Modern organisations are really much different from the traditional 1s. The environment, in which they are runing today, is really much moral force. There are really rapid alterations in the environment that are impacting the organisations and the butterfly consequence ( Lorenz, 1976 ) has become a cosmopolitan phenomena. In order to guarantee their stableness and endurance, organisations need to take attention of these alterations. The organisations disregarding these alterations happening in their environment run the hazard of obsolescence.

Different types of organisation operate in different environment and they are required to cover with the different demands of the environment. With the alterations in their several environment, organisations besides need to alter ( Krell, 2000 ) . More quickly altering the environment, more rapid alterations are required by the organisation. One of the major grounds for these rapid alterations in the environment is the development and acceptance of new engineering ( Henderson & A ; Clark, 1990 ; Krell, 2000 ) . To travel along with their environment and to guarantee their endurance in this competitory epoch, organisation demand to alter their systems, procedures and even people in some instances. But to convey any alteration in the organisation is non really easy ( Tripsas & A ; Gavetti, 2000 ) . The biggest challenge in front of direction, while conveying a alteration, is to make a balance in pull offing the concern and turn toing the demands of people ( Law, 2009 ) .

In this advanced epoch, engineering is like the lifeblood of organisation and it is really of import to optimistically utilize the engineering ( Garg & A ; Rastogi, 2006 ) . Technology has speeded up the alterations. At one terminal, this engineering has facilitated the organisations but on the other terminal it has posed legion challenges in front of the organisations ( Roux, 2003 ) . Harmonizing to Narvekar and Jain ( 2006 ) one of the biggest causes of anxiousness among the senior directors is the rate of technological alteration.

The organisations are traveling to recognize that they can accomplish organisational effectivity through technological invention and managerial competences ( Wang, 2005 ) but no alteration can be made effectual without the active engagement of the employees ( Mitev, 1996 ) . During a technological alteration direction is challenged to keep the committedness of employees ( Wang, 2005 ; Jacobs, 2006 ) . An employee ‘s committedness with the organisation is really critical factor that acts as a driving force to convey positive benefits for the organisation ( Kuo, Ho, Lin, & A ; Lai, 2010 ) . Harmonizing to Jowarski and Kohli ( 1993 ) committed employees are more willing to give forfeits for the best involvement of the organisation. These employees devote more clip for the organisation and give their personal involvement in the best and long term involvement of the organisation. They feel proud being portion of the organisation and they make the organisation proud for holding them.

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It is really hard to set about an organisational alteration. Even good established houses, who identify the demand to alter due to the shunts in their external environment, fail to react in an effectual mode ( Tripsas & A ; Gavetti, 2000 ) . Many of the surveies show that for the constituted houses technological alteration has proven lifelessly, with assorted cases of established house failure in the face of cardinal technological alteration ( Tushman and Anderson, 1986 ; Henderson and Clark, 1990 ; Tushman and O’Reilly, 1996 ) .

The technological revolution has transformed and reshaped major industries of the economic system. Today ‘s technological alterations has energized wining moving ridges of alteration that repetitively threatened the endurance of well-established houses in place amusement, electronic constituents, communications services, informations processing, and many other Fieldss ( Rosenbloom, 2000 ) . Even the most dominant houses in the information industries are holding a challenge of development of new schemes and capablenesss in order to vie with entryway of new rivals with the advanced engineering ( Teece, Pisano, & A ; Shuen, 1997 ) . Many of the organisation study really dissatisfactory consequences of a alteration direction procedure given the cost and convulsion caused by the alteration ( Guimaraes & A ; Armstrong, 1998 ) .

Broad Problem Area

Many a clip any alteration in the organisation including technological alteration is non welcomed by the employees of the organisation. In their survey Wachter, Modrow-Thiel & A ; Rossmann ( 1994 ) identifies that many of the organisations fail during a technological alteration because they do non analyse its consequence on work status particularly human existences. They have to confront opposition from the employee during this alteration procedure. Most of the organisations go through retrenchment in order to take the opposition ( Henderson & A ; Clark, 1990 ; Farrow, 1997 ; Pinsonneault & A ; Kraemer, 2002 ) . The organisation exercising downsizing with a position to heighten the organisational public presentation. But harmonizing to McClure ( 2007 ) downsizing can non bring forth awaited organisational betterments. Therefore prolonging employee committedness toward organisations is a inquiry which needs to be answered by the direction of the organisations that are traveling through a technological alteration.

