ORGANIZATIONAL PERFORMANCE WITH EMPLOYEE: OBJECTIVES OF THE STUDY

The aim of this research is to explore the relationship between employee attitude and behavior towards organizational performance in the information technology industry. The present study attempts,
1. To study the relation between employee attitude and behavior towards organizational performance.
2. To study the relation between employee attitude and behavior with outcome measures.
3. To find out the difference between gender with employee attitude and behavior Video shot boundary detection

HYPOTHESES

Ho1: There is no significant relationship between organizational performance with employee attitudes and behavior
Ho2: The employee attitudes and behavior is not related with discretion effort and loyalty Ho3: There is no significant difference between gender with employee attitudes and behavior

Out of 150 companies 60 companies were approached and 38 companies’ responses for the analysis. The responds rate is more than 15% from the population. The questionnaire was administered by 400 respondents. 310 responds were found valuable for the analysis. Judgment Sampling has been adopted in this study.

STATISTICAL ANALYSIS

The data collected from different sources were computed, classified, tabulated, analyzed and interpreted. The following statistical techniques were used to analyze and interpret the tabulated data like mean percentage, frequency, standard deviation, Pearson correlation analysis, and one-way ANOVA.

Findings
Attitude Score
table1Organizational Performance-1

To prove the above hypothesis, correlation is employed; the purpose of correlation is to establish the relation between organizational performance and employee attitude and behavior regards profitability over past 3 years, growth in sales over past three years and reputation.The relation between employee attitude and profitability is 0.298, sales related with employee attitude and behavior is 0.160, and reputation with employee attitude and behavior is 0.254. Since all the sig values is less than 0.05. Hence reject null hypothesis and accept alternate hypothesis. It is clearly indicating that there is statistically relation between organizational performance and employee attitude and behavior.

Table 1.2. Indicating the Overall Pearson’s Correlation for Employee Attitude and Behavior With
table2Organizational Performance-2
Behavioral Outcome

In this study, the hypothesis posits that employee attitudes is positively associated with discretion effort and loyalty 0.141, and negatively associated with intention to quit job and job stress, 0.51. The overall behavior outcome to employee attitude and behavior is 0.148. The data used for the measures of employee attitudes and outcomes were both drawn from employee opinion survey, employee attitudes therefore generally positively associated with Discretion effort and Loyalty, and negatively associated with Intention to quit and Job stress.

table3Organizational Performance-3
Gender is one kind of variable which reciprocals the employee attitude and behavior of the employees the IT industry. There is a significant difference between Gender and the Employee attitudes and behavior.

The concept of organizational performance, employee attitude and behavior, outcome measures have been of interests to IT industry to discover the relationships. The study provides further evidence that organizational performance is related to employee attitude and behavior, which is related to employee satisfaction and sequentially to the intent to remain in the company. Organizations should require well-designed, consistent and suitable policies for building its employees with the necessary ability, adequate motivation, training and development, and opportunity to engage in discretionary behavior. the results from March and Sutton (1997) predict, the relationship between employee attitudes and organizational performance is complex, and it is too simplistic to assume that satisfaction attitudes lead to organizational performance—some do and some do not, and some employee attitudes apparently are the result of performance. Obviously, the strength of the research reported here is the longitudinal nature of both the employee attitude data and the organizational performance data.