scholarly journals Teacher Engagement and Commitment towards the Organization, Teaching and Work group in Engineering Colleges in Hyderabad

2019 ◽  
Vol 8 (4) ◽  
pp. 11671-11681
Keyword(s):  
Employee Engagement ◽  
Work Group ◽  
Three Dimensions ◽  
Educational Institutions ◽  
Best Interest ◽  
Chi Square ◽  
Organization Commitment ◽  
Level Of Functioning ◽  
Research Findings ◽  
The Individual

The advent of liberalisation, privatisation and globalisation has made it indispensable for the organizations to focus on using their human resources in a way that would be in the best interest of the individual as well as the organization. One such issue that is seriously being looked into by the organizations to steer through the cut-throat competition is the levels of engagement of the employees and the way elevated engagement levels contribute towards the increased organization commitment. The same holds true for educational institutions as well. The educational institutions in any country have a societal responsibility along with the responsibility of creating young intellectual minds capable of contributing towards economic growth and development. This research paper aims at investigating into the relationship of engagement of employee with commitment as is measured from three dimensions namely-commitment towards the organization, commitment towards teaching and commitment towards the workgroup they are associated with. The current research focuses on the teachers of 10 engineering colleges in Hyderabad, Telangana State. Employee engagement was taken to be the independent variable and employee commitment is taken to be the dependent variable. The researcher made use of descriptive research design and a structured questionnaire was administered to 250 teachers of the above said engineering colleges. Chi-square tests were used to examine the association between the variables in question and T-test and F-test and MANOVA were resorted to for examining the extent of relationship between engagement and various dimensions of commitment. The research findings indicate notable association between gender, marital status and present experience on employee engagement. However, it is found that there is no association between the level of functioning and engagement and commitment of teachers. The output of MANOVA indicate a positive connection between engagement and commitment of teachers in the educational institutions.

The Effects of Transformational Leadership on Employees Satisfaction, Work-group Supportiveness, Commitment, and Performance: A Field Study

2016 ◽  
Vol 1 (1) ◽  
pp. 56
Author(s):  
Chinelo Grace NZELIBE ◽  
Mehmet Fatih YASAR
Keyword(s):  
Transformational Leadership ◽  
Regression Analysis ◽  
Work Group ◽  
Pearson Correlation ◽  
Survey Study ◽  
New Paradigm ◽  
Chi Square ◽  
Employees Satisfaction ◽  
And Performance ◽  
The Individual

<p>The study examined the effects of transformational leadership on employees’ satisfaction, workgroup supportiveness, commitment, and performance at both the individual and at the organizational levels.</p><p>A survey study was conducted at the Armorp Nigeria Limited, using a sample of 280 employees. The study sought to investigate specifically the mechanism through which transformational leadership influences employee’s commitment to their job schedules as well as to the organization. Six propositions which explained the relationships among the variables in the study were postulated, five accepted and one partially rejected. Pearson correlation, one way analysis of variance, multiple regression analysis and Chi-square were used in the analysis of data. The results suggest that transformational leadership directly affects employee’s satisfaction and commitment to job schedule and to the organization. But, employee’s commitment to their supervisors was not significant as other intervening variables were at work. The regression analysis reveals that the best indicator of employee satisfaction is workgroup supportiveness. The influence of grapevine interactions within the organization, if properly harnessed by a transformational leader directly results in essential mechanism that subsequently leads to employee’s satisfaction, commitment, and increased performance. Monetary incentives if closely tied to motivation might be helpful in creating a more satisfying and productive work environment. This study thus, suggests a new paradigm in which the study of leadership can be based in African setting in order to create effective and viable organizations.</p>

scholarly journals Comparison of the accuracy of virtual and direct bonding of orthodontic accessories

2019 ◽  
Vol 24 (4) ◽  
pp. 46-53 ◽  
Author(s):  
Natalice Sousa de Oliveira ◽  
Bruno Frazão Gribel ◽  
Leniana Santos Neves ◽  
Elizabeth Maria Bastos Lages ◽  
Soraia Macari ◽  
...  
Keyword(s):  
Reference Model ◽  
Three Dimensional ◽  
Three Dimensions ◽  
Chi Square ◽  
Paired Samples ◽  
Indirect Bonding ◽  
Group I ◽  
Student’S T ◽  
Level Of Significance ◽  
The Individual

