...Impact of Work Life Balance on Employees Performance of Public Sector Organizations of Pakistan ABSTRACT The purpose of this study is identification of work life balance (WLB) dimensions which significantly contribute in enhancing the performance of the employees of the public sector organizations (PSOs) of Pakistan. This study has identified six dimensions of work life balance: organizational commitment, employee wellbeing, work family conflict, decision authority, care for family demands and job stress. The views of 131 public sector employees working at different tiers were collected to identify the impact of work life balance on employee’s performance in public sector organizations of Pakistan. Non-probability convenience sampling technique was used for drawing samples from population. Descriptive statistics, correlation and regression analysis were used to analyze the data. This study indicates that a statistically significant positive relationship exist between each of identified dimension of work life balance as each of the dimension if catered for, help in enhancing the performance of the employees in PSOs. Importance of employee’s wellbeing and care for family demands as key dimension of work life balance is also emphasized by this study. Consequently this study contributes in providing guidelines to introduce various dimensions of WLB to enhance employee’s performance in PSOs of Pakistan. Keywords: WLB, employee’s performance, public sector...
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...* ABSTRACT The main purpose of the study was to examine the relationship between Organizational Culture and Employee Commitment. The study was conducted in MCB Bank Lahore branches. The data was collected through questionnaires. The sample size used in this study was 100. The concerned variables are ‘organizational culture’ and ‘employees commitment’. The hypothesis was designed that whether there exists a relationship between the variables or not. The results suggested that there exist a relationship between organizational culture and employees’ commitment. The study emphasizes the future prospects in the research field which can be beneficial for the organizations’ culture. The findings , conclusion and recommendations suggest areas for further research. * * * Contents Abstract…………….………………………………………….……………….i List of Tables……………………………………………………………........iv List of Figures………………………………………………………..……….v List of Acronyms……………………………………………………..………vi Acknowledgement…………………………………………………………...vii 1 Chapter No. 1 1 1.1 Introduction 1 1.2 Organizational Culture 2 1.2.1 Characteristics. 4 1.2.2 Scope of Organizational Culture. 5 1.3 Problem statement 6 1.4 Rationale for the study 6 1.5 Purpose of Study 7 1.6 Research objectives: 7 1.7 Limitations 7 1.8 Assumptions 8 1.9 Hypothesis 8 1.10 Scope of the study 8 1.11 Outline of the study 9 1.11.1 Chapter1. 9 1.11.2 Chapter 2. 9 1.11.2.1 Literature review I: Organizational...
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...“Performance management and the psychological contract are both critical in getting the best from employees.” One could describe an organization's relationship with an employee as an exchange of sorts; an employee exchanges his/her labour for economic rent and an employer facilitates the transformation of the labour into a value added return. But such exchanges require that the employee be supported, nurtured, and developed in line with organizational aspirations (Behery, Paton & Hussain, 2012). Therefore, in Human Resource Management, the relationship between performance management, the psychological contract and their effects on organisational performance is becoming an area of increased discussion. It has been argued that, in order to generate a work environment where employees know what is expected of them and perform in such a way that the strategic goals of the organization are supported, it is crucial that the parties have confidence that the other party will deliver on their promises (Rousseau, 1989, as cited in Braekkan, 2012). The management of performance is a major element in determining the psychological contract within an organization, particularly in circumstances of change. (Stiles, Gratton, Truss, Hope-Hailey, McGovern, 1997) Global forces have placed performance at the heart of the employment relationship. Simultaneously, performance management has become, at least implicitly, Human Resources Managements primary goal for strategic purposes (Davila &...
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...Organizations 4 The Theory of Values: Employee Personal Values, and Business Values 4 Three-Dimensional Approach of Organizational Commitment 6 Summary 7 Chapter 2 - Depth Component 8 Person-Job Fit 8 Person-Organization Fit 9 Relationship between Person-Job Fit, Person-Organization Fit, and Work Engagement 10 Conclusions 12 Chapter 3- Application Component 13 Chapter 4- Initiative 16 References 20 Certification Statement 25 Chapter 1: Breadth Component Employee relations covers all types of interactions among employees such as union efforts, interpersonal, and group relationships. The purpose of employment relations it to deal with the employees that are employed by the companies and the issues arising from their employment. Acquiring, developing, maintaining, and motivating staff are all aspects that are covered by the employment relations area. Employment relations are necessary as the employee is the most important part of a business and any troubles that affect employees do affect the business as well. Since the end of 2008 the economic downturn has affected many countries and it has aggravated the crisis of confidence towards the institutions and also in the field of business. Employees have been seeking their trust and, therefore, their commitment to more solid and stable companies (Cohen, 2009, p. 341). Many entrepreneurs, executives, and academics arise frequently how to increase the level of commitment of their employees. This research intends...
