scholarly journals The management of the early stages of restructuring in a tertiary-education institution: An organisational commitment perspective

2004 ◽  
Vol 35 (2) ◽  
pp. 1-14 ◽  
Author(s):  
C. A. Arnolds ◽  
C. Boshoff
Keyword(s):  
Job Performance ◽  
Peer Relations ◽  
Tertiary Education ◽  
Fringe Benefits ◽  
Top Management ◽  
Organisational Commitment ◽  
Early Stages ◽  
Low Levels ◽  
The Impact ◽  
Career Factors

Restructuring in business firms is often characterised by uncertainty, anxiety, low morale, tardy job performance and high levels of absenteeism and staff turnover. Restructuring has recently been extended to tertiary education, but its effects on the higher education environment have not been thoroughly investigated.This study investigates the impact of restructuring (mergers) on the organisational commitment, job performance and intent to resign of tertiary education staff, as well as the relationship between selected antecedents (commitment to top management and satisfaction with career factors, monetary remuneration, fringe benefits, relations with peers and growth needs) and organisational commitment.The results show that the respondents, during the early stages of restructuring, exhibit low levels of organisational commitment, commitment to top management and satisfaction with monetary remuneration, fringe benefits and career factors. They also report high levels of satisfaction with growth factors (opportunities for training and development), relations with peers and performance intentions, and low levels of intentions to resign.Multiple regression analyses reveal that organisational commitment is positively related to performance intentions and negatively related to intent to resign. The results also show that commitment to top management and satisfaction with fringe benefits, peer relations and career factors were positively related to organisational commitment. Neither satisfaction with monetary remuneration nor the satisfaction of growth needs was significantly related to organisational commitment. The managerial implications of these findings are discussed.

scholarly journals An Alderfer perspective of the higher education restructuring in South Africa

2005 ◽  
Vol 31 (2) ◽  
Author(s):  
C. A. Arnolds
Keyword(s):  
Higher Education ◽  
South Africa ◽  
Job Performance ◽  
Peer Relations ◽  
Employee Motivation ◽  
Regression Analyses ◽  
Organisational Commitment ◽  
Low Levels ◽  
And Performance ◽  
The Impact

The consequences of the restructuring of higher education in South Africa have not yet been thoroughly investigated. This study investigates the impact of the abovementioned restructuring on employee motivation (as measured by Alderfer’s ERG theory), organisational commitment and job performance. The results show that the respondents exhibit low levels of organisational commitment and low satisfaction with monetary remuneration and fringe benefits. The results, however, show high levels of satisfaction with growth factors, peer relations and performance intentions. These results are interpreted in the light of the multiple regression analyses conducted of the interrelationships among the variables. Opsomming Die nagevolge van die herkonstruksie van hër-onderwys in Suid-Afrika is nog nie deeglik ondersoek nie. Hierdie studie ondersoek die invloed wat bogenoemde rekonstruksie op die motivering (soos gemeet deur Alderfer se teorie), organisatories toegewydheid en werksprestasie van werknemers het. Die resultate toon dat die respondente lae vlakke van organisatoriese toegewydheid en lae tevredenheid ten opsigte van monetêre beloning en byvoordele tentoonstel. Die resultate toon egter hoë vlakke van tevredenheid in soverre groeifaktore, kollegiale verhoudinge en werkprestasievoornemens betref. Hierdie resultate word vertolk teen die agtergrond van veelvoudige regressie-analises wat op die inderlinge verwantskappe tussen die veranderlikes uitgevoer is.

scholarly journals The impact of several demographic factors on chemistry laboratory anxiety and self-efficacy in students’ first year of university

2019 ◽  
Vol 10 (1) ◽  
pp. 87-98
Author(s):  
Cara Rummey ◽  
Tristan D Clemons ◽  
Dino Spagnoli
Keyword(s):  
Time Management ◽  
Self Efficacy ◽  
Tertiary Education ◽  
Demographic Factors ◽  
Chemistry Laboratory ◽  
First Year ◽  
Students First ◽  
Low Levels ◽  
Transition From High School ◽  
The Impact

The transition from high school to tertiary education can be a daunting prospect for students. The prospect of laboratories, an unfamiliar environment, for students, can increase levels of anxiety. Moreover, there is a growing body of evidence that suggests that students’ self-efficacy is inversely correlated with students’ anxiety. We surveyed students at the start and end of a semester to evaluate levels of anxiety and self-efficacy in relation to several aspects of the chemistry laboratory. Time management and answering assessed questions are the aspects that contribute to high levels of anxiety and low levels of self-efficacy at the start of semester. Students generally reported lower anxiety and higher self-efficacy at the end of the semester about every aspect probed. These results are of interest to any discipline that offers an unfamiliar learning environment for students as aspects such as time management and answering assessed questions are not discipline specific. We investigated the different aspects of anxiety and self-efficacy in relation to various demographic factors.

scholarly journals The influence of job insecurity on job performance and absenteeism: The moderating effect of work attitudes

