Psychiatric Nursing Essay Example for Free

Psychiatric Nursing Essay The subject is a 52 year old divorce Caucasian female, of Poland origin, and has lived in the United States for over 20 years. She had been a patient at Tewksbury Hospital since July 2011. She reportedly has a long history of bizarre and impulsive behavior, but has had a steady decline since her divorce in 2004. The patient denies history of taking medication or hospitalization for mental illness. There is no history of mental illness in the family. The subjects states, â€Å"My work is very unique. It’s inspirational spiritual work. I work as a self- healer. I do not need to see a physician for any diseases.† She went on saying â€Å"I have experienced terrible aggression. I am a psychologist. I can do many professions which I do not wish to discuss.† The subject lives in a house in the Boston area, where the rooms are rented and they share a common kitchen. She violated a no-harassment order against another residential by coming into the common kitchen, picking up a knife, and startled the alleged victim. She denies SI/HI. She said she had thoughts of â€Å"going to sleep†, but has no plan for SI. She denies trauma, physical abuse, sexual abuse/ rape. She started smoking at the age 12, 20/day. She was admitted to Tewksbury Hospital with a legal status 15, and then later changed to 16c and 8. She was diagnosed with Axis I: Psychosis NOS and Adjustment disorder (unspecified), Axis II: Deferred, Axis III: right shoulder pain, Axis VI: Homeless, limited community support, GAS: 35. Signs and Symptoms Psychosis is a serious psychiatric disorder in where there is a gross disorganization of the personality and marked disturbance in reality, testing and the impairment of interpersonal functioning and relationship to the external world (Townsend 2009). It may cause a person to experience delusions, hallucinations, disorganized speech, grossly disorganized or catatonic behavior. Psychotic Disorder Not Otherwise Specified 298.9, is used in diagnosing patient when their symptoms to not meet any of the psychotic disorder. Multiple examples would include: 1) delusions with periods of overlapping ME, 2) post-partum psychosis, 3) psychotic disorders with less than one month duration with no remission, 4) psychotic disorders with unknown etiology, 5) persistent auditory hallucination. Adjustment Disorder is a psychological response to an identifiable stressor or stressors that results in the development of clinically significant emotional or behavioral symptoms. The symptoms must develop within three months after the onset of the stressor(s). Unspecified Adjustment Disorder may be used as a diagnosis if the patient cannot be classified into a specific subtype of Adjustment Disorder. The patients have maladaptive reactions to stressors, and they may include: physical complaints, social withdrawal, or work or academic inhibition.

Cultural Differences in Psychology: Indigenous Psychology

Cultural Differences in Psychology: Indigenous Psychology Bedia, Ben Joseph People often attribute culture with cultural products such as the food they eat, the music they listen to, the dance that their body imitates and with psychological constructs such as beliefs, values, and norms. But in order to have a deeper understanding of culture, one should dig in to bodies of knowledge such as superstition, history, and language. In understanding culture, one should take an insider’s view who is capable of feeling, thinking, and identifying themselves as members of the culture. The creation and re- creation of culture is a continuous process and starts every time a child is born. With this, new patterns of relationships between the person and the environment develops and is also shared with others. Several units of the society such as tribes, clans, and families make strategies to cope and adapt with natural conditions that affects their livelihood and entire existence (Segall et al., 1990). Culture makes human beings unique from animals because without culture, people would not be able to think and behave the way they do. Humans are able to communicate with one another, make meaningful conversations, are able to manage their physical and social world, and more importantly, they make their own identity. All of these are because of culture. There are two approaches in understanding culture: understanding a culture from within and understanding a culture from without but I will only discuss about understanding a culture from within because the concern is to understand culture in the Filipino context. Results of years of psychological research have been disappointing since data have been based with objective third- person analysis (Kim, 199; Koch Leary, 1985). Two types of knowledge are identified in indigenous psychology. The first one are semantic, analytic, and declerative which is about information about impartial, objective analysis and the second one is about phenomenological, episodic, and procedural knowledge describes the subjective first- person experience. With these, it is really hard to understand culture because each person has each own approach and views. That is why scholars have developed Sikolohiyang Pilipino or Filipino Psychology. According to Enriquez (1994a), Sikolohiyang Pilipino wants to explain Philippine realities putting into consideration distinct Filipino values, characteristics, and experiences which other psychological models fail to explain. Western methods and concepts are the ones being used in the education and practice of psychology in the Philippines and there applicability to the Filipino culture and society is being questioned by Filipino scholars. But the prevalence of western psychology is not only felt in the Philippines but as well as in other countries around the globe and this led to the development of indigenous psychology. A characteristic that defines Sikolihiyang Pilipino is the use of Filipino language for research and writing. SP scholars have noted that the use of native languages are important sources in the construction of native constructs as it can reach a wider audience and can contribute to the development of national identity (Enriquez, 1994b; Enriquez Marcelino, 1984; Javier, 1996; Rood, 1985; Salazar, 1982b, 1991; Sibayan, 1994). Research also shows that the language used in data collection reflects the identity and quality of the data (Church, Katigbak, Castaà ±eda, 1988; see Church, 1986, pp. 106–113, for a review). Two types of indigenous psychologies were identified by Enriquez (1993). Indigenization from within and indigenization from without. Indigenization from within involves the development of methods, concepts, and theories within the Philippines while indigenization from without involves the transfer of western psychological methods, concepts, and theories and modify it to fit local culture. These types of psychologies aim to understand how people behave naturally and when they interact with the real world. Several challenges have been encountered in the indigenization of psychology in the Philippines. One example is hybridization. Hybridization can be seen as a result of intercultural marriages as it results to the combination of existing beliefs and practices forming into new forms creating new identities. In other words, it is a transformation of existing culture into new ones (Pieterse, 1995; Rowe Schelling, 1991). The stronger the hybridization, the greater the influence it has to the person and this has both negative and positive effects. Another challenge is the one according to Wilkinson (1995). He states that is there is only on civilization and those who interact intensely, continuously, and significantly belong to one civilization even if it is a hostile interaction and their cultures are very dissimilar. These criterion were made by Wilkinson because according to him warfare, conflict, and even hostility when frequent creates a system for socialization composed by the antagonists and protagonists who cannot live in isolation. Glocalization is an attempt to fuse the global and the local. One best example is micromarketing in which global brands are tailoring their products to fit in the local market through advertisements, In order for their products to sell, they should incorporate locality. For example, in selling a shampoo brand in the Philippines, international brands should have a sachet version of it because Filipinos love to use small versions of products as it make them save more money. The third challenge is cultural complexity in which again discusses the diversity of methods that culture is taught and understood. Technology had a big help with these. Dubbed as â€Å"machineries of meanings†, they enable personal communication even without the presence of one another (Hannerz,1992). If I were to study Filipino culture in a psychological lens, I would take into view social class as culture. Social class divides the society into elements such as schools, forms of recreation, the neighbourhood they choose to live, and the choice of food to eat (Domhoff, 1998). A person’s everyday life is controlled by his or her social class and it is already becoming a cultural identity. Objective social class refers to wealth, social behaviours, and preferences and these signals other people on how to perceive us. Social class can also be seen in non- verbal behaviour such as head- nods and eye contact for the lower- class individuals and less eye contact and head- nods for upper- class individuals. When a person identifies himself into a social class, he or she also identifies himself into a hierarchy and hierarchies provide individuals access to privilege and resources. A person’s social rank also affects his or her social cognition. For example, lower- class individual’s decisions are influenced by external factors such as their bosses, government policies etc. as compared to upper- class individuals where their lives are more individualistic in which they decide whatever decision they would like to make on their own. In other words, lower- class people just tend to follow what upper- class people tell them because they think that upper- class individuals know-it-all and they would not question that. A perfect example for me is our household helper. I noticed that whenever my mom tells her to do some errands, she just always say yes without having any questions. I later on concluded that maybe because she thinks that my mom is knowledgeable enough and that no further question should be asked. Research has shown that individuals with low income blame educational opportunity as the reason for their poverty and wealth problems as opposed to upper- class individuals where they attribute their situation with their disposition. Emotional empathy also differs with your social class. Kraus Keltner (2009) noted that lower- class individuals are more engaged and reliant with others. Also, research indicates that having less makes a person more sensitive to others, interacts more, and is more emphatic leading to the theory that lower- class individuals are more prosocial. A study by Piff et al., (2010) found that individuals with lower socio- economic status gave more to charity than upper- class individuals. References: Enriquez, V.G. (1994a). From colonial to liberation psychology:  The Philippine experience. Manila: De La Salle University  Press. Enriquez, V.G. (1993). Developing a Filipino psychology. In U. Kim and J.W. Berry (Eds), Indigenous Psychologies: Research and experience in cultural contetxt (pp. 152-169). Newburry Park. CA: Sage. Segall, MH.—Kim 2000   (Kim, 199; Koch Leary, 1985). Enriquez, V.G. (1994b). Pagbabangong-dangal : Indigenous psychology  and cultural empowerment. Quezon City, Philippines:  Akademya ng Kultura at Sikolohiyang Pilipino. Enriquez, V.G., Marcelino, E.P. (1984). Neo-colonial politics  and language struggle in the Philippines: National consciousness  and language in Philippine psychology. Quezon City,  Philippines: Akademya ng Sikolohiyang Pilipino, Philippine  Psychology Research and Training House. Javier, R.E., Jr (1996). Sikolohiyang Pilipino: Papaloob o papalabas?  [Sikolohiyang Pilipino: Inward or outward?]. Layag, 1,  51–56. Rood, S. (1985). Language and Philippine social science. In A.  Aganon S.M.A. David (Eds.), New directions in indigenous  psychology: Sikolohiyang Pilipino: Isyu, pananaw at kaalaman  [Filipino psychology: Issues, views and knowledge] (pp.  76–90). Manila: National Book Store. Salazar, Z.A. (1982b). Ilang batayan para sa isang sikolohiyang  Pilipino [Some bases for a Filipino psychology]. In R. Pe-Pua  (Ed.), Sikolohiyang Pilipino: Teorya, metodo at gamit [Filipino  psychology: Theory, method and application] (pp. 45–55). Quezon City, Philippines: Philippine Psychology Research  and Training House. (Reprinted from Ulat ng unang pambansang  kumperensya sa sikolohiyang Pilipino [Proceedings of  the 1st National Conference on Filipino Psychology], pp. 33–48, by L.F. Antonio, E.S. Reyes, R.E. Pe, N.R. Almonte  (Eds.), 1976, Quezon City, Philippines: Pambansang Samahan  sa Sikolohiyang Pilipino.) Sibayan, B.P. (1994). The teaching of the technical disciplines in  Filipino.Unitas, 67, 88–99. Church, A.T., Katigbak, M.S., Castaà ±eda, I. (1988). The  effects of language of data collection on derived conceptions  of healthy personality with Filipino bilinguals. Journal of  Cross-Cultural Psychology, 19, 178–192. Pieterse, J.N. (1995). Globalization as hybridization. In M. Featherstone,  S. Lash, R. Robertson (Eds.), Global modernities (pp.  45-68). London: Sage. Rowe, W., Schelling, V. (1991). Memory and modernity: Popular  culture in Latin America. London: Verso. Wilkinson, D. (1995). Central civilizations. In S. K. Sanderson (Ed.),  Civilizations and world systems: Studying world-historical change  (pp. 46-74). LondHannerz, U. (1992). Cultural complexity: Studies in the social organization  of meaning. New York: Columbia University Press.on: Altamira Press. Consumer Choice Behaviour: UK Nightclub Industry Analysis Consumer Choice Behaviour: UK Nightclub Industry Analysis From about 1900 to 1920, working class Americans got together at bar to dance with the music played on a piano or a jukebox, and this is the early origin of the nightclub (Smith, 2001, p. 3). Nowadays, in general perspective, the Nightclub is a word can represents the entertainment and social nightlife. And in recently decades the nightclub has become one of the most important parts of modern entertainment industry (Peretti, 2007, p. 4). It is clearly that, compared with the pub and bar, the nightclub not only has some similitudes, but also has more own characteristics. The nightclub sells alcoholic drink and put music as pub and bar. However, nightclub generally has dance floor and a DJ booth, the music always includes hip hop, rock, reggae and some house music (Smith, 2001, p. 5). To some extent, nightclub mixed the advantages of pub and bar, it has more entertaining and more modernity. As Smith (2001, p. 9) claimed that the nightclub industry is bright and profitable in the coming future, and this industry will probably has more influences on economic growth. For example, a positive phenomenon of U.S. shows that after consumer spending declined on nightclub industry in 2009, consumer spending is probably has a noteworthy growth in 2010 (Bars, Nightclubs Drinking Establishments report in IBISWORLD, Jan 04 2011). And this kind of situation is happening in UK. In UK, there are 332,700 people working in the pubs, bars and nightclub industry, 40% of this people is working for nightclub. Therefore, the nightclub provides a huge number of job opportunities to society Pub, bar and nightclub industry workforce report in WARWICK, March 2010). Consequently, now the nightclub industry is playing a significant role in UKs economy. Although the nightclub industry is important, in the academic circles there is a few literatures were related to the consumer behaviour of this industry. Moreover, in nightclub industry, less than 20% of entertainment venues capture 80% of the market share (Nightclubs | A business where 20% continue to make 80% of the money cited in NIGHTCLUBBIZ, 08 February 2010). And there is no authoritative and coincident academic theory to explain this unbalanced phenomenon. Therefore, more and more attention began to focus on this interesting unbalanced situation. What are the main factors dominating consumer choice in nightclub industry and what is the core competitive advantage in this truly competitive market. Obviously, the nightclub industry is a bright and profitable industry over the next few decades. Therefore, realizing the main factor dominating consumers choice behaviour is useful and significant. This dissertation will make an in depth look into the nightclub industry and investigate the main factors dominating consumers choice behaviour. And then, provide some theoretical supports for understanding consumers choice behaviour in this industry. Moreover, use the research results to provide some positive suggestion about the marketing and promotions strategies in the nightclub industry. Literature Review Obviously, nightclub industry is truly different from other industries, such as food, medical, clothing and so on. These kinds of industries produce tangible products. However, the nightclub industry provides tangible products and intangible service together (Rigakos, 2008, p. 12). To some extent, the intangible service is more difficult to promote and also uncontrollability. Therefore, investigate the main factors which dominate the consumers choice behaviour in this industry is arduous task. Firstly, looking back the previous academic theories, Baker (1999) demonstrated that marketing is a process that can provide the products to the consumers, and this process includes four factors; they are product, price, place and promotion. Additionally, Keller (2003, p. 7) claimed that brand take on special meaning to consumers. It is a significant source of competitive advantage of the manufacturers. Fill (2006, p. 8) suggests that the marketing communication can add value through enhanced product and organisational symbolism. Egan (2008, p. 16) and Buttle (2009, p. 14) demonstrate that the customer relationship management is a positive technology to enhance the achievement of enterprise, helping broader organizational goals. In the secondary research procedure, this dissertation will take these academicians theories as the basic theoretical supports. After the secondary research studying in this area, it can be seen that in nightclub industry there are several factors can influence the consumers choice behaviour. According to the basic theories and through the preliminary assessment, these factors can be separated by two parts, internal and managerial. The internal factors includes: music, light, price and security. The managerial factors includes: brand value, promotion and customer relationship management. First of all, some perspectives support that the music is the core competitive advantage of a nightclub. The main types of music in nightclub include hip hop, rock, reggae and pop music and so on. And different consumer groups have different demands to the music (Smith, 2001, p. 219). Therefore, comfortable musical environment is an important factor could be influence the consumers choice behaviour. Then the other internal facilities factor is light. On the topic of professional writing and referencing Smith (2001, p.131) states: Light set the mood, like many other things, light play an important role in establishing an overall mood, and if the place is hopping, it usually results in an easy decision for customers to enter and if it is not, they may leave. Furthermore, sometimes the price is also an important element to influence consumers choices behaviour. That is not to say price is cheaper is better. It is mean that in this industry, there should be different price ranges for different consumer groups (Engelson, 1995, p. 33). For example, there is a figure shows that per person spending on average from  £12 to  £31 one night (A basic overview of nightclub and bar investments cited in NIGHTCLUBBIZ, 08 February 2010). Different consumer groups have different attitudes on same price. Therefore, some consumers with high consumption would probably choose the high price service or product. Opposite, the low consumption consumers would be more price-sensitive (Engelson, 1995, p. 35). Consequently, to some degree the price is probably an important factor can influence the customer choice behaviour. Recently, the security problem is raising a key master of the nightclub industry. That is because there are several malignant cases were re lated with nightclub. For example, a man died after a shooting outside a nightclub in Winter Garden on 5 April 2001 (One killed in shooting outside Winter Garden club cited in ORLANDOSENTINEL, 05 April 2011). And in earlier time, there is another homicide case happened in East London nightclub (Murder at Boheme nightclub cited in MURDERMAP, 27 March 2011). Except the malignant cases, the fire disaster is another frequent threat to the security of nightclub (McManus OToole, 2005, p. 244). Therefore, the consumers put more and more attention on security of nightclub. The first managerial factor is brand value. Rigakos (2008, p. 46) mentioned that the brand value to a nightclub is crucial adjective. And the brand value can make your nightclub stand out from the rest and potential customers need to be able to find your nightclub. Moreover, Peretti (2007, p. 201) comments that create a brand name is significant step for building fame in the nightclub industry, sometimes the brand value is the key matter for earning profit in this industry. Therefore, the brand value is a significant element in the process of the consumers choice behaviour. Secondly, promotion for the nightclub is a significant element. Compared with other industry, the customers of nightclub industry have more mobility. It is meant in this industry the average customer loyalty is lower than traditional industry. Hence, this industry needs more promotions activities (Coe, 2009, p. 102). Some simple promotions technologies can results in an easy decision for consumers to enter the nig htclub. Such as the free hats, shirts, and carry bags. According to the academic work of Egan (2008, p. 16), the customer relationship management is not just sent an email to customers. It is also not simply sent the invitation on Facebook. The customer relationship is becoming the major trend in marketing and the key mater of nightclub promotion process. It is clearly that, customers prefer to the nightclub with favorable customer relationship management. Consequently, from the analyzing the related material, the customer relationship management is probably can be a main factor dominating the customers choice behaviour. Finally, through reading the literatures it is can be found that there are some factors are basic. Such as the price, security, music, favorable traffic condition and convenient parking conditions. That is to say if the nightclub investor wants get customers into nightclub and make profit, these factors are necessary. Expect there necessary conditions, the brand, promotion and customer relationship management are the extended conditions. Therefore, in the process of primary research, this project will investigate these factors can dominate the consumers choice behaviour or not. And if there has influence on the consumers choice behaviour, how much is the degree of the influence. Research Question and Aims The proposed research question is to explore what are the main factors can dominate the consumers choice behaviour in UK nightclub industry. As motioned previously, there are many factors have influences on customers choice behaviour. And what are the decisive factors can dominate the consumers choice behaviour in this competitive market? This project is designed to investigate the current situation of UK nightclub market and find out the core