The Transition Management Effect on Organizational Restructuring, Locus of Control and Organizational Culture

This study investigated the transition management effect on organizational restructuring, locus of control and organizational culture on managerial level, team leads and lower staff in TPS. The research design used is the descriptive survey method. A combination of questionnaires designed by (Milroy, 1995) and (Denison, 1996) were used to examine the effects of transition. The sample was of 200 employees of a small and dynamic firm in Karachi. We examined the effects of transition management on organizational restructuring, locus of control through organizational culture. The fundamental target of this study was to recognize conceivable methodologies that associations can seek after in executing transition without unfavorably influencing the representatives. The study has analyzed following variables i.e. locus of control, organizational restructuring and organizational culture. The findings and conclusion of the research are discussed in the article. Keywords: Organizational Restructuring, Locus of Control, Organizational Culture

WORKPLACE FUN AND CREATIVE PERFORMANCE OF EMPLOYEES

Purpose: Individuals spend a big chunk of their day at work and out of many intangibles, fun perks will be a good persuader for superior employee performance. Therefore, it’s important and even essential to have a culture that stems from the energy to set the tone of creative performance that doesn’t always cost much. Considering this present study examined the contribution of Fun in improving the creative performance of employees in the private banking sector. Methodology: In order to revalidate it with a sample of 120 respondents, we tested fun at work by coworker socializing, celebration at work, personal freedom, and global fun and found it significantly related to improving the creative performance of employees. The developed model was tested through regression and correlation. Findings: The results showed that three of the hypotheses were accepted whilst, one hypothesis was rejected. Conclusion: Hence, it can be concluded that to generate productive results and creative performance organizations should focus on the techniques to engage people. These simple strategies with low cost can benefit the banks in long run. &nbsp

Cultural Roots: Investigating Personal Identification Mechanisms between Work Life Conflicts and Abusive Supervision

Abusive supervision has become a problematic issue in Pakistan and across the world.  The victims of abusive supervision adversely ajfect their wellbeing and self—worth. Thus, this  study has measured the effect of abusive subversion on work family conflict, work life conflict,  surface acting, and the eflect of work—life-conflict on family satisfaction. The theoretical  grounding of the developed conceptual framework is based on past literature. The scale and  measures of the constructs used in the study have been adapted from the earlier developed  scales. The scope of the study was restricted to the textile sector. The sample size for the study  was 397 and the response rate was 95%. All the four developed hypotheses were accepted.  The strongest ejfect of abusive supervision was on work family conflict, followed by work life  conflict and surface acting. The efiect of fami/y-work-conflict on family satisfaction was the  lowest

The Impact of Compensation and Training on Organizational Performance: The Mediating Role of Employee Performance During Covid

Purpose: This study aims to measure the impact of compensation and training on organization performance along with the mediating role of employee performance during Pandemic COVID-19. Methodology: This study was done by a simple survey-based questionnaire drafted through Google Forms, and throughout the entire research, a quantitative approach has been incorporated. whereas, for the data collection, two methods, namely primary and secondary, were used, among which the questionnaire filled out was a primary method. Furthermore, this quantitative research was conducted with a population of 231 people and a sample of 149 respondents with a non-convenience sampling method adopted to gather data from respondents. Findings: After statistical tests for hypothesis testing, the study found that two hypotheses H2–the considerable impact of training on organizational performance and H4 – the significant impact of salary on employee performance were accepted. Conclusion: The compensation provided to employees, either financial or non-financial, plays a key role in retaining employees’ confidence, reducing their turnover, and motivating them to work hard, which ultimately benefits the firm. Training, on the other hand, is a crucial step towards the development, betterment, and growth of the organization as a well-trained and up-to-date workforce guarantees a successful organization. Thus, it is concluded that employee training and compensation play an important role in the growth of employees and the organization

The Impact of Compensation and Training on Organizational Performance: The Mediating Role of Employee Performance During Covid

Purpose: This study aims to measure the impact of compensation and training on organization performance along with the mediating role of employee performance during Pandemic COVID-19. Methodology: This study was done by a simple survey-based questionnaire drafted through Google Forms, and throughout the entire research, a quantitative approach has been incorporated. whereas, for the data collection, two methods, namely primary and secondary, were used, among which the questionnaire filled out was a primary method. Furthermore, this quantitative research was conducted with a population of 231 people and a sample of 149 respondents with a non-convenience sampling method adopted to gather data from respondents. Findings: After statistical tests for hypothesis testing, the study found that two hypotheses H2–the considerable impact of training on organizational performance and H4 – the significant impact of salary on employee performance were accepted. Conclusion: The compensation provided to employees, either financial or non-financial, plays a key role in retaining employees’ confidence, reducing their turnover, and motivating them to work hard, which ultimately benefits the firm. Training, on the other hand, is a crucial step towards the development, betterment, and growth of the organization as a well-trained and up-to-date workforce guarantees a successful organization. Thus, it is concluded that employee training and compensation play an important role in the growth of employees and the organization