Problem Statement

What is the impact of engineering on employee committedness?

What are the ways in which employee committedness can be raised after a technological alteration?

Significance OF STUDY

This survey is an effort to research the jobs faced by direction to keep employee committedness during/after a technological alteration. After a technological alteration it becomes a challenge for the direction to retain the employee committedness. The research worker is determined to analyse the grounds for which it become hard to keep the committedness of employees and what is the part of engineering in it.

This research survey is supported by literature reappraisal that throws visible radiation on the function of engineering in employee committedness. In the visible radiation of literature reappraisal and gathered informations and its analysis, the research worker will analyse the ways in which it becomes hard for direction to keep the committedness and how they can retain the trueness of the employees.


The research worker is seting his attempts to find how technological houses can heighten employee committedness. The chief aims of this survey are:

To analyse the impact of alteration procedure on overall employee committedness.

To look into grounds for which organisation are unable to pull off employees after technological alteration.

To happen out the ways in which organisations can heighten employee committedness.


The research worker has delimited himself in following ways:

The research worker has focused merely on consequence of occupation redesign and authorization on employee committedness. There can be figure of other factors impacting employee committedness but the research worker has delimited himself to the above mentioned countries.

The research worker is non taking in consideration the cultural dimensions.

Leadership function in occupation redesign and heightening employee committedness is non being studied.

Public and Private Sector comparing is non being incorporated due to shortage of clip.


At one terminal there is the technological system with its internal operation and evolutionary potency. This hibernating potency for alteration is related to a figure of possible mergers in the preexistent component. External to technological alteration, on the other terminal, there are societal, economic and political systems that act as triggers ( Roux, 2003 ) . These triggers can impact the alteration procedure both in negative or positive manner. This is due duty of the direction to command this consequence in a favorable manner. The fast changing universe and engineering is non merely making chances for organisational growing but besides making concerns and besides doing a widespread uncertainness ( Farrow, 1997 ; Narvekar & A ; Jain, 2006 ) . Organizations are afraid about their endurance. Because the engineering goes obsolete in no clip in this epoch so while accommodating to a new engineering organisations think a figure of times before taking the concluding determination.

External forces act as driving forces to the technological alteration because the technological alterations have a great interaction with society ( Tushman & A ; Anderson, 1986 ) . Organizations go through technological alteration with a position to increase productiveness, net income and to derive a competitory advantage in the several market. By accomplishing these ends an organisation can accomplish length of service but the organisations fail to accomplish this length of service because they are unable to pull off the internal procedures and human resources in an effectual mode ( Krell, 2000 ) . Human resources are a cardinal component of any organisation and without their active part no organisation can go a successful entity. While be aftering any alteration in the organisation, directors should non merely think that how the public presentation will be affected but they should besides believe that how employees will be affected ( Parish, Cadwallader, & A ; Busch, 2008 ) . The chief ground for inefficiency of direction is the opposition shown by employees to the technological alteration in the organisation ( Aghazadeh, 1999 ; Krell, 2000 ; Pinsonneault & A ; Kraemer, 2002 ; Kuo et Al, . 2010 ) . Now the inquiry arises why the employees show opposition to a technological alteration in the organisation. They may be afraid that they will lose their importance and power in the organisation. With the reaching of new engineering, they might be replaced with that engineering. So they might be ever at a defying terminal. This opposition might be reduced with the aid of preparation.

