Employee Attitudes And Employee Performance Pdf

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The first phase of this study investigated the relationship between aspects of organizational climate as assessed by a full consensus employee survey and a variety of organizational performance measures. Strong relationships were found for customer satisfaction, absenteeism, second level grievances, safety, and profits in the expected directions. Subsequent comparisons of the groups above or below one standard deviation from the mean score on an employee survey were completed to determine the extent of the differences suggested by the correlations.

Improve Employee Attitude: 4 Incredible Tips

To browse Academia. Skip to main content. By using our site, you agree to our collection of information through the use of cookies. To learn more, view our Privacy Policy. Log In Sign Up. Download Free PDF. Download PDF. A short summary of this paper. Especially the role of doctors and nurses is very critical when it comes to treatment of patients.

Given the nature of work, the degree of stress and the working hours that the human capital of health care industry have; studying factors that have an impact on their job attitude becomes a necessity for the HR mangers. Performance of such employees are influenced by Job related attitudes like satisfaction, leadership, work commitment and job involvement.

Employee performance is the summation of commitment and involvement towards their organization and its value. An employee with positive attitude is well aware about the dynamics of business, can fine tune to organisational environment, leading to a holistic development in the performance and productivity of the entire organization.

Keeping these facets as background, this research paper investigates the impact of factors that lead to better productivity of employees. An empirical investigation was done to identify the factors that have a bearing on work attitudes and the survey was done in Health care industry.

Statistically the information was tested and validated. P test, F test, correlation and regression showed a significant relationship between the attitudes of employees and performances. This study contributed to the existing literature and suggested some human resource development policies in health sector to improve more positive attitude.

The relationship between these factors are essential in every organisation for maintaining efficiency of a business enterprise. Several studies which examined the level of productivity of similar industries and establishments found that some enterprises persistently operate much more efficiently than others.

Gibbons, R. The role of human resource management practices in similar enterprises which explained the persistent productivity differences are now receiving considerable weightage in both intra-industrial and cross industrial studies Bandiera et al. Job performance is considered as an important parameter in every profession. Especially in healthcare services and the medical profession job performance is considered one of the key factors shaping the growth of the system C Platis 3.

Generally, work of the Manager is to delegate job and give information to co-workers. Employees are expecting the company to enhance their performance by giving proper training and motivation. This expectation plays a significant role in deciding employee attitude and the employee work performance. Attitude has a direct impact on work performance of an employee. There are number of other variables that affect employee work related attitude on employee job performance.

The study focuses on variables that are considered to have an impact workplace behaviour of employee, leadership, job satisfaction, commitment, motivation and training. Job satisfaction is a significant area of research; it is correlated factor which can enhance job performance. Various studies have defined that job satisfaction and job performance have a vital relation to a business. The most famous researchers and writers accepted that the job satisfaction can affect work performance of the employees in the organization.

Since service sector is dominated by people, focus on factors that lead to satisfaction of employees is dominant here. Health sector is one area which is people predominant. The sector can survive only when enough importance is given to manpower.

Health sector is one of the key system in a society which needs to be function systematically. Healthcare comprises hospitals, medical devices, clinical trials, outsourcing, telemedicine, medical tourism, health insurance and medical equipment.

Even though, an inadequate number of health-care service providers and workers is associated with poor quality of health services, especially in rural areas. The Indian healthcare sector is growing at a brisk pace due to its strengthening coverage, services and increasing expenditure by public as well private players.

Performance of employees in health sector includes timeliness of the initiation of the treatment, regular evaluation, availability, communication, explanation given regarding tests, health advice etc. Several studies proved that performance of Doctors and behavior in the organization is related to job satisfaction, where in if the employee is satisfied with his job, organization can expect better performance from them5,6.

The World Health Organization WTO has rightly pointed out that hospitals should not be viewed only as medical organizations but also as social organizations. Thus, in addition to meeting the needs of patients, the hospital must also develop a healthy work environment in which individual employees and employee groups can meet their expected performance by self-developing job related attitude by which they satisfy their needs and desires to serve the best interest of the organization and the patients.

Low level of job satisfaction among medical practitioners may affect their relation sip with patient relationships and may compromise quality of care. Hence, in the current study, we aimed to assess the most important factors of work related attitude influences the performance of the employees. Richard Joseph Long 7 explored the how employee ownership may be related to job attitudes, job behaviour, and organisational performance.

A conceptualisation of the possible relationships between employee ownership, job attitudes and organisational performance, and variables which moderated these relationships.

The central premise of this study is that employee ownership may affect job attitudes both directly through the effects of individual share ownership and indirectly by changing patterns of organisation influence and employee participation in decisions. Bhatnagar Deepthi 8, studied impact of training programmes to explore the attitude towards women workers in management cadre in Indian banks.

The study revealed that there was a marked difference in male and female attitudes towards women in the managerial positions i. Shore and Wayne 9 found that continuance commitment is negatively related to OCB. Judge et al. Study also provided on how to close the gaps in knowledge and for evaluating implemented practices. Raymond Loi et al. Their analysis revealed that 1 professional identification had a significant positive effect on both job satisfaction and organizational commitment, 2 gender moderated the relationship between professional identification—job satisfaction and professional identification— organizational commitment, and 3 organizational tenure moderated the relationship between professional identification and job satisfaction as well as the relationship between professional identification and career satisfaction.

