1. KAUTIR (Kerala Agricultural University Theses Information and Retrieval)

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    Emotional intelligence and job performance of Kerala Agricultural University scientists
    (Department of Agricultural Extension, College of Agriculture ,Vellayani, 2022) Saradhi,Prasanna; Smitha, K P
    The study entitled "Emotional intelligence and job performance of Kerala Agricultural University scientists," was conducted during the year 2020-2021. The objective of the study was to assess the gender differential in emotional intelligence of Kerala Agricultural University scientists and its influence on their job performance. Organizational constraints experienced by scientists were also studied and suggestions for improvement were delineated. The study was conducted in the colleges, research stations, KVKs and other centers under Kerala Agricultural University, representing the three zones of Kerala, viz., the Northern zone, the Central zone, and the Southern zone. A total of 120 scientists, including 40 from colleges, 40 from research stations, and 40 from KVKs and other centers, were selected by adopting stratified proportionate sampling. From each group of 40 scientists, it was ensured that 20 were female and 20 were male respondents. There were two dependent variables and 14 independent variables in this study. Emotional intelligence and job performance were the dependent variables. The scale developed by Goleman (1995) was used to assess emotional intelligence. Job performance was assessed by developing an index for the study, under five dimensions: teaching, research, extension, self development efforts, and administrative and institution building activities. Based on the analysis of the data, it was found that majority of the respondents (66.66%) had a medium level of emotional intelligence. From the MannWhitney U test, it was revealed that there was no significant difference between male and female scientists in their emotional intelligence, but in the case of job performance there was a significant difference between male and female scientists in all dimensions except teaching. From the factor analysis it was observed that out of 5 dimensions self awareness and motivating oneself were the major components that contributed to the emotional intelligence whereas teaching and research were the two major dimensions that contributed towards job performance. On performing principal component analysis – biplot, it was observed that involvement in administrative and institution building activities is comparatively lesser for all other categories of respondents except college teachers whereas the PCA – biplot of emotional intelligence has shown uniformity in 127 distribution of all categories of respondents for all components. The study revealed that the majority of the respondents (85.83%) had a medium level of job performance. Analysis of the profile characteristics of KAU scientists revealed that majority of the respondents (65.9%) were middle aged, had doctoral degrees (73.3%), job experience of less than 10 years (40.83%), nuclear families (75.8%), belonged to urban areas (61.7%) and had adequate promotional opportunities (66.7%). It was also observed that most of the respondents had a medium level of family income (65%), attitude towards profession (68.3%), self-confidence (65%), organisational climate (76.7%), perceived workload (73.33%), leadership quality (85%), organisational commitment (72.5%), and job stress (70%). From the correlation analysis it was revealed that the factors having relationship with emotional intelligence were promotional opportunities, self confidence, organisational climate, leadership quality, organisational commitment, and job stress whereas Job performance was having relationship with age, job experience, attitude towards profession, self-confidence, organisational climate, and organisational commitment. The study also revealed that there was no significant association between emotional intelligence and job performance of KAU scientists. Major constraints perceived by the KAU scientists were lack of practical oriented capacity building programme and its follow up, less promotion / growth opportunities for scientists, lack of teamwork, empathy and mutual understanding among the scientists, lack of adequate infrastructure facility (office/ laboratory facilities/ quarters etc.,), poor library facilities and lack of availability of adequate books in the university library. The constraints experienced by the scientists need to be considered in order to improve the performance of the KAU scientists at their work place. The major suggestions delineated by the respondents for improving the job performance of KAU scientists were improvement of infrastructure facilitates for escalating work efficiency, democratic and transparent decisions by the authorities and impartial actions, more promotion/ growth opportunities for scientists, favourable organizational climate for team building and boosting the morale of the scientists, and clarity of roles for scientists regarding teaching, research, and extension.
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    Effectiveness of training on basic credit management-a study in the federal bank limited
    (College of Co-operation, Banking and Management, Vellanikkara, 2016) Jisspriya John; Sherief, A K
    Training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce (stone, 2002). Training is the most important factor in an organization because training increases the efficiency and the effectiveness of both employees and the organization. Tiie study entitled THE EFFECTIVENESS OF TRAINING ON BASIC CREDIT MANAGEMENT - A STUDY IN THE FEDERAL BANK LIMITED 'was undertaken with the objective of analyzing the effectiveness of training (Basic Credit Management- 6 programmes of 2015 year) on job performance of employees of the Federal Bank Limited. The both primary and secondary data were used. The primary data were collected by using convenience sampling method of 78 employees through mailed questionnaire and telephonic interview. Secondary data were collected from company website, previous reports, organizational manuals, journals and other online source. The collected data were analyzed with the help of statistical tools such as percentage, chi-square test, correlation, factor analysis and indices. The study reveals that the employees are very much satisfied on the training environment and also their responses shows that the basic credit management training programme upgrades the job performance of federal bank employees. Human resource capital of organization plays an important role in the growth and the organizational performance. So to improve the organizational performance through the employee perfonnance, Federal Bank is giving proper training to the employee.
