The Impact Of Counselling On The Employee Performance Management Essay

3.4.1 Validity and Reliability Test

The instrument was pre-tested in order to place if there are any issues with the instrument and whether it was easy to understand and grok the inquiries or non. Through pretesting it was found that all respondents felt comfy in reacting and found the instrument interesting every bit good.

Reliability analysis allows analyzing the belongingss of graduated tables of measuring and the things that build them up. The Reliability Analysis process calculates a figure of often used processs of degree dependability and besides gives information about the associations between single points mentioned in the graduated table. Intraclass correlativity coefficients can be used to calculate interrater dependability estimations ( Tutorial, SPSS 17 version ) .

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Dependability Statisticss

Class

Cronbach ‘s Alpha

N of Items

For Employees

.731

35

For directors

0.961

40

Cronbach ‘s Alpha is the internal consistence theoretical account which is based on the mean correlativity. Here the value of Cronbach ‘s Alpha for employees is 0.731 and for directors is 0.961, which indicates that the information is consistent.

3.5 Research Model Developed

Supervisor perceptual experience about the result of counsellling

Psychosocial support

Career development

Job related issues

( Beginning: Scandura and Ragins, 1993 )

Impact of reding on employee public presentation

( Beginning: Scandura and Ragins, 1993 )

Employee perceptual experience about the result of reding

Psychosocial support

Career development

Job related issues

( Beginning: Scandura and Ragins, 1993 )

Statistical Technique

Chapter 4: Consequence

4.1 Findingss and Interpretation of the Consequences

H1: There is no difference between the perceptual experience of director and employee on the impact of psychosocial guidance on the employee public presentation.

H2: There is no difference between the perceptual experience of director and employee on the impact of calling development reding on the employee public presentation.

H3: There is no difference between the perceptual experience of director and employee on the impact of occupation related issues reding on the employee public presentation.

Consequence: H1, H2 and H3 have been accepted.

Interpretation

In order to do the comparing in the perceptual experience of directors and employees sing the impact of psychosocial, calling development and occupation related issues reding on the end product of employee, independent sample t-test has been applied. After using Independent sample t-test we statically proved that there is no difference between the perceptual experience of director and employee on the impact of psychosocial, calling development and occupation related issues reding on the employee public presentation, as the important value is greater than 0.05 ( psychosocial support=.219, calling development supports=.873 and occupation related issues support=.983 ) .As the important value is greater than 0.05, it proves that the difference in the perceptual experience of the directors and employees sing the impact of psychosocial, calling development and occupation related issues reding on the employee public presentation is nonsignificant, which means our H1, H2 and H3 have been accepted.

H4: There is a positive impact of psychosocial support from the supervisor on the employee public presentation.

Consequence: H4 has been accepted.

Interpretation

In H4 Psychosocial Support has been taken as an independent variable and employee public presentation as a dependant variable. As important values of ANOVA and Coefficients are less than 0.05, it stated that the value of coefficient is besides important along with theoretical account. On the other manus as the value of beta is besides positive ( 0.366 ) , which means there is a positive impact of psychosocial support from the supervisor on the employee public presentation.

H5: There is a positive impact of calling development counsel provided by supervisor on the employee public presentation.

Consequence: H5 has been accepted.

Interpretation

In H5 calling development support has been taken as an independent variable and employee public presentation as a dependant variable. As important values of ANOVA and Coefficients are less than 0.05, it stated that the value of coefficient is besides important along with theoretical account. On the other manus as the value of beta is besides positive ( 0.550 ) , which means there is a positive impact of calling development support from the supervisor on the employee public presentation.

H6: There is a positive impact of sharing occupation related issues with the supervisor on the employee public presentation.

Consequence: H6 has been accepted.

Interpretation

In H6 occupation related issues support has been taken as an independent variable and employee public presentation as a dependant variable. As important values of ANOVA and Coefficients are less than 0.05, it stated that the value of coefficient is besides important along with theoretical account. On the other manus as the value of beta is besides positive ( 0.418 ) , which means there is a positive impact of occupation related issues support from the supervisor on the employee public presentation.

4.2 Hypothesis Assessment Summary

H1: There is no difference between the perceptual experience of director and employee on the impact of psychosocial guidance on the employee public presentation.

H1 has been accepted, as the important value is greater than 0.05, which means that there is no considerable distinction among the perceptual experience of director and employee on the impact of psychosocial guidance on the employee public presentation.

H2: There is no difference between the perceptual experience of director and employee on the impact of calling development reding on the employee public presentation.

