Essay on Addressing a Lack of Parent Involvement - 1398 Words

Parent involvement in children’s education plays a critical role in student achievement and outcomes later in life (Epstein, 1995). Much research has been conducted about the benefits of parent involvement in elementary school and middle school. Less research has been conducted pertaining to early childhood education, namely children from birth through age eight. The limited research that has been conducted demonstrates that parent involvement at the preschool and primary grade levels is associated with greater achievement in reading and less grade retention all the way through grade eight (Basile Henry, 1996). Parent and family involvement provide comfort for children in social and cultural contexts, ultimately enhancing cognitive†¦show more content†¦St. Clement is a Catholic School in Baltimore, Maryland that, like many other schools, struggles with a lack of parent involvement. There are some parents who do not show up for conferences, children report do no t help them with homework, and never volunteer to help the school in any way. There is a need to increase parent involvement for many reasons, including providing children with maximum educational benefits, better meeting family needs, increasing the resources available to the school, and more. Parent involvement at St. Clement School has decreased over the last several years. To examine trends of declining parent involvement, the second grade class was used as a focus group since children in this group are still in the primary grades and are preparing to transition into the intermediate grades. In this group, it was observed that parent involvement has decreased as children have advanced grades. Perhaps, parents feel children are becoming more independent or perhaps the newness and excitement are wearing off. Nonetheless, in a class of 17 children, the same few parents are regularly involved, three to four make great effort to be involved, a few more are involved sporadically, and the rest are minimally involved, if at all. Despite, over a third of parents making aShow MoreRelatedThe Link Between Parents Perceptions Of The School And Their Responses On School Bullying954 Words   |  4 PagesThe Link Between Parents’ Perceptions of the School and Their Respon ses to School Bullying: Variation by Child Characteristics and the Forms of Victimization primarily focuses on the parental involvement and influence concerning their children experiencing bullying in school. 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Why Water Is More Dense Than Ice

Water is unusual in that its maximum density occurs as a liquid, rather than as a solid. This means ice floats on water. Density is the mass per unit volume of a material. For all substances, density changes with temperature. The mass of material does not change, but the volume or space that it occupies either increases or decreases with temperature. The vibration of molecules increases as temperature rises and they absorb more energy. For most substances, this increases the space between molecules, making warmer liquids less dense than cooler solids. Its All About Hydrogen Bonds However, this effect is offset in water by hydrogen bonding. In liquid water, hydrogen bonds connect each water  molecule to approximately 3.4 other water molecules. When water freezes into ice, it crystallizes into a rigid lattice that increases the space between molecules, with each  molecule hydrogen bonded to 4 other molecules.

A Study of the Relationship between Organisational Citizenship Behaviours Free Essays

