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Feedback environment on employee commitment

对于员工奉献的反馈环境

摘要

这篇研究文章测试了员工风险对于反馈环境的影响，明确作为Islamabad和Rawalpind这俩城市的公共部门和私人部门组织的中间变量。从前面的研究可看出，反馈环境和员工工作的奉献之间的纽带。这篇文章试图瘫坐Islamabad背景下的这一联系。为了创造员工奉献精神，组织成员已在当今的活跃的商业环境下越来越重要。因为这一元素导致了员工滞留且低收入。为了做这个研究，共做了200个样本容量，且不同的私人和公共部门组织都被涵盖在研究工作中了。这份研究报告本身就具有假设性家宴，对于每个不同的人采用标准问卷调查，收集回复。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，以及同事资源的反馈是创造员工奉献精神的最强因素，仅次于角色清晰度和监管来源的反馈。

Abstract

This research paper examines the effect of feedback environment on employee commitment, with role clarity being the Mediating variable in the public and private sectors organizations of Islamabad & Rawalpindi city. From the previous researches a link was found between feedback environment and employee commitment at workplace, this study attempts to explore this link in the context of Islamabad. To create employee commitment amongst organizational members has become increasingly important in today's dynamic business environment, because this factor leads to employee retention and a low degree of turnover. For this study a sample size of 200 was taken and different private and public sector organizations were covered in the research work. The research was of hypothesis-testing in nature and responses were collected using standardized questionnaires for each variable. All three variables supervisory and coworker feedback and role clarity proved to be positively associated with employee commitment; with the feedback from coworker source being the strongest in creating employee commitment followed by role clarity and feedback from supervisor source. The mediating effect of role clarity was not found to be significant and there is still an opportunity for further research in this area to explore this link. However the positive association of role clarity with employee commitment represents its importance in creating employee commitment, though its contribution is small, but this very dimension must not be ignored by the managers of the 21st century.

The Impact of Feedback Environment on Employee Commitment

Chapter 1

INTRODUCTION

It has become necessary for business firms to satisfy all of their major stakeholders (consumers, employees, clients etc) to remain competitive in today's dynamic business environment. The satisfaction and commitment level of a firm's employees is of key importance in determining its human resource strength, which in turn leads to their retention and make an organization able to satisfy the needs of its customers, consumers and clients in both the production and service sectors. Many variables have an impact on the level of commitment of a firm's employees, some of which are job satisfaction level (with intrinsic and extrinsic factors), the quality of leader-member exchange and the overall feedback environment that an employee works in.

Many researchers put emphasis on providing feedback to employees in order to satisfy them and consider providing feedback to employees to be essential for maintaining and increasing employee motivation and satisfaction. Traditionally the yearly formal performance appraisal/review in private sector organizations and Annual Confidential Report (ACR) in public sector organizations have been considered as the ideal platform for higher author本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。