The Study of Relationships Between Organizational Culture and Interpersonal Self-Efficacy with Job Performance in Socso, Ipoh

May 15, 2019 | Author: amirazros | Category: Organizational Culture, Self Efficacy, Interpersonal Relationships, Employment, Goal

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This study deals with workers in the non-profit sector. The growth of non-profit organizations and the number of individ...

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The Study of Relationships Between Organizational Culture and Interpersonal Self-Efficacy with Job Performance in Socso, Ipoh. ______________________________________________________________________________________

UNIVERSITI TEKNOLOGI MARA THESIS: “The Study of Relationships Between Organizational Organizational Culture and Interpersonal Self-Efficacy with Job Performance in Socso, Ipoh.”

PREPARED BY: AMIR AZROS BIN ABDUL AZIZ

FACULTY OF BUSINESS ADMINISTRATION (HUMAN RESOURCES MANAGEMENT)

1

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The Study of Relationships Between Organizational Culture and Interpersonal Self-Efficacy with Job Performance in Socso, Ipoh. ______________________________________________________________________________________

1.0

INTRODUCTION This study deals with workers workers in the non-profit non-profit sector. The growth of non-profit non-profit

organizations organizations and the number of individual hired by the organizations organizations have been clearly obvious in the past two decades (Najam, 2000; Ruckle, 1981, 1993; Salamon, 1999, 2001, 2002). It is estimated that non-profit growth will continue due to the demand of the services provided by this sector.

As the non-profit sector has grown, so have research studies about the nature of thes these e orga organi niza zati tion ons. s.

The The rang range e of the the topi topics cs stud studie ied d has has incl includ uded ed volu volunt ntee eer r

management, management, accountability, accountability, and financial issues (Stone, (Stone, Hagger, & Griffin, 2001). The topic of this current research falls in the category of human resource development, as it focuses on individual individual performance (Swanson, (Swanson, & Holton, 2001). 2001). Discussion on empirical empirical studies regarding organizational organizational culture, self-efficacy, self-efficacy, and job performance is presented below. This study involved two variables that are dependent variable (job performance) and independent independent variables variables (organizational (organizational culture and interpersonal interpersonal self-efficacy). self-efficacy). All indepen independen dentt variable variable in this study are the elements elements that that manage managerr may add in their their performance appraisal system to increase its value. The The purp purpos ose e of the the stud study y was was to inve invest stig igat ate e the the rela relati tion onsh ship ip amon among g organizational culture and interpersonal self-efficacy with job performance of workers in

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

1.1 1.1

OVER OVERVI VIEW EW OF OF SOCI SOCIAL AL SEC SECUR URIT ITY Y ORGA ORGANI NIZA ZATI TION ON (SO (SOCS CSO) O)

The Socia Sociall Secur Security ity Organ Organiza izatio tion n (SOCS (SOCSO) O) was was forme formed d as a gove governm rnmen entt department on 1 January 1971 to enforce the Employees’ Social Security Act, 1969. It became a Statutory Statutory Authority Authority effective 1 July 1985. 1985. SOCSO has been been separated separated from the government’s New Remuneration System since 1 January 1992.

Consequently, Consequently, SOCSO’s SOCSO’s new remuneration remuneration system was was introduced. introduced.

SOCSO

administers two social security schemes: the employment injury insurance scheme and the invalidity pension scheme. These schemes provide protection for workers against the the

cont contin inge genc ncie ies s

of empl employ oyme ment nt inju injury ry

incl includ udin ing g

comm commut utin ing g

acci accide dent nts, s,

and and

occupational diseases as well as invalidity and death.

The objective of the social security schemes is to guarantee guarantee timely and adequate benefit benefit payments payments workers workers and their their depend dependant ants s in the event of a mishap. mishap. SOCSO arranges arranges for medical medical care, care, physical physical and vocation vocational al rehabili rehabilitati tation, on, besides besides promoti promoting ng acci accide dent nt prev preven enti tion on meas measur ures es and and inst instil illi ling ng grea greate terr awar awaren enes ess s with with rega regard rd to occupational safety and health at the work place. Rehabilitation services are provided

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

The objective of SOCSO is to ensure and guarantee the timely and adequate provision of benefits in a socially just manner to insured workers and their dependants and to promote occupational health and safety. SOCSO was established in 1971 to enforce, enforce, adminis administer ter and impleme implement nt Social Social Employe Employee’s e’s Security Security Act 1969 1969 and Social Social Employee’s General Safety Regulation 1971. The coverage provided by SOCSO includes medical treatment, cash payment, supply of artificial limp and rehabilitation. SOCSO has 45 offices nationwide reaching to emplo employe yees es provid providing ing the the best best servi service ces, s, giving giving fast fast and and accura accurate te infor informa matio tion n and and maintaining good relationship with employees and employers.

