Introduction

Presented to:

Presented by:

PREFACE The goal of this project which has been assigned by our respectable teacher Prof. is to implement what we are studying in Research Methodology in order to have a practical experience. So this project has added a lot to our information. For this we are grateful to our Teacher. The Roads to the future are always under construction ACKNOWLEDGE IN THE NAME OF ALLAH THE MOST GRECIOUS AND MERCIFUL We are thankful to Allah who has given us the courage to complete the project. After ALLAH we thank our Parents who have supported us in the ups and downs of Life by Saying When the going gets tough, the tough one gets going Finally we are thankful to our Teacher Prof. whose tremendous support has made us able to fulfill the requirements of our project.

Summary: A major national study conducted by the University (Lahore University of Management Sciences) found five years ago that increased Internet use in the Pakistan had produced a reduction in the use of libraries by the students of different universities. Our study presented an insight into the students dependence on the internet medium for making their assignments and lower visits to library for the same purpose due to different factors. With Internet use continuing to grow by leaps and bounds, the dependence of the students is likely to increase in the coming years and therefore our research will provide the University management to make changes needed to equip their libraries with modern facilities of digital era to encounter future demands. Chapter 1 1.1 Abstract

Today in our corporate world, people are getting views about the employees as regards to their commitment to their work is that its getting down. On the other hand, its a general behavior of every one that one always wants to have more and more in ones life and especially in the case of employees that they want to achieve success in their career no matter what it is and for that purpose they have an urge to excel in themselves to achieve their aims. Keeping in view the above mentioned fact, we have conducted a survey to analyze the relationship between the two variables and on the basis of it we have made a report.

The survey has been conducted on the organizational behavior of the employees at NISHAT TEXTILES MILLS and SAPPHIRE FIBRE LTD. Survey was to gather information, opinion and suggestions from employees in the offices about the factors that they think are directly affecting their work and jobs. The survey was fielded via personally administered questionnaire. We selected the sample of employees as calculated and administer the questionnaire to them. As the survey was conducted in the office situated near to our university so we got them back in a short time span the same day. The ultimate rate of response to the survey was 75 percent - more than enough to ensure that the full range of employees in the offices has been represented. 1.2 Background of the study NISHAT TEXTILES MILLS and SAPPHIRE FIBRE LTD
The goal of this study was to learn about the low usage of institutional library and its impact on college students academic assignments and their learning. To meet those goals, the researchers used unstructured interviews and a questionnaire

Research undertaken to answer questions about specific problems or to make decisions about a particular course of action or policy decisions. Our research also belongs to the same category because we are going to analyze organizational behavior of employees. And after that we will be able to apply and check our relevant organizational behavior in corporate world.

1.3

Objective of study

The purpose of the study was to identify those variables in the employees that are critical to their behavior as work force and also critical to their daily working. This report has been made so that the essential changes as per requirement of the employees behavior and commitment can be made in the organizations and in those employees as well if they really have an urge to excel in life and want to achieve some thing significant.

1.4 Significance of the study

The significance of this report and this research is that both will help the employees identifying and determining those variables in their attitudes which will help them have higher urge to excel in their life and therefore have stronger commitment towards their work and organizations. The relevant variables have been presented further. Chapter 2

2.1Review of Related literature

Organizational commitment of workers is not a new concept in the study of organizational behavior. This topic was examined as early as 1938 (Barnard). Kanter (1968) views organizational commitment as the willingness of workers to devote energy and loyalty to an organization. In general terms, organizational commitment is a strong belief in and acceptance of the organization's goals and values, a willingness to exert considerable effort on behalf of the organization, and a definite desire to maintain organizational membership (Porter, Steers, Mowday, & Boulian 1974 p. 604).

Organizational commitment research has made a distinction between two schools of thought: attitudinal and behavioral commitment (Reichers 1985). Attitudinal commitment stems from the works of Buchanan (1974), Porter (1974) and Mowday and the others (1982). Behavioral commitment has its origins in Becker (1960), Kiesler (1971) and Salancik (1977). Mowday and the others (1982) explain the difference as follows: Attitudinal commitment focuses on the process by which people come to think about their relationship with the organization. [] Behavioral commitment, on the other hand, relates to the process by which individuals become locked into a certain organization and how they deal with this problem. (Mowday et al. 1982, p. 26) In particular, Brown simplifies the concept into a singular concept of commitment as follows. Commitment to a particular entity is a distinct phenomenon, albeit a complex one, that may differ depending upon how certain factors, pertinent to all commitments, are perceived and evaluated by an individual (Brown 1996, p.232) If the target of commitment is to reach a certain goal, the manifestation of such a commitment is the acceptance of the goal, willingness to exert necessary (or even more) effort in order to reach it and persistence in the face of difficulties (DeShon & Landis 1997). However, depending on the operating level (high or middle management, or staff), the visibility of the manifestation is likely to differ.