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    Employee satisfaction in retail sector: a case study of elite supermarket, Kerala
    (College of Co-operation Banking and Management, Vellanikkara, 2017) Divya, K P; Vinaikumar, E
    Employee satisfaction is the employee’s judgement, of how well his job as hole is satisfying his various needs. Employee satisfaction depends on the performance of work and emotional aspects of individual’s experience towards the job. If an individual is not satisfied with the working condition, office atmosphere, having no cordial relation with fellow employees as well as with management, lack of promotional avenue etc. There can be job dissatisfaction among employees. For employees work is not merely a tool for financial benefit, but an idol for worship. Satisfaction is act of satisfying or the state of being satisfied, fulfilment of desire, demand or needs. Job satisfaction is the mental experience that the employees derive after completing their work as per their own expectations. Porter and steers (1973) conceptualized job satisfaction as the sum total of individual’s expectation on the job. The more the individual expectations are met on the job it improves the level of satisfaction. Satisfaction describes how content is an individual with his or her job. There are varieties of factors including level of pay and benefit perceived fairness of the promotion system, quality of working condition, leadership and job itself. The study is attempted on the employee satisfaction of Elite supermarket, Kerala. The objectives are the following 1) To examine the level of employee satisfaction and area of dissatisfaction in Elite Supermarket. 2) To identify major factors determining the satisfaction. Design of the study given in the first chapters clearly reveals the evidence of employee satisfaction in the success of an organization. The second chapter which deals with the theoretical frame work for studying employee satisfaction using the Herzberg two factor theory and Locke’s value discrepancy theory. The third chapter deals with review of related literature. The fourth chapter deals with the industry profile, Kerala. The fifth chapter deals with company profile of Elite supermarket, Kerala. The sixth chapter is an attempt to analyze employee satisfaction and it is 87 analysed to find out major areas of dissatisfaction, which will adversely affect the organization as a whole.
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    Job satisfaction of agricultural graduates engaged in selected avenues of employment in Alleppey District
    (Department of Agricultural Extension, College of Agriculture, Vellayani, 1989) Kalavathi, S; Tampi, A M
    The study was conducted in Alleppey District with a sample of 110 Agricultural graduates working in three avenues of employment viz., Department of Agriculture (60 respondents), Banks (30 respondents) and Agricultural University (30 respondents). The data were collected through interviews with the respondents. The data were analysed by applying percentage analysis, simple correlation, path analysis, Chi-square test, kruskal-wallis test and Friedman’s test. The results indicated that the agricultural graduates working in banks felt higher satisfaction on their job, followed by the agricultural graduates in the University and Department of Agriculture respectively in their order of satisfaction. Their personal factors (age, sex and the like) contributed very little to job satisfaction, whereas the job- related factors (Job Motivation, Job attitude and the like) were having significant contribution to job satisfaction. Job motivation expressed maximum direct as well as indirect effects within the three avenues of employment. Most negatively contributing factor was job esteem. Half of the agricultural graduates working in the three avenues of employment viz., Department of Agriculture, Banks and Kerala Agricultural University both perceived and performed their duties on the job at a higher order. The personal in the Banks and Agricultural University evidenced significant difference in the levels of their perception and performance in the areas of their job, namely, planning, Execution, Financing. Administration and supervision, Monitoring and Evaluation and Technical duties. Planning with Monitoring and Evaluation was considered most by the banking personnel. The Agricultural University personnel evidenced significant importance in Planning, Execution and supervisory process within their job. Departmental personnel perceived and performed all the areas of job duties on par. The results also indicated a positive relationship between job perception, job performance and job satisfaction amongst the agricultural graduates in all the three avenues of employment.
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    Human resources management in district co-opreative banks of Kerala
    (Department of Co- operative Management, College of Co- operation, Banking and Management, Vellanikkara, 2002) Shijimol, E A; Vinai Kumar, E
    The study entitled "Human Resource Management in District Co-operative Banks of Kerala" was conducted with the following objectives: 1. To examine the relatlonship between the Human Resource Management practices and job satisfaction levels of branch managers in District Co-operative Banks .• and 2. To examine the job performance of the branch managers in DCBs. Multi-stage sampling technique was adopted to select the sample banks for the study. Three District Co-operative Banks (DCBs) out of 14 DCBs namely Ernakulam District Co-operative Bank (EDCB), Thiruvananthapuram District Co-operative Bank (TDCB) and Kozhikode District Co-operative Bank (KDCB) were selected based on the performance parameters. Fifty per cent of the branch managers were selected from the sample banks on the conditions that the branch had more than ten years existence and the branch manager had a minimum experience of three years. Statistical tools used for analysing the collected data include percentages. correlation and regression model. The study revealed that the Human Resource Management (HRM) practices of the sample banks were almost similar because of the applicability of uniform rules and regulations governing co-operative banks. A scientifically based HRM practice was totally absent in DCBs of Kerala. Hence there is an imperative the need for proper planning, development and maintenance of human resources. Regarding job satisfaction in relation to human resource management, it was revealed that branch managers have medium level of satisfaction in all the three banks. Satisfaction level can be improved by adopting strategies for human resource planning, recruitment and selection, training and development, performance appraisal, transfer, promotion, motivation, grievance redressal, salary administration and relationship with trade unions. Bank wise analysis revealed that EDCB had the maximum number of employees with higher job satisfaction. According to the perception of the branch managers, salary administration was found to be the most important function of HRM. The job performance level of branch managers in DCBs of Kerala showed moderate performance. The inter bank analysis revealed that EDCB had the maximum number of high performing branch managers. According to the branch managers, business capacity was the most important factor determining job performance. Variables like problems faced and significant achievements showed insignificant relations in job performance. There was positive relation between job satisfaction and job performance. The estimation on the basis of regression equations also support that there was significant relation of the selected variables on job satisfaction.