Human resource practices

Length: 575 words

These are planned approach of managing people in its most effective way to improve performance in organizations and address the concerns of employees (Stone, 1998). This is operationally defined as the respondents’ aggregate response to the following HRM practices: internal career opportunities, training, results- oriented appraisal, employment security, participation, and job description as measured by instrument developed by Delery and Doty (1996). Job satisfaction. An individual’s overall attitude towards his or her job is known as job satisfaction (Robbins, 2005).

This is operationally defined as the respondents response to job satisfaction as measured by Brayfiled and Rothe (1951 in Agho et al. , 1992). Organizational citizenship behavior. These are behaviors that are discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization (Organ, 1998). This is operationally defined as the respondents’ aggregate response to OCBs survey developed by Podsakoff, MacKenzie, Moorman, and Fetter (1990). Organizational trust.

An individual’s expectations, assumptions, or beliefs about the likelihood that another’s future action will be beneficial, favorable, or at least not detrimental to one’s interests (Meyer et al. , 1995; Rousseau et al. , 1998). This is operationally defined as the respondents’ response to

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organizational trust survey as measured by instrument developed by Gabaro and Athos (in Robinson, 1996). This chapter presents the research design, participants that were be surveyed for the study, a description of materials and survey instruments, and procedures that will be followed in data collection and analysis.

Research Design The research utilized the descriptive-correlational research design. Descriptive correlational design is a non-experimental research that measures two or more variables to determine the degree of relationship between them (McBurney & White, 2004). The study used descriptive research design to determine the perception Scotiabank of Jamaica employees on HRM practices, level of job satisfaction, and organizational trust, and extent OCBs are manifested.

The correlation research design, on the other hand, is use to determine if there is a significant relationship between perception of HR practices and the following attitudes and behaviors: job satisfaction, organizational trust, and OCBs. Participants This section presents the sample and sampling plan that was used as respondents of this study. The study identified employees of Scotiabank of Jamaice as the respondents that would represent the Banking industry of Jamaica. The Scotiabank of Jamaica employees used for the study are engaged in handling the daily customer needs and operational aspects of the business.

The Scotiabank of Jamaica employees were considered as respondents because these employees experienced the actual effectiveness of HRM practices. After identifying the banks and their respective managers, the list of their other employees were also to be gathered. The researcher considers getting two supervisor respondents and three rank-and-file employees from each of the banks to get a better representation from each job level due to consideration of time and financial constraint. The competition in this type of industry is intense and quality of service is important.

In order to gain advantage, these organizations should develop competent employees in order to achieve success. In doing that, organizations should have effective HRM programs which aim to develop positive attitudes and behavior. This study utilized the convenient sampling technique. Convenience sampling is a non probability sampling method that literally gets a sample from whoever is available to receive the administration of the survey questionnaire (Riley, Wood, Clark, Wilkie, & Szivas, 2000). Using the perspective of Green (1991), the study would need to generate at least 81 respondents for medium size effect using four variables.

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