Top PDF Commitment with Reference to Private College Teachers

Commitment with Reference to Private College Teachers

Commitment with Reference to Private College Teachers

International Journal of Innovative Technology and Exploring Engineering (IJITEE) ISSN: 2278-3075, Volume-8, Issue-6S4, April 2019 Abstract: The Scenario and environment in which organizations operate has undergone drastic change, owing to the advancement in technology and due to globalization. This change has affected the economy in many ways. Due to various economic conditions and unstable employment opportunities, the concept of Moonlighting has increased. Employees often take up a second job or business along with their main job for a variety of reasons. This is called Moonlighting. Employees when committed towards their organization are said to be more productive which indeed brings in result for the firm. With the introduction of Moonlighting the organizational commitment has further reduced. The education Industry is booming across the world and it generates large scale revenues and employment.
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Towards a Commitment-based Reference Ontology for Services

Towards a Commitment-based Reference Ontology for Services

{l.ferreirapires, m.j.vansinderen}@utwente.nl, nicola.guarino@cnr.it Abstract— The concept of “service” has been characterized by different disciplines and authors from various points of view. The variety of characterizations reveals that this notion, although an intuitive one, is far from trivial. Given the importance of services in enterprise computing and Service Science in general, we believe that a clear account of services and service-related concepts is necessary and would serve as a basis for communication, consensus and alignment of various approaches and perspectives. In this paper we propose a commitment-based account of the notion of service captured in a core reference ontology called UFO-S. We address the commitments established between service providers and customers, and show how such commitments affect the service lifecycle. We show that the commitment-based account can serve to harmonize different notions of service in the literature.
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A Study on Attitude and work Commitment of Teachers an Empirical Study with Special reference to Chennai City

A Study on Attitude and work Commitment of Teachers an Empirical Study with Special reference to Chennai City

Teacher attitude and work commitment is carefully related to instructors’ work performance and their ability to innovate and to integrate new thoughts into their practice, absenteeism, group of workers turnover, in addition to having a critical have an impact on students’ fulfillment in, and attitudes toward faculty. The gift looks at exhibits that the majority of instructors had common work commitment levels. The study also exhibits that ladies had higher dedication than adult males. The attitude and commitment of skilled teachers becomes more.
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A STUDY ON THE JOB SATISFACTION AND INSTITUTIONAL COMMITMENT AMONG SCHOOL TEACHERS IN KERALA WITH SPECIAL REFERENCE TO MALAPPURAM DISTRICT.

A STUDY ON THE JOB SATISFACTION AND INSTITUTIONAL COMMITMENT AMONG SCHOOL TEACHERS IN KERALA WITH SPECIAL REFERENCE TO MALAPPURAM DISTRICT.

63 International Journal in Management and Social Science http://ijmr.net.in, Email: irjmss@gmail.com begging of industrialization, but now it is applied to each and every organisation. The education system is also being changed in to an organisation. In the field of education measuring the job satisfaction of teachers has become a prime focuses of attention for researchers to make it a dynamic and efficient one. The job satisfaction teachers particularly at secondary level are very vital. The value of secondary education is undeniable; it is very important to provide teachers with the utmost facilities so that they must be satisfied with the status of their job. The highlighted topic is very serious issue due to the importance of secondary education which is central stage of the whole pyramid of education system in the world. A better performance only possible if the job fulfils the basic needs of teachers like terms of salary and better status as explained by Khan(1999),
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The effect of job satisfaction on teacher’s organizational commitment, with special reference to private sector universities of Punjab, Pakistan

The effect of job satisfaction on teacher’s organizational commitment, with special reference to private sector universities of Punjab, Pakistan

Job satisfaction and organizational commitment are a crucial problem for every organization, these two are the most important job related attitudes, satisfied employees are committed to their organizations, satisfied and committed employees show a positive attitude towards their job, less absenteeism, less turnover, better performance / productivity at work, and even overperform beyond normal expectations (Robbins & Coulter, 2012), however very few studies had been carried out to find out the relationship between the job satisfaction and organizational commitment level of private- sector university teachers in the context of Punjab, Pakistan. Universities in Pakistan require committed teachers to bring out good citizens, which is very important for the economic development of Pakistan, this study attempted to find out the effect of job satisfaction of private-sector university teachers on their organizational commitment.
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Quality of work life on employees job involvement and affective commitment with special reference to private banks in Batticaloa district

Quality of work life on employees job involvement and affective commitment with special reference to private banks in Batticaloa district

