Upload
nguyenkhanh
View
216
Download
3
Embed Size (px)
Citation preview
433
Bibliography
Articles:
1. Berger, L. A. (October 1, 2003). THE TALENT MANAGEMENT HANDBOOK. McGraw-
Hill.
2. Berman, K. ((April 22, 2008)). FINANCIAL INTELLIGENCE FOR HR
PROFESSIONALS. Harvard Business School Press.
3. Boudreau, J. W. (June 19, 2007). BEYOND HR. Harvard Business School Press.
4. Brockbank, W. (NOVEMBER 4,2005). ROADMAP TO STRATEGIC HR. AMACOM.
5. Dave. (MARCH 1,2008). HR COMPETENCIES. Society For Human Resource
Management.
6. Hoevemeyer, V. A. (September 26, 2005). HIGH-IMPACT INTERVIEW QUESTIONS.
AMACOM.
7. Kearns, P. (AUGUST 14,2003). HR STRATEGY. Butterworth-Heinemann.
8. Losey, M. ((May 2, 2005)). THE FUTURE OF HUMAN RESOURCE MANAGEMENT.
Wiley.
9. Ulrich, D. ((June 30)). THE HR VALUE PROPOSITION. Harvard Business School Press.
Books:
1. Abassi, S.M. & Hollman, K.W. (2000), Turnover: the real bottom line, Public
PersonnelManagement, Vol.2, pp.333-342.
2. Fitz-enz, Jac. (2000). The ROI of human capital—Measuring the Economic Value of
434
Employee Performance. New York: American Management Association.
3. Arnold, J., & Randall, L. (2010). Work psychology. Understanding human
behaviour in the workplace. Harlow: Financial Times/ Prentice Hall.
4. Arnold, J., Silvester, J., Patterson, F., Robertson, I., Cooper, C., & Burnes, B.
(2005). Work Psychology. Understanding human behaviour in the
workplace (4th edition). Harlow: Prentice Hall.
5. Blyton, P., and Turnbull, P., (1998), Management, Work and Organizations. The
Dynamics of Employee Relations. London: Macmillan Press Ltd.
6. George D and Mallery (2003) spss for windows step by step : a simple guide and
reference 11.0 update (4th
. ed). Boston, MA: Alley and Bacon.
7. L.M. Prasad 2003, ‘Principles and Practice of Management’, by Publisher – Sultan Chand
and Sons.
8. K.Aswathappa, 2006, ‘Human Resources and Personnel Management’ Published by Tata
McGraw-Hill Publishing Co. Ltd. New Delhi, 4th
Edition,.
Encylopedia:
1. Costello, D. (2006, December). Leveraging the Employee Life Cycle. CRM
Magazine, 10(12), 48-48. Retrieved February 23, 2009, from Academic Search
Premier database.
2. Testa, B. (2008, September 22). Early Engagement, Long Relationship?.
Workforce Management, 87(15), 27-31. Retrieved February 23, 2009, from
Academic Search Premier database.
435
3. Skabelund, J. (2008, May). I just work here. American Fitness, 26(3), 42-42.
Retrieved February 23, 2009, from Academic Search Premier database.
Journals:
1. Cummings, W. T., Jackson, D., & Ostrom, L. L. (1989). Examining product managers'
job satisfaction and performance using selected organizational behavior variables.
Journal of the Academy of Marketing Science, 17 (2): 147-156.
2. Ruby, Allen M. (January 2002). "Internal Teacher Turnover in Urban Middle School
Reform". Journal of Education for Students Placed at Risk 7 (4): 379–406.
doi:10.1207/S15327671ESPR0704_2.
3. Thomas D Narcissism: Behind the Mask (2010)Tett, Robert P; John P. Meyer (1993).
"Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path
Analyses Based on Meta-Analytic Findings". Personnel Psychology 46 (2): 259–293.
doi:10.1111/j.1744-6570.1993.tb00874.x.
http://www3.interscience.wiley.com/journal/119295540/abstract. Retrieved 2009-01-21
4. Arvey, R. D., Dewhirst, H. D. & Boling, J. C. (1976). Relationships between goal clarity,
participation in goal setting, and personality characteristics on job satisfaction in a
scientific organization. Journal of Applied Psychology, 61(1): 103-105.
5. Dubinsky, A. J., & Hartley, S. W. (1986). A path-analytic study of a model of
salesperson performance. Journal of the Academy of Marketing Science, 14, 36-46.
436
6. Ivancevich, J. M., & McMahon, J. T. (1977). A study of task-goal attributes, higher order
need strength, and performance. The Academy of Management Journal, 20(4): 552-563.
