Organizational Behaviour

This study aimed to determine the relationship between wages, benefits and employees’ commitment. Many factors can influence employees’ commitment but this research only emphasize on wages and benefits. Wages and benefits will encourage employees to be committed and motivates them to perform better. The more employees are well paid or are paid their expected wages, the more employees are willing to express their dedication to the organization. The wages and benefits will be offered based on the job descriptions and specification of the employees. Through this study, employees’ commitment level can be identified by taking into consideration the wages and benefits that received by employee.

In recent times, many organizations in the Kenyan EPZ industry, have recorded cases of immoral and unethical practices, gratifications, high labour turnover, inability to meet basic required obligations, and incessant financial distress syndrome, which has led to many entities being merged and acquired or closing down. This may be as a result of lack of effective leadership. It is on this premise that this research work set out to examine the effects of leadership styles on employee performance in Export Processing Zones in Kenya. This was guided by the following specific objectives; determining the effect of transactional leadership style on employee performance, ascertaining the effect of transformational leadership style on employee performance and evaluating the effect of authoritarian leadership style on employee performance in Mombasa in Apparel EPZ Ltd. The study adopted a descriptive research design on a population of 676 which was further sampled to 43 through stratified sampling. The study findings indicated that transactional and transformational leadership style, in which employees are allowed to have sense of belonging, carry out higher responsibility with little supervision, and followers are helped to achieve their visions and needs enhance organizational efficiency. It is concluded that transactional and transformational leadership styles are the best for the management of Export Processing Zones in Kenya to be adopted in order for them to wax stronger in a global competitive environment. It was recommended that managers use a composition of transactional leadership and transformational leadership as a core managerial strategy in the organization. It was also suggested that managers to be trained to use both styles of leadership and along with the increasing need for new skills and competencies of leadership as a result of changes in community, leadership training program is more important whenever.

Performance appraisal (PA) is regarded as an effective tool of Human Resources Management used to measure the frameworks set by any organization to its employees by tracking individual contribution and performance against organizational goals. For organizations to achieve a competitive edge, a good performance Appraisal system must be put in place. This study was carried out to ascertain effects of Performance Appraisal on employee performance in National Bank of Kenya. The specific objective of the study were to determine the Communication, Administrative, Employee Development and Employee Behavior effects of Performance Appraisal on employee performance at National Bank of Kenya. The study adopted a descriptive research design as it intended to gather quantifiable information to be used for statistical inference through data analysis. This was because this method clearly shows effects of Performance Appraisal on the overall employee performance. The target population in this research comprised of 103 employees of National Bank of Kenya limited 5 Branches in Mombasa County. The sampling technique adopted in this research was stratified Random Sampling and a sample size of 56 employees was selected for the study. The main instrument of data collection used in this study was questionnaire which was administered to management staff, clerks and Direct Sales Representatives. The study used descriptive analysis which involved a process of transforming and presenting a mass of raw data into tables, charts, with frequency distribution and percentages. The collected data was analyzed using the Statistical Package for Social Sciences (SPSS) program version 21.Correlation and multiple regression analysis were used to determine the relationship between dependent variable and the independent variables. Descriptive statistics were represented by use of frequencies, measure of central tendencies (the mean, medium and mode) and also measure of dispersions (standard deviation, range and variance).Inferential data analysis was done by using the Pearson Correlation Coefficient which tested the hypotheses, regression analysis and multiple regression analysis. The research study found out that there was a positive and significant relationship between Communication and Employee Performance with a p-value of 0.001 which is below the required value of 0.05 level of significance. There was also a significant and positive relationship between Employee Behavior and employee Performance with a p-value of 0.016 which is less than 0.05 significance level. However an insignificant relationship existed between Administration and employee Performance with a p-value of 0.169 which is above the value of 0.05. Similarly the relationship between Development and Employee Performance and was insignificant with a p-value of 0.669 which is greater than 0.05 significant values. This indicated that performance appraisal according to this study has a great effect on employee performance in Kenyan commercial banks. The study further recommended that all institutions in the banking sector should embrace performance appraisal practice in this study as it greatly influences performance of employees.

EFFECTS OF STRESS IN EMPLOYEE PERFORMANCE AT HOTEL ACCORD PUDUCHERRY In recent years the rise in stress has seen across all spheres of life, particularly in the Workplace. Stress in organizations is a widespread phenomenon with far-reaching practical and economic consequences. Various studies have been conducted to examine the relationship between job stress and job performance. Job performance can be viewed as an activity in which an individual is able to accomplish the task assigned to him/her successfully, subject to the normal constraints of reasonable utilization of the available resources. In carrying out the study, convenience sampling technique was used to select 80 employees of the HOTEL ACCORD who have worked at least 3 years. Relevant data were collected using a structured questionnaire. The researcher found by using appropriate statistical tools to test the hypothesis. Based on these findings, strategies are suggested to reduce the level of stress among employees in the research area.

