Since the increased presence of a part-time workforce and the emergence of contingent workers are two of the most common, nonstandard work statuses evidenced in recent U.S. history, their development is worthy of considerable attention" (emphasis added) (p. 16). White-collar contingent workers, and the human resource departments responsible for their administration, though, are both confronted with some motivational factors that may not be shared by their traditional counterparts, particularly those

Abstract This study attempts at examining organizational approach to leadership and workforce dedication among five private firms in Lahore, Pakistan. The study sample will be a total of 185 personnel (both females and males), chosen via convenience sampling. Subjects’ organizational dedication and leadership approach will be evaluated with the aid of the OCQ (Organizational Commitment Questionnaire) and MLQ (Multifactor Leadership Questionnaire). Data analysis will be conducted by relying on ANOVA (Analysis

Work-Related Attitudes: Prejudice, Job Satisfaction, And Organizational Commitment Area of the Study: A worker's attitude heavily impacts his behavior and his performance in any organization. A positive attitude results in an increase in overall productivity for him and the organization because of the feeling of optimism, pride and job satisfaction. A negative attitude will result in negative behaviors which will then lead to job switching or lack of productivity. There are many

Organizational Culture and Leadership Leadership is power, exercise of influence of an authority that seeks to inspire the conduct of others (individuals or groups) in order to get them to voluntarily achieve clearly defined objectives. While some have naturally predisposed to leadership, it is also true that leadership develops over time. What is the key to a productive leadership? How to improve weaknesses to achieve positive results? How to mobilize and

" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization learn in a concrete manner how best to accord with the reigning culture. In order for this to occur though, there must be a certain initial scrutiny and selectiveness where leadership and personnel are concerned, endorsing an organization-wide emphasis on the quality

Over the past decade, 'culture' has become a common term used when thinking about and describing an organization's internal world, a way of differentiating one organization's personality from another. In fact, many researchers contend that an organization's culture socializes people (Stein, 1985) and that leadership styles are an integral part of the culture of an organization. A culture-specific perspective reflects the view that the occurrence and the effectiveness of certain