Some Interacting Contextual Determinants Of Organizational Effectiveness In Power Generation Industry
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Date
2003-06
Authors
Ali, Ibrahim
Journal Title
Journal ISSN
Volume Title
Publisher
Universiti Sains Malaysia
Abstract
The study investigates the phenomenon of interacting organization contexts and
structure in organizations employing generation technology in the Peninsular Malaysia,
Sabah, and Sarawak. It investigates the outcome of the interactions among technology,
structure, and climate of the organization on organizational effectiveness, specifically
employees' job satisfaction, affective commitment, and intention to quit. The study was
conducted using data from 345 respondents working at all levels in 18 different work
organizations, with the assumption that the variations in job satisfaction, affective
comm.j.tment, and intention to quit among employees at different plant types were
contributed by the interactions of technology, structure, and climate. The sample
comprised 67% of respondents from TNB-owned power stations located throughout the
peninsular, while the other 33% were respondents from the Independent Power
Producers (IPPs) found in the peninsular, Sabah, and Sarawak. Power stations of all
generation types were included in the study. They are (1) diesel-sets rural station
located in rural areas, (2) hydro power stations located in remote water-abundant areas,
and (3) thermal/gas power stations that are found in the urban areas. A series of
hierarchical regression analyses were performed to examine the significant results of the
interactions. The results showed automation and structural dimensions as significant
contributor to job satisfaction. While no interaction effect was found to derive from the
interaction of technology and structure, technology was found to be significant in
interacting with decision-making, a climate factor. The interaction of structure and
climate on job satisfaction revealed five significant results. Specialization was found
significant in its interaction with organization of work, positive influence, and decision-
making, while centralization was significant in its interaction with organization of work.
Formalization was foWld significantly interacted with bureaucracy. In the interaction of
technology, structure, and climate on affective commitment, W?rkflow integration,
formalization, centralization, and decision-making were foWld as significant contributor
to affective commitment. The interaction of technology and structure revealed
technology and specialization interaction as significant, while in the interaction of
technology and climate, technology was found to have significant interaction effect with
organization of work, positive influence, and decision-making. Technology did not
appear to be a significant contributor in predicting intention to quit. Formalization,
centralization, and organization of work, however, did show their significance as having
significant main effect on intention to quit. In the three factor interactions among
technology, structure, and climate on job satisfaction, affective commitment, and
intention to quit, technology, structure, and climate interaction on job satisfaction only
was foWld significant. These findings demonstrate the importance of organizational
structure and climate as organizational contexts in determining job satisfaction and
affective commitment
Description
Keywords
Interactions among technology , on organizational effectiveness.