Hence the third hypothesis is not proved. The third hypothesis is supported by some of the empirical researches like: Akinyemi (2014) did a study to find out whether age, tenure and education have an influence on organizational commitment. The result showed that there was no significant difference between employees who were older, longer tenured and highly educated and organizational commitment as compared to employees who were younger, shorter tenured and less
However, most of these findings have been confined to western cultures. A recent study by Zhang, Zhou, Zhang and Chen (2012) aimed to examine the relationship between conscientiousness and job performance amongst workers in China. The researchers hypothesised that, firstly, overall job performance and conscientiousness will have a non-linear relationship, and secondly, that conscientiousness will also possess a non-linear relationship with specific task performance, adaptive performance, and contextual
Halterman, Dutkiewicz and Halterman (1991) assessed 800 mixed team workers on the importance of effective work teams. Findings suggest that women rated the importance of job knowledge, competence, respect, trust and mutual help significantly higher than men did. Hendel et al. (2006) explored the values held by nursing students and found gender to be significantly related to preception of values‘ importance in this population – women gave higher scores than men did for personal values (loyality, respect, humanism ect.) and professional values (responsibility, security, knoweledge ect.).
Employee loyalty Employee loyalty refers to the psychological attachment of employees to their employer. It is the extent to which employees identify themselves with the organization’s work ethics, objectives of the organization and contribute to the corporate performance. Employee loyalty is visible from the feelings, attitudes, positive behaviour and actions of employees. These loyal employees always prefer to choose the organizations interests and are willing to make personal sacrifices to a certain extent. 1.2 .Supervisor
The most descriptive item of the resulting factor was "When I find myself in an argument or discussion, I can clearly defend my position" with the saturation of .70. The scale reliability was α = .834. It could be defined as satisfactory despite the fact that it was lower than the previously established one (.960, according to Tovilović et al.,
• Involvement of employees in their jobs increases. • Increase in company’s Goodwill. 2.7.2 Measuring job performance According to Kostiuk and Follmann (1989) “in nearly all organisations, employee performance is measured by supervisory ratings; still these data are not very useful given that they are highly biased”. Moreover, Bishop (1989) stated to this that in most jobs an objective measure of productivity does not exist. Bishop (1989) also claims that the reliability of an employee performance is favorable only when the conditions of work are favorable and stable.
The Quality of Work Life reduces the chances of these type of disturbance and aggravation through job security, employees satisfaction, care and a good reward system. Another issue which disturbs the organization is workers who in seek of better job opportunity and environment leave the organization. The Quality of Work Life plays an important role to retain workers. Workers always prefer to work in good environmental conditions and they remain in search of such environment. A brief survey is carried out from workers, managers and leaders of different organizations to collect data.
Reliability and Validity Assessment Introduction Reliability and Validity are often applied as a commonly in a qualitative research and it has been considered the main point of the researches. Therefore, in order to be used in a naturalistic way they would have to be redefined; in a point where there are positioned or based on positivism. When an assessment or other measuring techniques are used as the main part of the collection process, which it leads to the importance of validity and reliability of the assessment. Assessment is the main key which makes teaching into teaching, without using the assessment of what have the students learned from the lectures that were given to them- It’s
It is stated that ‘Treating people with respect’ is the cornerstone of this philosophy. Overall the Quality of Work Life includes Major factors such as human relations, work-life balance, stability of tenure, pro activity, growth opportunities, employee satisfaction, value orientation, innovative practices, learning orientation. The Quality of work life is a broader concept that helps in maintaining a balance in personal and professional life of an individual. Therefore; it can be hampered if someone is dissatisfied with his work life or family life. However; positive quality of work life experience is most important to live a satisfied