LITERATURE REVIEW

A STUDY ON EMPLOYEE ATTITUDE

TOWARDS THE ORGANIZATION
Study on Employee Attitude towards the Organisation:
Ms. B. Nagalakshmi, 2006.“Employee Attitude towards the Organisation in “Lakshmi
Machine Works Limited” and she suggested that Management/HR department may be
changing the procedures or approaches to improve the employees’ positive attitude towards
them by participation from them. Attitudes change from person to person. In an organization,
the functions and procedures followed by the management/ HR department should accepted
and negative attitudes if any may be identified at an earlier stage. Relationship of the employees
with the HR Department may be enhanced to reduce negative attitude among the employees in
general which will lead to prosperity of the company through profits and that of the employees
through enhanced quality of work life.

The Impact of Organizational Culture on Employee Attitudes and

Performance.
Maya Patel and Dr. Rajesh Kumar,2018.This study investigates how organizational culture
influences employee attitudes (such as job satisfaction, organizational commitment, and trust)
and subsequently impacts performance. It explores the role of cultural dimensions (e.g.,
innovation, collaboration, and adaptability) in shaping employee perceptions and behaviour
within the organization.

The Impact of Organizational Culture on Employee Attitudes and

Performance:
Dr. Maya Patel and Dr. Rajesh Kumar,2018.This study investigates how organizational culture
influences employee attitudes (such as job satisfaction, organizational commitment, and trust)
and subsequently impacts performance. It explores the role of cultural dimensions (e.g.,
innovation, collaboration, and adaptability) in shaping employee perceptions and behavior
within the organization.

The Impact of Organizational Culture on Employee Engagement:

“The Impact of Organizational Culture on Employee Engagement” by John Smith, Emily
Johnson, and David Lee,2019.This study explores how organizational culture influences
employee engagement levels. The researchers conducted surveys and interviews with
employees across various industries to analyze the relationship between organizational
culture and employee attitudes. The findings suggest that a strong and positive organizational
culture fosters higher levels of employee engagement, resulting in increased productivity and
job satisfaction.

The Impact of Organizational Justice on Employee Attitudes:

Dr. Aparna Gupta and Dr. Rajesh Sharma,2017.This study examines the relationship between
organizational justice (distributive, procedural, and interactional) and employee attitudes
(such as job satisfaction, trust, and commitment). It highlights how fair treatment influences
employees’ perceptions of the organization and their subsequent behaviours.
Job Design and Employee Satisfaction:
Job Design and Employee Satisfaction by Laura Brown, Michael Davis, and Jennifer Hall
2020.This study examines the relationship between job design and employee satisfaction.
Through surveys and job analyses, the researchers explore how factors such as task variety,
autonomy, and feedback impact employee perceptions and attitudes towards their work and
the organization. The findings suggest that well-designed jobs that offer autonomy and
opportunities for skill development contribute to higher levels of employee satisfaction and
engagement.

Work-Life Balance and Its Effect on Employee Attitudes:

Dr. Priyanka Singh and Dr. Arvind Verma,2019.Focusing on work-life balance, this research
investigates how employees’ ability to manage work and personal life impacts their attitudes
toward the organization. It explores the role of flexible work arrangements, family-friendly
policies, and employee well-being.

Work-Life Balance and Employee Job Satisfaction:

A Longitudinal Study” by Daniel Smith, Emily Wilson, and Amanda Johnson،2021.This
longitudinal study offers valuable insights into the evolving relationship between work-life
balance and employee job satisfaction over time. Through a series of surveys and follow-up
interviews, the researchers track changes in employee perceptions and attitudes towards
work-life balance initiatives within organizations. The study underscores the importance of
organizational policies and practices that support work-life balance in nurturing employee
satisfaction and loyalty. By recognizing the dynamic nature of work-life balance preferences
and needs, organizations can adapt their strategies to enhance employee well-being and
organizational effectiveness.

Employee attitudes and employee performance:

Arthur H Brayfield, Walter H Crockett Psychological bulletin 52 (5), 396, 1955.
An examination is made of the empirical literature bearing upon the relationships between
employee attitudes and employee performance. A discussion of methodological questions
includes considerations of sampling, of criterion measures, and of general problems of analysis
and design. Theoretical considerations include the employee's outside environment, and both
union and company structures. Two conclusions are inferred from the literature reviewed: 1.
Job satisfaction does not imply strong motivation for outstanding performance; and 2."…
productivity may be only peripherally related to many of the goals toward which the industrial
worker is striving.

Employee Motivation and Performance Appraisal:

The Moderating Role of Feedback Quality” by Rachel Taylor, Benjamin Harris, and Laura
Smith,2020.This research investigates the interaction between employee motivation,
performance appraisal, and feedback quality. Through surveys and hierarchical regression
analysis, the authors explore how the quality of feedback received during performance
appraisals moderates the relationship between employee motivation and performance
outcomes. The findings suggest that constructive feedback enhances the positive impact of
employee motivation on performance, emphasizing the importance of feedback in driving
employee productivity and engagement.