factors which can decides the consumers choice behaviour in this industry. Then, in order to help the owners of nightclub in UK can better realise the customers intend propose and need, increasing the profitability. Proposed Method Research strategy Form the research question and aim; this project will focus on investigating the main factors which can dominate the consumers choice behaviour. That is to say, why the consumer choice A nightclub rather than B nightclub? What are the main reasons of the consumption behaviours? Therefore, the emphasis of this project will focus on the consumer side. However, that is not to say the information come from the operator of nightclub is useless. This project will also adopt the case study method, choosing some successful nightclubs as the samples of case study. Interview the operators of the nightclub or do some participant observation works for collecting the useful data from the nightclub operators. According to the research methods literature; this project will adopt the qualitative and quantitative research methods together to get the research result. And the main basic theoretical supports come from Bryman and Bell (2007), Saunder (2007) and Easterby-Smith, et al. (2002). Research design Several research designs were considered. Consequently, cross-sectional design, longitudinal design, Multiple-case study design and comparative design was decided as the practical and appropriate research designs due to the restraints imposed by time and accessibility (Bryman Bell, 2007, p. 44-66). The reasons of choosing these kinds of research designs have four: firstly, this research will adopt the questionnaire and structured interviewing methods, and the cross-sectional design is an appropriate research design to analyse the data come from the questionnaire and structured interviewing (Saunder, et al., 2007, p. 153). Secondly, in this research, it will adopt the case study method to analyse several nightclubs. Therefore, it meant there will be Multiple-case study design. Because the case study research always includes longitudinal factors, and the longitudinal design is also an effective way to analyse the changes happened inside of the cases (Saunder, et al., 2007, p. 161). He nce, it will be also adopted in this research. Thirdly, the comparative design is appropriate for analysing the external elements of the cases (Bryman Bell, 2007, p. 66). It can be used to investigate the differentiations and similarities among different nightclubs. Research method In this research, it will first collect the related literatures about the research topic, analysing the similarities and differentiation among different literatures, and then, obtain the background of this topic and the general theoretical framework about this field (Easterby-Smith, et al., 2002, p. 60). Secondly, this research will use the primary research methods to glean the original data. In this procedure, it will include questionnaire, interview, participant observation and some internet research methods (Easterby-Smith, et al., 2002, p. 168). The questionnaire will be used in the structured interview, and the self-completion questionnaires would not be adopted in this research, because the limitation of lower response rates and not prompt (Bryman Bell, 2007, p. 242). The types of interview will include structured, unstructured and semi-structured interview. The structured interview will be used in the process of questionnaire, and the unstructured and semi-structured intervie w will be adopted to interview the operators of nightclubs. Additionally, the participant observation will be used to analyse the nightclubs which the research selects as the samples (Easterby-Smith, et al., 2002, p. 76). Access issues This research will choose the Newcastle nightclub market as the research sample. The reason for doing have two. One is Newcastle upon Tyne is famous for its entertainment, and especially the nightlife culture. And a new survey by Luxardo sambuca reveals that Newcastle followed Manchester as the second most offers for nightlife city in UK (Top UK Nightlife City Survey cited in PRNEWSWIR, 25 November 2011). Therefore, the Newcastle nightclub market has its strong representativeness of the UK nightclub industry. Two is I am a student in Newcastle University, I live in Newcastle, for the reason of restraints imposed by time and accessibility therefore I choose Newcastle nightclub market as the sample is reasonable and viable. And after determine the sample this project will try to glean the data from consumers by questionnaire. And this research will print two hundreds paper questionnaires and the questionnaires will be distributed by structured interview around the city centre and in fr ont of door of the nightclubs. The electronic questionnaires will be distributed by email or put on the websites. For example, establish a group discussion on Facebook or Twitter. Furthermore, this research will attempt to interview fifteen nightclub operators in Newcastle, obtaining their perspectives about the dissertation question for supplementing the data come from consumers. And until now, I have two interviewees were selected, one is my classmate, he is the main operator of the Voodooers party in Newcastle. The other one is the manager of Sinners. Because that I have operated some private parties in her nightclub. Therefore, she would like to be an interviewee of my interview and would like to introduce other nightclub managers to me. And this project will search for more interviewees in May. Proposed work plan April: The design of questionnaire Check the quality and viable of the questionnaire Send the questionnaires and analysis of questionnaires data Continue to search for the interviewees Continue the secondary research work and contact with the interviewees of interview May: Carry out the interviews and record the process of interview Finish the report of interview June: Analysing all of the primary data and contrast the results of the secondary research and primary research Start writing the final dissertation July to August: Finish the writing of dissertation Ethical issue In this research it will adopt a series of research methods. Therefore, it is necessary to pay attention on the ethical issue. Firstly, it should keep the rule of reciprocity and trust; create a favourable research environment (Bryman Bell, 2007: 144). Secondly, In the process of questionnaire, it should keep the principles of voluntary participation and informed consent, it means the respondents must be fully informed about the procedures and risks involved in research and give their consent to participate (Bryman Bell, 2007: 137). Thirdly, in the process of participant observation, it should avoid the harm of participants to the respondent, and keep a certain distance from the respondents in hope that avoiding the negative influence and maintaining the objective of the data. Furthermore, in the process of data analysing, do not destroy the privacy of the respondents. Moreover, protect the security of data after finish research (Bryman Bell, 2007: 143). Consequently, only under t he ethical principles, the research is reasonable and significance, the results of research can be objective and credible. Limitations The most serious limitation of this research is that the secondary literatures are not adequate. Therefore, to some extent, the primary research is the key matter of this research. Hence, the quality of the primary research decides the results and the quality of this project. Consequently, if the collection and analysis of primary data are not reasonable, then the results of the research will not representative (Easterby-Smith, et al., 2002, p. 128). Therefore, in the process of designing questionnaire and the procedure of analysing the data should be more cautious and systemic. The second limitation is that the size of the sample. It is common that bigger size sample will make minimum biased (Bryman Bell, 2007: 242). Hence, I am not sure that the two hundreds questionnaires will get the representative primary data or not. Whether increase the size of sample or not need to be checked and considered in the practice process. Finally, there is another limitation is that lack of practical experience. I just make sure two interviewees until now. Therefore, I need to contact thirteen interviewees in May. And the worse thing is I did not have any experience about the interview. I need to design a question plan and ask questions in an appropriate way. Consequently, this process for me is a challenge, for the whole research is a limitation. Proposed data handling and analysis Generally speaking, in this research it will obtain plenty of data come from the questionnaire and interview. Therefore, it is important to adopt an appropriate method to analyse the qualitative research data. There are two general strategies of qualitative data analysis were considered. One is analytic induction (Bryman Bell, 2007: 582). The other one is grounded theory (Bryman Bell, 2007: 584). And this project will adopt the grounded theory as the main strategy of qualitative data analysis. The data of the qualitative research will be analysed by the computer software NVivo (Saunder, et al., 2007, p. 480). Moreover, the quantitative data will be analysed by using the normal statistical methods (Saunder, et al., 2007, p. 414). Furthermore, the secondary analysis will be used in both of the quantitative and qualitative research.

Rewards and Challenges of a Career in Nursing

Rewards and Challenges of a Career in Nursing Rewards and challenges of a career in nursing Nursing is often portrayed as a glamorous job and a career that many aspire to pursue. Like any other profession, a career in nursing has rewards and challenges. Nurses have the opportunity every day to make a difference in peoples lives, to connect on a personal level with another human being, and to be part of a profession that has stood the test of time throughout the ages. Nursing is currently facing a crisis of a shortage of trained nurses. Hospitals and medical facilities must address the issues of nurse retention and increasing job satisfaction in order to overcome this crisis. Many professions claim to make a difference in peoples lives. However, there is no guarantee what extent that difference will be. The opportunity to truly make a difference in someones life is one of the many rewards of nursing. A typical day of a nurse is filled with long hours of physical, mental, and emotional work. The role of a nurse varies from providing wellness education to healthy individuals to caring for sick or hurt individuals to caring for clients at the end of their lives. A nurse must constantly be at the top of their game intellectually, ready to meet the challenges of client care and make life and death decisions in a split second. This is not an easy job and can leave one exhausted and drained at the end of the day. One nurse stated, It feels great to go home so tired but knowing youve made a true difference in someone elses life (Nursingà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s top, 2000, p. 42). Through long hours of hard work, nurses are able to go home at the end of the day knowing that their caring touch and compassionate service truly impacted the clients with whom they interacted. Nursing is a hands-on profession, and the ability to relate to and connect with another human being on a personal, intimate level is rewarding. It is a sign of trust and respect from the clients being cared for. Clients are vulnerable and often in situations that are uncomfortable and awkward. In order to provide quality client care, nurses must interact and connect with their clients on a personal level and show they truly care for their well-being. According to Riley (2008), caring is essential for an effective nurse-client relationship and guides the way for developing a level of hope and trust between the nurse and client. Nurses show they care not only by tending to physical needs but by