ABSTRACT Introduction: Conventional direct and indirect bonding techniques fail to obtain the ideal bracket position. Objective: To compare the accuracy of virtual and conventional direct bonding of orthodontic accessories. Methods: A single virtual configuration (dental mannequin with Class I malocclusion) served as basis for generating the reference model (treated virtually) and the intervention models (10 digital models and 10 solid models, obtained by means of prototyping). A total of 560 teeth were then equally distributed between a group of orthodontists (Group I, direct bonding; and Group II, virtual bonding), working in two different time intervals. The individual positions of the accessories were measured after three-dimensional superimposition with customized software. The Student’s-t test for paired samples, and Chi-square tests were used for statistical analysis, both at the level of significance of 5%. Results: In comparison of the errors in raw values, there were significant differences only in the vertical (p< 0.001) and horizontal dimensions (p< 0.001). Considering the groups of ranges by clinical limits of the deviations, these differences were significant in the three dimensions, vertical (p< 0.001), horizontal (p= 0.044) and angular (p= 0.044). Conclusion: Virtual bonding made it possible to obtain more precise/accurate positioning of the orthodontic accessories. The potential accuracy of this method brings new perspectives to refining the indirect bonding protocols.

scholarly journals Understanding The Process Model Of Leadership: Follower Attribute Design And Assessment

2010 ◽  
Vol 7 (4) ◽  
Author(s):  
Absael Antelo ◽  
Richard L. Henderson ◽  
Norman St. Clair
Keyword(s):  
Process Model ◽  
Work Motivation ◽  
Work Group ◽  
Personal Attributes ◽  
Leadership Studies ◽  
Managerial Practices ◽  
Significant Research ◽  
Research Findings ◽  
The Individual ◽  
Motivated Behaviors

Early leadership studies produced significant research findings that have helped differentiate between leader and follower personal attributes and their consequent behaviors (SEDL, 1992), but little attention was given to the follower’s contribution to the leadership process. This study represents a continuation of research by Henderson, Antelo, & St. Clair on the process model of leadership begun in 2006. Initial research efforts concentrated on leader-held attributes that contribute to the process. Research in work group motivation indicates that individual worker motivation influences performance and productivity; thus, leaders seek to understand what motivates followers to reach extraordinary performance. Employees, however, respond in a variety of ways to their jobs and their organizations’ practices. A paramount task for the leader is to determine what factors impact work motivation. The idea is based on the premise that individual attributes are brought to the workplace by each member of the group.  The concept of individual differences involves personal needs, values, attitudes, interests, and abilities people bring to their jobs. Job characteristics refer to the nature of the position determining its limitations and challenges. Organizational practices are the rules, policies, managerial practices, and reward systems of the organization. This complexity is increased with the construct of motivation, which is understood as the process that moves a person toward a goal. In consequence, “motivated behaviors are voluntary choices controlled by the individual employee.” The leader, therefore, attempts to influence the factors that motivate employees. (Authors)

Employee engagement: New research findings, directions, and questions

2007 ◽  
Author(s):  
Amy Colbert ◽  
Bruce Louis Rich ◽  
Timothy A. Judge
Keyword(s):  
Employee Engagement ◽  
Research Findings ◽  
New Research

The Students Value Attitude to Healthy Lifestyle

2019 ◽  
Vol 9 (4) ◽  
pp. 66-70
Author(s):  
Marina Anatolevna Mefodeva ◽  
Gulnara Firdusovna Valieva
Keyword(s):  
Healthy Lifestyle ◽  
Educational Institutions ◽  
A Value ◽  
The Individual

Abstract The relevance of the investigated problem is caused by the increased attention to the issues of a healthy lifestyle among students in Russia. Promotion of a healthy lifestyle, taking into account the individual interests and preferences of students can be embodied not only in the class but also in the framework of elective programs and courses, that are targeted on a healthy lifestyle. The authors reveal approaches, principles and pedagogical conditions for having a healthy lifestyle in the framework of training in educational institutions. The issues of bad habits influence the development and formation of a value attitude to a healthy lifestyle are considered.

Sebaran Peluang Acak Kontinu, Distribusi Normal, Distribusi Normal Baku, Distribusi T, Distribusi Chi Square, dan Distribusi F

2020 ◽  
Author(s):  
Ahmad Sudi Pratikno
Keyword(s):  
Hypothesis Test ◽  
Standard Normal Distribution ◽  
Process Data ◽  
Nominal Data ◽  
Chi Square ◽  
Stable Curve ◽  
Standard Normal ◽  
Research Findings ◽  
F Distribution ◽  
T Distribution

In statistics, there are various terms that may feel unfamiliar to researcher who is not accustomed to discussing it. However, despite all of many functions and benefits that we can get as researchers to process data, it will later be interpreted into a conclusion. And then researcher can digest and understand the research findings. The distribution of continuous random opportunities illustrates obtaining opportunities with some detection of time, weather, and other data obtained from the field. The standard normal distribution represents a stable curve with zero mean and standard deviation 1, while the t distribution is used as a statistical test in the hypothesis test. Chi square deals with the comparative test on two variables with a nominal data scale, while the f distribution is often used in the ANOVA test and regression analysis.