SOCSO'S VISION "IDEAL AND EXCELLENT SOCIAL SECURITY LEADER"

SOCSO'S MISSION Socso is committed to ensure socio-economic security of all working Malaysian citizens incl includ udin ing g thei theirr depe depend ndan ants ts thro throug ugh h Sche Scheme mes s of Soci Social al Secu Securi rity ty and and enha enhanc nce e occupational safety and health awareness for employee’s well being.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

CORPORATE GOAL AND OBJECTIVE Corporate Goal To provide comprehensive social security protection for Malaysians. Corporate Objective To ensure and guarantee the timely and adequate provision provision of benefits in a socially just manner and to promote occupational health and safety.

SOCSO'S QUALITY POLICY Socso Socso strive strives s to provid provide e an excel excellen lentt and and fair fair servi service ce to all clien clients ts throu through gh the development and advancement of Socso's staff.

SOCSO'S STRATEGIES:

1.

Giving top priority to the interest of the nation and the organization.

2.

Providing qu quality, fair, precise, sp speedy an and economical services to the clients

3.

Improving th the sk skills an and ex expertise of of th the pe personnel be besides ut utilizing ad advanced technology to upgrade services.

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5. 6.

Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ Fostering go goodwill an and no noble va values am amongst So Socso's pe personnel.

Cooperation with all the parties involved in Social Security.

SOCSO'S SAFETY AND HEALTH POLICY

SOCSO commits to ensure it will be a healthy and highly secured organization based on the principle that safety and health is a common responsibility. The management and staff commit to create and maintain a safer and healthier work place that will prevent work injuries and damages to property and life. The organization guarantee the success of the policy based on: 1. Developing Developing staff training training programs programs on health health and accident prevention prevention measures. measures. 2. Instill Instill the relevant relevant social social values values necessar necessary y to control control the action action of an individual individual that may jeopardize his personal health and safety including other people. 3. Constant Constantly ly keep abreast abreast to changes changes in safety safety standards standards,, health care care trends and and techniques. 4. Regular inspection inspection on office office equipments equipments to to identity identity and correct irregularities irregularities from the health and safety perspective. 5. Review Review plans for new locatio location n including including the facilitie facilities s for the office to guarante guarantee e the desig designi ning ng,, contra contracti ction on;; instal installa latio tion n and and opera operatio tion n are within within the stipu stipulat lated ed government guidelines.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ 6. Managem Management ent commits commits to ensure ensure every person person in the organizat organization ion understa understands nds

and accepts that he has role and responsibility responsibility towards his safety and health as well as that of his surroundings.

CLIENT CHARTER To provide social security protection and a just, accurate, timely and quality service economically to all employees and their dependants as well as the employers. SOCSO hereby pledges that upon receiving all the relevant information together with completed claims, SOCSO will undertake to: 1.

Pay Pay temp tempor orar ary y disa disabl blem emen entt benef benefit it (fi (firs rstt paym paymen ent) t) to inj injur ured ed emp emplo loye yees es within a month.

2.

Pay permanent disablement benefit (fi (first payment) and constant attendance allowance to all injured employees within 3 months.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ 7. Regi Regist ster er new new empl employ oyer ers s and and empl employ oyee ees s and and info inform rm empl employ oyer er of of their their

code number and employees social security registration number within 1 month. 8.

Re-i Re-inv nves esti tiga gate te and and prov provid ide e info inform rmat atio ion n on ever every y comp compla lain intt rega regard rdin ing g benefit claims within 2 week.

1.2

BACKGROUND OF STUDY 1.2. 1.2.1 1

JOB JOB PER PERFO FORM RMAN ANCE CE K. Rajkumar (2002) stated Performance Management is the process of

identifying, identifying, evaluating and developing developing the work performance of employees in the organization, so that organizational goals and objectives are more effectively achieved, while at the same time benefiting employees in terms of recognition, receiving feedback, catering for work needs and offering career guidance.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ work to the customer…the ability to deliver the right output in the right way, on

time and in one effort” (Philip Ricciardi, 1996).