spending time with the client and taking time to understand their needs and the wishes and desires of the client and their family. For many nurses this human connection (Nursingà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s top, 2000, p. 42) is the main reason they have chosen a career in nursing. From Florence Nightingale to the battlefield nurses of World War II, the profession of nursing has stood the test of time and will continue to do so as long as there is pain and suffering in the world. This everlasting nature of the service nurses provide is rewarding to those who continue the legacy of providing compassionate care and nurturing through pain and suffering (Nursingà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s top, 2000). There is no end in sight for the need of additional nurses. Zurmehlys research (2008) projects a 29% increase in the demand for nurses between 2000 and 2020. As the population continues to grow and the number of senior adults continues to rise, so does the need for more nurses (Buerhaus, Staiger, Auerbach, 2003). The profession of nursing has changed throughout the years to meet the needs of the culture and the increasing demand for new nurses continues to carve out the legacy of the future of nursing. In any rewarding career, there are also challenges to overcome. Nursing is no exception. The 21st century is facing a nursing crisis that is not new to the profession: a shortage of qualified nurses. The current nursing shortage has roots in the late 1990s (Buerhaus et al., 2003). Much research has been directed at identifying the cause of the nursing shortage and how to fix the problem. As the general population continues to age, so does the population of nurses. In 2002, it was estimated that nearly one-third of working nurses were over the age of 50 (Atencio, Cohen, Gorenberg, 2003). This trend continues today and is a major contributor to the nursing shortage as more nurses are retiring and fewer nurses are entering the workforce. Factors such as job-related stress, physical demands, administrative responsibilities taking away from client care, high nurse-to-client ratios, insufficient monetary compensation, and lack of continuing education are making it harder to keep and retai n qualified nurses (Albaugh, 2003). In order to maintain the highest level of client care, addressing the shortage of qualified nursing personnel must be a priority. Retention of nurses is key in reducing the current shortage. With the rise in median age of nurses over recent years, hospitals are challenged to find ways to keep older, more experienced nurses and ways to attract and recruit new, younger nurses. Physical demands of the job are often to blame for nurses choosing to leave the profession. Facilities must make changes to decrease the physical demands placed on the nursing staff. Tampa General Hospital implemented a program in 2002 that created a lift team. These specially trained personnel were on-call specifically for the purpose of lifting and moving clients. This initiative reduced the physical demands on the nursing staff and allowed them more time to provide quality care to their clients (Runy, 2006). Inadequate compensation also affects retention of nurses. Nurses want to be compensated appropriately f or the work they perform and also to receive incentives to remain, including monetary recognition, retirement and benefit packages, and longevity compensation (Zurmehly, 2008). A hospital in Texas has attempted to retain veteran nurses by offering longevity bonuses bi-weekly beginning after 10 years of service (Runy, 2006). Nurses, particularly older nurses and working parents, often find themselves trying to juggle work and home responsibilities. Runy (2006) describes how flexible and creative scheduling allows nurses to work around their schedule and maintain some balance between career and personal activities, which leads to improved job satisfaction and retention. Job satisfaction plays a role in the nursing shortage crisis. Dissatisfied nurses are leaving the client care setting or are choosing to leave the profession altogether. The solution to increasing job satisfaction, which is directly related to increased retention, can be accomplished by improving work conditions for nurses (Atencio et al., 2003). On-the-job stress leads to physical problems and decreased work performance. Clients today are older, sicker, and have multiple medical problems compared to in the past. These changes contribute significantly to work-related stress. Nurses often feel that they must constantly rush from one task to the next due to unrealistic workloads and high nurse-to-client ratios (Riley, 2008). Hospitals must address the concerns of working conditions and implement change to develop places nurses want to work. The best place to start in addressing working conditions is with nurses. Nurses are on the front lines day in and day out and are the experts on wo rking conditions and what must be done to improve them. Nurses want to work in places that enable them to provide quality care to clients and want to have a say in the processes that directly affect their job (Runy, 2006). Job satisfaction is increased as nurses receive training in multiple disciplines. With clients presenting with multiple comorbidities and diagnoses, it is essential that nurses have the knowledge and the skills to provide care to these clients. Continuing education should be available and all nurses should be encouraged to learn new skills and keep up-to-date with current trends and changes in technology and medical care. Finally, job satisfaction among nurses increases when they work in an environment where they feel part of a team, validated, and receive real-time feedback relating to the care they provide. Management involvement in the day-to-day work environment builds unity and motivates the nursing staff and is an essential component of job satisfaction and retention (Albaugh, 2003). Although nursing is demanding, physically challenging, and requires a lot of hard work, nurses are rewarded by making a difference in the lives of their clients, developing trusting relationships with other people through connecting and caring, and being part of a professional legacy that has stood the test of time. The profession is in the midst of a crisis due to the shortage of qualified nurses. To overcome this crisis, medical facilities must address the issues of nurse retention and job satisfaction in order to provide quality client care and continue the legacy of nursing that was set in motion so many years ago.

Use of Satire in Voltaires Candide Essay -- Candide essays Voltaire

Successful Use of Satire in Voltaire's Candide Voltaire's Candide is the story of how one man's adventures affect his philosophy on life. Candide begins his journey full of optimism that he lives in "the best of all possible worlds," but he learns that it is naà ¯ve to say that good will eventually come of any evil.   Voltaire successfully uses satire as a means of conveying his opinions about many aspects of European society in the eighteenth century.   He criticizes religion, the evils found in every level of society, and a philosophy of optimism when faced with an intolerable world.   Candide portrays religious persecution as one of the most worst aspects of society.   Voltaire rejects the superstitious beliefs that the church endorsed.   After the great earthquake in Lisbon, the church seems to think that persecuting a few innocent civilians in an auto-da-fà ¨ will prevent another disaster.   The church should be the most civilized aspect of a society, but Candide is flogged in time to a musical procession, Pangloss is hanged, and two others are burned.   Voltaire illustrates the irony of the church as a source of violence with the warring churchmen that Candide finds in the Jesuit state in the New World.   The Spanish priests in the New World operate a government where "the Fathers have everything, the people nothing;...they wage war against the King of Spain and the King of Portugal...they kill Spaniards" (Voltaire 53).   Ironically, the priests in Paraguay also hold offices in the army.   The Baron, for example, holds the title of Reverend Father Colonel.   Voltaire stresses the irony of a official of the church that preaches "Thou shalt not kill" to be an army officer who's job is to murder.   The cruelty of Christiani... ...ught good out of evil, but because he has made his own happiness.   "'Well said,' replied Candide, 'but we must cultivate our garden'"   (Voltaire 120).  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Works Cited and Consulted: Bottiglia, William. "Candide's Garden." Voltaire: A Collection of Critical Essays. New Jersey: Prentice-Hall, Inc., 1968. Durant, Will, Ariel Durant. The Story of Civilization: Part IX: The Age of Voltaire. New York: Simon and Schuster, 1965. Frautschi, R.L. Barron's Simplified Approach to Voltaire: Candide. New York: Barron's Educational Series, Inc., 1968. Lowers, James K, ed. "Cliff Notes on Voltaire's Candide". Lincoln: Cliff Notes, Inc. 1965. Richter, Peyton. Voltaire. Boston: Twayne Publishers, 1980. Voltaire's Candide and the Critics. California: Wadsworth Publishing Company, Inc., 1966. Voltaire. Candide. New York: Viking Publishers, 1976.

The Bahamas :: essays research papers

The Bahamas - Consular Information Sheet COUNTRY DESCRIPTION: The Bahamas is a country of many islands and has a developing economy. Tourist facilities are widely available on the main islands. ENTRY/EXIT REQUIREMENTS: Visas are not required for U.S. citizens for stays up to eight months; however, U.S. citizens must carry original documentation proving U.S. citizenship (a valid or expired passport, a certified U.S. birth certificate or a Certificate of Naturalization), photo identification, and an onward/return ticket. Voter registration cards are not acceptable as proof of U.S. citizenship. There is an airport departure tax for travelers age six years and older. For further information, including entry/exit requirements, U.S. citizens may contact the Embassy of the Commonwealth of The Bahamas, 2220 Massachusetts Avenue, N.W., Washington, D.C. 20008, telephone (202) 319-2660 or The Bahamas consulates in Miami at telephone (305) 373-6245 or New York at telephone (212) 421-6925. Additional information is available on The Bahamas’ Tourist Board web site at http://www.bahamas.com or telephone (800) 422-4262. CRIME INFORMATION: Visitors should exercise normal caution and good judgment when visiting The Bahamas. Although violent crime is on the increase, most incidents take place in parts of Nassau or Freeport not usually frequented by tourists (the "over-the-hill" area in Nassau, the Lucaya area in Freeport). Hotel guests should always lock their doors and should never leave valuables unattended, especially on beaches. Visitors should store passport/identity documents, airline tickets, unused credit cards and extra cash in hotel safes, and avoid wearing expensive jewelry, particularly Rolex watches, which have been targeted increasingly by criminals. Visitors should not travel alone on deserted areas of beaches or poorly-lit areas at night. The loss or theft abroad of a U.S. passport overseas should be reported to the local police and the nearest U.S. embassy or consulate. A lost or stolen U.S. birth certificate and/or driver’s license generally cannot be replaced outside the United States. U.S. citizens may refer to the Department of State’s pamphlets, A Safe Trip Abroad, and Tips for Travelers to the Caribbean for ways to promote a more trouble-free journey. The pamphlets are available by mail from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402, via the Internet at http://www.access.gpo.gov/su_docs, or via the Bureau of Consular Affairs home page at http://travel.state.gov. MEDICAL FACILITIES: Medical care is generally good in Nassau and in Freeport, but may be limited in remote areas. Serious medical problems requiring hospitalization and/or medical evacuation to the U.