H2 has been accepted because the important value is greater than 0.05, which means that there is no considerable distinction among the perceptual experience of director and employee on the impact of calling development reding on the employee public presentation.

H3: There is no difference between the perceptual experience of director and employee on the impact of occupation related issues reding on the employee public presentation.

H3 has been accepted as the important value is greater than 0.05, which means that there is no considerable distinction among the perceptual experience of director and employee on the impact of occupation related issues reding on the employee public presentation.

H4: There is a positive impact of psychosocial support from the supervisor on the employee public presentation.

H4 has been accepted and has proved that there is a positive impact of psychosocial support from the supervisor on the employee public presentation.

H5: There is a positive impact of calling development counsel provided by supervisor on the employee public presentation.

H5 has been accepted and has proved that there is a positive impact of calling development support from the supervisor on the employee public presentation.

H6: There is a positive impact of sharing occupation related issues with the supervisor on the employee public presentation

H6 has been accepted and has proved there is a positive impact of occupation related issues support from the supervisor on the employee public presentation.

Chapter 5:

DISCUSSIONS, CONCLUSIONS, IMPLICATIONS AND FUTURE RESEARCH

5.1 Decision

One of the most critical issues confronting organisation is continuing employee confidence to concern ends and aims. Most of all companies are confronting a clip of great managerial alteration led by oversees outsourcing, downsizing, planetary reform, and withdrawing calling patterned advance waies. Because of these alterations, workers are less likely to lift up the place and more likely to amend occupations or country of business frequently. With public presentation being a simple foundation rock to fiscal accomplishment, employers will necessitate to set into operation changeless acquisition plans and enable workers to obtain new accomplishments to boom. There could be legion conditions in the office or at work topographic point, when reding becomes really necessary for employees: Some of these issues could be occurred outer surface of the work topographic point. They can be single problems, such as place issues, fiscal jobs, and unwellness. These jobs could besides be peculiarly related to the occupation topographic point, such as affairs like profession growing, ordinance, public presentation, reorganisation, transportations, redundancies, going, etc.

At any clip, employees may see jobs related to personal, professional or might be their calling development, which may earnestly impact success at the company and in accomplishments of its fiscal and strategic ends. If these troubles go unsettled for a period of clip, they are possible to crash the employee ‘s endowment to execute efficaciously on the occupation.

5.2 Discussion & A ; Deductions

Counselling is a method of reacting to another person so that he/she is supported to research his judgement, mind-set and public presentation to acquire at a comprehendible self-understanding. Employee reding services trade with several types of jobs, including tensenesss among directors and subsidiaries, colleague against colleague, sexual torment, vocal mistreatment and work letdown. These are all work connected issues, but employee guidance is besides accessible for workers covering with single jobs, like as alcohol addiction, separation and unhappiness. Regardless of the nature of the employee ‘s problems, they can acquire in the manner with the excellence of his public presentation. Companies must look for to give an atmosphere of avidity at each degree of the concern. Miserable employee relationships can direct a concern into a descending distortion, if problems and struggles are non brought to the higher direction and resolved. Worker guidance services are available to back up and give assurance dying staff members to confront their challenges. When companies give serious notice to the province of their employees, employees start experience satisfaction and secure when they know that organisation takes into consideration their jobs and rivals. Therefore, subsidiaries and workers are free to believe and to acquire better their public presentation while assisting to finish the organisation ‘s intent and mission.

The most of import motor why guidance is considerable in an organisation because through it employees are good motivated to accomplish their ain and organisational ends more expeditiously and efficaciously. Supervisors are paying attending to the end product and public presentation of their staff. On the other manus, if employees are discontented, dying, or stressed sing personal, occupation related or calling development issues, they will non be able to put to death good on their occupations. So it is really of import for that organisation to give counsel and train their employees, so they can execute better at the workplace and can accomplish organisational ends more expeditiously and efficaciously.

5.3 Recommendations and Future Research

A figure of recommendations that can be considered and done for future research:

Sample choice should be distributed more equally instead than concentrating on one peculiar country. The consequence will be more representative and convincing.

Other variables should be looked upon in order to acquire more appropriate consequences. For illustration, future research can be done to look into the impact of following different countries of reding on the employee public presentation and productiveness:

Marriage and household guidance

Rehabilitation reding

Mental wellness guidance

Substance maltreatment reding

Educational Guidance

Organization Cultural Counselling

Chapter 6:

REFERNCE

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