A worker’s performance on the job is highly related to both the skills of the individual worker and the interpersonal supports available within the organization. Motowidlo and Van Scotter (1994), for example, studied the association among task, contextual, contextual, and overall performance performance in a military setting. setting. They found that that task perform performance ance and contextu contextual al perform performance ance contribu contributed ted indepe independe ndently ntly to overall performance.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

The need to possess good interpersonal skills is essential for the optimal performa performance nce of non-pro non-profit fit workers. workers.

For example, example, Gallaghe Gallagherr and Weinber Weinber (as

cited in Alvarez, Santos & Vasquez, 2001) stated that, while for-profit users pay for the product or service, the non-profit users pay for only a part of the cost of the the serv servic ice e and and the the dono donors rs pay pay the the rest rest..

This This impl implie ies s that that nonnon-pr prof ofit it

organ organiza izatio tions ns partl partly y depe depend nd on the the relati relation onshi ship p with with indivi individu duals als such such as contri contribu butor tors s and and not not only only clien clients. ts.

When When surve surveyin ying g mana manage gers rs from from publi public c

organization and non-profit organizations, Berman (1999) found that cultures of social service organizations as opposed to public organizations encouraged a more more open open and and freq freque uent nt comm commun unic icat atio ion n that that was was dire direct cted ed more more towa toward rd excellence rather than compliance.

Anot Anothe herr feat featur ure e that that has has been been foun found d to be incl includ udin ing g in some some job job performance studies is the association between demographic variables and job

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

1.2.2 1.2.2

INTER INTERPER PERSO SONAL NAL SELF SELF-EF -EFFIC FICACY ACY

To perform successfully, workers need the knowledge and the belief of being being able to perfo perform rm well. well.

Non-p Non-prof rofit it huma human n servi service ce workers workers have have direct direct

personal related jobs which means that their main task is to assist their clients physically, psychologically psychologically or socially socially (Dollard, Boyd and Winefield, Winefield, 2003). 2003). This is why perceived interpersonal self-efficacy becomes a key skill for non-profit workers. In this study, interperson interpersonal al self-efficacy self-efficacy for human service service worker is defined as the perceived belief in the ability to interact, provide feedback and provide support to other workers and clients, in other words to master their interper interpersona sonall environ environmen mentt (Brouwe (Brouwers rs & Tomic, Tomic, 2001; 2001; Poulin Poulin & Walter, Walter, 1993; 1993; Snyder & Morris, 1978)

A numb number er of inves investig tigat ation ions s in a varie variety ty of workp workpla lace ce setti setting ngs s have have

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ non-prof non-profit it workers workers in Malaysia Malaysia is investig investigated ated in this study, study, relation relationship ships s not

examined in previous studies.

1.2. 1.2.3 3

ORGA ORGANI NIZA ZATI TION ONAL AL CULT CULTUR URE E

A number number of research researchers ers have have identifie identified d the organiza organization tional al culture culture or same manifestation of culture, like climate (Jones, 1998), as having an impact on workers. workers.

Organiza Organization tional al culture refers to patterns patterns of belief, belief, symbols, symbols, rituals, rituals,

values and assumptions that evolve and are shared by the members of the organization organization (Pettigrew, 1979; 1979; Schein, 1992). 1992). Organizational Organizational culture influences influences

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

To identify gaps in organizational culture research that may need to be addr addres esse sed, d, it woul would d be help helpfu full to exam examin ine e a broa broade derr view view of cult cultur ure e in organiza organization tion..

Deal Deal and Kenned Kennedy y (1982) (1982) stated that people people are a compan company’s y’s

greatest resources, resources, and the best way to manage them is through the subtle cues of a culture. The added that that a strong culture culture is a system of informal informal rules that spelled out how individuals are to behave most of the time, and this culture

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ criteria, outcomes and other elements that may contribute to the effectiveness of

the organiza organization tion (Herman (Herman & Renz, 1998). 1998). Thus, Thus, if workers workers are to help and to assist other individuals, they need to show the necessary skills to assume the different roles they have.

1.3

PROBLEM ST STATEMENT

With increase in number of human service agencies agencies and therefore their services, it becomes more important to learn more about these agencies. Human service workers find themselves themselves how to deal with clients clients and situations. situations. But they must must also deal with

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ within the non-profit non-profit sector. This research investigated investigated the relationship relationship among among these

variables.

1.4

HYPOTHESES

According to Uma Sekaran (2006), a hypothesis can be defined as a logically

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ The study’s framework and its relationship to the reported questions were used

as the basis basis for for deve develop lopin ing g hypot hypothe hesis sis that that was was exam examin ined ed durin during g the resea research rch.. Hypotheses were made operational in terms of the criterion and its potential correlates as defined by the instruments that were used to obtain data about the variables.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

Hypothesis 1:

There is relationship between interpersonal self-efficacy and job performance.

