Guevarra, Jenefer A. 4 0
What supervisory practices and work dimensions matter across various industrial settings? / 6 6 Jenefer A. Guevarra. - - - 129 pages 28 cm. - - - - - . - . - 0 . - . - 0 .
Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2007.;A thesis presented to the faculty of the Graduate School of Arts, Sciences and Education in partial fulfillment of the requirements for the degree Master of Arts in Psychology major in Industrial Psychology.
5
ABSTRACT: This research investigated the interplay of supervisory practices and work dimensions namely work performance and job satisfaction level among the three selected industrial settings. The sample respondents were 102 rank and file employees from Mega Masterlink Electrical and Fabricator Services, PhilHaus Import and Export Incorporated and BoardWalk Business Ventures Incorporated. Descriptive method of research was used for comparison, contrast, evaluation and interpretation of the significant relationships and differences of supervisory practices and work dimensions. Statistical Package for Social Sciences (SPSS for Windows) version 14.0 was used to compute for percentage, chi-square test of difference and analysis of variance. The findings revealed significant relationship between supervisory practices and work dimensions (work performance level and job satisfaction level) in fabricating industry, warehousing industry and selling industry. First, in Fabricating industry, there is a significant relationship between the supervisory practices on emphasis and work performance level. The supervisor main area of concern is on tasks which leads to poor work performance level. Second, in Warehousing industry, with regard to supervisor area of concerns on emphasis there are significant relationships on the work performance level of employees. Finally, in Selling industry, there are significant relationships between the supervisory practices on emphasis and the work performance level. Apparently, it is established that there are positive relationships of the task oriented practice and the work performance level. In addition, findings about significance of the relationship between supervisory practices and work dimensions (i.e., work performance level and job satisfaction level) in each of the industrial setting revealed that there are significant relationships between supervisory practices and work dimensions (work performance level and job satisfaction level). The results of the findings show that work dimensions (i.e., work performance level and job satisfaction level) in each of the industry varies depending on the practices and methods employed by the supervisor. Henceforth, the findings on the significant difference of supervisory practices and work dimension (i.e., work performance level and job satisfaction level) among the three selected industrial settings, revealed significant differences. The results of the findings show that in each of the industry there is a particular or predominant supervisory practice, work performance and job satisfaction level. This depends on the nature of the industry or the working conditions which defines the need for the supervisory practices or work dimensions. RECOMMENDATIONS Based on the findings of the study, the researcher arrived at the following recommendations 1. Findings of the study can be used as a tool and guide for Human Resources Practitioners in developing and designing intervention programs. The training programs can be intended for supervisors and rank and file to help employees perform productively. Once the program is incorporated, this shall promote a culture wherein employees are cognizant of leadership strategies and motivational factors. 2. Re-engineer Human Resources Practices geared towards strategy and progressive role of the HR in the organization. This include the use of the Targeted Selection- Hiring the Right People for the Right Job, tapping leadership competencies during the screening process and designing Human Resources Frameworks to assess the organizational capacity on its strengths and weakness of the leadership roles of the supervisors. Improved productivity and creates an environment that brings out the best in the employees. 3. Further, studies can be conducted other variables that are not covered in this study. There are other variables which could significantly affect the work dimensions of the employees such as the workplace factors (e.g. task structure, work group, and authority system) and subordinates characteristics (e.g. focus of control, authoritarianism).
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What supervisory practices and work dimensions matter across various industrial settings? / 6 6 Jenefer A. Guevarra. - - - 129 pages 28 cm. - - - - - . - . - 0 . - . - 0 .
Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2007.;A thesis presented to the faculty of the Graduate School of Arts, Sciences and Education in partial fulfillment of the requirements for the degree Master of Arts in Psychology major in Industrial Psychology.
5
ABSTRACT: This research investigated the interplay of supervisory practices and work dimensions namely work performance and job satisfaction level among the three selected industrial settings. The sample respondents were 102 rank and file employees from Mega Masterlink Electrical and Fabricator Services, PhilHaus Import and Export Incorporated and BoardWalk Business Ventures Incorporated. Descriptive method of research was used for comparison, contrast, evaluation and interpretation of the significant relationships and differences of supervisory practices and work dimensions. Statistical Package for Social Sciences (SPSS for Windows) version 14.0 was used to compute for percentage, chi-square test of difference and analysis of variance. The findings revealed significant relationship between supervisory practices and work dimensions (work performance level and job satisfaction level) in fabricating industry, warehousing industry and selling industry. First, in Fabricating industry, there is a significant relationship between the supervisory practices on emphasis and work performance level. The supervisor main area of concern is on tasks which leads to poor work performance level. Second, in Warehousing industry, with regard to supervisor area of concerns on emphasis there are significant relationships on the work performance level of employees. Finally, in Selling industry, there are significant relationships between the supervisory practices on emphasis and the work performance level. Apparently, it is established that there are positive relationships of the task oriented practice and the work performance level. In addition, findings about significance of the relationship between supervisory practices and work dimensions (i.e., work performance level and job satisfaction level) in each of the industrial setting revealed that there are significant relationships between supervisory practices and work dimensions (work performance level and job satisfaction level). The results of the findings show that work dimensions (i.e., work performance level and job satisfaction level) in each of the industry varies depending on the practices and methods employed by the supervisor. Henceforth, the findings on the significant difference of supervisory practices and work dimension (i.e., work performance level and job satisfaction level) among the three selected industrial settings, revealed significant differences. The results of the findings show that in each of the industry there is a particular or predominant supervisory practice, work performance and job satisfaction level. This depends on the nature of the industry or the working conditions which defines the need for the supervisory practices or work dimensions. RECOMMENDATIONS Based on the findings of the study, the researcher arrived at the following recommendations 1. Findings of the study can be used as a tool and guide for Human Resources Practitioners in developing and designing intervention programs. The training programs can be intended for supervisors and rank and file to help employees perform productively. Once the program is incorporated, this shall promote a culture wherein employees are cognizant of leadership strategies and motivational factors. 2. Re-engineer Human Resources Practices geared towards strategy and progressive role of the HR in the organization. This include the use of the Targeted Selection- Hiring the Right People for the Right Job, tapping leadership competencies during the screening process and designing Human Resources Frameworks to assess the organizational capacity on its strengths and weakness of the leadership roles of the supervisors. Improved productivity and creates an environment that brings out the best in the employees. 3. Further, studies can be conducted other variables that are not covered in this study. There are other variables which could significantly affect the work dimensions of the employees such as the workplace factors (e.g. task structure, work group, and authority system) and subordinates characteristics (e.g. focus of control, authoritarianism).
5
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2
2 --0------
6 --0-- 2 --------
0 2 --
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----2
/ 2
/ 2
/
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