The literature concerned with the development of affective commitment (toward an organization) has classified a wide range of variables supposedly affecting the process into three categories: 1) organizational characteristics, 2) personal characteristics and 3) work experiences (Meyer & Allen 1997). Of these characteristics, work experiences are seen to play the most important role in the development of affective commitment toward a commitment target (Mathieu & Zajac 1990). Meyer and Allen (1997) have reviewed the antecedents and found that job challenge, degree of autonomy, variety of skills used, role ambiguity, role conflict, participation in decision-making, fairness of policies and treatment, personal fulfillment, employee-manager relationship, personal importance and personal competence play an important role in the development of affective commitment. Personal characteristics such as gender, age, tenure, marital status, and the level of education do not contribute significantly to the development of affective commitment. The strongest correlations of personal characteristics with commitment types have been found between perceived competence and affective commitment (Mathieu & Zajac 1990). This suggests that employees who have a strong confidence in their abilities and achievements tend to develop a stronger sense of affective commitment than those who do are less confident (Meyer & Allen 1997). Meyer and Allen conclude that it is above all through personal fulfillment that affective commitment develops.

2.2

Theoretical framework
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Theoretical framework is a basic conceptual structure organized around a theory. We are concerned to check that how urge to excel of the employees effect their commitment to their job. Our independent variable is the urge to excel and dependent variable is commitment and the factors affecting this dependent variable include the following: Devotion Responsibility Cultural changes Patience Loyalty Personal grooming Courteous behavior

Now as we have mentioned the independent variable and dependent variables we see that all of these factors play an important part to help employees have better commitment to their organizations. When people have devotion to their work and perform it honestly, it means they feel their responsibility towards their work. As now the culture in the corporate world is changing as its becoming more of decentralized and managers and employers try to give the employees more space in showing up their abilities by letting them participate in decision making of organizations, employees also show up their commitment toward their organizations. Secondly one of the most important elements which one must have in ones personality is patience. Its because becoming a millionaire in one night is more of an impossible thing in reality so to achieve some thing worthwhile in life which comes from the urge to excel that one has in his attitude, one has to wait for a while and that requires patience. Other factors

that stimulate commitment include loyalty of employees, their grooming and the courtesy they show towards their organizations (their employers) and its clients in the way of attending and serving them.

Hypothesis & Operationalization

HYPOTHESIS: As it is a logically conjectured relationship between two or more variables expressed in the form of testable statement. So our hypothesis will be: Higher the urge to excel, stronger would be the commitment The statement given above is a testable statement. By measuring the extent of employees commitment with their urge to excel in life, we can examine the relationship between these two variables to see if there is significant positive correlation between the two. If we do find this to be the case, then the hypothesis is validating.

VARIABLES: The two variables we have used in our research are urge to excel and commitment of employees to their organization.

MEANING OF URGE TO EXCEL:

Urge to excel is an attitude which comes from the interest, abilities and environment that an individual embrace from his circumstances. When we talk about urge to excel, it refers to ones desire in life to achieve some thing worthwhile. Some thing that makes a different in ones life. Here in this research we have tried to analyze the urge to excel in the employees of organizations, NISHAT MILLS PVT LTD and SAPPHIRE FIBRE LTD. MEANING OF COMMITMENT: The state of being bound emotionally or intellectually to a course of action or to another person or persons: a deep commitment to liberal policies; a profound commitment to the family. A commitment is an obligation of one individual or organization to another individual(s) or organization(s). Commitment is as an essential ingredient for successful career.

DIAGARM 2: These scenarios are explained by following diagrams:

Urge to excel

Level of organizational commitment

Figure 1: Positive Association

INDEPENDENT VARIABLE (X): Independent variable in this study is the urge to excel the employees have as regard to their career life. DEPENDENT VARIABLE (Y): Dependent variable in this study is the level of commitment they have towards their organizations. OPERATIONALIZATION: For the Operationalization of our hypothesis we have analyzed the following dimensions. These dimensions along with their subsequent elements and relevant questions have been given as further.

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DIMENSIONS & ELEMENTS OF URGE TO EXCEL: Dimensions: Interest: A sense of concern with and curiosity about someone or something. Elements Aim Future plans Related questions Dimensions: Motivation: The reason(s) behind a particular character's actions which causes them to react or act in the way they do. Elements Salary package Peers Related questions: I am fairly paid for the work I do. I am motivated to work because of security (e.g. pension, benefits etc.) I am striving for my achievements which I want after 10 years. I am doing my ideal job. This is the type of job in which I feel sense of accomplishment. I take part in my companys flextime program. I have a clear path of career development. I have the potential to achieve my goals.