The Three Character Traits of Macbeth

Macbeth bumped Into three witches after his battle. The three witches tell Macbeth he will become thaln of cawdor and glamls, and then king. He then becomes the thaln which opened up an opportunity for him to become king. He then writes a letter to his wife in which he wrote to her about everything that was going on and she decides they need to kill the king in order for him to seize the throne. Macbeth kills the king but his wife has to return the daggers to the guards, to frame them for the crime, because Macbeth did not.After all that the King Duncans' sons run away becuase they fear that they were gonna be put to blame. Macbeth then becomes king. Once he became king, he did not want anyone else to have the same power as him or to do the same thing to him, as he did to King Duncan. Also he remembers one of the prophecies of the witch where they told Banquo the his children will be king. So he then orders the murderers to kill his best friend, Banquo and his son, Fleance . Macbeth is then haunted by Banquos ghost at his party.After all that he goes back to the witches and he sees three things; a bloody baby saying â€Å"beware Macduff, a bloody helmet saying that he cant be killed by anyone born of a woman, nd a child with a crown and a tree branch saying that he does not need to worry till the Birnam woods moves to Dunsinane. Macbeth started to worry and demanded Macduff and all his family killed, but Macduff left already. Lady Macbeth starts getting crazy and comitts suicide. Macduff heads over to Macbeths' castle with the army to kill him. Macbeth is killed, and gets his head cut off by Macduff.Macuff was born by C-section which was not considered to be born of a woman. One of the aspects that Macbeth grasps to make him an antagonist Is greediness. The three witches that he met In the beginning told him his prophecy, which Is that he Is going to be the future king of Scotland, † All hall, Macbeth! That shalt be king hereafter† (l, l†, 53 ). At first he doesn't believe the prophecy at all and thought that they were being foolish. But then the predlctlon of the witches starts to come true after being persuaded by his wife, Lady Macbeth, that he had to take some steps to make It come true.Once the first prophecy came true, he wanted all the prophecies of the witches to come true. Once Macbeth Is king, he becomes one of the most owerful person in his land, yet he still demands for more respect and power and does not want anyone to nave any part In It. 10 make tnls nappen ne KIIls Banquo, nls best friend, so he wouldn't create a line of king as it was one of the witches prophecy and attempts to kill Banquo's son, Fleance, however he escapes. Macbeth was told by the witches that no human born from a women, that is everyone, could kill him. Be bloody, bold, and resolute; laugh to scorn, The power of man, for none of woman born, Shall harm Macbeth† (‘V, i, 85). Macbeth believes this and gets greedy making im tru st that no one could kill him. Overall this proves that Macbeth is definitely a greedy person in this play. Another open feature that Macbeth is distinguished for is ambition. Macbeth wants to prove to his wife that he is the one that she desires for and to do that, he listens to whatever she has to say. He is so deeply in love with his wife and ambitious towards her that he starts committing dangerous and risky crimes.Macbeth is also very ambitious towards becoming king. In order to become king he had to kill King Duncan. † I go, and it is done; the bell invites me. Hear it not, Duncan; for it is a knell; That summons thee to heaven, or to hell† ( II, i, 69). This quote indicates that it is time to kill King Duncan. He is also speaking to Duncan though he is not actually present. He tells the imaginary Duncan to not pay attention to the bell as it marks his death and therefore will send him to either hell or heaven. Again, Macbeth was very ambitious in becoming king but he is also ambitious to remain king.He kills Banquo so that no could take over his position as king. â€Å"It is concluded. Banquo, thy soul's flight; If it finds heaven, must find it out tonight† ( Ill, i, 157). This quote is saying Macbeth has made all the arrangements of the murder Banquo's and that he is going to heaven or hell because he is dying tonight. After that he also finds out the one of Banquo's children would be king, so his ambition towards remaining king leads him to kill Banquo's son, Fleance, however Fleance escapes and is never heard after that incident.To sum it up, ambition is definitely a character trait in this play. Finally, the third character trait of Macbeth is bravery. It is barely noticeable in Macbeth but he is recognized for it. Macbeth at first seemed to be a courageous, rave and capable warrior who would risk anything for his country. At the beginning of the play Macbeth's skills and strength saved the day on the battlefield. † For brav e Macbeth -well he deserves that name-; Disdaining fortune with his brandish'd steel† ( l,ii, 18).The quote shows that Macbeth is brave and he is the one who helped defeat Sweno, the king of Norway. Macbeth also shows bravery because he goes after what he wants and accomplishes it. For instance, Macbeth wanted to become king, to do that he bravely killed King Duncan which is evil but it shows that he would do anything to full fill his desire. Macbeth is brave near the end because when all of his prophecies were finished, he still fought Macduff. † Tell thee, Macduff was from his mother's womb; Untimely ripp'd† ( V, viii, 19).The witches said that no human born from a women could kill Macbeth and Macduff said that he was delivered prematurely. So according to the witches prophecies he is able to kill Macbeth. Thus bravery is definitely one of the character traits of Macbeth in this play. In conclusion Macbeth is a person who is consistently stuck in ugly situations. respectful towards the king by winning the important battle and the war but also rutal and cruel because after he killing Macdonwald by slicing him from his middle to his Jaws and placed his head on a stick.Macbeth was also everybody's hero for winning the war. He was also a good friend to Banquo, in fact they were best friends. But then Macbeth changed, he become greedy. He met these three witches who completely changed his life When he was not happy and satisfied with what he had, Macbeth felt that he had to move up a level and become king. Macbeth was confused at first and was not sure if he should kill the king or not, started to argue to himself if e should stay on the good side or move to the bad side.He told his wife, Lady Macbeth, everything and she started to convince him to kill King Duncan and seize the throne. After all of this, once he becomes king, he becomes crazy when he sees blood on his hand and started to think that he can not get rid of the blood on his hands af ter killing the king. After that he is heartless and started to kill every single person who dared to cross his path or anyone that he suspects is a threat. Macbeth is ambitious to be totally in control. Macbeth without a doubt was out of control and vil when he kills Macduffs' children and wife.He is also very self assured and brave because he refuses to run away when an army is attacking his castle. But after all that, he still shows some kindness towards Macduff by saying that he does not want to kill him before he is killed by him. Although Macbeth would have been a great and brave king, it was the manipulation of his wife and the three witches that led him to an evil path. He became a greedy and very ambitious king. After a while, because of his fearlessness, he died devastatingly. words: 1539

The Effect of Job Satisfaction on Organizational Commitment: Insight Into Devaraj Agency

ADP FALL 2011 ID 49801 Senior Project: Management Ms. Linda Title: The effect of job satisfaction on organizational commitment: Insight into Devaraj Agency VIJAY MUTHU RAJAH A/L ANNAVI SCSJ-0005836 Table of Contents No| Description | Page| 1| Objective | 1| 2| Methodology| 2| 3| Introduction| 3| 4| Literature Review| 4-6| 5| Findings| 7-19| 6| Result of the findings| 20-21| 7| Limitation| 22| 8| Recommendation| 23| 9| Conclusion| 24| 10| Reference | 25| 11| Appendix| 26-28| Objective The objective of this project is to analyze the relationship between job satisfaction and organizational commitment among insurance agents in Devaraj Agency. The focus of this study is to analyze the general behavior of insurance agents towards job satisfaction, which may build higher levels of organizational commitment. This study is done based on Herzberg’s two- factor theory and more specifically, on Motivators factor. The findings of this project will help agency manager to understand the current level of job satisfaction and organizational commitment of agents towards their agency. Besides that, suggestions also will be given based on the result of the findings. If the satisfaction level and organizational commitment of insurance agents is low and then many suggestion will be given to solve the problem. If it is otherwise, suggestion will be to maintain or improve further the job satisfaction and organizational commitment of the agents. By this, the agency manager gets suggestions to solve job satisfaction and organizational commitment problem if any or to improve them further. Methodology Numerous of methods are to be used to identify the job satisfaction and organizational commitment of the agents. The method are as followed: Survey A survey was done with insurance agents from Devaraj Agency. The purpose of this survey is to find out the current level of job satisfaction and organizational commitment of the insurance agents. The survey would had 56 questions related to job satisfaction and organizational commitment. Interviews An Interview has been held with agency manager and few insurance agents. The purpose of interviewing agency manager is to get information about the human resource strategy, annual turnover rate and his perception on agent’s job satisfaction and organizational commitment. External sources The external sources were used in this research. The external sources were Internet and printed materials. These materials were very useful in doing literature review about job satisfaction, organizational commitment and the relationship of them. Introduction Devaraj Agency is one of the oldest Indian insurance agencies in ING Company. The main role of this agency is to sell the insurance as well as investment products of ING Bhd through direct selling techniques. Up to now, 100 over people working as insurance agents in this agency. However, there was no attempt has been taken to measure the job satisfaction and organizational commitment of the agents in this agency. Job satisfaction means ‘a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. (Locke, 1976). According to Porter (1968), organizational Commitment is a willingness of employees to exert high levels of effort on behalf of the organization, a strong desire to remain in the organization, and an acceptance of the organization’s major goals and values. It is important for Devaraj Agency to learn about job satisfaction and organizational commitment of its insurance agents because if agents satisfied with their job, they will have high commitment on their agency and that translate into high job performance and low absenteeism. Literature review Job satisfaction and organizational commitment receive considerable attention from industrial and organizational psychologists, management scientists, and sociologists. Three thousand studies had been done on job satisfaction alone by the