Some Interacting Contextual Determinants Of Organizational Effectiveness In Power Generation Industry
| dc.contributor.author | Ali, Ibrahim | |
| dc.date.accessioned | 2017-09-28T00:31:06Z | |
| dc.date.available | 2017-09-28T00:31:06Z | |
| dc.date.issued | 2003-06 | |
| dc.description.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 | en_US |
| dc.identifier.uri | http://hdl.handle.net/123456789/4715 | |
| dc.language.iso | en | en_US |
| dc.publisher | Universiti Sains Malaysia | en_US |
| dc.subject | Interactions among technology | en_US |
| dc.subject | on organizational effectiveness. | en_US |
| dc.title | Some Interacting Contextual Determinants Of Organizational Effectiveness In Power Generation Industry | en_US |
| dc.type | Thesis | en_US |
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