7. Fields, D., & Blum, T. C. (1997). Employee satisfaction in work groups with different
gender composition. Journal of Organizational Behavior, 18, 181-196.
8. Jawahar, I. M. (2006). An investigation of potential consequences of satisfaction with
appraisal feedback. Journal of Leadership & Organizational, 13(2):14-28.
9. Jawahar, I. M. (2006). Correlates of satisfaction with performance appraisal feedback.
Journal of Labor Research, 27(2): 213-236.
10. Kim, J. S. (1984). Effect of behavior plus outcome goal setting and feedback on
employee satisfaction and performance. The Academy of Management Journal, 27(1):
139-149.
11. Metle, M. K. (2001). Education, job satisfaction and gender in Kuwait. International
Journal of Human Resource Management, 12: 311-332.
12. Payne, R. B., & Hauty, G. T. (1955). Effect of psychological feedback upon work
decrement. Journal of Experimental Psychology, 50(6):343-51.
437
13. Pook, L. A., Füstös, J., & Marian, L. (2003). The impact of gender bias on job
satisfaction Components of job satisfaction and advancement in post-liberation Hungary,
Poland, and Romania. Human Systems Management, 22(1): 37-50.
14. Sims, H. P., Jr., Szilagyi, A. D., & Keller, R. T. (1976). The measurement of job
characteristics. Academy of Management Journal, 19, 195-212.
15. Sirota, D., & Mischkind, L. A. (2006). Stop demotivating your employees! Harvard
Management Update, 11(1): 3-6.
16.
Periodicals:
1. Hackman, J. Richard; Greg R. Oldham (August 1976). "Motivation through the
design of work: test of a theory". Organizational Behavior and Human
Performance 16 (2): 250–279. doi:10.1016/0030-5073(76)90016-7.
2. Bender, K. A., Donohue, S. M., & Heywood, J. S. (2005). Job satisfaction and
gender segregation. Oxford Economic Papers, 57, 479-496.
3. Blanchar, C., & Onton, J. (2005). Performance measures in times of change.
Employment Relations Today , 32(1): 25-34.
438
4. Bolt, J. F. (1983). Job security: Its time has come. Harvard Business Review.
61(6): 115-123.
5. Clark, A. E. (1997). Job satisfaction and gender: Why are women so happy at
work? Labour Economics, 4(4): 341-372.
6. Feldman, D. C. (1976). A contingency theory of socialization. Administrative
Science Quarterly, 21: 433-452.
7. Ferrell, O. C., & Skinner, S. J. (1988). Ethical behavior and bureaucratic structure
in marketing research organizations. Journal of Marketing Research, 25, 103-109.
8. Hall, D. T., & Lawler, E. E. (1970). Job characteristics and pressures and the
organizational integration of professionals. Administrative Science Quarterly, 15,
271-281.
9. Lawler L., & Hackman, J. R. (1971). Corporate profits and employee satisfaction:
Must they be in conflict? California Management Review, 14(1): 46.
10. Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in
complex organizations. Administrative Science Quarterly, 15, 150-163.
439
11. Benz, M. and Frey, B.S. (2008), Being independent is a great thing: subjective
evaluations of self employment and hierarchy, Economics, 75, 362-383.
12. Schlesinger, Leonard A.; James L. Heskett (1991-04-15). "Breaking the
Cycle of Failure in Services". MIT Sloan Management Review 33 (3): 17–
28.http://sloanreview.mit.edu/the-
magazine/articles/1991/spring/3232/breaking-the-cycle-of-failure-in-
services/. Retrieved 2009-01-21.
Reseaech Papers:
1. Bockerman, P. and P. Ilmakunnas (2004), Job dimensions, job satisfaction, and on-the-
job search: is there a nexus? HECER Discussion Paper No. 36, University of Helsinki.
2.
Surveys:
1. "Job Openings and Labor Turnover Survey". Bureau of Labor Statistics.2008.
http://data.bls.gov/PDQ/servlet/SurveyOutputServlet?data_tool=latest_numbers&series_i
d=JTS00000000TSR. Retrieved 2009-01-21.
2. U.S. Department of Labor, Bureau of Labor Statistics, total non-farming separations (not
seasonally adjusted), Series ID JTU00000000TSR, http://data.bls.gov/cgi-
bin/surveymost?jt "Job Openings and Labor Turnover Survey "
3. Schlesinger, Leonard A.; James L. Heskett (1991-04-15). "Breaking the Cycle of Failure
in Services". MIT Sloan Management Review 33 (3): 17–
28.http://sloanreview.mit.edu/the-magazine/articles/1991/spring/3232/breaking-the-
cycle-of-failure-in-services/. Retrieved 2009-01-21.