time Locke prepared his study nearly 20 years ago (Locke, 1976). The interest of analyzing job satisfaction and organizational commitment stems from the concern of the behavioral consequences that hypothesized result in job satisfaction and/or organizational commitment. Among other topics, job satisfaction and/or organizational commitment have been shown or argued to be related to productivity, attendance at work, turnover, retirement, participation, labor militancy, sympathy for unions, and psychological withdrawal from work. Job Satisfaction According to Locke (1976, p. 300), job satisfaction is ‘a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. There are many researchers found that Herzberg’s Two-factor motivation Theory is related with employees’ job satisfaction when apply intrinsic motivator (Cesare and Sadri, 2003;Hellriegel and Slocum, 1998; Slocum and Helliegel, 2009). The intrinsic or motivator factors consist of responsibility, recognition, advancement, ach ievement, and work itself (Slocum and Helliegel, 2009; Furnham et al. , 2009). Intrinsic motivator factor is one of the variables that use to find out the positive relationship with job satisfaction (Bhuian and Mengue, 2002). Shaffer et al. (2000) suggested that the satisfaction of work itself relate with job satisfaction while see job satisfactions itself as an individual enjoys on their job which is very much related on the classification of nature of work itself (Pool and Pool, 2006; Couger, 1988 cited in Thatcher, et al. , 2002). Besides this, Herzberg stated in his two factors theory that there are two categorizes of motives for the employees known as satisfiers and dissatisfiers. He related intrinsic factors with job satisfaction and extrinsic factors with dissatisfaction (Gagne, 200; Sarmad, 2007). Organizational Commitment Organizational commitment has been defined more pragmatically by Porter (1968), who holds that it consists of a willingness of employees to exert high levels of effort on behalf of the organization, a strong desire to remain in the organization, and an acceptance of the organization’s major goals and values. Organizational commitment of the employees has been measured in several different ways and it has been related with many job related variables. Allen & Meyer (1990) developed a measure of organizational commitment with three major components: Affective component of organizational commitment refers to employees’ emotional attachment, identification and involvement in the organization; the Continuance component refers to commitment based on the costs that employees associate with leaving the organization; and Normative commitment reflects an employee’s feeling of obligation to remain with the organization. Link between job satisfaction and organizational Commitment Job satisfaction has been associated with organizational commitment (Boles, et al. 2007; Pool and Pool, 2007; Brown and Peterson, 1993), which is broadly defined as the â€Å"psychological bond between people and organizations† (Buchanan 1974; Tett and Meyer, 1993). The study of Klaus, et al. , (2003) found that there is an effect of work challenging (intrinsic motivation) as a work nature, which can impact on affective organizational commitment . According to Steinhaus & Perry (1996) committed and satisfied employees are unlikely to indicate low performance and are normally highly productive who identify with organizational goals and organizational values (Churchill et al. , (1993). Similarly, if employees are highly satisfied with their work, promotion chances and that derive high level of overall job satisfaction with their jobs they are more likely to be committed to the organization than if they are not satisfied. The focus on this concept was not over stated because job satisfaction and commitment are primary determinants of employee turnover, performance, and productivity (Opkara, 2004). Beside that, Balfour and Wechsler (1996) pointed out that overall organizational commitment is an appropriate and significant aspect to focus for organizational productivity and performance. Ayeni and Phopoola (2007) also have found that there is a strong relationship between job satisfaction and organizational commitment. According to them Job satisfaction is mostly determine how well the organization meets employees expectations. According to Cote & Heslin (2003). Findings The job satisfaction and organizational commitment survey has been done with the insurance agents in two weekly meetings held in ING Damansara office and ING Klang office. All insurance agents attended the meeting participated in this survey. In total, the survey form had 47 questions including three demographic questions. It was divided into three sections. The first section was contained 36 questions about job satisfaction. The second section contained 8 questions about organizational commitment. The third section contained 3 questions about demographic. All questions of job satisfaction in this survey were originally derived from the job satisfaction survey form developed by Paul E. Spector. The survey form contained 36 questions of both motivator and hygiene factor. The questions related to motivator factor ware given utmost importance in this survey compared to the questions of hygiene factors because motivator factor leads to job satisfaction but hygiene factor does not and it leads to job dissatisfaction. The question number 2,5,8,11,14,17,19,20,24,27,31,32,33 and 35 in the survey had been identified as motivator factor related questions while the other questions were related to hygiene factor. The rating scale used for job satisfaction survey was a 6-point scale which ranging from â€Å"disagrees very much† to â€Å"agree very much†. The survey questions of organizational commitment were taken from the affective commitment related questions in Allen and Meyer’s Organizational Commitment Scale. Allen and Meyer’s organizational commitment scale’ original 7 point scale has been modified in this survey to 6 points scales by removing neither agree or disagree option. It is to get more accurate answers from the participants. The modified scale ranging from (1) disagrees very much to (6) agree very much. Findings of demographic In total, 56 insurance agents participated in this questionnaire. Out of 56 espondents, 36 respondents were male while 20 respondents were female. The majority of the respondents participated in this survey were aged between 30 to 39 years old. The age of other respondents were 16 respondents were between 20 to 29 years old, 12 respondents were between 40 to 49 years old and 12 respondents were between 50 to 59 years old. The race of participants did not ask in this questionn aire because Deveraj Agency is the Indian agency and all agents should be Indians. Majority of respondents (16 respondents) said their income range was between RM 4,100 to RM 5,000. The income range of others was 12 respondents was between RM2,100 to RM3,000, 8 respondents was between RM 3,100 to RM4,000, 8 respondents was more than RM5,000 and 4 respondents was between RM1,000 to RM 2,000. Findings of Job satisfaction on motivator factor The findings of Job satisfaction on motivator factor| No| | Disagree very much| Disagree moderately| Disagree slightly| Agree slightly| Agree moderately| Agree very much| 2| There is really too little chance for promotion on my job. | 28| 5| 3| 4| 7| 9| 5| When I do a good job, I receive the recognition for it that I should receive. 0| 0| 0| 5| 9| 42| 8| I sometimes feel my job is meaningless. | 23| 10| 0| 7| 16| 0| 11| Those who do well on the job stand a fair chance of being promoted. | 4| 7| 9| 0| 5| 31| 14| I do not feel that the work I do is appreciated. | 16| 17| 3| 18| 0| 2| 17| I like doing the things I do at work. | 4| 0| 0| 2| 14| 36| 19 | I feel unappreciated by the organization when I think about what they pay me. | 24| 10| 7| 3| 8| 0| 20| People get ahead as fast here as they do in other places. | 7| 0| 9| 16| 19| 17| 24| I have too much to do at work. | 6| 6| 2| 22| 5| 15| 27| I feel a sense of pride in doing my job. 0| 3| 0| 0| 34| 19| 31| I have too much paperwork. | 2| 11| 0| 26| 9| 8| 32| I don't feel my efforts are rewarded the way they should be. | 25| 12| 4| 4| 5| 6| 33| I am satisfied with my chances for promotion. | 0| 0| 0| 12| 10| 36| 35| My job is enjoyable. | 0| 8| 0| 3| 10| 35| The findings of Job satisfaction on motivator factor| No| | Agree| Disagree| 2| There is really too little chance for promotion on my job. | 34%| 66%| 5| When I do a good job, I receive the recognition for it that I should receive. | 100%| 0%| 8| I sometimes feel my job is meaningless. 33%| 67%| 11| Those who do well on the job stand a fair chance of being promoted. | 64%| 36%| 14| I do not feel that the work I do is appreciated. | 36%| 64%| 17| I like doing the things I do at work. | 93%| 7%| 19 | I fee l unappreciated by the organization when I think about what they pay me. | 27%| 73%| 20| People get ahead as fast here as they do in other places. | 71%| 29%| 24| I have too much to do at work. | 75%| 25%| 27| I feel a sense of pride in doing my job. | 93%| 7%| 31| I have too much paperwork. | 71%| 29%| 32| I don't feel my efforts are rewarded the way they should be. 29%| 71%| 33| I am satisfied with my chances for promotion. | 100%| 0%| 35| My job is enjoyable. | 86%| 14%| The findings of the statements that related to motivator factors in the job satisfaction survey as followed: 2) There is really too little chance for promotion on my job. Higher percentage of respondents (66 percent) said disagrees to the statement if compared to the number of respondent said agree (34 percent). The large number of respondents (28 respondents) said they â€Å"disagrees very much† to the statement. 5) When I do a good job, I receive the recognition for it that I should receive. For this statement, the 100 percent of respondents said that they agree that when they do a good job, they receive the recognition that they should receive. The higher number of respondent (42 respondents) said they â€Å"agree very much† to the statement. 8) I sometimes feel my job is meaningless Percentages of respondents (67 percent) disagree to the statement, which was higher than the percentages of respondents agree (33 percent). From the 67 percent of respondents said agree, the highest number of respondents (23 respondents) responded as â€Å"disagree very much† 11) Those who do well on he job stand a fair chance of being promoted. The percentage of respondent agree and disagree to the statement was (64 percent) agree and 36 percent of respondent said disagree. So, the percentage of respondents who said agree was higher than the percentage of respondent said disagree. Most number of respondent (31 respondent) said that they â€Å"agree very much† to the st atement. 14) I do not feel that the work I do is appreciated. For this statement, 64 percentage of respondents said that they disagree while 36 percentage of respondent said agree. So the percentage of respondents who disagree that they do not feel that the work they do is appreciated was higher than the percentage of respondent who agree. 17) I like doing the things I do at work. The majority of respondent in percentage said they agree that they like the things they do at work were 93 percent. Only 7 percentage of respondent said that they disagree to the statement. â€Å"Agree very much† option received most number of responses from the respondents (36 responses) if compared to the other four options. 19) I feel unappreciated by the organization when I think about what they pay me. For this negative statement, higher percentage of respondents (73 percent) disagree if compared to the percentage of respondent (27 percent) agree. The large number of respondent who said disagree were disagree very much (24 respondents). 