Farrow ( 1997 ) has recommended a figure of ways apart from the preparation to cut down the opposition to alter, particularly a technological one. These ways can be: comprehensive certification in the signifier of staff manuals, developing AIDSs and policy paperss, staff assessment strategies, guidance, stress direction, clip direction, biotechnologies, occupation enrichment, calling planning, re-education/education plans and authorising the employees as most of import 1. He farther states that most of the times employees are good cognizant of the increasing outlooks being placed on them. So by following a more proactive attack they can happen new occupation chances and occupation enrichment. An employee should be really crisp to feel the alteration.

One of import issue that needs to be considered by companies is engineering should non be used merely for the intent of engineering use but it should be used in order better the productiveness and wellbeing of employees of the organisation ( Aghazadeh, 1999 ) . McDonald & A ; Siegall ( 1996 ) suggested a few ways to heighten the success of technological changed. These ways are: present the technological alteration bit by bit, implant assurance in workers through preparation of both workers and directors, point to past successes, give workers clip to acquire used to the alteration and choice workers with high degrees of self-efficacy.

Technological alteration is useless without a skilled work force ( Mrinalini & A ; Nath, 2000 ) . If any of the organisation has a really advanced engineering but it does non hold the skilled workers, there is no usage of accommodating to the engineering because skilled workers are required to run the engineering. Rapid technological alteration demands a extremely skilled work force which an organisation may non hold ( Krell, 2000 ) . In order to run into this demand posed by the engineering, organisations need to enroll the skilled workers and it may exert retrenchment ( Blohowiak, 1996 ) but downsizing may adversely impact the overall organisational public presentation ( Pinsonneault & A ; Kraemer, 2002 ) . It is apparent from the literature ( Aghazadeh, 1999 ; Liker, Haddad, & A ; Karlin, 1999 ; Orr, Millen, & A ; McCarty, 1999 ; Narvekar & A ; Jain, 2006 ; McClure, 2007 ; Law, 2009 ) that organisations with a concerted direction are more successful as compared to the downsized organisations. Blohowiak ( 1996 ) suggested that organisations undergoing a retrenchment procedure must seek structural unity in a new signifier. This unity can be achieved by supplying clear regulations of employment, alining organisational vision, ends, values and construction, and through active engagement of people along with the directors in the alteration procedure. Evan et Al. ( 2002 ) stress that no alteration procedure can be successful without engagement and credence of employees and this is the manner in which employee ‘s opposition can be controlled ( Dafe, 2001 ) . There are figure incidents when organisations failed to implement some engineering because of misdirection of people and non due the technical-related issues ( Appelbaum & A ; Grigore, 1997 ) .

Job Redesign

Integrating quickly altering engineering into the work topographic point is an emergent tendency now a yearss ( Liker, Haddad, & A ; Karlin, 1999 ) due to which the complexness within the organisations is turning ( Parish, et al. , 2008 ) so the employees are required to accommodate to new undertakings and enhanced functions ( Aasheim, Williams, & A ; Butler, 2009 ) . The traditional functions are no longer required by the organisations as now the occupations are more competence based instead undertaking based ( Soderquist, Papalexandris, Ioannou, & A ; Prastacos, 2010 ) . Several writers ( Mitev, 1996 ; Appelbaum & A ; Grigore, 1997 ; Wang, 2005 ; Aasheim, Williams, & A ; Butler, 2009 ) proposed that during a passage from touch labor to knowledge work force, as in instance of engineering, enhanced proficient, conceptual and analytical accomplishments are required. In other words undertaking complexness is increased.

The best possible manner the organisations have, is the redesigning of the occupation of bing workers in order to aline them with adapted engineering. Organizations try to supplant the division of labor, by spliting them into undertakings and so undertakings are integrated into procedures ( Mitev, 1996 ) . This passage has changed the work nature in an organisational scene. So with the reaching of new engineering in the organisation occupations of people are re-designed ( Kuo et al. , 2010 ) . The organisation demand to develop a consensus among all the employees while redesigning the occupations so that all employees may understand the new outlooks of direction from them and every employee become cognizant about carry oning their day-to-day duties ( Rimanoczy & A ; Pearson, 2010 ) .