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Antonio Chirumbolo ◽  
Alessandra Areni
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Insecurity ◽  
Work Attitudes ◽  
Organisational Commitment ◽  
Work Related ◽  
Psychosocial Consequences ◽  
Organisational Behaviour ◽  
The Impact ◽  
Structured Questionnaire

Job insecurity was found to have relevant psychosocial consequences for both individuals and organisations. Recently, research is increasingly focusing on those variables that can moderate its negative influences. In this study, the impact of job insecurity on two indicators of organisational behaviour (i.e. job performance and absenteeism) was investigated. It was expected that job insecurity was negatively related to job performance and positively to absenteeism, and that this relationship was moderated by work related attitudes, such as job satisfaction and organisational commitment. Four-hundred and twenty five workers were interviewed with a structured questionnaire. Overall, the hypotheses were supported by the data: job insecurity was in fact negatively correlated with job performance and positively with absenteeism. However, work related attitudes moderated only the effect of job insecurity on job performance but not on absenteeism. Opsomming Daar is gevind dat werksonsekerheid relevante psigososiale gevolge vir beide individue en organisasies inhou. Onlangse navorsing fokus al hoe meer op daardie veranderlikes wat die negetiewe effekte hiervan kan modereer. In hierdie studie is die impak van werksonsekerheid op twee indikatore van organisasiegedrag (werksprestasie en afwesigheid) ondersoek. Dit was verwag dat werkonsekerheid ’n negetiewe verhouding tot werksprestasie en ’n positiewe verhouding tot afwesigheid sou gehad het en dat hierdie verhouding gemodereer sou word deur werksverwante gesindhede, soos werkstevredenheid en organisasiegebondenheid. 425 werknemers is met ’n gestruktureerde vraelys ondervra. Die hipotese is oor die algemeen deur die data ondersteun: werksonsekerheid het inderdaad ’n negetiewe korrelasie tot werksprestasie en ’n positiewe korrelasie tot afwesigheid gehad. Werksverwante gesindhede het egter slegs die effek van werksonsekerheid op werksprestasie gemodereer, maar nie op afwesigheid nie.

Quota Women Are Threatening to Men

2017 ◽  
Vol 76 (3) ◽  
pp. 107-116 ◽  
Author(s):  
Klea Faniko ◽  
Till Burckhardt ◽  
Oriane Sarrasin ◽  
Fabio Lorenzi-Cioldi ◽  
Siri Øyslebø Sørensen ◽  
...  
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Gender Stereotypes ◽  
Perceived Threat ◽  
Preferential Treatment ◽  
Public Sector Employees ◽  
Different Types ◽  
Low Levels ◽  
Women In Decision Making ◽  
The Impact

Abstract. Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.

The impact of behavioral science on the maintenance of machine subsystems (Job performance aids)

1972 ◽  
Author(s):  
Melvin T. Snyder ◽  
John P. Foley ◽  
John D. Folley ◽  
Edgar J. Shriver ◽  
Jane McReynolds ◽  
...  
Keyword(s):  
Job Performance ◽  
Behavioral Science ◽  
The Impact

ANALYSIS THE IMPACT OF THE IMPLEMENTATION OF QUALITY MANAGEMENT SYSTEM (QMS) AND SAFETY AND HEALTHY AT WORK MANAGEMENT SYSTEM (SHWMS / SMK3) ON THE JOB PERFORMANCE OF EMPLOYEES

2018 ◽  
Vol 3 (01) ◽  
pp. 45
Author(s):  
Nur Hidayat ◽  
Indah Kusuma Hayati
Keyword(s):  
Quality Management ◽  
Job Performance ◽  
Latent Variables ◽  
Management System ◽  
Quality Management System ◽  
Partial Least Square ◽  
Least Square ◽  
Global Challenges ◽  
The Impact ◽  
Work Management

Recently, the evolvement of globalization era has been the global challenges that cannot be avoided either by private or government sectors, and they are requested to be survived encountering such the condition. The implementation of Quality Management System (QMS) in the operational company is the way how to guarantee the quality of products or services offered to the people. One of the purposes of QMS implementation is to provide a prime satisfaction to the customers. The impact of QMS implementation is expected to increase job performance of the employees. Besides the implementation of Quality Management System (QMS), the impact of global challenges has been increasing the competitive efforts to execute more effective production process. However, it has required manpower protection accordingly. This research aims to find out whether the implementation of quality management system and safety and healthy at work management system have impacted on the job performance of employees. Objects of this research are the employees in the production department at PT Guna Senaputra Sejahtera Plant 1 Bogor. Data analysis technique of this research has applied software Smart PLS (Partial Least Square). PLS has estimated a model of correlation among the latent variables and correlation between latent variables and its indicators. Result of data processing has indicated that the implementation of Quality Management System (QMS) and system of safety and healthy at work have positively and significantly impacted job performance of employees.Keywords : Quality Management System (QMS), Safety and Healthy at Work System ( SHWS / SMK3), and Job Performance of Employees

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