There has examined interpersonal self-efficacy dimensions (interaction, feedback and social / peer support) and its relationship relationship with performance. performance. In reference to social social

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

Hypothesis 2:

There There is relati relation onshi ship p betwe between en organ organiza izatio tiona nall cultur culture e and and job job performance.

Sheridan (1992) examined the retention rates of 904 college graduates employed

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

1.5

OBJECTIVE OF STUDY

The purpose of the study was to investigate the relationships and differences among organizational culture and interpersonal self-efficacy with job performance in a multioccupational multioccupational sample sample within non-profit non-profit organization

The non-profit human human service

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

1.6

SIGNIFICANT OF STUDY

This This stud study y contri contribu buted ted with with empi empiric rical al data data to discus discussio sions ns on the impac impactt of non-profit culture on interpersonal perceived self-efficacy self-efficacy of human service workers and

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

And the last contribution of the study was that it would add to the literature of non-prof non-profit it human human resource resource develop developmen mentt (HRD) (HRD) by providin providing g empirica empiricall accounts accounts of

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ othe So, the higher higher cost, the bigger bigger problem faced faced by archer archer to plete plete the

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

4.2.7 4.2.7

Distri Distribut bution ion by by Race Race of of Respo Responde ndents nts

In Table 4.7, it can determine that the largest percentage (92.1%) of the respondents is ‘Malay’ categories and it show that 32 are Malay among respondents respondents in this research. research. 2.1% of responden respondents ts are from Chinese’s Chinese’s respondents respondents that are 1 person. person. Followed by Indian’s Indian’s respondents, respondents, which is 2.1% and that is 1 person

Valid

Frequency 32

Percent 94.1

Valid Percent 94.1

Cumulative Percent 94.1

Chinese

1

2.9

2.9

97.1

Indian

1

2.9

2.9

100.0

Total

34

100.0

100.0

Malay

Table Table 4.2.7: 4.2.7:

Distri Distribu butio tion n by Race Race of Res Respo pond ndent ents s

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

4.2.8 4.2.8

Distribut Distribution ion by Educati Education on Leve Levell of Respond Respondents ents

Table 4.8 shows the level of education obtained by staff at Socso, Ipoh. Based on the frequency table as at table 4.8, 23.5% of staff at Socso, Ipoh Ipoh grad gradua uate ted d with with SPM SPM Leve Levell and and 20.6 20.6% % have have STPM STPM Leve Level. l. Mean Meanwh whil ile, e, on the the othe otherr hand hand,, 20.6 20.6% % of the the staf stafff at Socs Socso, o, Ipoh Ipoh graduate graduated d with diplo diploma ma from their their universit universities. ies.

20.6% 20.6% of the the staff staff at

Socso, Ipoh graduated with Bachelor Degree from their universities and 14.7% are others and it showing that staff graduated with Master Degree and some of them have certificate.

Valid

SPM Level

Frequency 8

Percent Valid Percent 23.5 23.5

Cumulative Percent 23.5

STPM Level

7

20.6

20.6

44.1

Diploma Level

7

20.6

20.6

64.7

Bachelor Degree

7

20.6

20.6

85.3

Others

5

14.7

14.7

100.0

34

100.0

100.0

Total

Table Table 4.2.8 4.2.8::

Distribut Distribution ion by Educati Education on Level Level of of Respo Responde ndents nts

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

4.3 Reliability Test

Sekaran Sekaran (2003) (2003) Cronbac Cronbach h Alpha Alpha is an analysi analysis s conducte conducted d by most most research researchers ers in analyzing the reliability of an instrument to be used in the research. Earlier, he (Sekaran, 2003) mentioned that any figure that is below 0.60 is regarded as a poorly reliable instrument, on the other hand, those within 0.70 range is acceptable range and over 0.80 is considered as good.

4.3.1

Reliability for Dependent Variable (Job Perfor formance)

Reliability Statistics

Cronbach's Alpha .921 Table Table 4.3.1 4.3.1::

Cronbach's Alpha Based on Standardized Items .924

N of Items 10

Reliabili Reliability ty for for Depen Dependent dent Variable Variable (Job Performa Performance) nce)

Accor Accordin ding g to Table Table 4.3.1, 4.3.1, the depend dependen entt varia variable ble for for this this study, study, that that is job job perfo perform rman ance ce consis consistt of 10 quest questio ions. ns. The The result result from from the Cronb Cronbac ach h Alpha Alpha Coefficient analysis is therefore 0.921. Those lies below 0.6 is said to be a poorly

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ to be acceptable. For this case, the reliability for the job performance is said to be

good because, 0.921 is very close to 1.