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...[pic] Work-life balance, employee engagement and discretionary effort A review of the evidence March 2007 Literature review by Dr Mervyl McPherson of the EEO Trust. Extracts from this publication may be copied and quoted with acknowledgement. ISBN No: 0-9582233-4-3 Equal Employment Opportunities Trust PO Box 12929 Penrose Auckland New Zealand Phone: 64 9 525 3023 Fax: 64 9 525 7076 Table of Contents Preface 3 Executive summary 4 1.0 Introduction 6 2.0 Definitions and evidence of relationships 6 2.1 Work-life balance 6 2.1.1 Productivity 7 2.1.2 Relationship between work-life balance and productivity 8 2.2 Workplace/work-life culture 11 2.2.1 Relationship between work-life balance and workplace culture 12 2.3 Discretionary effort and employee engagement: going the extra mile 16 2.3.1 Relationship between discretionary effort/employee engagement and productivity/profitability 20 2.3.2 Relationship between work-life balance and discretionary effort 21 2.3.3 Relationship between workplace culture and discretionary effort 23 2.4 Summary of inter-relationships of key factors 24 3.0 Changing a workplace culture 26 3.1 Case studies of culture change 27 4.0 Conclusion 29 5.0 References 30 Preface Employee engagement has been identified as critical to competitive advantage in a labour market where skilled, committed...
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...Table of Contents 1.0 INTRODUCTION 2 1.1 BIMB Background of Company 2 1.2 BIMB Vision and Mission 2 2.0 ABOUT THE COMMITMENT 3 2.1 COMMITMENT TO THE CUSTOMER 5 2.1.1 Safety and Security of Operations 6 2.1.2 Privacy Policy 6 2.1.3 Reliable and Quality Services 7 2.1.4 Transparency of Products and Services 7 2.1.5 Immediate Response for Enquiries and Complaints 7 2.2 COMMITMENT TO THE EMPLOYEE 8 2.2.1 Training and development 8 2.2.2 Performance evaluation 10 2.2.3 Employee motivation 11 2.3 COMMITMENT OF EMPLOYEE TO BANK ISLAM 12 2.3.1 Know the organization’s goals. 13 2.3.2 Practicing Islamic Work Ethics towards organization. 13 2.3.3 Flexible Working Practices 13 2.3.4 Build employee-organizational relationship 14 2.3.5 Involve in decision making. 14 2.3.6 Seek growth and development. 14 2.3.7 Continuously support program organized by Bank Islam 15 2.3.8 Be professional in work 15 2.4 COMMITMENT OF EMPLOYEE TO EMPLOYEE 15 2.4.1. Affective Commitment. 16 2.4.2 Continuance Commitment 17 2.4.3 Normative Commitment 18 3.0 WAYS TO IMPROVE COMMITMENT 20 4.0 CONCLUSION 25 4.0 REFERENCES 27 1.0 INTRODUCTION 1.1 BIMB Background of Company Bank Islam Malaysia Berhad is an Islamic bank based in Malaysia that has been in operation since July 1983. Bank Islam was established primarily to assist the financial needs of the country's Muslim population, and extended its services to the broader population. The bank currently...
