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آس کے جگنوئوں سی سندر ہے

آس کے جگنوئوں سی سندر ہے
زندگی روشنی کا منظر ہے

مجھ کو تجھ تک کا ہے سفر درپیش
دلبری تیری میری رہبر ہے

ہم بھلا کیسے جیت سکتے ہیں
اُس کی شوخی تو ایک اخگر ہے

عمر گزری ہے رائیگانی میں
اب تو جنت ہے، جو میسر ہے

اے فضاؔ! مسکرا کے دیکھ ہمیں
مجھ بتِ خاک کا تو محور ہے

ACADEMIC MOTIVATION LEVEL AND ATTITUDE TOWARDS SOCIAL STUDIES AMONG PUBLIC SCHOOL SECONDARY STUDENTS IN ZAMBOANGA SIBUGAY PHILIPPINES

In a Social Studies, students' academic motivation and attitudes will be useful to their academic progress. If a student is enthusiastic about a subject, he or she will do better in class and learn faster. There have been a lot of studies that have looked into students' academic motivation and attitudes toward social studies, but there does not appear to be any study that focuses on the learners themselves. This quantitative study aims to determine the level of academic motivation as well as the attitude toward social studies of 458 secondary students from public schools using the Academic Motivation Scale High School Version and Secondary Students Attitudes Towards Social Studies Scale. It also looked at whether there was a significant difference in academic motivation and attitude toward social studies when respondents were sorted by gender. Finally, it investigates the link between academic motivation and attitude towards social studies. Students are found to be "highly motivated" in terms of academic motivation and have a “positive attitude” toward social studies, according to the findings. Furthermore, when respondents were divided into gender groups, no significant differences in academic motivation and attitude toward social studies were found. Finally, academic motivation and attitude toward social studies show a significant favorable relationship.

Effect of Performance Appraisal Process on Employee Intentions and Behaviors: A Social Exchange Perspective

Performance appraisal is a management tool to assess employees’ performance. Various processes that organizations use to conduct performance appraisal are known as performance appraisal processes (PAP). As the key objective of performance appraisal is to measure employees’ task performance, most of the research on PAP concerns the effects of PAP on employees’ task performance. Research suggests that PAP is a socio-emotional process and may affect employees’ intentions and behaviors beyond their task performance. However, how PAP affects employees’ intentions and behaviors has received scarce research attention and hence need to be further investigated. Limited research that has studied the relationship between PAP and employees’ intentions and behaviors has largely ignored the processes and mechanisms that drive this relationship and the boundary conditions within which this relationship works. To address the highlighted issues, this study examined the direct effects of PAP on employees’ intentions and behaviors (i.e., Organizational Citizenship Behavior (OCB), Voice Behavior (VB), and Turnover Intentions (TOI)). Using social exchange theory as the theoretical framework, the study identified three mediators (i.e., psychological empowerment, organizational commitment, and job involvement) and four moderators (i.e., Leader Member Exchange (LMX), Perceived Organizational Support (POS), trust, and Perceived Fairness (PF)) of the relationship between PAP and employees’ intentions & behaviors. The study also developed hypotheses regarding how these mediators and moderators will affect this relationship. Using a quantitative approach based on cross sectional design employing multiple sources, the study empirically tested the direct, mediating and moderating hypotheses using the hierarchal regression and bootstrapping methods. Results based on triadic data from 250 employees, their immediate supervisors and representatives from their HR functions largely supported the hypotheses. The findings of this study suggested that PAP has significant positive effects on OCB, VB and significant negative effect on TOI. Moreover, both psychological empowerment and organizational commitment fully mediated by the relationships of PAP – OCB and PAP – VB and partially mediated by the relationship of PAP – TOI. Further, the relationships between PAP – OCB, PAP – VB, and PAP – TOI were moderated by LMX, Trust, and PF, however, POS only moderated the relationship between PAP and TOI. The study made significant contributions in organizational and behavioral science research. The study provided managerial insights about how to use PAP to positively affect employees’ intentions and behaviors (i.e. OCB, VB, & TOI). The study identified three intermediary mechanisms of the relationship between PAP and employee intentions & behaviors to show how this relationship works. Additionally, the study highlighted the important and critical role of four moderators to explain the varying effect of PAP on employee intentions and behaviors, hence showing when this relationship works and when it doesn’t work. Theoretical contributions, practical implications, study limitations and future research avenues were also discussed.
Asian Research Index Whatsapp Chanel
Asian Research Index Whatsapp Chanel

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