Jones et al. Furthermore, while the differences between the means were not significant, the results suggested that work experience moderated the relationship between role overload and turnover intent.

Thus, it is noteworthy that role overload has displayed inconsistent relationships with many job attitudes, turnover intentions and performance measures. The study was unable to obtain performance scores other than self-reports, possibly inducing common method bias. Parbudyal Singh et al. In this study the effects of gender on job attitudes was investigated. The findings indicate that men and women have different attitudes towards their jobs. The results suggest support for the job model or structuralist perspective; that is, women and men have similar job attitudes once we control for work-related and other variables Ann P.

Bartel et al. Differences in the branch-level measures of employee attitudes across branches are highly significant and are too large to be explained by chance alone. Moreover, study also observed that the attitudes of new employees converge with the pre-existing attitudes of their longer-tenured co-workers, either through changes in employee attitudes over time or through turnover.

Study also finds that cross-branch differences in attitudes are highly correlated with sales performance of the branches—branches in which employees have more favorable attitudes have superior sales performance. Shariq Abbas et al. Study also found that Banking professionals were most content with working conditions and least with financial terms. Abdullah and Ramay 17 that the relation between job security and organisational commitment was the most significant followed by work environment.

Pay satisfaction and participation in decision making had low correlations with organisational commitment. Age and tenure seemed to affect the commitment of employees, with higher commitment shown for higher age and tenure whereas gender did not show significant change in commitment level of employees. The study could not bring in the effects of three components of commitment and their relation in the existing study Kodikal R, P Pakkerrappa 18 studied that the analysis of the levels of satisfaction of respondents working for public sector and private sector banks shows that though the overall level of satisfaction is similar for both the sectors the emphasis on various factors that affect the level of satisfaction is different.

SS Gopalan et al. Their study that no association established between their level of dissatisfaction on the incentives and the extent of motivation. Their study established inadequate healthcare delivery status and certain working modalities reduced their motivation. P Trivellas et al. SH Ang et al. Their results had implications for the management of employees in the healthcare sector and the implementation of HPWS for different occupations within an organisation.

Suresh, S. In their study, demographic variable like age and gender both shown significant association on level of satisfaction whereas experience, designation and marital status of the doctors have not shown significant association. They also found that Nurses were highly satisfied with job and managerial skill has an impact on job of the nursing professionals. Their study also revealed that Demographic variables such as Age, Marital status, Professional qualification and experience have no significant impact on job satisfaction and managerial skills of nursing professionals Sharma, J.

Further, their finding perceived organizational support and procedural justice showed a positive relation with affective commitment in contrast to burnout and found affective commitment had a strong impact on job performance of the nursing staff. R Kodikal, HU Rahiman 25opined that there is low level of relationship between quality of work life and organizational commitment in manufacturing sector.

Their study contributed to the existing literature and suggested some human resource development strategies to improve quality of work life, so that commitment of employees could improve. The primary data was collected on the basis of Probability sampling method and in order to ensure the presence of key subgroup within the sample, a stratified Random sampling shall be applied on different groups of respondent based on the categories of department.

Based on Yamane, T. The analysis consisted of demographic variables to Job Performance, Job attitude, job commitment and Job involvement, Job satisfaction and leadership related questions. Job performance is defined as the extent to which one completes the duties that are important to carry in a given place. Common works of managers are to delegate job and give info to co-workers. In admitting that it is the responsibility of managers to certify Job performance is at ultimate impending.

Facts regarding the possible link between manager-worker connection and job performance would allow the application of more real structures for organization, and consequently, better output for the business over enlarged job performance.

Leap and Crino 28 viewed job satisfaction as the attitude of workers toward their job, rewards that they get, the social, organizational, and physical characteristics of the environment in which they perform their working activities. Dhar and Mishra , p. Leaders are intrinsic to the adoption of brand values. Edmonson and Cha 32 explain that leaders are assessed, amongst other metrics, on the basis of their perceived brand values.

According to Meyer and Allen 33, organizational commitment can take three distinct forms.

Relationships between employee attitudes, customer satisfaction and departmental performance

Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated. Show full item record. However, the traditional research agenda has done little to improve the usefulness of performance appraisal as a management tool. Employee attitude towards performance appraisal has been studied as a significant factor in employee acceptance and satisfaction of performance appraisal. This study investigated the attitude and reactions of employees towards the overall performance appraisal system as well as its major component parts such as standard setting, appraisal instrument, feedback, and appeal procedure using a case study approach in ZTE H. K Limited Ethiopian Branch.

An attitude is a psychological state of mind. In most organizations, employee attitude can reflect his or her feelings of loyalty towards the organization. In the corporate world, sometimes it is very difficult to handle the attitude of employees in the correct way. It leads to conflicts among employees because of attitude problems. Employees in the workplace may have either a positive or negative attitude towards products or services, specific work tasks, co-workers or management, or the organization as a whole.