The following contributions are the improvements that can be made by the respective organizations which were studied or the sector per se in designing an effective Quality of Work Life. Although the variables are grouped into five dimensions, the organization as a whole may adapt and improvise the current work system within the organization to enhance employee job involvement and affective commitment. Especially among the private sector which is usually perceived as the provider of better human touch services. It is not an easy task for management and the organization to design and adapt Quality of Work Life effectively without the support and dedication from the employees themselves.
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Organizational Commitment in Bank Employees With Reference To Visakhapatnam

Organizational Commitment in Bank Employees With Reference To Visakhapatnam

ABSTRACT Organisational Commitment has turn out to be vital for the business organisations, due to developments in technology and increase in global competition also there is a rapid growth of services sector in all parts of the world. In the service sector organisations, the employee plays a vital role to complete the objectives, targets and tasks, to accomplish determination in the global competitive world. It is necessary for the organisations that their employees show committed and continue in the organisation. Organisational commitment is defined as a warm desire to stay as an employee of a particular organisation and trust in, and accept the measures and objectives of his/her organisation. Organisational commitment represents employees’ positive attitude in the direction of their organisation and committed employees has a significant impact on development in the performance of their organisation. The current article has been done to evaluate the organisational commitment of male & female employees and married & single employees working in banks. A sample of employees working in public sector and private sector banks in Visakhapatnam has been selected for the present study. Stratified Random Sampling was used for this study. The findings of the study recommends that the public sector and private sector banks have to adopt the strategies to improve the Organisational Commitment for the single employees so that they get more motivated and attached to their organisation.
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“A Study of Work Life Balance with Special Reference to Private Primary School Teachers in Vijayapur City”

“A Study of Work Life Balance with Special Reference to Private Primary School Teachers in Vijayapur City”

221 International Journal in Management and Social Science http://ijmr.net.in, Email: irjmss@gmail.com levels of employee satisfaction. It provides a solid return for the organization as well as the workforce. Work-life balance programs can also help by reinforcing recruitment, raising employee retention, decreasing absenteeism, limiting late comers, powering up productivity, Promoting participation in training, contending with competition and engaging the emerging labor market (Better Balance, Better Business., 2004) Work/life balance not only affects working women and their friends and families, but it is also relevant to organizations from a business standpoint. Women now make up half the workforce, and if organizations want to compete in the globalized marketplace, they have to maximize their use of the available talent pool. Work/life imbalance takes a toll on women‟s job satisfaction and commitment to the organization (Kinman, 2001). If women do not receive adequate support from employers in managing their work and home demands, they are more likely to opt for part-time work or leave paid employment entirely. This has significant business costs associated with absenteeism and turnover, and ultimately limits women‟s full participation in the labor force preventing organizations from hiring the best person for each job (Todd, 2004). Poor work/life balance has negative implications for organizations in the global economy, as well as for individual women and their families. Furthermore, work life balance has a great influence over the organization.
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Individual Performance Commitment and Review Form (Ipcrf) for Teachers

Individual Performance Commitment and Review Form (Ipcrf) for Teachers

1. Employees who feel aggrieved or dissatisfied with their final performance rating can file an appeal with the PRC within ten (10) days from date of receipt of their Performance Report Form from the PRC. Employees, however, shall not be allowed to protest the performance rating of their co-employees. Ratings obtained by other employees can only be used as basis or reference for comparison in appealing one’s performance rating; 2. The PRC shall decide on the appeals within one month from receipt. Appeals lodged at any PRC shall follow the hierarchical jurisdiction of various PRCs in an agency. For example, the decision of the Provincial PRC is appealable to the Regional PRC which decision is in turn appealable to the National/Central Office PRC. Only in exceptional instances when the decision of the PRC in the central offices of departments may be appealed further to the CSC Commission proper. The decision made on employees’ ratings by the PRC in the local government units maybe appealed to the Civil service Regional Office which has jurisdiction over these units.
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Organizational Commitment among Public and Private School Teachers

Organizational Commitment among Public and Private School Teachers

Organizational commitment is a powerful tool that can be applied as an aid to achieved higher level of performance and to developed and maintain discipline in an organization. The construct has been found to be related to many important outcome variables such as; performance, absenteeism, employees‟ turnover, tardiness etc. Lack of commitment towards the work and the organization can be contributed to the major problems experienced by organizations like high cost of production and poor services (Sherwin, 1972). Blau & Boal (1987) defined organizational commitment as „a state in which an employee identities with a particular organization and its goals, and wishes to maintain membership in the organization‟. According to Riechers (1985) commitment to an organization constituted with three major attitudes such as: (1) a sense of identification with the organization‟s goals. (2) A feeling of involvement in organization‟s duties and (3) a feeling of loyalty for the organization. Sharma & Singh (1991) argued that organizational commitment is the product of two independent sets of factors viz; personal and organizational, which simultaneously operate in every organization. Miller and Lee (2001) stated that organizational commitment is a state of being, in which organizational members are bound-
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Factors Affecting Organizational Commitment Of Teachers In Government And Private Universities

