scholarly journals EMPLOYER PROMISES OF A PSYCHOLOGICAL CONTRACT AND EMPLOYEE PERFORMANCE: A CASE OF THE TEACHER SERVICE COMMISSIONA CASE OF THE TEACHER SERVICE COMMISSION

2021 ◽  
Vol 6 (1) ◽  
pp. 11-31
Author(s):  
Anne Kamau ◽  
Susan Wasike ◽  
Bernard Muturi
Keyword(s):  
Career Development ◽  
Sample Size ◽  
Psychological Contract ◽  
Quantitative Data ◽  
Employee Performance ◽  
Job Security ◽  
Unique Contribution ◽  
Staff Members ◽  
Qualitative Approaches ◽  
Service Commission

Purpose: The main purpose of this study was to examine the effects of employer promises of a psychological contract on employee performance at the Teachers Service Commission Materials and Methods: A case study research design was used in the study. The sample size was 341 respondents at the TSC who were arrived at using the Krejcie and Morgan Table of sample size determination. They were selected using a simple random sampling technique. Questionnaires were used for collecting the data. Quantitative and qualitative approaches were used in carrying out the analysis. The quantitative data comprised of descriptive and inferential analysis which were done with the help of the SPSS. The qualitative data was analyzed thematically and integrated within the quantitative data. Results:  The following key findings were made: The coefficient of determination indicates that 82.0% variations on employee performance was explained by the four independent variables; promotion, training and career development, job equity, and job security. holding other factors constant, promotion (Beta=.175), training and career development (Beta=.372), job equity (Beta=.338) and job security (Beta=.208) are positively related to employee performance at the Teacher Service Commision. Additionally, the study concluded that there is a significant relationship between constructs of organizational promises of psychological contract (promotion, training and career development, job equity, job security) and employee performance (p=.00<0.05). Unique contribution to theory, practice and policy: It is recommended that the organization should take time to create opportunities for training and career development among its staff members. The organizational policies may also be reviewed to keenly address the issue of job equity. It should ensure that the aspects of fairness in terms of promotion, rewards/salaries and other practices are provided fairly and equally to all the staff members. With streamlined policies, the implementers should also be evaluated and examined to ensure that they followed the policies in ensuring that the organization operates in a fair environment.

scholarly journals Effect of Career Fulfilment on Employee Performance in Federal Civil Service Commission, Abuja-Nigeria

2020 ◽  
Vol 2 (2) ◽  
pp. 47-57
Author(s):  
Mohammed Nuhu ◽  
Turner Itari ◽  
Abdullahi Ndagi
Keyword(s):  
Sample Size ◽  
Civil Service ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Software Analysis ◽  
Management Domain ◽  
Service Commission ◽  
Federal Civil Service ◽  
Civil Service Commission

Purpose: The study on the effect of career fulfilment practices on employee performance is still scanty in the human resource management domain. The objective of this study is to determine the effect of career fulfilment practices on employee performance in the Federal Civil Service Commission (FCSC), Abuja-Nigeria. Design/Methodology/Approach: The study is a cross-sectional survey. Hence, researchers adopted the primary data approach of data collection. The population of the study is 400 (FCSC, 2021). Using Krijcie and Morgan (1970), the sample size is 196. The researchers increased the sample size by 50% based on Salkind's (1997) suggestion. Thus, the final sample size of the study is 294 using the stratified random sampling technique. The study administered 294 copies of the questionnaires and was used for the analysis. The returned questionnaires were inputted, coded, and screened using Statistical Package for the Social Science (SPSS) version 22 software. Analysis was carried out using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings: Findings showed that career fulfilment practices have a positive and significant effect on employee performance in FCSC, Abuja-Nigeria. Implications/Originality/Value: The study concluded that FCSC, Abuja-Nigeria, government, labour Unions and policymakers should promote career fulfilment practices that will improve employee performance in FCSC, Abuja.

scholarly journals Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites

2019 ◽  
Vol 17 ◽  
Author(s):  
Jaco Van Niekerk ◽  
Pharny Chrysler-Fox ◽  
Rene Van Wyk
Keyword(s):  
Content Analysis ◽  
Career Development ◽  
Psychological Contract ◽  
Financial Services ◽  
Quantitative Data ◽  
Quantitative Content ◽  
Potential Association ◽  
Managerial Implications ◽  
Employee Relationship ◽  
Value Add