20) People get ahead as fast here as they do in other places. The response for this positive statement was positive where 71 percent of respondent said agree. The percent of respondent said disagree was 29 percent. The highest number of respondent answered to the statement as they agree moderately and that followed by agree slightly and agree very much. 4) I have too much to do at work. For this statement, the percentage of respondents (75 percent)who said, â€Å"Agree† is higher than the percentage of respondents(25 percent) who said, â€Å"Disagree†. The highest number of respondent (22 respondents) responded as â€Å"agree slightly†. 27) I feel a sense of pride in doing my job. The large percentages of respondents (93 percent ) said agree to the statement while only small percentages of respondents (7 percent) disagree to the statement. So when compare the response received to the five scales for this statement, the scale â€Å"agree moderately† received highest response. 1) I have too much paperwork For this negative statement, higher percentages of respondent (71 percent) said agree that they have to do too much paperwork. Only lower percentage of respondents (29 percent) said that they disagree to the statement. Most respondent agree to this statement were agree slightly (26 respondents). 32) I don't feel my efforts are rewarded the way they should be For this statement, higher percentages of respondent disagree to the statement than agree. The percentage of disagree and agree was 71 percent and 29 percent respectively. The high response of respondents for â€Å"disagree† was received for â€Å"disagree very much†(26 responses). 33) I am satisfied with my chances for promotion. All responses received for this statement was positive where the percentage of respondents who said agree was 100 percent. None of the participant disagree to this statement. The high response of respondent for â€Å" agree† was received to â€Å"agree very much†(36 respondents) 35) My job is enjoyable. For this statement, the percentage of respondent who agree was (86%) which is far higher than the percentage of respondent (14%) who said disagree. The majority of respondent (35 respondents)who said agree, responded as â€Å"agree very much†. Findings of job satisfaction on hygiene factor The findings of hygiene factor related questions were also included in this paper. This finding was not used in this paper to discuss about job satisfaction because they are not related to job satisfaction but instead they are related to job dissatisfaction. But, this finding was used to identify the job dissatisfaction level of the insurance agent in Devaraj Agency. Based on the outcome, recommendation will be given if there are any hygiene factor related problems. The findings of Job satisfaction for hygiene factor| No| | Disagree very much| Disagree moderately| Disagree slightly| Agree slightly| Agree moderately| Agree very much| 1| I feel I am being paid a fair amount for the work I do. | 8| 0| 0| 8| 8| 32| 3| My supervisor is quite competent in doing his/her job. | 4| 0| 5| 3| 24| 20| 4| I am not satisfied with the benefits I receive. | 30| 0| 8| 14| 0| 4| 6| Many of our rules and procedures make doing a good job difficult. | 4| 12| 7| 9| 14| 10| 7| I like the people I work with. 3| 0| 0| 13| 8| 32| 9| Communications seem good within this organization. | 0| 0| 0| 8| 8| 40| 10| Raises are too few and far between. | 24| 12| 0| 0| 16| 4| 12| My supervisor is unfair to me. | 32| 0| 12| 8| 4| 0| 13| The benefits we receive are as good as most other organizations offer. | 4| 15| 0| 5| 20| 12| 15| My efforts to do a good job are seldom blocked by red tape. | 16| 8| 8| 12| 12| 0| 16| I find I have to work harder at my job because of the incompetenc e of people I work with. | 8| 0| 0| 8| 16| 24| 18| The goals of this organization are not clear to me. 35| 4| 0| 8| 7| 0| 21| My supervisor shows too little interest in the feelings of subordinates. | 34| 7| 2| 7| 6| 0| 22| The benefit package we have is equitable. | 0| 0| 14| 2| 16| 20| 23| There are few rewards for those who work here. | 3| 16| 1| 27| 4| 5| 25| I enjoy my coworkers. | 0| 4| 0| 12| 12| 28| 26| I often feel that I do not know what is going on with the organization. | 26| 7| 3| 13| 3| 4| 28| I feel satisfied with my chances for salary increases. | 0| 4| 0| 8| 12| 32| 29| There are benefits we do not have which we should have. 8| 5| 12| 14| 10| 7| 30| I like my supervisor. | 2| 0| 0| 7| 5| 42| 34| There is too much bickering and fighting at work. | 20| 13| 2| 7| 3| 11| 36| Work assignments are not fully explained. | 16| 17| 4| 4| 12| 3| | | | | | | | | The findings of Job satisfaction for hygiene factor| No| | Agree| Disagree| 1| I feel I am being paid a fair amount f or the work I do. | 48| 8| 3| My supervisor is quite competent in doing his/her job. | 47| 9| 4| I am not satisfied with the benefits I receive. | 18| 38| 6| Many of our rules and procedures make doing a good job difficult. 33| 23| 7| I like the people I work with. | 3| 52| 9| Communications seem good within this organization. | 56| 0| 10| Raises are too few and far between. | 20| 36| 12| My supervisor is unfair to me. | 12| 44| 13| The benefits we receive are as good as most other organizations offer. | 43| 13| 15| My efforts to do a good job are seldom blocked by red tape. | 24| 32| 16| I find I have to work harder at my job because of the incompetence of people I work with. | 38| 8| 18| The goals of this organization are not clear to me. 15| 41| 21| My supervisor shows too little interest in the feelings of subordinates. | 13| 43| 22| The benefit package we have is equitable. | 46| 10| 23| There are few rewards for those who work here. | 36| 20| 25| I enjoy my coworkers. | 52| 4| 26| I often feel that I do not know what is going on with the organization. | 20| 36| 28| I feel satisfied with my chances for salary increases. | 52| 4| 29| There are benefits we do not have which we should have. | 33| 23| 30| I like my supervisor. | 54| 2| 34| There is too much bickering and fighting at work. 21| 35| 36| Work assignments are not fully explained. | 19| 37| Overall, job dissatisfaction of insurance agents in Devaraj Agency is low. The evident is that the respondents responded positively to 22 statements in the hygiene related job satisfaction questionnaire but only for 3 statements they respondent negatively. Findings of Organizational Commitment Findings of Organizational Commitment Survey (Affective Commitment)| No| | Disagree very much| Disagree moderately| Disagree slightly| Agree slightly| Agree moderately| Agree very much| 1| It would e very hard for me to leave my agency right now, even if I wanted to| 2| 0| 5| 7| 10| 32| 2| I do not feel any obligation to r emain with my current employer| 24| 13| 7| 0| 0| 12| 3| I would be very happy to spend the rest of my career with this agency| 0| 0| 4| 0| 7| 45| 4| Even if it were to my advantage, I do not feel it would be right to leave my agency now| 5| 0| 3| 9| 15| 24| 5| I really feel as if this agency’s problems are my own| 6| 6| 0| 5| 24| 15| 6| Right now, staying with my agency is a matter of necessity as much as desire| 0| 0| 3| 12| 24| 17| 7| I do not feel a strong sense of â€Å"belonging† to my agency| 16| 14| 4| 12| 7| 3| 8| I feel that I have too few options to consider leaving this agency| 16| 2| 0| 25| 7| 8| Findings of Organizational Commitment Survey (Affective Commitment)| No| | Agree| Disagree| | It would be very hard for me to leave my agency right now, even if I wanted to| 88%| 12%| 2| I do not feel any obligation to remain with my current employer| 21%| 79%| 3| I would be very happy to spend the rest of my career with this agency| 93%| 7%| 4| Even if it were to my advantage, I do not feel it would be right to leave my agency now| 68%| 32%| 5| I really feel as if this agency’s problems are my own| 79%| 21%| 6| Right now, staying with my agency is a matter of necessity as much as desire| 95%| 5%| 7| I do not feel a strong sense of â€Å"belonging† to my agency| 39%| 61%| 8| I feel that I have too few options to consider leaving this agency| 29| 71%| For the first question of organizational commitment, 88 percent of respondents said that they wound not leave the agency right now even if they wanted but only 12 percent of respondents said they would. The large numbers of respondents (32 respondents) â€Å"agree very much† that they would not leave the agency if they wanted also. The next question was â€Å"I do not feel any obligation to remain with my current employer†. 79 percent of respondents said that they disagree to the statement and said that they do have the feeling of obligation to remain with their current employer. The number of respondents who â€Å"disagree very much† to the statement (24 respondents) was higher than the total number of respondents who said they â€Å"agree slightly†, â€Å"agree moderately† and â€Å"agree very much†. For the statement â€Å"I would be very happy to spend the rest of my career with this agency†, 93 percentage of respondents said agree while 7 percent of respondents said disagree. So, the number of respondents who said agree is higher than the number of respondents who said disagree. Out of the 93 percentage of respondents, the highest numbers of respondents (45 respondents) â€Å"agree very much† than agree slightly or agree moderately. The statement â€Å"Even if it were to my advantage, I do not feel it would be right to leave my agency now† received higher number of agree as response than disagree from the participants. The percentage of respondents who said agree and disagree was 68 percent of respondents said agree and 32 percent of respondents said disagree. Most respondents â€Å"agree moderately† and â€Å"agree very much† to the statement. The fifth statement in the organizational commitment questionnaire â€Å"I really feel as if this agency’s problems are my own, 79 percent of respondent said they agree they do feel the agency’s problem as their problem while 21 percent of respondents said they do not feel so. Thus, the number of respondent agree to the statement is higher than the respondents who disagree. Similar to the previous statement, most respondents â€Å"agree moderately† and â€Å"agree very much† to this statement. The next statement was â€Å"Right now, staying with my agency is a matter of necessity as much as desire†. For this statement also the majority of respondents said that they agree that staying with this agency is a matter of necessity as much as desire. The percentage of respondent who said agree and disagree was 95 percent of respondents said agree while only 5 percent of respondents said disagree. Of 95 percent of respondents, the largest number of respondents said that they agree moderately and that followed by â€Å"agree very much† and then â€Å"agree slightly†. For the statement â€Å"I do not feel a strong sense of â€Å"belonging† to my agency, the number of respondents who disagree is higher than the respondents who agree. 