Factors Affecting Organizational Commitment Of Teachers In Government And Private Universities

Factors Affecting Organizational Commitment Of Teachers In Government And Private Universities Khushnuma Bano, Azra Ishrat, KK Mishra Abstract: Organizational Commitment can be defined as the extent of involvement of an employee in the organization with the desire to work, an obligation of working and having no intent to leave. A high level of organizational commitment can lead to improvement in the performance and efficiency of an employee in accomplishing the tasks and goals of the organization. Though OC of an employee can be seen in various fields but as the aim of the study is to compare the factors that affect the OC of teachers in case of public and private universities of the Lucknow city. Research papers used for the review is both empirical and theoretical in nature. Though overall commitment of private universities is more than the public university because of a better opportunity of growth, promotion, quality of work-life and healthy working conditions. However, this study is focused on deriving the impact of each factor and finally determining the impact on the public a private university. But still, there is a scope of analyzing the performance altogether. Apart from this mediating and moderating test is conducted to derive the factors which influence the relationship between OC and organization performance along with determining the strength and magnitude of the effect. There are certain factors that could have been included in the study i.e. like personality traits of an employee, and school principals but still the analysis shows that private universities provide more opportunity of raising teacher’s commitment in comparison to public universities.
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Organisational Commitment and Job Engagement- an Empirical Study of University and College Teachers

Organisational Commitment and Job Engagement- an Empirical Study of University and College Teachers

Future Implications Future research needs to involve a larger and a representative sample of teachers drawn from different regions. In addition, a comparative study between colleges regarding these variables and teachers is suggested. Further, organizational commitment and job engagement can also be studied further by relating them with other variables. Thus, the result gives enormous scope for the improvement of teachers’ organizational commitment and job engagement. The organizational authorities should identify the ways and means through which teachers can be provided by facilitating a work environment which will influence their work and commitment towards the organization and the profession. Also, it may be helpful to take the improvement initiatives regarding this relationship and to promote organizational commitment among the teachers of educational institutions so that the teachers feel attached and obliged to their job and organization.
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PROFESSIONAL COMMITMENT AND TEACHERS

PROFESSIONAL COMMITMENT AND TEACHERS

Principal-BKM College of Education, Balachaur, Distt.-SBS Nagar (Pb) In this research paper an attempt has been made to find out the significant relationship and difference between professional commitment and Teachers in terms of selected important aspects. For this study, the researcher has consulted various conducted studies and has made healthy discussion with Heads, Teachers and students even educationists of the society. The results reveal that there are significant relationships between professional commitment and teachers in terms of mostly aspects. The results reveal that there are significant differences between professional commitment and teachers in terms of few aspects.on the basis of conducted studies and sharing experiences it can be said that there is positive relationship between professional commitment and teachers. If professional commitment will be high then teaching will effective.
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Personal Value and Job Satisfaction of Private B.Ed. College Teachers

Personal Value and Job Satisfaction of Private B.Ed. College Teachers

International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470 another and educational innovations like the restructuring of courses, introduction of examination reforms, making programs relevant to social environment and community needs. Developing new and emerging areas of studies can be brought about successfully only if the teacher is satisfied with his/her job and accepts a progressive outlook on education. In other words, the most important factor in educational reconstruction is the teacher—his/her personal qualities, educational qualification, professional training and the place one occupies in the school or college as well as in the community. The reputation of a school or a college and its influence on the life of the community, invariably depends on the kind of teachers working in it
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A Study on Occupational Stress of College Teachers with special reference to Kanchipuram

A Study on Occupational Stress of College Teachers with special reference to Kanchipuram

Education is the process of instructions and explanations aimed to develop the knowledge, skills, attitude or character of individuals for preparing them to live in a meaningful way. Teachers are most important group of professionals of a world’s future. But, it has been observed the over years that the teachers are more suffer from stress because dealing with students as per the instructions given by the management and caring for their better performance throughout the day is itself a stressful situation. College is considered a major source of stress in the lives of teachers. Occupational or Job stress is damaging physical and emotional responses that occur when job requirements do not match the employee’s capabilities, knowledge, skills, resources and needs and also the expectations of the employer. This has been recognized in teaching profession all over the world as a major challenge to individual mental and physical health and organizational health. This study analyses the various factors that are causing job or occupational stress under different conditions. Various steps can be taken by the organizations to reduce work stress and reduce its effects on the employees including their mental and physical health. The study was conducted on basis of interviews and questionnaires based on simple random sampling method. Various causes of work stress have been identified and handling these
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A Study of Job Satisfaction in Public and Private School Teachers with reference to Visakhapatnam City