Orientation: The employer–employee relationship is becoming increasingly strained, evidenced by the increase in cases referred to the Commission for Conciliation, Mediation and Arbitration. These disputes are presumed to be a consequence of breach of the psychological contract of undelivered expectations or obligations. There seems to be a need to improve the management of employer–employee relationships.Research purpose: The purpose of this investigation was to identify inducements and obligations made known by organisations on their websites.Motivation for the study: Clarity of inducements and expectations may provide a foundation to proactively improve the employer–employee relationship.Research approach/design and method: A quantitative content analysis was identified inducements and expectations on the websites of the 2015 Business Times Top 100 organisations. As two of the companies had merged with existing companies, a total of 98 companies were analysed. A codebook on content associated with the psychological contract generated quantitative data from a qualitative analysis.Main findings: Comparisons between different industries (manufacturing, wholesale and financial services) yielded significant differences between organisational policies and career development inducements. Comparisons revealed that organisations with a career section convey more inducements and expectations than organisations without a career section.Practical/managerial implications: Organisations are offered a means to identify inducements and expectations that are publicly conveyed through their websites and inform the psychological contract.Contribution/value-add: The findings contribute to existing theory of the psychological contract. More insight is gained into the expression of inducements and expectations and the potential association with employees’ psychological contract.

scholarly journals Motivation and Employees Performance in County Assembly of Mandera, Kenya

2019 ◽  
Vol 3 (IV) ◽  
pp. 1-13
Author(s):  
Hussein Adan Hassan ◽  
Priscilla Ndegwa
Keyword(s):  
Leadership Style ◽  
Quantitative Data ◽  
Employee Performance ◽  
Sampling Technique ◽  
Job Security ◽  
Working Environment ◽  
Primary Data ◽  
Validity And Reliability ◽  
Inferential Statistics ◽  
Compensation Package

The introduction of devolution saw a great number of staff transferred from the national government to the County government. However, human resource management became a major challenge across all counties as most Counties lacked capacity. As a result there has been job dissatisfaction among employees of the county governments which can be detrimental to performance of both employees and county assembly at large. Hence there was need to implement strategies that can motivate employees in order to enhance their performance so as to get desired results from them. The general objective was to determine the effect of motivation on employee performance of in county assembly of Mandera, Kenya. The specific objectives were to: examine the effect of compensation package on performance of employees in Mandera County; to establish the effect of working environment on performance of employees in Mandera County; to assess the effect of job security on performance of employees in Mandera County; and to assess the effect of employee promotions on performance of employees in Mandera County. The study was informed by the equity theory, goal setting and the expectancy theory. The study adopted descriptive research design. The study population consisted of 150 employees in the County Assembly of Mandera. The population was grouped into departments of employees in the county Assembly. Stratified random sampling technique was used to select the sample. The study grouped the population into stratas, whereby from each stratum the study took a 30% sample. The sample size was 45 respondents. The study collected primary data through use of a questionnaire. The questionnaire had both closed and open-ended questions. The developed questionnaire was checked for its validity and reliability through pilot testing. The quantitative data was analyzed using descriptive and inferential statistics. The quantitative data was analyzed by using descriptive statistics which included frequency distribution tables and measures of central tendency (the mean), measures of variability (standard deviation) and measures of relative frequencies. The inferential statistics included a regression model which established the relationship between variables. Data was presented using tables, charts and graphs. The study findings show that compensation package, working environment, job security and employee promotions have an effect on performance of employees. The study concludes that compensation management can affect job satisfaction and employees organizational commitment, employees’ will improve their performance if the problems identified during the research are tackled by the management and that Work environmental factors that influenced employee performance were physical environment factors, reward, management / leadership style, training and development and work-life balance. This study recommends that management and decision makers should endeavour to review compensation packages at various levels in order to earn employees’ satisfaction, organizations should enhance flexibility of working environment, reduce work noise distraction and enhance supervisor’s interpersonal relationship with subordinates. Organizations should have well recognized job pay package, job security, and reward system for their employees and organizations should be able to recognise employee who have done well at work, device mechanisms to retain and reward an employee for his years of service to the organization.

scholarly journals EFFECT OF IDEALIZED INFLUENCE AND INSPIRATIONAL MOTIVATION ON JOB SATISFACTION AMONG EMPLOYEES IN COMMERCIAL BANKS IN KENYA

