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Untitled Prezi

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by

Rana Syam

on 20 January 2014

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Transcript of Untitled Prezi

Effect of Centralization, Formalization and Job Complexity on Job Satisfaction in Egyptian Enterprises
Large Workforce
Low Utilization
Poor Performance of Work System !
Work
Organizational parameters
Centralization
Complexity
Formalization
Task Complexity
System
Design
Lack of Information
- Lee, S., McCann, D., and Messenger, J., (2007). “Working Time Around the World; Trends in working hours, laws and policies in a global comparative Perspective” International Labour Organization, Taylor Francis e-Library
Aim of Work
Relate different parameters of the organizations’ work system to Egyptian labors outcomes

Organizational characteristics
Centralization
Task Complexity
Formalization
Parameters
Investigated
how power is distributed within an organization
vs
the extent to which standard practices, policies, and position responsibilities are explicitly specified
- variety -autonomy
- identity - feedback
- significance

Experimental Scheme
where
Subjects
- Private sectors enterprises
- Minimum of 100 employees
- 7 sectors out of 10 responded

- 247 subjects
- Age range 20-53 years (µ=29)
- Males and Females
- Different managerial levels
- Formalization (4 Levels)
- Centralization (DMPI) (3 levels)
- Task Complexity (3 Levels)
Parameters
- Personal Conversations
- Negotiations
- Field Visits
- Questionnaires
Results of Statistical Analysis
Regression
Results
Task Complexity
Formalization
Centralization
Problem Identification
*Dewar, R., Wetten, D., Boje, D. (1980). An Examination of Reliability and Validity of the Aiken and Hage Scales of Centralization, Formalization and Routineness. Adminstrative Science Quarterly, 25, 120-128.
**Hackman, J.R.,Oldham, G.R. (1976). Motivation through the Design of Work: Test of a Theory. Organizational Behaviour and Human Performance, 16, 250-279.
***Bonner, S. (1994). A Mmodel of the Effects of Audit Task Complexity. Accounting Organization and Society, 19(3), 213-234.
*
*Minitab version 16
*
Discussion and Conclusion
Task complexity has significant effect on job satisfaction
Centralization and formalization have no significant effect on job satisfaction
level of job satisfaction varied significantly from one enterprise to another
Lack of documented standardized methods in the surveyed enterprises was observed

Existing organizations authority and responsibilities documents (if available) are overlooked
this gave the chance for direct team leaders to impose their own mode of leadership
this may explain the positive effect of job complexity as it is mainly dictated by direct leaderships

Discussion and conclusion Cont'd

Measure
Job satisfaction
Assessment Tools

- 100 questions reduced to 33
- Filtered and translated into Arabic
- Tested against reliability Cronbach's Alpha = 0.6969
Surveying Process
𝑝>0.05ن
𝑝>0.05
تانتيبانتتنانت
𝑝<0.05
Outline
- work System Design Problem
- Problem Identification
- Aim of work
- Experimental Scheme
- Statistical Analysis and Results
- Discussion and Conclusion

Relating Professionalism, Psychosocial Status and Gender to Job Satisfaction; an Empirical Study in Egyptian Enterprises
Outline
- Psychosocial aspect has a significant relation to job satisfaction

- While professionalism has no significant relation to job satisfaction

- In the absence of
formal decision rules
- that was observed almost in all enterprises - employees need to be
highly professiona
l to make decisions

- though high centralization was detected that left them no room for decision making
Work system
Personnel Subsystem
Technological Subsystem
External Environment Subsystem
Job Satisfaction
Organization Performance
Organization Performance
Work system
Personnel Subsystem
Job Satisfaction
expectations
attitude
psychological
wellbeing
is a result of
Aim of Work
Adopting the joint design criterion in designing work systems;
the aim of this research is to " study the workers
Professionalism
and
psychosocial
characteristics on their perceived job satisfaction"
*
*Hendrick, H., W. (2002). Macroergonomics Theory Methods and Applications
Experimental Scheme
Where
- Private sectors
- 100 employees minimum no.
- 7 sectors out of 10 responded

Subjects
- 247 subjects
- Age range 20-53 years (µ=29)
- Males and Females
- Different managerial levels
Parameters
Professionalism
3 Levels
Psychosocial
3 Levels
Educational Level
2 Levels
Measure
Job Satisfaction
Assessment Tools
- Personal Conversations
- Negotiations
- Field Visits
- Questionnaires
Results of Statistical Analysis
Results
Professionalism
P>0.05
Psychosocial
P<0.05
Regression
Thank You
- Problem Identification
- Aim of Work
- Experimental Scheme
- Statistical Analysis Results
- Conclusion and Discussion
Organization Performance
Job Satisfaction
Work system
Personnel Subsystem
is a result of
- Expectations
- Attitude
- physical and psychological wellbeing
Discussion and conclusion
Job Satisfaction
Experimental Design
`
is the deciding factor to evaluate
Performance

high
high
work System characteristics
(as a blocking factor)
- this may explain the reason why professionalism has no significant effect on job satisfaction

- Working environment in Egypt is challenging and have many uncertainties

-this study needs to be extended to encompass egyptian employees in different working environments
Discussion and conclusion cont'd
Thank You
Full transcript