ◽  
pp. 27-39 ◽  
Author(s):  
Donald H. Brush ◽  
Betty Jo Licata
Keyword(s):  
Resource Allocation ◽  
Training And Development ◽  
Future Research ◽  
Research Directions ◽  
Managerial Skills ◽  
Body Of Knowledge ◽  
Managerial Training ◽  
Future Research Directions ◽  
The Impact ◽  
And Training

Skill learnability, the degree to which a particular managerial skill can be acquired or modified by training and development, is de scribed and discussed. It is argued that those managerial skills com prised of large sociallinteractive components and affected by under lying noncognitive attributes are more difficult to learn than skills which can be articulated through a common body of knowledge or technology. Implications for organization resource allocation be tween selection and training strategies and future research directions are discussed.

scholarly journals PENGARUH BUDAYA PERUSAHAAN TERHADAP KOMITMEN KARYAWAN PERUSAHAAN PENERBITAN PERS

2008 ◽  
Vol 7 (2) ◽  
Author(s):  
Ida Ayu Brahmasari
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Risk Taking ◽  
Employee Commitment ◽  
Reward System ◽  
Management Support ◽  
Attention To Detail

Hipercompctition in press industry challenges new publishers to continuously enhance their organizational as well as employees’ commitments. Some studies that have been conducted proved that organizational culture influences organizational as well as employees’ commitments. This research is aimed to prove and analyze the influence of corporate culture that consists of organization values, organization climates and tolerance in risk taking, management support, reward system, attention to detail and orientation to team toward employee commitment of Publisher Company in Surabaya. 95 out of 105 questionnaires distributed were returned and analyzed. The result proved that organization values, tolerance in risk taking, and orientation to team have significant influences toward employee commitment, while organization climates, management support, reward system, attention to detail have no significant influences toward employees’ commitment.

scholarly journals EVALUASI PENGEMBANGAN EKONOMI NELAYAN PENERIMA PROGRAM BANTUAN LANGSUNG MASYARAKAT PENGEMBANGAN USAHA MINA PERDESAAN (BLM-PUMP) DI KELURAHAN TIDORE

2015 ◽  
Vol 11 (2A) ◽  
pp. 77
Author(s):  
Venancia ., Maengkom ◽  
Leonardus R. Rengkung ◽  
Agnes E. Loho
Keyword(s):  
Financial Institution ◽  
Economic Life ◽  
Fishing Communities ◽  
Target Area ◽  
Qualitative And Quantitative ◽  
The Government ◽  
The Impact ◽  
The Village ◽  
And Training ◽  
Program Research

The aims of this researcxh are to evaluate and assess the effectiveness of Bantuan Langsung Masyarakat – Pengembangan Usaha Mina Perdesaan (BLM-PUMP) program, and to know the impact of the implementation of the program to the fishing communities’ economic life in Tidore Village, Sub-district of East Tahuna. The village is one of the target area of the BLM - PUMP program. Research carried out for three months; with the number of respondents sample are 17 fishermen. Data were analyzed by descriptive qualitative and quantitative in tabulation form, percentage and scoring. The results showed that the BLM-PUMP program in Tidore Village accordance with the procedures and criteria set by the government. There are some deficiencies found in the implementation of the program: a) non-physical aid program forms is not used optimally; b) there is no capital turnover; c) supervisor does not properly function, assisting and training does not continue on to post-disbursement.  BLM-PUMP program has produced output in the form of fishing infrastructure that is still used as a shared/KUB asset, and the Joint Business Group (KUB), but the function did not go well. BLM-PUMP program in the Village Tidore founded to be less effective, because the program objectives are not fully achieved. Distribution of BLM-PUMP only able to increase the income of fishermen, and foster entrepreneurial fishermen sufficiently, but are not able to improve the function of KUB institutional as a financial institution partners for fishermen. Nonetheless, the program provides economic impacts on fishing communities, which increase the income of fishermen and sufficiently reduce the dependence of fishermen on the capital providers/owners. (individual / institution).  

scholarly journals Safety Climate and the Impact of the COVID-19 Pandemic: An Investigation on Safety Perceptions among Farmers in Italy

Safety ◽  
2021 ◽  
Vol 7 (3) ◽  
pp. 52
Author(s):  
Mario Fargnoli ◽  
Mara Lombardi
Keyword(s):  
Risk Taking ◽  
Safety Climate ◽  
Safety Information ◽  
Health And Safety ◽  
Prevention Measures ◽  
Safety Behavior ◽  
Climate Assessment ◽  
Safety Awareness ◽  
The Impact ◽  
And Training

The diffusion of the COVID-19 pandemic has generated numerous interventions aimed at reducing the contagion by means of specific prevention measures, also characterized by stricter occupational health and safety (OHS) procedures at the workplace. To better understand how this novel working context has impacted on farmers’ safety behavior and attitude, a safety climate assessment was carried out by means of the Nordic Safety Climate Questionnaire (NOSACQ-50), which was augmented to include specific items related to the modifications of working conditions due to COVID-19. This allowed us to analyze changes in safety climate perceptions, pointing out worker-manager discrepancies in safety behavior and attitude. Additionally, the COVID-19 questionnaire contributed to analyzing the effects of the specific OHS measures due to the pandemic from the workers’ standpoint. Results showed that concerns related to the COVID-19 pandemic have augmented the attention paid to OHS, demonstrating a correlation between the safety climate dimensions and the OHS measures due to COVID-19. Besides, farmers’ risk-taking behavior and attitude appeared still critical, highlighting the need for more specific and contextual interventions in terms of safety information and training. Overall, this study aims to expand knowledge on shared safety awareness and perceptions in the COVID-19 period.

scholarly journals The Impact of Remuneration and Training and Development on Organizational Commitment

2017 ◽  
Vol 4 (2) ◽  
pp. 26
Author(s):  
Ashfaq Ahmad ◽  
Syed Mir Muhammad Shah ◽  
Palwasha Bibi ◽  
Syed Muzafar Hussain Shah
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Academic Staff ◽  
Mail Survey ◽  
Training And Development ◽  
Cross Sectional ◽  
Hr Managers ◽  
The Impact ◽  
And Training

This study objects to explore the effect of remuneration and training and development (T&D) on organizational commitment (OC). The emphasis of the current study was to clarify a university through remuneration and T&D can accomplish to retain and to be committed with their academic staff. The current study also highlights that remuneration and T&D are best practices which can be adopted and applied even after changes in environment, practices and technology. The study used a cross-sectional and quantitative mail survey approach by getting responses from 346 by using stratified random sampling. The result revealed that remuneration has a major impact over OC. The result also showed that T&D is a vital factor for the OC in public higher education institutions (HEIs). Theoretically, the current study has contributed towards a body of knowledge concerning to organizational commitment under the domain of social exchange theory (SET). Practically, by employing the current study outcomes HR managers, particularly of the universities will be able to pay their attention to some specific factors such as remuneration and T&D to enhance employee retention. Finally, recommendations and limitation with reference to the current study and sector are presented. This study aims to be beneficial for the HR managers at HEIs and the policy makers.

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