2018 ◽  
Vol 3 (1) ◽  
pp. 23
Author(s):  
Njiinu Andrew Njiraini ◽  
Prof. George O. K’Aol ◽  
Prof. Teresia K. Linge
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Commercial Banks ◽  
Employee Performance ◽  
Job Security ◽  
Unique Contribution ◽  
Idealized Influence ◽  
Inspirational Motivation

Purpose: The purpose of the study was to determine the extent to which idealized influence and inspirational motivation influence job satisfaction among employees in commercial banks in Kenya.Methodology: The study adopted a positivism research philosophy and a descriptive correlation research design. The target population consisted of 10,310 managerial employees in the commercial banks in Kenya. A sample of 424 employees was obtained from the population using stratified random sampling technique. Data was collected using structured questionnaires. A response rate of 82% was obtained. Data was analyzed using descriptive statistics and inferential statistics. Inferential statistical methods used to analyze the data were Chi-square, Pearson’s correlation, ANOVA, and multiple linear regressions. The Statistical Package for Social Sciences (SPSS) tool version 22 was used to analyze the data. Findings: Correlation analysis found that idealized influence, inspirational motivation and job security were positively and significantly correlated to job satisfaction r (346) =.496, p<.05, r (347) =.587, p<.05, r (347) =.697, p<.05 respectively. Multiple linear regression results showed that idealized influence significantly influenced job satisfaction of the employees (R2 = .246, F(1, 97.750) = 112.421, p< .05).Similarly, multiple linear regression results showed that inspirational motivation significantly influenced job satisfaction of the employees (R2 = .344, F(1, 126.302) = 180.980, p < .05).Job security was found to significantly moderate the relationships between idealized influence, inspirational motivation and job satisfaction (R2 = .431, F (3, 44.688) = 86.330, p<.05).Unique contribution to the theory, practice and policy: Previous studies on transformational leadership have focused mainly on transformational leadership and employee performance. The unique contribution of this study is the advancement of transformational leadership theory dimensions – idealized influence and inspirational motivation - and job satisfaction among employees in commercial Banks in Kenya. The recommendations of this study contribute to practice of leadership in the commercial banks in Kenya by providing tools that enhance job satisfaction. Lastly, the findings inform organizational polices touching on leadership and job satisfaction.

Pengaruh Pengembangan Karir dan Penempatan Kerja Terhadap Prestasi Kerja Karyawan pada PDAM Tirtanadi Provinsi Sumatera Utara

MBIA ◽  
2019 ◽  
Vol 17 (3) ◽  
pp. 17-24
Author(s):  
Cut Ermiati ◽  
Dita Amanah ◽  
Dedy Ansari Harahap ◽  
Fitriani Tanjung
Keyword(s):  
Data Analysis ◽  
Career Development ◽  
Linear Regression ◽  
Work Performance ◽  
Total Population ◽  
Employee Performance ◽  
Work Placement ◽  
Analysis Technique ◽  
Calculation Results ◽  
North Sumatra

This study aims to determine the effect of career development and work placement on employee work performance at PDAM Tirtanadi, North Sumatra Province. The population in this study were all employees per division, amounting to 182 employees. From the total population can be determined the number of samples in this study amounted to 65 people. The data analysis technique used is the t-test, f-test, multiple linear regression and determinant coefficient test using SPSS 22. From the calculation results using SPSS shows that there is an influence of career development on employee work performance, there is the influence of work placement on employee performance and there is the influence of career development and work placement on employee performance.

THE RELATIONSHIP BETWEEN CAREER DEVELOPMENT, COMPENSATION, JOB SECURITY, WORK ENVIRONMENT AND EMPLOYEE LOYALTY

2020 ◽  
Vol 9 (1) ◽  
Author(s):  
Muhammad Faizal Samat ◽  
Muhammad Najmuddin Hamid ◽  
Muhammad Ameer Shafiq Awang@Ali ◽  
Wan Muhammad Iqmal Fazri Wan Juahari ◽  
Khairul Asraf Ghazali ◽  
...  
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Turnover Rate ◽  
Sampling Technique ◽  
Job Security ◽  
Future Research ◽  
Kuala Lumpur ◽  
Employee Loyalty ◽  
Convenience Sampling ◽  
The Relationship

