Fear of Negative Evaluation and Self-Efficacy as Social-Psychological Predictors of Job Involvement of Physically Challenged Persons in Anambra State, Eastern Nigeria (Biafra) (Published)
The study investigated fear of negative evaluation and self-efficacy vis-à-vis job-involvement of physically challenged persons in Anambra State, Eastern Nigeria (Biafra). Participants were 32 sampled through multisystem sampling. Data were collected using valid/reliable Fear of Negative Evaluation, Self-Efficacy, and Job-Involvement Scales. The study had predictive design with regression statistics. Findings were that for physically challenged persons in Anambra State, Eastern Nigeria (Biafra): There was high fear of negative evaluation; Self-efficacy was relatively stable; Job-involvement was below average; Fear of negative evaluation significantly/positively correlated with their job-involvement; Self-efficacy significantly/positively correlated with their job-involvement; Fear of negative evaluation significantly/positively predicted job-involvement; and Self-efficacy significantly/positively predicted job-involvement. Recommendations: Self-efficacy of physically challenged persons should be boosted. Physically challenged persons should improve functional prowess, and refrain from self-pity.
The present study was conducted with the aim of investigating the impact of quality of work life on job involvement within the Kuwaiti industrial environment. It also seeks to explore the impact of empowerment on this relationship. A total of 300 questionnaires were submitted to the Public Authority for Industry in Kuwait, of which 231 were completed. The results indicate that quality of work life has both direct and indirect impacts, mediated by empowerment, on job involvement. The findings suggest that firms should pay close attention to quality of work life to ensure a favourable environment within the organization for retaining employees. The study concludes by explaining the limitations involved and suggests future research directions to enhance the quality of the work life in Kuwaiti organizations.
This study is an empirical inquiry into the adoption and practice of metaphysical components such as leader mindfulness in management and its relationship with social realities such as employee work attitudes in African workplaces, specifically as it applies to Nigerian public agencies. As a cross sectional survey, data for the study was generated using structured questionnaire from two agencies located in Port Harcourt. A total of three hypotheses were postulated with analysis revealing significant correlations between leader mindfulness and the measures of employee work attitudes; Affective commitment, job involvement and job satisfaction; implying that the adoption and practice of leader mindfulness is a prerequisite for effectively attending to and addressing work-related issues and thus enhancing employee work attitudes. In conclusion, the findings of this study lend credence to its support for the adoption and practice of leader mindfulness in achieving a more sensitized and supportive work environment and thereby a more desirable expression of work attitudes from employees.
Organisational Commitment and Job Involvement among Casual Workers: The Role of Organisational Justice (Published)
The study investigated the role of organisational justice, age and gender on organisational commitment and job involvement among casual workers from two oil servicing companies in Omoku, Rivers State, Nigeria. The convenience sampling technique was used to select 399 participants made up of 251 males and 148 females. Participants’ ages ranged between 24-52 years (M = 37.94, SD = 7.35). The design adopted was cross-sectional survey design while the One-Way Multivariate Analysis of Variance was utilized to analyze data collected. The findings showed that casual workers who reported the presence of organisational justice had higher levels of commitment and were more involved in their jobs. However, age and gender showed no significant influences on organisational commitment and job involvement among casual workers. The study reaffirmed the need for managers in organisations to infuse policies geared towards enhancing organisational justice in their work places as this could improve work commitment and job involvement.
Healthcare has always been in the priority of individuals, society and nation. It’s importance is endorsed by the status which is given to the health care professionals that is second God on earth. Health care as a Nobel service is provided by specifically skilled professionals who are working in a stressful condition that too day and night. These professionals are not super humans and are also gets influenced by work environment. Present study was conducted on medical staff working in not-for-profit public hospitals (N=300) in northern India. Study explored the influence of decentralization, coordination and work autonomy on job involvement among health care professionals. Results revealed that structural factors (Co-ordination & work autonomy) significantly predicted perceived levels of job involvement. Results also highlighted the significance of co-ordination and work at their own, which may be promoted by hospital administrators for getting positive outcomes through increasing job involvement of employees. Findings of the present study is very much helpful to the health care administrators for taking strategic directions and forming the organizational policies related to HRM in government hospitals, so that work climate of government hospital will become facilitating for increasing job involvement among employees further their performance as well. Study has important implications for government health care sector, as large section of population of India depends on public sector hospitals for their health care.