440
Websites:
1. www.HR.com
2. www.Society for Human Resource Management.com
3. www.National Human Resources Association.com
4. www.Hrnews and resources.com
5. www.fundoodata.com
6. www.safenet_inc.com
7. www.maharastradirectory.com
8. www.cmie.com
9. www.mapsofindia.com
10. www.puneDiary.com
11. http://hdl.handle.net/1721.1/1441 dated 2002-07-10.
12. http://www.demsme.gov.in/ssiindia/defination_msme.htm
APPENDICES
440
ANNEXTURE-I
441
“Questionnaire for Manager/Employees working in Software
Companies”
Kindly tick the options which suit you the best.
A) Demographic Profile:
B) Dissatisfaction Factors:
Employee Name
Age
22 to 27 27 to 32 32 to 37 37 to 42 42 and above
Gender
Male Female
Name of the organization
Sector
Large Medium Small
Designation
Department
Operations Technology Client support
Marketing Sales Project
No. of yrs working in this organization
Less than 5yrs
Less than 10yrs
Less than 15yrs
Less than 20yrs
above 25yrs
Sr. Statements Strongly Disagree (1)
Disagree ( 2)
Neutral (3)
Agree (4)
Strongly Agree (5)
A. Motivational Factors: --------
------ ------ ------ ---------
1. I get adequate salary in organization
2 I am happy with promotion scheme of the organization.
3 I get recognition from my superiors for good work.
4 I get reward for achieving the target.
442
5 The training facilities are adequate.
6 I am happy with the fringe benefits.
7 I am happy with the staff quarters.
Sr. Statements Strongly Disagree (1)
Disagree ( 2)
Neutral (3)
Agree (4)
Strongly Agree (5)
B Working Environment --------------
-------------- ---------- -------- -----------
1 Organization has proper infrastructure.
2 I am happy with the Canteen facility.
3 I am happy with the rest room facility
4 Organization has proper ventilation.
5 I am happy with the standard lighting system.
6 I am happy with the drinking water facility.
7 I do not think my work place is toxic
8. the timing of work do not disturb the family
C Job Related Issues ----------- ------------- ----------- -------- -----------
1 I get flexible work facility in my organization.
2 I do not think that whatever I get is inadequate [benefits] in my organization.
3 I do not do repetitive work in my organization.
4 Organization has proper time and motion system.
5 Organization provides new job opportunities.
6 I am satisfied with my co-workers.
7 I get an opportunity to achieve my personal goals in my organization.
D Organizational Culture --------------
-------------- ----------- -------- -----------
1 Organization has informal
443
c) Employee Commitment:-
communication.
2 People share their information without any hesitation.
3 Organization takes initiatives to celebrate traditional functions.
4 Organization takes initiatives to celebrate success of employees.
5 Organization has caring environment.
6 Organization is free from organizational politics
Sr. Statements Strongly Disagree (1)
Disagree ( 2)
Neutral (3)
Agree (4)
Strongly Agree (5)
E Social Environment at workplace.
------------- -------------- ----------- -------- -----------
1 Organization has employee-family oriented image.
2 I am happy that my colleagues are co-operative and help in crisis situations.
3 My colleagues criticizes for better work rather than to de-motivate
4 Employees don’t feel uncomfortable to share personal information
Sr. Statements Strongly Disagree 1
Disagree 2
Neutral 3
Agree 4
Strongly Agree 5
1. I am committed to achieve organizational target.
2 I am totally interested in my job
3 I hardly take leave or absent from the job.
4 I like to work in team.
444
D) Turnover Intension:
Signature:_____________________
Thank you for your kind Co-operation
Your efforts would help in reaching to the right conclusion of this Research.
Sr. Statements Strongly Disagree 1
Disagree 2
Neutral 3
Agree 4
Strongly Agree 5
1. I am looking for a new job
445
ANNEXTURE-II
446
ANNEXTURE-II : Covering Letter For Survey:-
Dear Sir/Madam,
As a candidate for my Ph.D at Tilak Maharastra University Pune, I am
requesting your participation in my research study. The goal of this study is to
determine the contriution of organizational factors reasoning to the actual
Employee Turnover by examining the relationship between organization and
employees.
Please take approximately 10 – 15 minutes to complete the followind survey
and return it back to me. Your answers would be kept confidential and your
names would not be disclosed anywhere except me as an researcher.
Participation in this study is voluntary, there is no risks associated with your
participation in this study.
A summary of data will be placed in my research work but no references will
be made to identify you as the contributor of any particular data.
In case of any querries regarding the survey or understanding of the question,
please feel free to contact Mrs.Mooon Paiithannkar 9822716503 or mail me at
Sincerely,
Mooon Paiithannkar
Enclosure: Questionnaire.