摘要:本文是一篇留学HRM论文,主要分析的是员工工作环境的问题,以Islamabad和Rawalpind这俩城市作为研究对象,测试了员工风险对于反馈环境的影响,最后作者发现,所有的三个变量的监督机制和同事的反馈和角色清晰度证明了这与员工奉献是紧密相连的。
ent on Employee Commitmen
The Impact of Feedback Environment on Employee Commitment
3.3Role Clarity/Ambiguity (Mediating Variable)
Role clarity is defined as the subjective feeling of having as much or not as much role relevant information as the person would like to have Lyons (1971). Or simply knowing the tasks and expectations of one's job is known as Role Clarity.
From the previous studies there appeared a relationship between feedback and employee commitment with the mediating effect of role clarity/ambiguity, and it was conceived in this study that the quality of feedback environment leads to role clarity or ambiguity as feedback serves the purpose of clarifying an employee's role which leads to employee commitment (Mathieu & Zajac 1990, Dunham, Grube, & Castaneda 1994).
Role Clarity was measured using the standardized questionnaire proposed by Rizzo et al (1970).
3.4Hypotheses:
The following seven hypotheses were tested to explore the link between the following:
Supervisory Feedback and Subordinate's Role Clarity
Coworker Feedback and Incumbent's Role Clarity
Feedback Environment and Employee commitment
Role Clarity and Employee commitment
3.5 Hypotheses Statements
Hypothesis 1: Ho:
There is no relationship between supervisory feedback and subordinate's role clarity
Hypothesis 1: H1:
There is a relationship between supervisory feedback and subordinate's role clarity
Hypothesis 2: Ho:
There is no relationship between coworker feedback and employee role clarity
Hypothesis 2: H1:
There is a relationship between coworker feedback and employee role clarity
Hypothesis 3: Ho:
There is no relationship between feedback environment and employee role clarity
Hypothesis 3: H1:
There is a relationship between feedback environment and employee role clarity
Hypothesis 4: Ho:
There is no relationship between supervisory feedback and employee commitment
Hypothesis 4: H1:
There is a relationship between supervisory feedback and employee commitment
Hypothesis 5: Ho:
There is no relationship between coworker feedback and employee commitment
Hypothesis 5: H1:
There is a relationship between coworker feedback and employee commitment
Hypothesis 6: Ho:
There is no relationship between feedback environment and employee commitment
Hypothesis 6: H1:
There is a relationship between feedback environment and employee commitment
Hypothesis 7: Ho:
There is no relationship between employee role clarity and employee commitment
Hypothesis 7: H1:
There is a relationship between employee role clarity and employee commitment
The Impact of Feedback Environment on Employee Commitment
Chapter 4
RESEARCH METHODOLOGY
Research Design is a master plan specifying the methods and procedures for collecting and analyzing needed information.
Having identified the variables of the study and developing the theo
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