Malaysia has recorded the second highest involuntary turnover rate at 6% and third highest voluntary rate at 6.5% in South East Asia. Employee loyalty becomes critical towards employer. Thus, the purpose of this study was to examine the relationship between career development, compensation, job security, work environment and employee loyalty. In conducting this study, convenience sampling technique has been employed and respondents have been chosen in the area of Kuala Lumpur. Hypothesis were tested using regression analysis by using Smart-PLS. Based on the result, career development, compensation and job security were found to be significant with employee loyalty. However, work environment was found to be not significant with employee loyalty. It is suggested for future research to explore other variables in order to find the factors contributed in employee loyalty. Keywords: Career Development, Compensation, Job Security, Work Environment, Employee Loyalty

PENGARUH PROGRAM PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN

2018 ◽  
Vol 14 (1) ◽  
pp. 55-63
Author(s):  
Rizska Julianita
Keyword(s):  
Career Development ◽  
Sampling Method ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Development Program ◽  
T Test ◽  
Linear Regression Method ◽  
Performance Variables ◽  
Career Development Program ◽  
The Relationship

This research is intended to find out how the influence of Career Development on Employee Performance PT Bumi Andalas Permai (BAP) Palembang. In this case the sampling using the Saturated sampling method with the employee population of PT BAP Palembang as many as 78 people. From the results of the questionnaire, processed by using SPSS for Windows version 19 by using simple linear regression method, hypothesis test (t test), and correlation coefficient.Based on the analysis results obtained coefficient (R) of 0.033 which shows the relationship between the two low variables. In the hypothesis test (t test) obtained t count value of -0.285 and t value table 1.991, and significant value 0.777. And when viewed from the probability (sig), career development has a probability value of 0.777. It has also been explained that 0.777> 0.05, then H1 is rejected and H0 is accepted, indicating there is no effect of career development on employee performance. The effect of career development on employee performance can be seen also from the value of regression coefficient (R) 0,001, which shows that the percentage contribution of career development influence to employee performance equal to 0,1%. Can also be interpreted that the variation of career development variables used to explain 0.1% variation of performance variables. The conclusion : career development program does not effect employee performance on PT BAP Palembang.

KEPUASAN KERJA SEBAGAI KUNCI OPTIMALISASI KINERJA PEGAWAI PADA DINAS KEHUTANAN SULAWESI TENGAH

Wahana ◽  
2019 ◽  
Vol 22 (1) ◽  
pp. 28-40
Author(s):  
Harries Madiistriyatno ◽  
Nahardi Nahardi ◽  
Ida Musdafia Ibrahim
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Structural Equation ◽  
Research Method ◽  
Employee Performance ◽  
Equation Model ◽  
Service Work ◽  
Collection Data ◽  
Work Units ◽  
Central Sulawesi

Job satisfaction is one of the keys to accomplish optimal performance. Therefore, conditioning the organization to create job satisfaction is very important. This study aims to prove that the optimization of employee performance can be achieved especially if the job satisfaction has been realized, using career development, competence, and compensation as indicators. This research method was descriptive-verification with the collection data using survey that sampling uses saturated sampling and analyzed using the Structural Equation Model. The object research was employees of the Regional Forestry Service work units of Central Sulawesi Province. The results proved that the job satisfaction was a very important factor in mediating (full mediating variables) the variables of career development, competence, and compensation in improving employee performance, which is indicated by a positive and significant effect. Furthermore, it was proven that the biggest contribution affecting employee performance was the variable job satisfaction, with career development contributes to the highest influence on job satisfaction, followed by competence, and compensation.   Keywords: Job satisfaction, career development, competence, compensation, and employee’s performance.

Cultural Studies as Performative Research in a Digital Age

2014 ◽  
Vol 22 (2) ◽  
pp. 309-320
Author(s):  
Caroline Stockman ◽  
Fred Truyen
Keyword(s):  
Cultural Studies ◽  
Quantitative Data ◽  
Digital Age ◽  
Digital Culture ◽  
General Domain ◽  
Qualitative Approaches ◽  
Research Domain

This paper aims to explore the nature of digital culture research, and the fitting methodology. Although it is still felt to be a novelty, it is not so different from the more general domain of Cultural Studies. The aim of research for both domains is meaning, or the challenge to understand the dynamics of the encoding and decoding process. Both domains endorse a wide variety of subjects, although typically the concrete methodology of Cultural Studies still remains restricted to qualitative approaches. The question of quantitative data and their analysis is highlighted in digital culture, and we should consider both its opportunities and limitations for the research at hand. In our reflection, Cultural Studies research emerges as a performative enterprise, and this is one of its unique distinctions as a research domain.

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