Hospice Care in the United States: The Process Begins

1983 ◽  
Vol 13 (2) ◽  
pp. 159-171 ◽  
Author(s):  
Robert W. Buckingham
Keyword(s):  
Home Care ◽  
Hospice Care ◽  
Care Facility ◽  
The United States ◽  
Considerable Change ◽  
Educational Institutions ◽  
Hospice Movement ◽  
Treatment Equipment ◽  
Centered Care ◽  
The Individual

The hospice concept represents a return to humanistic medicine, to care within the patient's community, for family-centered care, and the view of the patient as a person. Medical, governmental, and educational institutions have recognized the profound urgency for the advocacy of the hospice concept. As a result, a considerable change in policy and attitude has occurred. Society is re-examining its attitudes toward bodily deterioration, death, and decay. As the hospice movement grows, it does more than alter our treatment of the dying. Hospices and home care de-escalate the soaring costs of illness by reducing the individual and collective burdens borne by all health insurance policyholders. Because hospices and home care use no sophisticated, diagnostic treatment equipment, their overhead is basically for personal care and medication. Also, the patient is permitted to die with dignity. Studies indicated that the patient of a hospice program will not experience the anxiety, helplessness, inadequacy, and guilt as will an acute care facility patient. Consequently, a hospice program can relieve family members and loved ones of various psychological disorders.

Employee Surveys and Sensing

2020 ◽  
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Computational Linguistics ◽  
Full Range ◽  
Organization Culture ◽  
Employee Survey ◽  
Passive Data ◽  
Individual Contributions ◽  
Action Taking ◽  
The Individual

This volume comprises 27 chapters focused on the design and execution of employee survey programs. These chapters reflect the latest advances in technology and analytics and a pervasive emphasis on driving organizational performance and effectiveness. The individual chapters represent the full range of survey-related topics, including design, administration, analysis, feedback, and action-taking. The latest methodological trends and capabilities are discussed including computational linguistics, applications of artificial intelligence, and the use of qualitative methods such as focus groups. Extending beyond traditional employee surveys, contributions include the role of passive data collection as an alternative or supplement in a comprehensive employee listening system. Unique contextual factors are discussed including the use of surveys in a unionized environment. Individual contributions also reflect increasing stakeholder concerns for the protection of privacy among other ethical considerations. Finally, significant clarifications to the literature are provided on the use of surveys for measuring organization culture, strategic climate, and employee engagement.

Het belang van de context voor onderzoek binnen de organisatiepsychologie

2012 ◽  
Vol 25 (3) ◽  
Author(s):  
Wim van Breukelen
Keyword(s):  
Organizational Behavior ◽  
Contextual Factors ◽  
Field Studies ◽  
Cultural Factors ◽  
Organizational Characteristics ◽  
Research And Practice ◽  
Research Findings ◽  
The Individual ◽  
Underlying Processes ◽  
Voor Onderzoek

The importance of context in research on organizational behavior The importance of context in research on organizational behavior This article emphasizes the need to pay more attention to the context in field studies of organizational behavior. The context refers to factors external to the individual, which include organizational characteristics and societal and cultural factors. The context may offer additional explanations for research findings and may improve insights in underlying processes. In addition, a focus on contextual factors in a study may increase the fit between research and practice. This article describes the potential effects of contextual factors and offers possible reasons for the lack of attention to context in many studies. Finally, several recommendations are presented in order to bring contextual factors back into the study of behavior in organizations.

Transforming people practices by re-structuring job engagement practices for generation z: An empirical study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deepika Pandita ◽  
Amresh Kumar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Engagement ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Engagement Strategies ◽  
The Individual

Purpose This paper aims to develop the readers’ understanding of the transforming role of job engagement (JOB) drivers, specifically for Gen Z in information technology (IT) Companies across India. It measures the association of JOB and perceived organizational support (POS), perceived supervisor support (PSS) and co-worker relationship (COP) with a very special reference to Gen Z. Design/methodology/approach A total of 302 survey-based responses were collected. To test the conceptualized model of JOB, structural equation modeling was used. Confirmatory factor analysis was conducted using the AMOS platform toward determining the reliability and validity of the individual constructs and the overall model. Findings All three dimensions, namely, POS, PSS and COP, are positively related to JOB. Out of the three, the most contributing extent in engaging Gen Z is PSS. Research limitations/implications A conceptual framework of Gen Z engagement drivers could help human resource (HR) researchers fine-tune Gen Z employees’ retention strategy. The paper shows that it is not about pandering to them but about eliminating blocks so that Gen Z can deliver the future business. Practical implications The outcomes may aid establishments and policymakers in advancing and improving HRs policies in engaging Gen Z, who have started entering the organizations. Originality/value JOB practices can add to the determinations of the HRs processes in the IT start-ups organizations in dealing with Gen Z. This research reconnoiters the drivers of engagement strategies directly impacting JOB Gen Z.

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