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...Abstract The study report explains the relationship between the two variables i.e. work life balance and teachers’ performance. The whole of the report tries to draw conclusions about to what extent both of the variables are correlated and in which direction these two variables are linked. Survey research method is being selected for this study along with self administered questionnaire to collect relevant and needed information. Researcher has remained successful in gathering valid and reliable data and then to critically evaluating the data. Univariate and bivariate tables are used to access the results of the study i.e. to study the relationship between level of work life balance and level of teachers’ performance. At the end Resercher has found the two variables linked closely together and moving in the same direction. That means the research hypothesis has been proved and it is concluded that there exists a strong relationship between the two variables under study. In more simple words, one may conclude about the study that a teacher having high level of work life balance performs better as compare to the teacher who has low level of work life balance. So, High level of work life balance causes high performance. . 1. Introduction This study of relationship between work life balance and teachers’ performance, explains the factors affecting the work life balance and teacher’s performance. Work-life balance for any person is having the 'right'...
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...Introduction: In the recent years, employers have recognised that the success of business is closely influenced by the motivation and professional capacity of their workforces. Accordingly, companies are faced with the challenge of increasing the level of employee commitment, job satisfaction and motivation (Greene, 2001). In this regard, it is important for companies to take into consideration the impact of employee needs, morale and expectations and to negotiate appropriate work arrangements for motivating employees as part of performance recognition. The following paper presents a discussion on the importance of employee motivation in the workplace. The discussion is mainly based on literature review and points that employee motivation is necessary for improved work performance. The paper has explored the important contributing played by work-life balance and financial incentives in improving employee motivation. The research indicates that the two factors foster loyalty by employees, increased performance and commitment, which are essential indications of motivation. The concept of Employee Motivation and Rewards Most discussions of motivation begin with the concept of individual needs – the unfulfilled physiological or psychological desires of an individual. Content theories of motivation use individual needs to explain the behaviours and attitudes of people at work. The basic logic is straightforward. People have needs. They engage in behaviours to obtain extrinsic...
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...Organizational Commitment is highly valuable. Studies have highlighted that commitment has a great impact on the successful performance of an organisation. This is because a highly committed employee will identify with the goals and values of the organization, has a stronger desire to belong to the organization and is willing to display greater organizational citizenship behaviour i.e., a willingness to go over and beyond their required job duties. And if human resources are said to be an organization‘s greatest assets, then committed human resources should be regarded as an organisation‘s competitive advantage. This paper will analyze the concept of organizational commitment, what it means and why it is so relevant to organizations. In fact, vast numbers of studies have found positive relationships between organizational commitment and employee behaviours such as a greater effort exerted by the employee in performing tasks, higher employee retention, better work attendance, increased willingness to engage in citizenship behaviour and higher delivery of service quality. In essence, this shows an all-round higher employee performance effectiveness. Moreover, in today’s fast paced and dynamic business environment, organizations can no longer guarantee "a job for life" which has made the notion of organizational commitment even more pertinent. It is therefore in the organization's best interest to elicit this kind of behaviour. Various means of securing organisational commitment, in a cost...
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...Factors of Motivation & Impact of Job Satisfaction on Organizational Commitment [pic] ACKNOWLEDGEMENTS “If you take care of your employees, your employees will take care of the organization & its customers over a period of time”. These are the words that have inspired us to conduct the research on the effect of employee motivation on organizational commitment. We shall be failing in our duty, if we do not record our gratitude to all those who have helped us & co-operated with us to pursuit this project. We would like to thank Prof. Kavita Lagate for her excellent sessions on Research Methodology which helped us to understand the various aspects of the subject & the project. Further by giving us an opportunity to carry out this research & present this research report under her guidance has enabled us to understand the concept of making a research report. CONTENTS Abstract………………………………………………………………………………………4 Introduction………………………………………………………………………………….5 Objectives of the Study …………………………………………………………………….6 Previous Research…………………………………………………………………………...7 Literature Review…..……………………………………………………………………….9 Research Methodology…………………………………………………………………….22 Data Collection & Analysis…………………………………………………......................25 Conclusion…………………………………………………………………………………..28 Direction for Future Research……………………………………………………………...