Impact of Employee Work Related Attitudes on Job Performance

An attitude is generally defined as the way a person responds to his or her environment, either positively or negatively. An attitude could be generally defined as the way a person responds to his or her environment, either positively or negatively. The definition of attitude is nonetheless a source of some discussion and debate. When defining attitude, it is helpful to bear two useful conflicts in mind. The first is the existence of ambivalence or differences of attitude towards a given person, object, situation etc.

The first phase of this study investigated the relationship between aspects of organizational climate as assessed by a full consensus employee survey and a variety of organizational performance measures. Strong relationships were found for customer satisfaction, absenteeism, second level grievances, safety, and profits in the expected directions. Subsequent comparisons of the groups above or below one standard deviation from the mean score on an employee survey were completed to determine the extent of the differences suggested by the correlations.

Skip to search form Skip to main content You are currently offline. Some features of the site may not work correctly. DOI: Hettiararchchi and S.


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When an employee reports to work, his attitude affects his work performance and can have an impact on the employee morale around him. Generally, workers with good attitudes have stronger performance, and workers with poor attitudes exhibit less-than-superior performance. It is up to managers to monitor employee attitudes and address attitude problems such as negativity and laziness. An attitude is based on many factors that an employee brings to the workplace. The deep roots of an employee's attitude make it hard to change. Her attitude is the product of her upbringing, including patterns of thought and ways of looking at the world that she has learned over many years from peers, parents, teachers, coaches and other adults. An employee's attitude has a potential to impact his interactions with others and his individual work performance.

Attitudes that Affect Job Performance

When you think of how effective an employee is for an organization, a number of factors might come to mind: intelligence, skill, training, and others. However, as important as these matters are, perhaps there is an even greater and more influential factor: attitude. Even the most skilled and talented employee might be prone to severe underperformance if his or her attitude in the workplace is lacking. On the other hand, employees whose positive attitude of dedication and commitment leads them to high levels of effort often excel even when they are not the most talented and skilled. Organizations have grown increasingly aware of the significance of this matter and are investing more time and effort than ever to create the best attitude possible among their employees.

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This paper assesses the apparent effects on job attitudes and organizational performance of recent conversions to employee ownership at three firms. Favorable effects were most evident at the firm with the highest employee ownership and least evident at the firm with the lowest. The concept of employee participation in decision making is believed to play a key role in these outcomes.

Сьюзан рассеянно кивнула, но тут же вспомнила, как Танкадо отдал им Северную Дакоту. Она вглядывалась в группы из четырех знаков, допуская, что Танкадо играет с ними в кошки-мышки. - Туннельный блок наполовину уничтожен! - крикнул техник.

Но в них была только смерть. Смерть ее веры в. Любовь и честь были забыты.

ГЛАВА 58 - Меган - девушка моего друга Эдуардо! - крикнул панк Беккеру. -Держись от нее подальше. - Где она? - Сердце Беккера неистово колотилось. - Пошел к черту. - У меня неотложное дело! - рявкнул Беккер.

Она была спрятана под землей на глубине 214 футов для защиты от взрывов и воздействия магнитных полей. Вся деятельность в комнате управления относилась к категории Совершенно секретно. УМБРА, что было высшим уровнем секретности в стране. Никогда еще государственные секреты США не были так хорошо защищены.

Командир подводной лодки мог получить последние спутниковые фотографии российских портов, но не имел доступа к планам действий подразделений по борьбе с распространением наркотиков в Южной Америке. Эксперты ЦРУ могли ознакомиться со всеми данными об известных убийцах, но не с кодами запуска ракет с ядерным оружием, которые оставались доступны лишь для президента. Сотрудники лаборатории систем безопасности, разумеется, не имели доступа к информации, содержащейся в этой базе данных, но они несли ответственность за ее безопасность. Как и все другие крупные базы данных - от страховых компаний до университетов, - хранилище АНБ постоянно подвергалось атакам компьютерных хакеров, пытающих проникнуть в эту святая святых. Но система безопасности АНБ была лучшей в мире.

И сразу же услышала треск. Хейл, сидя на плите и действуя вытянутыми ногами как тараном, сорвал решетчатую дверь с петель, ворвался в комнату и теперь приближался к ней большими прыжками. Сьюзан швырнула ему под ноги настольную лампу, но Хейл легко преодолел это препятствие.


Garland L.
29.03.2021 at 20:14 - Reply

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Felix K.
30.03.2021 at 13:34 - Reply

The work attitudes has positive and significant affect employee performance [3] while work attitudes negatively affect employee performance [4]. Khan et al proved.

30.03.2021 at 15:47 - Reply

Performance and customer satisfaction were associated with employees believing that they have input in evaluating success and have confidence in the management team.

Jay H.
30.03.2021 at 20:54 - Reply

The aim of this study is to reveal how Generation Y employees' attitude toward workplace fun affects their experienced workplace fun, job satisfaction, task performance, and organizational citizenship behaviors toward individuals OCBI in the hospitality business context.

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