To retain the existing human resource, especially the expert and active ones, is of the main goals of each organization. The management tries to maintain the human resources by increasing their job satisfaction. Lack of attention to employees' job satisfaction leads to numerous problems of the most important is job turnover. Given this fact that most the factors affect the job satisfaction similarly affect the organizational commitment, according to scholars, there exists a significant relationship between them. Accordingly, after reviewing the literature relating to job satisfaction and turnover, the purpose of this study was to examine the mediating role of organizational commitment in the relationship between job satisfaction and intention to leave. In doing so, 224 employees of warehouse and logistics of Raazi Petrochemical Company were investigated by distributing the questionnaires and 200 well-qualified ones were returned. Gathered data was analyzed using the structural equation modeling technique. Research results indicated that the tested model is goodly fitted to data, and all the four hypotheses were statistically confirmed. In general, results of this study indicated the efficiency of proposed model for decreasing the under-study employees' intention to leave. Finally, some practical and research implications were provided for the statistical population, which can be utilized considering the research limitations.

This paper is on the growing importance of Human Resource Information System and High Performance Work System’s perspective for small and medium-sized enterprises. There are a lot of small firms that experience crucial HRIS difficulties, but in the same manner, HPWS also act a main role in developing and sustaining their competitive resources in employee performances. The main focus of this research paper is to explore the different aspects and also analyze barriers which occur during the implementation of its practices as well as study the IT and HPWS approach influence on training and developments, performance management and recruitment. To present a comprehensive literature review of these practices in Pakistani SMEs, we did Qualitative descriptive survey research.

The present study was aimed to find out the relationship of marital adjustment between working and non-working married women. Sample of the study consisted of 100 working and non-working married women (working married women = 50, non-working married women = 50). Their age ranged between 25 to 46 years. Urdu Translation of Dyadic Adjustment Scale (Naseer, 2002) was administered to measure the Marital Adjustment of the entire sample. Results showed that that the non-working married women are better adjusted than working women. Working married women were facing more problems in their married life as compared to non-working married women; non-working married women are better adjusted than working women.

The performance of any organization in the competitive economy is highly dependent upon the quality of its management as well as proper implementation of strategic management. Employing a proactive management culture within an organization can enable it to take advantage of opportunities that exist in any business environment. Strategic management is an important tool for any business organization to thrive and prosper. The study aimed at identifying the effects of strategic management practices, specifically planning in the performance of an organization by looking at what planned strategies are currently used by law firms in Mombasa to sustaining growth, effects of innovation and learning on performance of law firms in Mombasa, effects of goal setting as a strategy in the growth of law firms in Mombasa and also identify the effects of implementation strategy on the growth of law firms in Mombasa County. The researcher selected 20 respondents from each law firm making a total of 200 respondents. The study used cross-sectional survey as the design. Questionnaires were the major tools for primary data collection. Data collected was sampled, coded and analyzed with the help of a statistical tool (SPSS v 22).The study findings indicated that strategic planning has a positive correlation with performance. It was clear from the findings that coefficient of determination is 32.4% and that 32.4% of organization performance is attributed and determined by a combination of the four independent factors investigated in this study. The study used the Karl Pearson’s coefficient of correlation (R). and showed a positive correlation between performance and planned strategies giving a correlation figure of 0.253, performance, innovation and learning giving a correlation figure of 0.321, performance and goal setting with a correlation figure of 0.041, and a positive correlation between performance and strategy implementation with a correlation figure of 0170.

The job- employed fit is one of fundamental issues in human resource management. It has been improved that, this fit is an organizational necessity for the human source profitability. So, the main aim in this research is to investigate the job- employed fit and the effects on female personnel's emotional intelligence among governmental organizations in Kermanshah. This research is conducted based on descriptive and surveying method; the instruments to collect data include queries; the Salovey & Mayer standard emotional intelligence query is used to investigate the emotional intelligence; and the knowledge, skill and ability queries from international Occupational Information Network (O*NET) are implemented to investigate the job- employed fit, and each query includes, in average, 21 questions. The perpetuity was 0/79 for emotional intelligence query and 0/81 for job- employed fit query and because the Cronbach ? is more than 0/7 for both queries, therefore both queries has enough perpetuity. The considered statistical society includes 300 female personnel from governmental organizations in Kermanshah. Based on random sampling method, some category was selected as statistical sample, and 156 queries were collected, finally. We used Colmogrov- Smirnov test to determine the data normality and the results gained from the test supported it; the research theories were tested using absolute T-test and some positive and considerable effect was demonstrated. The results show that in considered society, the job- fit personnel gain higher emotional intelligence scores. Another result gained in this research indicated that just 40% of female personnel are completely job- fit and therefore these organizations have an unstable situation.

The purpose of the present study is to investigate the relationship between transformational leadership and organizational innovation in Payame Noor University of Tehran. In order to collect transformational leadership data Bass and Avolio questionnaire was used and to collect organizational innovation data a researcher-made questionnaire was used. The reliability of researcher-made questionnaire was calculated to be 0.90% and 86% respectively by Cronbach's alpha coefficient. To analyze the data, Pearson correlation test and stepwise regression were used. The results of Pearson correlation test indicated that there is a positive and significant relationship between transformational leadership and all its dimensions with organizational innovation. The results of structural equation modeling have been collected based on 231 questionnaires and indicate a relationship between transformational leadership and Organizational Innovation. Finally, the results of the research will be discussed and some recommendations will be made to improve the innovation capability of society organizations.