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...COPRENEURSHIPS IN FAMILY BUSINESSES SUMMARY OF FINDINGS Carey Eybers 2 1 INTRODUCTION AND OVERVIEW OF THE RESEARCH Copreneurships (husband and wife or life-partner teams in business together) have shown tremendous growth in recent years, both nationally and internationally. However, despite the increase in copreneurial partnerships, the understanding and research attention given to these family businesses is still lacking. For this reason, the purpose of this study was firstly, to contribute to the more effective functioning of copreneurships in South African small and medium-sized family businesses by identifying the factors that impact on their success; and secondly, to expand the existing body of knowledge on family businesses in South Africa and abroad. Taking the purpose of this study into account, its primary objective was to identify and empirically investigate the factors that influence the Perceived success of copreneurships in South Africa. As such, the conditions required for the effective and harmonious functioning of these spousal partnerships, were investigated. A comprehensive literature study was carried out in order to identify as many factors as possible that could influence the Perceived success of copreneurships. The influencing factors were identified from numerous secondary sources in the fields of Organisational Behaviour and family business, as well as anecdotal evidence and the opinions of experts. Once identified, these factors were subjected to...
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...efficient, and effective; contributing to success of the company. The purpose of this paper is to define job satisfaction and its affect within the workplace. It will explain the impact that organizational socialization has on job satisfaction as well as providing an example of how an organization can use organizational socialization to positively impact job satisfaction. Finally, it will describe the relationship between organizational commitment and job satisfaction as well as providing an example of how an organization can use organizational commitment to positively impact job satisfaction. Define Job Satisfaction Employees who are happy and content at work are satisfied with their job. Employers are placing more emphasis on employee job satisfaction. Employees who are satisfied with their job have better retention, camaraderie with fellow staff members, and produce a higher quality of work. A few attributes help to achieve job satisfaction these include attitude, benefits, promotional opportunities, management style, family balance, and interpersonal relationships between employees. The most important attribute to job satisfaction is attitude. His or her attitude is a reaction to events that take place in their lives. Each...
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...Job Satisfaction Paper In job satisfaction, helping people is very important role that takes in success for individual in organization. Job satisfaction is a worker's sense of achievement and success is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction benefits the organization includes reduce in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked to a healthier work force and has been found to be a good indicator of longevity. Although, only little correlation has been found between job satisfaction and productivity Creating job satisfaction you have to have flexible work arrangements, possibly including telecommuting. Training other professional growth opportunities are interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product. Opportunities that use in one's talents and creative opportunities; it takes responsibility and direct one's own work. A stable secure work environment that includes job security or continuity is environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members. Flexible benefits, such as child-care and exercise facilities. Organizational...
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...Available online at www.sciencedirect.com International Journal of Nursing Studies 46 (2009) 1012–1024 www.elsevier.com/ijns Engagement at work: A review of the literature Michelle R. Simpson * Center on Age and Community, College of Nursing, Cunningham Hall, 1921 East Hartford Avenue, University of Wisconsin-Milwaukee, Milwaukee, WI 53201-0413, United States Received 26 March 2008; received in revised form 20 May 2008; accepted 22 May 2008 Abstract Objectives: Engagement at work has emerged as a potentially important employee performance and organizational management topic, however, the definition and measurement of engagement at work, and more specifically, nurse engagement, is poorly understood. The objective of this paper is to examine the current state of knowledge about engagement at work through a review of the literature. This review highlights the four lines of engagement research and focuses on the determinants and consequences of engagement at work. Methodological issues, as identified in the current research, and recommendations for future nurse-based engagement research are provided. Design: A systematic review of the business, organizational psychology, and health sciences and health administration literature about engagement at work (1990–2007) was performed. Data sources: The electronic databases for Health Sciences and Health Administration (CINAHL, MEDLINE), Business (ABI INFORM), and Psychology (PsycINFO) were systematically searched. Review methods:...
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...order to remove that one from organizations facing employee turnover issues. Different hypothesis are formed on the basis of dependent and independent variables. By using different research articles literature review has been written. Than a model is developed of job satisfaction, employee motivation and employee involvement (independent variable) and employee turnover (dependent variable).Than a theoretical framework is written on the base of these variables. Using a cross sectional research method sample of 500 employees of service organization like Banks, University (Employees), Telecommunication, EFU life insurance, Guard Technologies and Students has been selected for this research. Convenience sampling technique will be used for data collection. Data will be collected from male and females of service organizations like Banks, University (Employees), Telecommunication, EFU life insurance, Guard Technologies and Students using semi structured interview and then analyzed by using NVIVO 7. Than some limitations and delimitations are given keeping in mind what has done...
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