Job design has a figure of dimensions like occupation enrichment, occupation technology, quality of work life, socio-technical designs, the societal information processing attack and the occupation features approach to occupation design ( Garg & A ; Rastogi, 2006 ) . Hyde et al. , ( 2005 ) depict occupation redesign focuses on duty, multi-skilling, occupation assortment and enrichment, undertaking designation and significance and liberty. Jobs are redesigned as a consequence of overall interaction between work, engineering and human existences ( Love & A ; Edward, 2005 ) . By brining engineering and occupation redesign together first-class consequences can be obtained ( Wachter et al. , 1994 ; Garg & A ; Rastogi, 2006 ) . In organisations occupation of employees are redesigned with a focal point to heighten the overall organisational effectivity ( Varoglu & A ; Eser, 2006 ) . Harmonizing to Liker et Al. ( 1999 ) occupation redesign may heighten the intrinsic quality of employees public presentation and assist employees to get by with organisational alteration in a more easy and effectual manner. Garg and Rastogi ( 2006 ) find in their survey that employee with enriched occupation are more satisfied and demo a greater degree of committedness towards the organisation as compared to others. As a consequence of this employees react more actively and expeditiously.

Job should be redesigned in such a manner that it offers: greater integrating and more flexibleness of workers ; better preparation, instruction, and ordinance, for staff and better direction ownership through clearer functions and duties of directors ( Hyde, McBride, Young, & A ; Walshe, 2005 ) . Job design that provide a high degree of occupation control besides provide increased chances for the development and exercising of accomplishment ( Morrison, Cordery, Girardi, & A ; Payne, 2005 ) .


Authorization may be described as direct engagement of employees in the decision-making procedure ( Wilkinson, 2001 ) . It is considered as a manner to promote employees and increase determination doing at lower degree of the organisation accordingly enriching employees work experience ( Liden, Wayne, & A ; Sparrowe, 2000 ) . It can be based non merely on persons but little groups every bit good holding a contract with industrial democracy and participative strategies like different types of commissions ( Patterson, West, & A ; Wall, 2004 ) .

As people are the most of import resources of an organisation, non simply as rhetoric but besides in pattern. The type of people, with whom organisation are covering today are far different those of a decennary ago. If organisations depend more on a few people and their trueness can no longer be assumed but must be earned and maintained. These organisations need to be concerned about utilizing, developing and resourcing them ( Carnall, 1997 ) . In this context employee authorization has become a major attack in accomplishing employee engagement, committedness and unleashing employee creativeness and capableness ( Jarrar & A ; Zairi, 2002 ) .

Authorization will promote more committed workers to suppress the jobs such as complex occupation characteristics, demanding client demands, assorted work groups, level organisational constructions, and so on. But many a times employee ‘s committedness is disrupted when organisation program downsizing, in order to cut down operating expense disbursals to heighten public presentation ( Orr et al. , 1999 ; McClure, 2007 ) .

After redesigning of their occupations, effectivity and efficiency of employees can be maintained by authorising them ( Kuo et al. , 2010 ) . Empowering the employees will enable them to do timely determination that will take to enhanced organisational public presentation ( Kumaraswamy, Ng, Palaneeswaran, & A ; Rahman, 2004 ) . Liden, et al. , ( 2000 ) through empirical observation tested the impact of authorization on organisational results which they found positive. Empowerment will give employees a sense of ownership which will positively impact their committedness with the organisation.

Employee Commitment

Committedness can be defined as an person ‘s fond regard with the organisation ( Mowday, Porter, & A ; Steers, 1982 ) . Commitment is a set of positive behaviors and actions that are straight under the control of persons and these are the of import constituents in accomplishing the organisational ends through alteration plans, new working methods and new constructions ( Swailes, 2004 ) . During the execution of new thoughts struggles of involvement may develop among the employees of the organisation that may impact the organisational committedness. A committed employee exhibits his positive feelings toward the organisation and shows congruity between his beliefs and value and those of the organisation.