4.3. .3.2

Rel Reliabi iabili lity ty for Inde Indep penden dent Varia riable ble (Orga rganiz nizatio tional Cultu ulture re))

Reliability Statistics Cronbach's Alpha .8 4 3

N o f It e m s 10

Table 4.3.2: Reliability Reliabilit y for Independent Variable (Organizational Culture)

According to Table 4.3.2, the independent variable for this study, that is organ organiza izatio tional nal cultu culture re consi consist st of 10 ques questio tions ns.. The The result result from from the Cronbach Alpha Coefficient analysis is therefore 0.843. Those lies below 0.6 is said to be a poorly reliable variables meanwhile meanwhile those within 0.80 is said to be good and 0.70 is said to be acceptable. For this case, the reliability for the job performance is said to be good because, 0.843 is very close to 1.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

4.3.3

Reliability for Independent Variable (Self-E f-Efficacy)

Reliability Statistics

Cronbach's Alpha .8 86

Cronbach's Alpha Based on Standardized It e m s .8 87

N o f I te m s 10

Table 4.3.3: Reliability Reliabilit y for Independent Variable (Self-Efficacy) (Self-Effi cacy)

According to Table 4.3.3, the independent variable for this study, that is self-efficacy consist of 10 questions. The result from the Cronbach Alpha Coefficient analysis is therefore 0.886. Those lies below 0.6 is said to be a poorly reliable variables meanwhile those within 0.80 is said to be good and 0.70 is said to be acceptable. For this case, the reliability for the job performance is said to be good because, 0.886 is very close to 1.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

4.4 Descriptive Statistics Descriptive Statistics N JobPerformance

34

Minimum 1 .0 0

OrganizationalCulture

34

1 .0 0

3 .00

2 .0 00 0

.5 1 4 0 5

SelfEfficacy

34

1 .0 0

2 .40

1 .5 44 1

.4 1 7 9 3

Valid N (listwise)

34

Tabl Table e 4.4. 4.4.1: 1:

M axim um 2 .80

M e an 1 .5 20 6

Std. De via tion .4 9 5 3 0

Desc Descri ript ptiv ive e Stat Statis isti tics cs

Table 4.1 shows the list of means and standard deviation conducted in this study. The scale for the means is based on a 5 point scale points. The mean for the Organizational Culture is 2.0000 (2.0000 on a 5 point scale) and Self-Efficacy is

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________

4.5

Pearson Correlation

Pearson Pearson correlati correlation on indicate indicates s and studies studies the directio direction, n, strength strength and significa significant nt of the vicariate vicariate relation relationship ship of all variable variables s in the study (Sekaran (Sekaran,, 2003). It tells how would these variables are interrelated to each other. Zikmund (2003) a simple correlation coefficient is a statistical measure of the co variation, or association between variables and it ranges from +1.0 to -1.0. Provided that the value is +1.0, thus it is a perfect positive linear relationship but on the other hand, if the value is -1.0, therefore it is a negative linear linear relationship. Summarily, Summarily, corre correla latio tion n anal analysi ysis s is done done to trace trace the relat relation ionsh ship ip of varia variable bles s to other other variables.

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Relationships Among Demographic Variables, Organizational Culture, Interpersonal Self-Efficacy and Perceived Job Performance in Socso, Ipoh. ______________________________________________________________________________________ Correlations

JobPerformance

Pearson Correlation

Job Performance 1

Sig. (2-tailed) N OrganizationalCulture

34

Pearson Correlation

.46 2**

Sig. (2-tailed)

.0 0 6

N SelfEfficacy

Organizatio nalCul nalCulture ture SelfE SelfEffi fficacy cacy .462 ** .67 3 ** .0 0 6

.0 0 0

34

34

1

.0 0 9

34

34

Pearson Correlation

.67 3**

.440 **

Sig. (2-tailed)

.0 0 0

.0 0 9

34

34

N

.44 0 **

**. Correlation is significant at the 0.01 level (2-tailed).

Table 4.5.1: Correlations

As expected, the self-efficacy affects the job performance in Socso, Ipoh; the result shows a positive correlation between variables such as selfefficacy (r= 0.67, p

The Study of Relationships Between Organizational Culture and Interpersonal Self-Efficacy with Job Performance in Socso, Ipoh

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