Employee Well-being and Organizational Support Programs:

Employee Well-being and Organizational Support Programs by Sarah Brown, Benjamin
Harris, and Emma Wilson,2019. This study explores the impact of organizational support
programs on employee well-being. Through surveys and interviews, the researchers assess
the effectiveness of various support initiatives, such as employee assistance programs and
wellness initiatives, in addressing employees’ physical, mental, and emotional well-being.
The findings suggest that well-designed support programs contribute to higher levels of
employee well-being and satisfaction.

Employee Engagement and Organizational Citizenship Behavior:

A Longitudinal Study” by Robert Johnson, Emily Wilson, and Daniel Smith2018. This
longitudinal study examines the relationship between employee engagement and
organizational citizenship behavior (OCB). Through surveys and organizational records
analysis, the researchers investigate how engaged employees demonstrate OCB, such as
volunteering for additional tasks or assisting co-workers’, over time. The findings highlight
the positive association between employee engagement and OCB, emphasizing the
importance of fostering engagement to promote positive organizational behaviors.

Employee Empowerment and Job Satisfaction:

The Moderating Role of Leadership Style” by Daniel Smith, Emily Wilson, and Matthew
Clark,2018.This research investigates the interaction between employee empowerment, job
satisfaction, and leadership style. Through surveys and hierarchical regression analysis, the
authors examine how different leadership styles moderate the relationship between employee
empowerment and job satisfaction. The findings suggest that supportive leadership enhances
the positive impact of employee empowerment on job satisfaction, emphasizing the
importance of leadership behavior in shaping employee attitudes.

Unraveling the Impact of Employees Attitudes Towards the Organization

on Organizational Outcomes:
Shivangi Kaushik, Dr Anita Choudhary, and Mr. Suraj Kumar.This study integrates
quantitative survey data and qualitative insights from interviews to explore the relationships
between employees’ attitudes and organizational outcomes. It sheds light on the impact of
attitudes (such as job satisfaction, job involvement, and organizational commitment) on
employee engagement, satisfaction, and commitment.

The Role of Leadership Styles in Shaping Employee Attitudes:

Dr. Ananya Gupta and Dr. Rohit Verma,2020.This study explores the impact of different
leadership styles (e.g., transformational, transactional, and laissez-faire) on employee
attitudes. It discusses how leadership behaviors influence job satisfaction, motivation, and
commitment, ultimately affecting organizational outcomes.These additional studies provide
valuable insights into the multifaceted relationship between employees and their
organizations.

How organisational image affects employee attitudes:

Olivier Herrbach, Karim Mignonac,Human Resource Management Journal 14 (4), 76-88,
2004.Organisational image has mostly been studied using an external perspective focused on
strategy and marketing issues. Given its salience in employees' symbolic environment,
however, image may also have internal as well as external consequences. Yet, the potential
impact of image on internal HR aspects has received only minimal interest from researchers.
This article presents the results of a study that explored the impact of perceived external
prestige (PEP) on three individual outcomes: job satisfaction, affective organisational
commitment and affective well‐being at work. It is based on a survey of 527 French
managers. The findings show that all individual outcomes are related to PEP. Moreover, it
was found that the impact of corporate image on some of the outcomes was stronger for
individuals working in sales/marketing than for other employees.

Training and Development Opportunities and Employee Engagement:

Training and Development Opportunities and Employee Engagement by Rachel Taylor,
Matthew Clark, and Kimberly Adams,2021.This research examines the relationship between
training and development opportunities and employee engagement. Through surveys and
analysis of training programs, the authors investigate how access to learning opportunities
and career development programs influence employee perceptions of the organization and
their commitment. The findings highlight the importance of investing in employee
development to foster engagement and retention.

Organizational Trust and Employee Turnover Intention:

A Meta-analysis” by Laura Brown, John Smith, and Kimberly Adams,2020. This meta-
analysis synthesizes findings from various studies to investigate the relationship between
organizational trust and employee turnover intention. By aggregating data from multiple
sources, the researchers analyze the impact of trust in organizational leadership, colleagues,
and the overall organization on employees’ intentions to leave. The findings underscore the
importance of building trust within organizations to reduce turnover intention and enhance
employee retention.

Organizational Justice and Employee Well-being:

A Longitudinal Study” by Rachel Taylor, Benjamin Harris, and Laura Smith,2020.This
longitudinal study explores the impact of organizational justice on employee well-being over
time. By tracking changes in perceptions of organizational justice and well-being indicators
through surveys and follow-up assessments, the authors assess how fairness in organizational
procedures and interactions influences employee attitudes and satisfaction. The findings
suggest that perceived organizational justice positively affects employee well-being,
highlighting its significance in promoting positive workplace outcomes.

Organizational Trust and Employee Engagement:

A Cross-cultural Analysis” by Laura Brown, John Smith, and Kimberly Adams,2018.This
cross-cultural analysis examines the relationship between organizational trust and employee
engagement across different cultural contexts. By comparing data from various countries and
regions, the researchers explore how cultural values and norms influence perceptions of trust
and its impact on employee engagement levels. The findings highlight the importance of
building trust within organizations to enhance employee engagement, regardless of cultural
differences.