In his survey Swailes ( 2004 ) identified four bases of committedness i.e. Attitudinal committedness ( Mowday et al. , 1982 ) centres around belief in organisational ends and values and embraces Etzioni ‘s ( 1975 ) moral committedness, Kanter ‘s ( 1968 ) coherence committedness and Allen and Meyer ‘s ( 1990 ) affectional committedness. Organizational committedness is distinguished by avidity to continue association with the organisation, acknowledgment with the organisation ‘s values and ends and preparedness to set attempts in order to back up the organisational ends ( Michael, Court, & A ; Petal, 2010 ) .

Employee committedness drama a critical function in obtaining positive results e.g. it increases the occupation public presentation and trueness and reduces the turnover purposes ( Cheng, Jiang, & A ; Riley, 2003 ) . One of the cardinal philosophies of committedness theory ( Mowday et al. , 1982 ) is that high committedness leads to worthwhile results for the organisation. Infact employee committedness is a alone relationship of employee with the organisation and significance of this relationship exhibits the behavior of the employee towards the organisation.

In their survey Michael, et al. , ( 2010 ) describes with mention to Buchanan ( 1974 ) : Organization committedness is the emotional connexion to a peculiar organisation, which is characterized by three major parametric quantities in the person ‘s attitudes towards the organisation:

Identification – internalisation of the organisation ‘s ends and values.

Involvement – activity that the employee performs as portion of his or her function.

Loyalty – a sense of belonging to the using organisation.

The construct of organisational committedness has gained attending of organisational scientists. Possibly this is due to alterations taking topographic point in employment patterns originating in international market place and of all time increasing options for skilled employees in a planetary economic system ( Sullivan & A ; Arthur, 2006 ) . Skilled workers hence have the chance to travel organisations with an impulse to develop their callings without experiencing the demand to lodge with the same organisation for any given period of clip. Furthermore due to this increasing mobility of employees, it is non really easy for companies to happen appropriately qualified, skilled and experient replacings ( Jain, Giga, & A ; Cooper, 2009 ) .

Employee committedness strengthens the direction of the organisation and motivates employees and besides helps them to be empowered ( Jacobs, 2006 ) . Jacobs ( 2006 ) further elaborated in his survey that to keep employee committedness after a technological alteration in the organisation is the biggest challenge for the direction.


The literature provides ample information about the factor set uping technological alteration in the organisation and its consequence on organisation and its employees. We come to cognize through literature that engineering provides an easiness in many of the organisation ‘s operations but may hold inauspicious effects on people working in organisation ( Farrow, 1997 ; Aghazadeh, 1999 ; Krell, 2000 ; Jacobs, 2006 ; Narvekar & A ; Jain, 2006 ; Law, 2009 ; Aasheim, Williams, & A ; Butler, 2009 ; Rimanoczy & A ; Pearson, 2010 ) . Employee committedness is really much affected in this scenario which finally leads to hapless public presentation of employees as they lose involvement in organisational operations.

Literature stress that direction should instantly pay attending to this state of affairs and action should be taken to increase this committedness. Different ways has been suggested in this respect by the research workers. Job redesign and authorization are two of import factors which may assist the organisation to better the employee ‘s organisational committedness ( Mrinalini & A ; Nath, 2000 ; Patterson, West, & A ; Wall, 2004 ; Parish, Cadwallader, & A ; Busch, 2008 ) .

Researchers has emphasized that occupation redesign provides employees an chance to aline their work harmonizing to the freshly adapted engineering ( Appelbaum & A ; Grigore, 1997 ) . Employees are helped through occupation redesign to acquire acquainted with the new engineering. They become used to with the engineering earlier with lesser degree of trouble. Soon they will go cognizant of the utility of the new engineering and they will stay committed to the organisation.

The other of import factor is empowerment. Many of the research workers are of the position ( Henderson & A ; Clark, 1990 ; Jarrar & A ; Zairi, 2002 ; Pinsonneault & A ; Kraemer, 2002 ; Chen, et Al. 2003 ; Swailes, 2004 ; Soderquist, et al. , 2010 ) employee show their opposition to technological alteration because they think that they will lose power with the reaching of new engineering. This sense of losing power will take down down their committedness with the organisation. This committedness can be heightening by deputing more power to employees and affecting them in the determination devising procedure. By making this, employee will hold a sense of ownership in the organisation which will assist to increase employee committedness with the organisation.