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 Dimensions:

I am motivated to work because of friends, work relationships etc. I am motivated to work to achieve success. I am motivated to work to reach your full potential. I am motivated to work because of money earned.

Personality grooming: How one behaves, response and perceive different thoughts. Elements: Academics Temperament Behavior Related questions: Dimensions: Learning: The process of acquiring knowledge, attitudes, or skills from study ,instruction, or experience. Elements: Abilities My academic institution has given me perfect grooming I have gained a lot of experience from college life for practical or field life. I know my strengths and weakness I can handle tension & stress at work I have a good idea about career opportunity opened to me. I can work in teams I have a good temperament.

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Achievements Skill Development Related questions: Dimensions: Personal priorities: Some thing having higher level of importance or ranking Elements: Work life Social life Related questions: I find it difficult to manage my work, life and relationships. I can keep a balance in my family life and social commitments. I am learning a lot from this job I have made significant achievement so far in this job. I learn from my mistakes and try not to repeat it. I am making best use of my abilities and skills. I have enough opportunities available in this job to develop my career.

DIMENSIONS & ELEMENTS OF COMMITMENT: Dimension: Hard work: My definition of hard work is that which challenges you. (Anonymous)

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Elements: Work planning Potential to work Related questions: Dimension: Loyalty & honesty to work: LOYALTY, as a general term, signifies a persons devotion or sentiment of attachment to a particular object Elements: Benefits to organization Benefits from organization Consistency / Regularity Absenteeism Rate Related questions: Dimension: Satisfaction: The act of satisfying, or the state of being satisfied; gratification of desire; contentment in possession and enjoyment; repose of mind resulting from compliance with its desires or demands. I have the potential to bring a lot of business to this company I have never got fired or laid off job in last year. I havent quit any job in last year. I am often absent from work. I always plan and organize my work before conducting it . I can work as much as my work requires The work I do makes a difference here

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Elements: Participation Vitality Mobility & Opportunities Related questions: I am satisfied with the level of my involvement in decision making Considering every thing (salary, benefits, work environment) I am happy with my job I am satisfied with the level of association my supervisors keep with subordinates.

DIAGRAM 3:

Urge to excel

Personal grooming

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Personal priorities

Interest

Learnin g

Motivatio n

Commitment

Satisfactio n

Hard work

Loyalty

Research Design
SURVEY RESEARCH DESIGN: Survey research is the method of gathering data from respondents thought to be representative of some population, using an instrument composed of closed structure or open-ended items (questions). Logic for using survey research technique: Quick data collection

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Inexpensive

PURPOSE OF THE STUDY: With respect to this statement our purpose of the study is hypothesis testing instead of exploratory or descriptive study.

REASON: Hypothesis testing is undertaken to test the nature of certain relationship between two variables or to test the difference between two variables. So, with respect to our hypothesis we want to know the independence between the two variables, urge to excel and commitment.

NULL-HYPOYHESIS Ho: Null-hypothesis or statement is a proposition that states that the population correlation between the two variables is zero or there is no relationship between the two. So, our nullhypothesis is that:

Commitment of employees is not a function of their urge to excel in life.

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Ho: a = b

This would be statistically expressed as p = o Where represents the correlation between the student motivation and the satisfaction with the working environment, which in this case is equal to zero i.e., no correlation.

ALTERNATE HYPOTHESIS Ha: The alternate hypothesis, which is the opposite of the null-hypothesis, is a statement expressing a relationship between the two variables or indicating the difference between groups. So our alternate hypothesis is,

There is a positive relationship between the urge to excel and commitment of employees to their organizations Ha: p>o

TYPE OF INVESTIGATION: Type of investigation here is a causal study. Here we want to see that variable X i.e., urge to excel in career life is directly related to the variable Y i.e., level of commitment of employees towards their jobs and organizations and whether any change in X will really have an effect on Y.

EXTENT OF RESEARCHER INTERFERENCE:

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The extent of researcher interference is minimal here as the survey has been conducted in the natural working environment of the offices. A questionnaire had been distributed among the employees to record their responses and check for any relationship between X and Y afterwards.

STUDY SETTING: The study setting here is non-contrived where there is not any artificial set up. As organizational researches are normally conducted in natural or non-contrived environment, similarly as we just want to know the effect of level of commitment of the employees, this has been carried out in the natural working environment at the NISHAT MILLS and SAPPHIRE FIBERS offices.

POPULATION: The population is defined in terms of: Element Sampling unit Extent

ELEMENT: That unit about which information is collected and that provides the basis of analysis. Our element here is the office employees.

SAMPLING UNIT:

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An element or set of elements considered for selection in some stage of sampling. In a simple single stage sample the sampling units are the same as elements. Our sampling units are NISHAT TEXTILE MILLS and SAPPHIRE FIBERS LTD.