Sprawiedliwy system oceny wydajności a satysfakcja pracowników : mediacyjna rola zaufania do nadzoru i postrzeganej polityki organizacyjnej

The purpose of this study is to test the relationship between the fair Performance Appraisal system (FPAS) dimensions and employee satisfaction dimensions. Furthermore, this research also seeks to test the mediating effect of trust in supervisor and perceived organizational politics in the association between the fair performance appraisal and employee satisfaction. The total of 406 respondents data were collected from the banking sector of Pakistan through a convenient sampling technique. The Structural Equation Modelling (SEM) was employed to test the mediating effect of trust in supervisor and the perceived organizational politics in the association between the fair performance appraisal and employee satisfaction. The study reveals that trust in supervisor has partially mediated between the fair performance appraisal dimensions and employee satisfaction dimension whereas perceived organizational politics has fully mediated between the fair performance appraisal dimensions and employee satisfaction dimension. Previous studies have tested the performance appraisal system relationship with employee satisfaction. Whereas this research, according to the authors, is the first study, which has tested the trust in supervisor and perceived organizational politics in six different mediating models. The current study has been a pioneer in examining the mediating relationship between air performance appraisal system and employee satisfaction in the context of different appraisal techniques, appraisal process and implementation. During the performance appraisal evaluation process, organizations should monitor different aspects of employee satisfaction in order to foster a positive fair appraisal system for employees. The study framework is significant in practically testing other contexts for comparison. The managerial implications are based on the present findings to improve the appraisal system or way of evaluation in the organization.Celem artykułu jest zbadanie związku między sprawiedliwymi wymiarami systemu oceny wydajności (FPAS) a wymiarami zadowolenia pracowników. Ponadto badania te mają również na celu analizę pośredniego wpływu zaufania na przełożonego i postrzeganej polityki organizacyjnej w do rzetelnej oceną wyników a satysfakcji pracowników. Łącznie z sektora bankowego Pakistanu za pomocą celowej techniki zbierania próby badzwczej, zgromadzono 406 wypełnionych formularzy ankiet. Modelowanie równań strukturalnych (SEM) wykorzystano do przetestowania pośredniego wpływu zaufania do przełożonego i postrzeganej polityki organizacyjnej w związku między rzetelną oceną wyników a zadowoleniem pracowników. Badanie ujawnia, że zaufanie do przełożonego miało częściowo znaczenie w relacjach między wymiarami oceny rzetelnych wyników a wymiarem satysfakcji pracowników, podczas gdy postrzegana polityka organizacyjna miała duże znaczenie w relacjach między wymiarami oceny rzetelnych wyników a wymiarem satysfakcji pracowników. Wcześniejsze badania testowały relację systemu oceny wydajności z satysfakcją pracowników. Badania te, według autorów, są pierwszym badaniem, które sprawdzało zaufanie do przełożonego i postrzeganie polityki organizacyjnej w sześciu różnych modelach mediacji. Obecne badanie jest pionierskim w badaniu związku pośredniczącego między systemem oceny wyników a satysfakcją pracowników w kontekście różnych technik oceny, procesu oceny i wdrażania. Podczas procesu oceny wyników organizacje powinny monitorować różne aspekty zadowolenia pracowników, aby wspierać pozytywny system uczciwej oceny pracowników. Ramy badania są istotne w praktycznym testowaniu innych kontekstów dla porównania. Implikacje zarządcze opierają się na obecnych odkryciach w celu ulepszenia systemu oceny lub sposobu oceny w organizacji

Examining the Direct and Mediating Effect of Organizational Commitment and Work Environment in the Textile Sector of Pakistan

The textile industry is critical for Pakistan’s economy since it significantly contributes to the country’s exports. However, most textile units in Pakistan are family-owned businesses, and their operational style is old and conventional. We proposed eleven hypotheses based on the Social Learning Theory and Attraction-Selection-Attrition model, including four mediating ones. We distributed 425 pre-developed questionnaires and received 414 useable responses. We have used Smart-PLS version 3.3 for statistical analysis, including reliability, validity, and discriminant analysis. Our results support all the direct and mediating hypotheses. The results also suggest that in the case of direct hypotheses, the strongest effect was on “the association of employee empowerment and work environment (β=0.523),” and the smallest effect on the association between training and development and organizational commitment (β=0.196). For the indirect hypotheses, the effect size ranges from β=0.094 to β=0.237. This study has focused on the textile sector. There is a need for more studies in other sectors and other cities. Our approach towards the study was limited. It restricted the consequences of work empowerment, working environment, and training and development to organizational citizenship behavior and organizational commitment. Future studies may take a more holistic approach to analyzing the research problem