The chief focal point of the research workers has been on the fabrication houses conveying a technological alteration in their production procedures and building houses ( Henderson & A ; Clark, 1990 ; Kumaraswamy, et al. , 2004 ; Love & A ; Edward, 2005 ) . Research workers have paid low attending to serve providing houses. Furthermore research workers ( Evan, et al. , 2002 ; Cheng, et al. , 2003 ; Parish, et al. , 2008 ; Jain, et al. , 2009 ) has been analyzing the function of leading during/after a technological alteration to cut down the opposition through preparation or other ways. The factors like occupation redesign and authorization have been left unattended in the needed mode by these research worker.


This epoch is a technological epoch. The of all time altering engineering has facilitated the organisation in a figure of ways. Without accommodating to this altering engineering it is really hard for organisations to guarantee their endurance. Increased market competition has exacerbated this demand to alter.

The literature has shown that many of the organisation failed during a alteration procedure ( Tushman and Anderson, 1986 ; Henderson and Clark, 1990 ; Wachter et al. , 1994 ; Tushman and O’Reilly, 1996 ; Law 2009 ) . One of the major grounds of the failure of organisations is hapless direction of employees of the organisation after a technological alteration ( Narvekar & A ; Jain, 2006 ) . Many of the incident proved that organisation failure is non due to technological failure but the hapless direction of people ( Appelbaum & A ; Grigore, 1997 ) . Organizations think about the consequence of alteration on public presentation of the organisation but disregard its impact on employees of the organisation ( Parish et al. , 2008 ) . So organisations need to see the possible reactions of employee during make up one’s minding about any technological alteration.

No engineering can bring forth the coveted consequences without effectual and efficient work force. Technology requires people for its operation ( Krell, 2000 ) . Organization may enroll new employees and downsize the old 1s but this scheme would non be worthwhile scheme ( Pinsonneault & A ; Kraemer, 2002 ) . So organisations need to happen some other ways in order to increase organisational effectivity ( Blohowiak, 1996 ) . By downsizing employees may lose really much committed and loyal employees and it may besides set the other ‘s committedness at interest. Low degree of employee committedness is non good for any of the organisations. Employee committedness is a positive behavior of employee shown towards the organisation ( Swailes, 2004 ) . A committed employee is a giving individual. He/she owns the organisational ends. Increased technological alterations have increased the mobility of employees from one organisation to another ( Jain et al. , 2009 ) . In this scenario, keeping employee committedness is traveling to be a challenge for the organisation.

Now how to keep employee committedness under these fortunes is a inquiry for direction. Harmonizing to Kuo et al. , ( 2010 ) , a technologically changed house can heighten employee committedness through Job Re-Design and Empowerment.

With a technological alteration, employees can no longer work in a traditional manner. Technology requires more skilled workers. It has made the occupations competence based instead than undertaking based ( Soderquist et al. , 2010 ) . Jobs are redesigned with position to aline workers with the altered engineering. In other words with a occupation redesign employees occupations are made enriched and more quality oriented ( Garg & A ; Rastogi, 2006 ) . Job redesign will supply an increased degree of occupation control and accomplishments, assisting organisation to keep employee committedness ( Morrison et al. , 2005 ) .

H1: Job redesign will positively impact employee committedness.

The 2nd of import factor that may assist organisation to retain committed employees is empowerment. Empowerment refers to affecting the employees at lower degree in determination devising procedure ( Wilkinson, 2001 ) . This engagement will give them a sense of addition duty and, most of import, the sense of ownership. They will be able to do more timely determinations increasing the overall organisational effectivity. Empowerment will assist employees in many ways to get the better of the jobs faced to carry through their many of the undertakings ( Jarrar & A ; Zairi, 2002 ) . All these results of authorization will take towards the increased degree of employee ‘s organisational committedness.

H2: Authorization has a positive relationship with employee committedness with the organisation.