A Study of Job Satisfaction in Public and Private School Teachers with reference to Visakhapatnam City

refers to the attitudes and feelings people have about their work. Positive and good attitudes towards the job show job satisfaction. Negative and adverse attitudes towards the job show job dissatisfaction. There has also been significant interest in the complicated relationship among an individual’s job satisfaction and satisfaction with other aspects of his or her life. It was put forwarded to study of job satisfaction in public and private school teachers. To test this hypothesis the researcher conducts this study to examine the teacher’s job satisfaction. A questionnaire was developed with 25 items and 5 options. A sample of 150 public and private school teachers was selected for the study. Data analysis was conducted through ‘t-test’
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LEVEL OF STRESS AMONG THE COLLEGE TEACHERS WITH SPECIAL REFERENCE TO ARTS AND SCIENCE COLLEGE IN TRICHY CITY

LEVEL OF STRESS AMONG THE COLLEGE TEACHERS WITH SPECIAL REFERENCE TO ARTS AND SCIENCE COLLEGE IN TRICHY CITY

6. Loo-See Beh and Leap-Han Loo (2012)"Job stress and coping mechanisms among teaching staff," their purpose of this study is to investigate the prominent causes and effects of job stress and coping mechanism among teachers. The result indicated that the major contributor of job stress among teaching is the job itself. Heavy workload, repetitive work, and poor working environment were among the stressors identified in the category of job itself. Respondents identified that inconsiderate and inequitable superior, lack of recognition, conflict within and between groups were the stressors. Respondents also view social support as a buffer against the dysfunctional consequences of stress emanating from the workplace and established network of friends, family superior, peers, and colleagues to seek emotional support when faced with job-related stress in the workplace. Further, respondents adopt more than one coping mechanisms to combat job stress based on scenarios, situations, and level of job stress.
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PROFESSIONAL COMMITMENT AMONG SCHOOL TEACHERS

PROFESSIONAL COMMITMENT AMONG SCHOOL TEACHERS

Vijay F. Dhamane Tilak College of Education, Pune- 411030 Maharashtra (India) This study focused on Professional commitment of secondary school teachers and compares it with gender wise, type of management and nature of appointment. The objectives of the study were to compare Professional commitment of Secondary School teachers in case of male teachers and female teachers, aided school teachers and unaided school teachers, permanent appointed teachers and temporary appointed teachers. Descriptive survey design was used for the study. The sample for this study was 100 secondary school teachers as per the objectives of the study. The data were collected with the help of Professional Commitment Scale (PCS). It were analyzed with Mean, S.D. and ‘t’ test. In the conclusion it was found that
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The Impact of Organizational Climate on Teachers Commitment

The Impact of Organizational Climate on Teachers Commitment

The present study used a non-probability sampling technique that is convenience sampling as this technique is considered least time consuming. The questionnaires were distributed and administered to 230 elementary private school teachers in middle class areas of Karachi. School selection was based on their willingness to participate and teacher participation was voluntary. All required attempts were made to maintain the participants’ anonymity and confi dentiality. Out of 230 questionnaires, 180 were found to be valid and useable. The response rate of the questionnaire was 78%. The majority of the participants were female teachers comprising 68.9%, while 31.1% were male participants. The age bracket ranged between 20 to 52 years. In terms of education level, the majority of the participants were degree holders with 62.2%, while 37.8% of participants had master’s degree. Teaching experience of participants ranged from a minimum of one year to maximum of 12 years.
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Organizational Commitment Among Management Teachers

Organizational Commitment Among Management Teachers

Abstract: In the present study an attempt has been made to investigate the level of organizational commitment among management teachers working in state universities, private/deemed universities and affiliated management institutes of Haryana. The sample of 218 management teachers i.e. 65 from state universities, 61 from private/deemed universities and 92 from affiliated institutes were drawn using purposive sampling procedure. The Questionnaire is developed by Allen and Meyer in 1990 is used for the study. The level of organizational commitment is found high in state universities as compared with private/deemed universities and affiliated institutes management teachers who are moderately committed towards their respective universities/institutes.
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