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Research Proposal

Research Proposal

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Published by: Muhammad Ullah on Jul 05, 2011
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Effects of Organizational Justice, Obligations and Rewards on Employees’ Motivation; A study of middle management of commercial banks in Peshawar.

Introduction: The quality of services depends upon the motivated employees of the organization (Irfan, Mohsin & Yousaf, 2009). It is true that banks provide overall same products, but the logic which differentiate them from one another is the quality of their services (Barnes, 2010). In this competitive environment banks are trying their best to win the loyalty of their customers by providing superior quality services and innovative products to compete in the market. For this purpose bank management should address those areas which help them to provide good products and services to customers it’s only possible when our employees satisfied here we have key depended variables which depend on other in-depended variables these variables are interrelated with each other. Like employee motivation depend on organizational justice, organizational obligation and Organizational rewards. Problem statement: To find out the effects of Organizational Justice, Obligations and Rewards on Employees’ Motivation.

2004). 2010). Khin & Heng. 2001). Rewards has an impact on employees’ motivation (Pratheepkanth. The independent variables in this research study will be the Organizational Justice. Variables to be studied: i. It is the process that account for an employee’s . namely dependent and independent variables.Model/Framework: It is clear that organizational justice has a clear impact on the employees’ motivation (Fatt. Dependent Variable: Employees’ motivation: Employees’ motivation plays practically and theoretically central role in management field (STEERS. This research study is consisted of two major attributes. The framework (fig 1) is the research model for this research study. Obligations and Rewards. while the dependent variable will be Employees’ Motivation. MOWDAY & SHAPIRO. which provides the guidelines for the research study. 2011) and Organizational obligations (job security) has an impact on employees’ motivation (Probst & Brubaker.

The organizational jaustice is of three types. Distributive and Interactional Justice. so the intensity is concerned with how hard an employee work hard . Khin & Heng. The organizational obligation (job security. and job security? Organizational Justice: It is clear that organizational justice has a clear impact on the employees’ motivation (Fatt. persistency that how a motivated employee stick to achieve their goals. such as advancement opportunities. Employee’s motivation includes what Employees believe the organization has promised. Procedural . direction and persistence of effort towards attaining any goal (Taking interest in his work). so it is important for management to understand how organizations influence the motivation of their individual employees. Sapienza & Schweiger. These are the key elements which help in employee motivation.intensity. 2002). training. promotion opportunities and training) is the domain of the employee’s motivation (Korsgaard. Procedural justice of planning the process in the organization. 2001). however high intensity is only fruitful when the intensity is channeled in a direction. (The fairness of the process of decision-making) Rewards: . Motivation make an organization more effective because motivated employees are always looking for better way to do a job. 2010). ii. Independent Variable: Organizational Obligations: Organizational obligations (job security) have an impact on employees’ motivation (Probst & Brubaker.

2011). C. Organizational Justice affects employees’ motivation. and to motivate them to perform to high levels. B.The Rewards system is an important tool through which management channel the employees’ motivation in the desired direction (Pratheepkanth. Sampling Technique & Procedure: Judgmental sampling technique will be used in this research study for data collection. Proposed Research Hypothesis: A. It means that it is consist of compensations and benefits given to employees. to keep them coming to work. Or we can say that it is a system through which we can attract the people to join the organization. The reward system consists of monetary and non-monetary rewards given by organization. Sources of Information: Information will be collected from middle level management banking employees in the Peshawar region. Organizational obligation affects employees’ motivation. Sample Size: We will collect data from 200 respondents. Reward of the employees affects employees’ motivation. We will collect data only from middle level management employees at the visited branches in the Peshawar region. .

Instrument/s of Data Collection: Self-administered questionnaire will be used in this research study. 3Neutral. The surveyor will personally visit the branches in Peshawar region. obligations rewards with employees’ motivation. . 4-Agree.Method of Data Collection & Procedure: Data will be collected through personal survey in this research study. Possible Research Findings: When we conclude the research we may know that there is a relation between organizational justices. Two hundreds questionnaires will be distributed among the respondents. 2-Disagree. Respondents will mark on their responce towards each factor based on five-point Likert scale ranging from “1-Strongly Disagree. Statistical Tests to be used: Regression analysis will be used in this research. 5-Strongly Agree”.

Sek Khin Wong Edward and Heng Ngee Tioh. Global Journal of Management and Business Research Volume 11 Issue 4 Version 1.0 Probst M. 2011. No. Harry and Schweiger M. Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc. Vol. 3.References: Fatt Kwai Choong. Vol. Richard. Introduction to special topic forum the future of work motivation theory. 29. 2001. No. . 2009. 2. 28. Shapiro L. Mowday T. 497 Pratheepkanth Puwanenthiren. 6. The Effects of Job Insecurity on Employee Safety Outcomes: Cross-Sectional and Longitudinal Explorations. Beaten Before Begun: The Role of Procedural Justice in Planning Change. 2004. Academy of Management Review. Mohsin Muhammad and Yousaf Irfan. In Jaffna District. Journal of Occupational Health Psychology. 2002. Debra. 139-159 Steers M. Tahira and Brubaker L. Journal of Management 2002.. Ty. David. Sapienza J. American Journal of Economics and Business Administration 2 (1): 56-63 Irfan Muhammad Syed. Richard. World Applied Sciences Journal 7 (10): 1222-1230 Korsgaard Audrey M. 2011. 379–387. Achieving Service Quality Through its Valuable Human Resources: An Empirical Study of Banking Sector of Pakistan.

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