The conjectural theoretical account has been given as follows:


Type of Datas

This research survey is a mixture of primary and secondary informations.

Beginnings of Datas

The research worker has studied different yesteryear surveies in order to fix the literature reappraisal to hold a good apprehension of all the dimensions of employees ‘ organisational committedness. All the secondary information has been collected from digital libraries, university libraries and cyberspace. Primary information has been collected through a questionnaire.

Unit of measurement of Analysis

Unit of measurement of analysis in this survey is single.

Questionnaire Design

The questionnaire encompasses all the dimension of taken variables i.e. occupation redesign, authorization and employee committedness. These dimensions are defined below:

Job Redesign: The survey adopted one of the occupation features theoretical account, proposed by Hackman and Oldham ( 1976 ) since many related surveies on occupation design and redesign have been based on this theoretical account. The occupation features theoretical account provided steps of the five nucleus dimensions, which are defined as follows:

Skill assortment: It refers to the grade to which a occupation requires a assortment of different activities in transporting out the work, which involve the usage of a figure of different accomplishments and endowments of the employee.

Undertaking individuality: It refers to the grade to which the occupation requires completion of a “ whole ” and identifiable piece of work e.g. making a occupation from get downing to stop with a seeable result.

Undertaking significance: It refers to the grade to which the occupation has a significant impact on the lives or work of other people, including in the immediate organisation or in the external environment.

Autonomy: It refers to the grade to which the occupation provides significant freedom, Independence, and discretion of the employee in scheduling the work and in finding the process to be used in transporting it out.

Feedback from the occupation itself: It refers to the grade to which transporting out the work activities required by the occupation consequences in the employee obtaining direct and clear information about the effectivity of his or her public presentation.

Authorization: The present survey adopted Spreitzer ‘s ( 1995 ) psychological authorization as a motivational concept which comprises four knowledge, viz. intending, competency, self-government, and impact:

Meaning: It refers to the grade to which the employee has a sense of intents or personal connexion about work.

Competence: It refers to the grade to which the employee believes that he or she has the accomplishments and abilities necessary to execute their work good.

Self-government: It refers to the grade to which the employee has a sense of freedom about how persons do their ain work.

Impact: refers to the grade to which the employee believes that he or she can act upon the organisational system in which they are embedded.

Organizational committedness: Based on Meyer and Allen ‘s ( 1991 ) three constituents theoretical account of organisational committedness theoretical account, three major concepts were considered, viz. affectional committedness, continuation committedness, and normative committedness:

Affectional committedness: It refers to the grade to which the employee ‘s emotional fond regard to, designation with, and engagement in the organisation.

Continuance committedness: It refers to the grade to which the employee feels attached to the organisation based on the accretion of values side stakes such as pension, accomplishment transferability, resettlement, and self-investment that co-vary with organisational rank.

Normative committedness: It refers to the grade to which the employee feels obligated to go on his or her employment based on motive to conform to societal norms sing fond regard with the organisation.

The questionnaire has been developed by the research worker on the footing of Kuo et al. , ( 2010 ) graduated table. All points are rated on 5 point likert graduated table ( 5=Strongly Agree to 1 = Strongly Disagree ) . This questionnaire is comprised of four parts ; occupation redesign, authorization, committedness and demographics. The altered graduated table is a 49 point graduated table holding 23 points for Job Redesign, 15 for authorization and 11 points for committedness.

Nature of Datas

The informations used in this survey is transverse sectional in nature.


The companies in information sector are greatly challenged due to technological challenges ( Teece, et al. , 1997 ) so the research worker has chosen the information and telecom industry for aggregation of informations during this survey. This is a sector in which technological alterations are prevailing. These organisations need skilled and competent employees. The organisation that will be surveyed may include: Cell phone companies, internet service suppliers and companies in the field of media.

Approx 300 employees from different organisation located in different metropoliss of Pakistan have been surveyed. These metropoliss include Islamabad, Rawalpindi, Lahore, Faisalabad, Gujranwala, Peshawar and Karachi. This sample has been chosen through convenient sampling.


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