39 percent of respondents and 61 percent of respondents said agree and disagree respectively to the statement. The number of respondents â€Å"disagree very much† to the statement. The last statement was â€Å"I feel that I have too few options to consider leaving this agency†. Higher percent of respondent (71 percent of respondents) answered as disagree and said that there are many options available out there to consider if they wanted to leave the agency but 29 percent of respondents said disagree and support the statement. However, most respondents just â€Å" agree slightly† to the statement. Findings from interview Based on the interview with Mr Devaraj, the information of the average agents’ performance, overall agency’s performance and turnover rate has been collected. The average agent’s performance level from January 2011 to 9 November 2011 was 69 percent. He also said that the major contributor for the higher average agent’s performance level was a small number of high performers. Besides that, he said the overall agency’s performance was 71 percent. It enabled Deveraj Agency to still hold on the title of top Indian agency in Klang Valley, which it was defending more than 5 consecutive years. Besides that, he said turnover rate of insurance agent was a major problem. The average annual turnover was 6 % percent. The major contributor to this turnover was new insurance agent because when they find hard to sell insurance products, they quit the job. The turnover of senior agents was not even 0. 5 percent of annual turnover. Result of the findings The relationship between job satisfaction and organizational commitment has been proven once again through this research. According to the findings, the job satisfaction of the insurance agents in Devaraj Agency is high. The proof is the result of motivator factor questions in the job satisfaction questionnaire. There was 13 motivator factor related questions in the questionnaire. Out of the 13 questions, for 11 questions the insurance agents responded positively while only for 1 question they responded negatively. Positive response means the insurance agents agree to the positive statement about job satisfaction and disagree to negative statement. Example of positive statement in this job satisfaction questionnaire is â€Å"I am satisfied with my chances for promotion. † The overall response of respondents to this positive statement was positive means they gree to the statement. Negative response means the insurance agents disagree to positive statement and agree to negative statement. Example of negative statement in job satisfaction questionnaire that received positive response from respondent s was â€Å"I have too much paperwork†. It means the respondent agree to the negative statement. Overall, positive response to the questionnaire is higher than the negative response. It means that insurance agents were highly satisfied with their job. As the respondents responded positively to the job satisfaction questionnaire, the same way they responded positively to organizational commitment questionnaire. In the organizational commitment questionnaire, there were 8 statement related to affective commitment. Out of the 8 statements, the respondents responded positively to all the statements. An example of positive statement and positive response was â€Å"It would be very hard for me to leave my agency right now, even if I wanted to† is the positive statement and the positive response is 85. 7% of respondents said agree to the statement. Similarly, the example of negative statement and negative response is I do not feel any obligation to remain with my current employer was the negative statement and negative response was 78. 6% of respondents said disagree to the statement. The negative statement and negative response shows positive response toward organizational commitment. Based on job satisfaction and organizational commitment questionnaire result, it is proven that there is a strong relationship between job satisfaction and organizational commitment. So, if job satisfaction of an employee is high, the organizational commitment also high. It is what happened in Devaraj agency; the job satisfaction of the insurance agents was high so the organizational commitment also high. Due to the higher organization commitment, the average job performance of the insurance agents was as high as 69% and average agency performance was as high as 87% and turnover rate was as low as 6% low annually. So, the high organizational commitment of an insurance agent will result in higher job performance, higher overall agency performance and lower turnover rate. Limitation There were two limitations in my research. The first limitation was that not all insurance agents in Devaraj Agency have taken the job satisfaction and organizational commitment survey. The survey only have been done with the agents attended the meeting. So the result of the survey could not be guaranteed, as 100% accurate as the views of the insurance agents who did not attend meeting were not taken. The second limitation in my research was that the connection of job satisfaction leads to organizational commitment could not be proven through the help of job satisfaction and organizational commitment questionnaire. But the relationship of job satisfaction and organizational commitment has been proved in a way that if job satisfaction of an employee is high, the organizational commitment is also high and it is otherwise if the job satisfaction is low. Recommendation Recommendations were done based on the problem identified through job satisfaction and organizational commitment questionnaire. 1) Hiring more clerical staff Based on the job satisfaction questionnaire, most insurance agents responded that they have to do too much paperwork. It may affect the agents’ job satisfaction. So Devaraj Agency should hire more clerical staff to help the insurance agents to do the paperwork. 2) Revise current code of procedure Many respondents said through the questionnaire that they are not happy with their current rules and procedures because they make their job difficult. So, the agency manager should bring this issue to ING management and find ways to solve this problem. Revising current rules and procedure would be ideal solution. 3) Introduce more monetary benefits Many insurance agents expressed their concern that there are benefits they do not have which they should have. The benefits such as petro allowance and toll allowance is given to sales people from other company but ING Bhd do not give such benefits to its insurance agents. So Devaraj Agency should bring this issue to ING management. Conclusion The relationship of job satisfaction and organizational commitment has been proved through literature review and from my research on Devaraj Agency. The result showed that there are strong relationship between job satisfaction and organizational commitment. Overall, the job satisfaction of insurance agents in Devaraj Agency is high and organizational commitment is also high. There was also relationship between organizational commitment and job performance, turnover rate and agency performance. It was also proved where the job performance, turnover rate and agency performance was high because the organizational commitment of insurance agents was high. Reference Appendix JOB SATISFACTION SURVEY| PLEASE CIRCLE THE ONE NUMBER FOR EACH QUESTION THAT COMES CLOSEST TO REFLECTING YOUR OPINIONABOUT IT. | Disagree very muchDisagree moderatelyDisagree slightlyAgree slightlyAgree moderatelyAgree very much| 1 | I feel I am being paid a fair amount for the work I do. | 1 2 3 4 5 6| 2| There is rea lly too little chance for promotion on my job. | 1 2 3 4 5 6| 3| My supervisor is quite competent in doing his/her job. | 1 2 3 4 5 6| 4 | I am not satisfied with the benefits I receive. | 1 2 3 4 5 6| 5| When I do a good job, I receive the recognition for it that I should receive. 1 2 3 4 5 6| 6| Many of our rules and procedures make doing a good job difficult. | 1 2 3 4 5 6| 7| I like the people I work with. | 1 2 3 4 5 6| 8| I sometimes feel my job is meaningless. | 1 2 3 4 5 6| 9| Communications seem good within this organization. | 1 2 3 4 5 6| 10| Raises are too few and far between. | 1 2 3 4 5 6| 11| Those who do well on the job stand a fair chance of being promoted. | 1 2 3 4 5 6| 12| My supervisor is unfair to me. 1 2 3 4 5 6| 13| The benefits we receive are as good as most other organizations offer. | 1 2 3 4 5 6| 14| I do not feel that the work I do is appreciated. | 1 2 3 4 5 6| 15| My efforts to do a good job are seldom blocked by red tape. | 1 2 3 4 5 6| 16| I find I h ave to work harder at my job because of the incompetence of people I work with. | 1 2 3 4 5 6| 17| I like doing the things I do at work. | 1 2 3 4 5 6| 18| The goals of this organization are not clear to me. | 1 2 3 4 5 6| PLEASE CIRCLE THE ONE NUMBER FOR EACH QUESTION THAT COMES CLOSEST TO REFLECTING YOUR OPINIONABOUT IT. | Disagree very muchDisagree moderatelyDisagree slightlyAgree slightlyAgree moderatelyAgree very much| 19 | I feel unappreciated by the organization when I think about what they pay me. | 1 2 3 4 5 6| 20| People get ahead as fast here as they do in other places. | 1 2 3 4 5 6| 21| My supervisor shows too little interest in the feelings of subordinates. | 1 2 3 4 5 6| 22| The benefit package we have is equitable. | 1 2 3 4 5 6| 23| There are few rewards for those who work here. 1 2 3 4 5 6| 24| I have too much to do at work. | 1 2 3 4 5 6| 25| I enjoy my coworkers. | 1 2 3 4 5 6| 26| I often feel that I do not know what is going on with the organization. | 1 2 3 4 5 6| 27| I feel a sense of pride in doing my job. | 1 2 3 4 5 6| 28| I feel satisfied with my chances for salary increases. | 1 2 3 4 5 6| 29| There are benefits we do not have which we should have. | 1 2 3 4 5 6| 30| I like my supervisor. 1 2 3 4 5 6| 31| I have too much paperwork. | 1 2 3 4 5 6| 32| I don't feel my efforts are rewarded the way they should be. | 1 2 3 4 5 6| 33| I am satisfied with my chances for promotion. | 1 2 3 4 5 6| 34| There is too much bickering and fighting at work. | 1 2 3 4 5 6| 35| My job is enjoyable. | 1 2 3 4 5 6| 36| Work assignments are not fully explained. | 1 2 3 4 5 6| ORGANIZATIONAL COMMITMENT SURVEY| | PLEASE CIRCLE THE ONE NUMBER FOR EACH QUESTION THAT COMES CLOSEST TO REFLECTING YOUR OPINIONABOUT IT. Disagree very muchDisagree moderatelyDisagree slightlyAgree slightlyAgree moderatelyAgree very much| 1| It would be very hard for me to leave my agency right now, even if I wanted to| 1 2 3 4 5 6| 2| I do not feel any obligation to remain with m y current employer| 1 2 3 4 5 6| 3| I would be very happy to spend the rest of my career with this agency| 1 2 3 4 5 6| 4| Even if it were to my advantage, I do not feel it would be right to leave my agency now| 1 2 3 4 5 6| 5| I really feel as if this agency’s problems are my own| 1 2 3 4 5 6| 6| Right now, staying with my agency is a matter of necessity as much as desire| 1 2 3 4 5 6| 7| I do not feel a strong sense of â€Å"belonging† to my agency| 1 2 3 4 5 6| 8| I feel that I have too few options to consider leaving this agency| 1 2 3 4 5 6| Demographic questions Personal Particulars Are you Male or Female? (a) Male (b) Female What is your age? (a) 11 to 19 years old (b) 20 to 29 years old (c) 30 to 39 years old (d) 40 to 49 years old (e) 50 to 59 years old (f) 60 years old and above What is your income? a) Less than RM1000 (b) RM1000 to RM2000 (c) RM2100 to RM3000 (d) RM 3100 to RM4000 (e) RM4100 to RM5000 (f) More than RM5000 Reference 1) Noor Harun, A. K. & Noo r Hasrul N. M. N. (2007). Evaluating the psychometric properties of allen and meyer’s organizational commitment scale: A cross culture application among Malaysian academic librarians. Malaysian Journal of Library & information science, 11(1), Retrieved from http://myjurnal. um. edu. my/filebank/published_article/2034/360. pdf. 2) Price, James L & Mueller, C. W. (1997, October). Measures of job satisfaction Retrieved 7 October 2011 from http://home. ubalt. edu/tmitch/641/jsscales. htm ) Shrivastava. A and Purang. P. (2009). Employee Perceptions of job satisfaction: Comparative study on Indian banks. 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