EXTENT: Location of the sampling unit. Both are located in Gulberg.

Population: Employees of the organizations: Nishat Textile Mills (head office) Population size: 100 Sapphires Fiber LTD: (head office) Population size: 90 Sample size: 80 Unit of Analysis & Observation

Office employees of both organizations from exports, marketing & accounts deptt. Sampling Type: Non probability sampling:

A sampling technique in which units of the samples are selected on the basis of personal judgment or convenience. Purposive sampling:

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A technique in which selected sample is based upon some appropriate characteristics of the sample members. Logic for selecting purposive sampling:

We have conducted our survey from management level employees (managers asst. managers accountants computer programmers)

Data Collection Tool

Cover letter:

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A letter that accompanies the questionnaire and its purpose is to induce the reader to complete and return the questionnaire. Questionnaire Self-administered questionnaire Structured questions

Logic for using questionnaire as a data collection tool: Less cost Greater anonymity Standardized working No interviewer bias Accessibility Less time needed

Data Processing & Analysis

MEASUREMENT AND MEASURES:

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After having collected the data we have processed it manually. Though the sample size was 100 and we distributed 120 questionnaires to avoid any un-answered responses and luckily 90 questionnaires were fully responded and 10 for our sample were non response.

Categorizing: As we have used a Likert scale in our questionnaire therefore we grouped together the several items measuring the same concept the negatively worded questions, positively worded questions and we have also categorized them as high, medium and low levels of urge to excel and level of commitment. So following tables have been made.

Scores to Attitude: Strongly agree Agree Neutral Disagree Strongly disagree 5 1 4 3 2 1 2 3 4 5

Scores to +ve questions range from 5 1 & scores to ve questions range from 1- 5 No. of positive questions = 29 No. of negative questions = 2 SCORING RANGE: Calculating range:

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Total questions = 31 Independent variable = 21 Dependant variable = 10 Scoring range of INDEPENDENT VARIABLE questions: Max score = 21*5 = 105 Min score = 21 105-21 = 84/3 = 28 21 49 50 78 79 105 Scoring range of DEPENDENT VARIABLE questions: Max score =10*5=50 Min score = 10 50-10= 40/3 = 13 10 23 24 37 38 50

Tables
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Table 1: Urge to Excel

Urge to excel High Medium Low Total

Frequency 52 32 16 100

Percent 52 32 16 100

16%

52% 32%

Table 2: commitment

Level of commitment High Medium

Frequency 43 30

Percent 43 30

25

Low Total

27 100

27 100

27% 43%

30%

Table 3: Urge to Excel & Commitment

High Particulars High F 27 18 7 % 52 35 13 26 F

Medium % 44 31 25 F 2 2 12

Low % 12.5 12.5 75 F

Total

14 10 8

43 30 27

Level of

Medium Low

commitment

Total

52

100

32

100

16

100

100

Urge to excel
Urge to excel (X-axis) Level of commitment (Y-axis)

Summary
The survey was initiated at the NISHAT TEXTILES MILLS and SAPPHIRE FIBRES LTD to measure the level of employee commitment as a function of their urge to excel in their career and professional life. We carried out a comprehensive literature review in this area and the hypothesis was formulated based on the theoretical framework. The dimensions or the operationalization of the variables was based on the factors or elements that were found critical in our analysis. The population was the employees at the two organizations offices and the sample was about 80. The data was collected through personally administered questionnaire to the employees and the response rate was found to

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be above 75% and was adequate to analyze our findings. The data collected was analyzed manually and percentages were calculated on the frequency of high, medium and low to differentiate the opinions of the employees and categorize them accordingly in different percentages. The commitment level of the employees in context with the urge to excel of employees is satisfactory. In the very end based on these we analyze our hypothesis and found that there exists a direct relation between employees commitment towards their jobs and work and their urge to excel in career and professional life.

Conclusion
To conclude with our survey findings, which were, initiated with the hypothesis that there is a direct relation between the employee commitment towards their job and their urge to excel in the career life.. The findings of our research strongly support our hypothesis that

Higher the urge to excel, stronger would be the commitment

Our findings complement the results of similar studies carried out on the same topic in other parts of the world.

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Recommendations
After testing our hypothesis and analyzing the conclusion with states that the two variables of the hypothesis have a strong positive co-relation between them. We are confidant that people have very clear concept of their career paths and career development which has strengthen their commitment towards their job and also because of clear concept they have higher urge to excel. Relying on our analysis there is no particular recommendation we have to suggest for the organization because they already have higher urge to excel and stronger commitment towards their job. The only thing which we would like to suggest is that employers must give importance to their employees, so that their present behavior remains consistent.

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