Distributive and Procedural Justice as Predictors of Job Satisfaction and Organizational Commitment: A Case Study of Banking Sector of Balochistan

The basic purpose of the study was to determine the relationship and impact of the employees distributive and procedural justice perception on the job satisfaction and organizational commitment of the banking sector employees in Balochistan. The sample size for the study was 125 and data was collected through questionnaires. The trustworthiness of the questionnaire was checked through cronbach alpha test. Correlation and multiple regression analysis were used to analyze the data. The outcome of the study indicated that the distributive and procedural justice have significant positive influence on the job satisfaction and organizational commitment of the banking sector employees. The study has both managerial and academic implication in the literature of organizational behavior and human resource management. Keywords: Distributive, procedural justice, job satisfaction and organizational commitment

Distributive and procedural Justice as Predictors of Job satisfaction and Organizational Commitment: A Case Study of Banking Sector of Balochistan.

The basic purpose of the study was to determine the relationship and impact of the employees distributive and procedural justice perception on the job satisfaction and organizational commitment of the banking sector employees in Balochistan. The sample size for the study was 125 and data was collected through questionnaires. The trustworthiness of the questionnaire was checked through cronbach alpha test. Correlation and multiple regression analysis were used to analyze the data. The outcome of the study indicated that the distributive and procedural justice have significant positive influence on the job satisfaction and organizational commitment of the banking sector employees. The study has both managerial and academic implication in the literature of organizational behavior and human resource management. Key words: Distributive, procedural justice, job satisfaction and organizational commitment

Beverly Matthews

This case describes the difficult challenges facing Beverly Matthews as she returned to the workforce after taking time from paid employment in order to spend time with her two children. She desired a workplace that would give her the flexibility to excel in both the work and family domains. Beverly specifically chose the organization because of its award-winning family-friendly reputation and the positive word of mouth from a friend who worked there. Unfortunately, she has encountered a supervisor whose values conflict with the values of Beverly and the organization. Beverly is contemplating her options as the status quo has become intolerable. Readers are also presented with a teaching note as an accompaniment to the case. Numerous options guide instructors on how to enhance student learning using this case study for theory application in organizational behavior and human resource management courses

Understanding the driver of customer purchase decision : The role of customer engagement and brand attachment in Batik Products

Engagement has been recognized as one of the most influential aspects of an organization or company. It originally emerged as a concept in the organizational behavior and human resource management literature, as it is known to predict individual commitment, extra-role behavior, and other positive outcomes in organizations. The purpose of this study is to understand the influence of customer engagement and brand attachment in increasing purchase decision of customers. This study is using quantitative approach, with the population of customers of batik products in Sleman and Bantul, two regencies in Yogyakarta, Indonesia. The total number of samples is 115 respondents, which is selected using purposive sampling method. The data is collected through distributing questionnaire using online platforms, which is then analyzed using descriptive analysis and path analysis. The results indicate that customer engagement has an influence on brand attachment, brand attachment has an influence on purchase decision, and that brand attachment mediates the influence of customer engagement on purchase behavior

Intercultural Human Resource Management: South Korea And The United States

The southern region of the United States has been recruiting South Korean firms to locate their manufacturing operations there.  Alabama and Georgia have been successful in recruiting Hyundai and Kia to build automotive manufacturing plants, and in attracting first and second-tier suppliers as well, providing an estimated 4,000 jobs to the area.  The mix of foreign and domestic employees and diverse human resource practices presents both opportunities and challenges.  As indicated by Hofstede (1991), management practices and values differ from country to country due to each nation’s unique culture and traditions.  Hofstede (1991, 2001) provides a framework for examining the cultural differences between South Korea and the United States.   Additionally, Hargittay and Kleiner (2005) posit that the cultural norms in Korea have been heavily influenced by Confucianism, while in the United States people have been influenced by the Protestant work ethic.  These cultural differences impact the following organizational behavior and human resource management issues: leadership styles, organizational structure, organizational communication, recruitment and hiring practices, job security, and performance appraisal

People in Organizational Change: Using “the Good, the Bad and the Villain” Analogy (Evaluating the Role of Workers’ Perceived Support in the Hotel Business Industry)

Managing Organizational Change programs is a relevant and enduring effort for managers and modern organizations. One of the main reasons why organizational change programs fail or succeed is due to the way human resources are managed. With effect, the way how people are dealt with in these programs raises several challenges due to the different roles people can play in programs designed to transform and to develop an organization. With effect, people can have a profound effect on the way how an organizational change program reaches its effectiveness, as this raises tremendous challenges for Human Resource Management professionals. This study main aim is to clarify the predictive nature of organizational change programs orientation in workers’ commitment to the organization, and also, to examine in particular, the role of perceived support in this relation. One hundred and fifty three workers of a Hotel Business Industry constitute the participants of this correlational study, proposing that organizational change programs orientation have predictive abilities over organizational commitment, and that perceived support plays a mediator role in this relation. Main results provided empirical basis for our proposed model of analysis, based on which we have interpreted the theoretical, empirical and practical consequences of our findings.info:eu-repo/semantics/publishedVersio

The relationship between affective and normative organizational commitments on job satisfaction among technical staff at Universiti Utara Malaysia

The study was conducted to examine the relationship between affective and normative organization commitments with job satisfaction among technical staff in Universiti Utara Malaysia. The questionnaires were sent randomly to 150 technical staff at UUM and a total of 121 responses were used for analysis giving an effective response rate of 81.33%. The findings of this study showed that affective and normative organizational commitments have positive and significant relationships with job satisfaction. The findings are also expected to make significant contributions to existing research and literature in the field of organizational behavior and human resource management. This study was also important as a reference to policy makers and administrators at public universities in better managing their staff, specifically the technical staff group. The study was concluded with a discussion and suggestions for future research

Beyond Tenure: Building Managerial Competencies through Developmental Assignments

Key Findings: • The developmental quality of job assignments is critical for building managerial competencies. What matters most isn’t how long junior managers have been in an assignment, but the nature of that assignment. • Not all junior managers take advantage of such job assignments. Managers with a strong learning goal orientation—who view challenging tasks as opportunities to learn—are more likely to be in highly developmental job assignments, provided they have access to them. • Certain managers gain more from developmental assignments than others. Managers with stronger learning goal orientations gain more from highly developmental assignments, in terms of competencies, than those with weak learning goal orientations