Ob Jcm Ppt
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Impact of Job characteristics and
Telecommuting on Affective commitment
By:
P Santosh Kumar (09FN-075)
Prabal Pratap Singh (09FN-076)
Pushkar Kumar Singh (09FN-082)
Rajni Singh (09FN-087)
Rajeev Kumar (09FN-088)
Varun Dhupar (09FN-114)
Affective Commitment
Emotional attachment to the organization and belief in its values
Job Characteristic Model
(Skill Variety + Task Identity + Task Significance)*Autonomy*Feedback
3
MPS
JCM
Autonomy
Task
Signifi
cance
Task
Identit
y
Skill Variety
Feedback
Objective & Scope of the study
Affective Commitment
Surveys 30 employees of Amdocs, Gurgaon
A C
MPSTelecommuting
Methodology
40 questions based on Likert scale
11 Demograp
hic15 JCM
3 Skill Variety
3 Task Identity
3 Task Significance
3 Autonomy
3 Feedback
8 Telecomm
uting6 A C
Existing System
Moderately strong on Job characteristics
Prevalent Hire and Fire policy
High working hours per week
Overall employee satisfaction
About Amdocs
Software service provider
Introduced Customer Experience Systems (CES) in 1998
Amdocs spin off from the “Aurec Group’
In 2000s, Amdocs moved into financial services
In 2007, revenue was $2.8 billion
Over 16,000 employees across the world
Job attitudes about Amdocs
Good career growth and onsite opportunities
Transparent work culture , open door policy
Moderate work pressure, regular fun events
Salary- middle bracket
Quality of work-better than many service oriented companies
Job Security- Low, Hire and Fire policy
Analysis of responses for MPS
n= 30
Degree of freedom, d.f. = 29
Ex = 3.48
s = 1.38
α = 0.05
t-value = 2.045
Upper confidence limit = 3.99
Lower confidence limit = 2.97 -2.00 0.00 2.00 4.00 6.00 8.00 10.000
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4
6
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10
12
MPS
Analysis of responses for Telecommuting
n= 30
Degree of freedom, d.f. = 29
Ex = 3.42
s = 0.47
α = 0.05
t-value = 2.045
Upper confidence limit = 3.58
Lower confidence limit = 3.241.50 2.00 2.50 3.00 3.50 4.00 4.50 5.000
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4
6
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10
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14
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20
TeleCommuting
Analysis of responses for Telecommuting
n= 30
Degree of freedom, d.f. = 29
Ex = 3.18
s = 0.95
α = 0.05
t-value = 2.045
Upper confidence limit = 3.53
Lower confidence limit = 2.83
0.00 2.00 4.00 6.00 8.000
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4
6
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16Affective Commitment
Variability in viewpoints of employees
Cvar for MPS = 0.39
Cvar for Telecommuting = 0.13
Cvar for Affective commitment
= 0.29
MPS
Teleco
mm
utin
g
Affecti
ve C
omm
itmen
t0
0.050.1
0.150.2
0.250.3
0.350.4
0.45
Correlation Analysis
High correlation b/w total experience and age, and total experience and present organization experience
Strong correlation b/w MPS and Affective commitment
Regression Analysis
The Regression Model is as follows
Ŷ = b0 + b1 X1 + b2 X2 + b3 X3
MPS – X1
Telecommuting – X2
Total Experience – X3
Affective Commitment – Y
Adjusted R2 = 0.46 i.e. only 46 % change in Affective commitment can be explained
MPS, Telecommuting and total work experience have P-values 0.000364, 0.002791 and 0.049205 respectively
All p values < 0.05 parameters positively affect A.C
Regression Analysis
F = 0.00025 < 0.05 , implies that all three independent variables have impact on dependent parameter
Conclusion
The regression model is not effective due to omission of important variables like
job scope, job challenge
supportive leadership
transactional &transformational leadership
training & mentoring opportunities
performance-contingent rewards
job security
opportunities for growth & development
Recommendations
Supportive leadership
Training and mentoring opportunities
Job security
Participative decision making
Positive feedback
Role clarity and freedom from conflict
Task Autonomy
Thank You !