This point of view is called the Perceived Supervisor Support. Eisenberger and Rhoades (2006) implied that workers view their their supervisors as an gent of their organizations and thus they perceive their supervisor’s attitudes towards them as an indicator of the organizational support. 2.6.3 CO-WORKERS SUPPORT Coworker support is defined as social support given by co-workers in a
The logic behind providing welfare arrangements is to create efficient, healthy, honest and satisfied labor force for the organization. The purpose of providing such facilities is to make their stay at workplace better and have pleasant living standard. Some of the benefits of welfare measures can be listed as
Fit describes the congruence between an employee's "personal values, career goals, and plans for the future...with the larger corporate culture and the demands for his or her immediate job". Links "are characterized as formal or informal connections between a person and institutions or other people" Sacrifice describes the "perceived cost of material or psychological benefits that may be forfeited by leaving the job". These three sub-dimensions are considered in two over-arching dimensions: an employee’s organization (on-the-job) and community (off-the-job), generating the six dimensions of the job embeddedness construct: links-organization, links-community, fit-organization, fit-community, sacrifice-organization and sacrifice community (Mitchell et al., 2001). However, only on-the-job dimensions of embeddedness are the focus in this
of people towards their job. In addition, the concept of benefits, promotional opportunity, supervision, work conditions are included in the definitions. Bernstein and Nash (2008) proposed that a cognitive, a behavioral, and an emotional component together produce job satisfaction. The cognitive component of job satisfaction consists of, how individuals perceive their jobs; it is a belief he/she has about the job. The behavioral component of job satisfaction consists of individuals ' inherent predispositions toward their job.
Literature Review Many executives are under the mistaken impression that the level of employee performance on the job is proportional to the size of the employee’s Recognition and Reward; Employees are given appropriate awards in terms of their services. An extrinsic reward consists of external and tangible rewards to the performed efforts and employees tasks, it can be in terms of promotions, salary/pay, bonuses, incentives, job security. Office Design “The arrangement of workspace so that work can be performed in the most efficient way”. Office design incorporates both ergonomics and work flow, which examine the way in which work is performed in order to optimize layout. Organizational culture defines the way employees complete tasks and interact with each other in an organization.
A STUDY ON QUALITY OF WORK LIFE OF THE EMPLOYEES OF SELECTED COMPANIES NANJANGUDU INDUSTRIAL AREA Abstract: Quality of work life is becoming an imperative issue to achieve the goals of the organization in every sector whether it is education, service sector, banking sector, tourism, manufacturing, etc. Attrition, employees commitment, productivity etc. depend upon the dimensions of Quality of work life i.e. job satisfaction, organizational commitment, reward and recognition, participative management, work life balance, proper grievances handling, welfare facilities, work environment, etc. If organization provides a better QWL then it develops the healthy working environment as well as satisfied employee.
CHAPTER 1 Introduction of Welfare Employee’s welfare includes all those facilities, services and benefits which are provided by employer to its staff for their comfort. Employee’s welfare, safety and health are the measures that promote the efficiency of the staffs. Different welfare programs provided by any organization to its workers have direct impact on the physical, health and mental efficiency alertness, morale and overall efficiency of the employees. Some of the welfare facilities include accommodations arrangements, canteen facilities, it can be categorize as to comfort of living as well as for the working environment. We can identify employee welfare as the efforts which are applied to make one’s life worthy.
Job evaluation is defined as a method for determining the worth of a job in comparison to the different jobs in the organization. To establish a justified pay structure for all the employees of the organization, job evaluation gives a means to compare the quality of the work in a particular job, in other words, the worth of a job. It is different from job analysis; rather job evaluation is done after the stage of job analysis in order to obtain some information about the concerned jobs. Job analysis is defined as a process of determining the skills, duties and responsibilities, in a systematic way, required for a particular job. Thus job evaluation is a method which commences from job evaluation from job analysis but it ends at a point
3.2 Research Design This is essentially a descriptive research that applies quantitative approach and uses the survey method to collect data. The focus of this research is on employees of servicing organizations in Malaysia. Aside from that, his study focuses on the motivation factors includes payment, job security, promotion, freedom, friendly environment, and training as independent variable and their influence on job performance as dependent variable. The research instrument used in this study is
SOCIAL AUDIT MEANING:- It refers to the evaluation or assessment of a company’s performance against planned goals in the area of social responsibility. Every society accepts business to share the fruits of progress and growth. A healthy business must and should do something for the benefit of the society. Therefore, every business must accept obligation to be socially responsible and to work for the larger benefit of the community. A social audit is mainly done to improve its cohesiveness or improve its image within the society.