string(70) " different cultural background construct different structures of OCB\." Research Proposal: A Study of the Relationship between Organisational Citizenship Behaviours, Psychology Contract and Organisational Justice: Focusing on the Chinese Workers [Note: This proposal has been reproduced in anonymised from with full permission from the student. It is reproduced using single line spacing to save paper]. Name: Student Number: Date of submission: dd mmm yyyy Word account: 2122 excluding references Contents 1 Research Background 2 Research aim and objectives 3 Literature review 3. We will write a custom essay sample on A Study of the Relationship between Organisational Citizenship Behaviours or any similar topic only for you Order Now 1 Organisational citizenship behaviours 3. Psychological contract 3. 3 Organisational justice 4 Methodology 4. 1 Questionnaire survey 4. 2 Sample selection and data collection 4. 3 Research ethics 4. 4 Data analysis 5 Timetable 6 Conclusions 7 References 1 1 2 2 3 4 5 5 5 6 6 6 7 7 1 Research Background Fuelled by increasing globalization and international competition, many enterprises have realised the importance of recruiting, retaining, and managing human resources, which contribute to increasing competitiveness of organisations and gaining sustainable competitive advantages (Nadiri Tanova, 2010). Recently, many scholars and practitioners devote multiple efforts to organisational citizenship behaviours. The reason is that organisational citizenship behaviours contribute to improving organisational performance by maximizing their job efficiency and productivity (Organ, 1988; Wagner Rush, 2000). Jahangir et al. (2004) assert that â€Å"successful organisations have employees who go beyond their formal job responsibilities and freely give their time and energy to succeed at the assigned job† (p. 75). From these perspectives, organisational citizenship behaviours act as an essential role in strengthening organisational effectiveness. Given its importance, this study aims to examine organisational citizenship behaviours of Chinese workers in order to improve research generalizability. Either in academic study or in practice, organisational citizenship behaviours have gained much attention. Hence, many scholars examine and explore the definition, structure, antecedents and consequences of organisational citizenship behaviours. Among all antecedents, organisational justice and psychological contract have received much attention in the field of organisational psychology and organisational behaviours. The existing studies have illustrated that rganisational justice and psychological contract are positively related to organisational citizenship behaviours (Cohen-Charash Spector, 2001; Turnley et al. , 2003). Through surveying samples from United Kingdom, mainland China, France and the United States, Fok et al. (1996) also found that employees with different cultural background had different perception of fairness and organisational citizenship behaviours. Concerning for the difference of culture, it is necessary to examine organisational citizenship behaviours and its antecedents in the Chinese cultural background. At the same time, Hui et al. 2004) point out that employment relationship is different due to different psychological, social, and interpersonal mechanism. Furthermore, the existing studies associated with organisational justice, psychological contract, and organisational citizenship behaviours are rooted in western cultural background. Whether they work or not in the Chinese cultural background has not been known. Therefore, in order to improve research generalisability, this study attempts to identify the effect of organisational justice and psychological contract on organisational citizenship behaviours focusing on the Chinese workers. This proposal is arranged as follows: section two provides research aim and objectives. As such, section three reviews literatures associated with organisational justice, psychological contract, and organisational citizenship behaviours. Section four presents data collection methods. Section five provides timetable. This proposal ends with conclusions. 1 2 Research aim and objectives The aim of this research is to examine and understand the relationship between organisational justice, psychological contract, and organisational citizenship behaviours. To address research aim, the specific research objectives are presented as follows: (1)To examine the relationship between organisational justice and psychological contract focusing on the Chinese workers; (2)To examine how organisational justice affects organisational citizenship behaviours focusing on the Chinese workers; (3)To examine how psychological contract affects organisational citizenship behaviours focusing on the Chinese workers. 3 Literature review 3. 1 Organisational citizenship behaviours The term organisational citizenship behaviour (OCB) was introduced by Organ (1977). In 1988, Organ defined it as ‘‘discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organisation’’ (Organ, 1988). Subsequently, Organ (1995) redefined OCB as ‘‘performance that supports the social and psychological environment in which task performance takes place† (p. 95). In terms of this definition, OCB is a part of job performance. The definition of Organ (1995) has gained considerable attention from scholars. According to Bolino et al. 2002), OCB is defined as â€Å"the willingness of employees to exceed their formal job requirements in order to help each other, to subordinate their individual interests for the good of the organisation, and to take a genuine interest in the organisation’s activities and overall mission†. This definition has gained the support of Appelbaum et al. (2004), who defined it as â€Å"a discretionary behaviour that is not part of an employee’s formal job requirement, but – is that which promotes the effective functioning of the organisation†. Based on their definitions, it can be known that OCB is an extra-role bahviour of promoting performance. In this study, the definition of Appelbaum et al. (2004) is used to understand organisational citizenship behaviours of Chinese workers. Concerning for the structure of OCB, there are different perspectives due to different research background and cultural background. In general, the structure of OCB is generalized into two dimensions, three dimensions, four dimensions, five dimensions, and seven dimensions, which I have summarised and presented in table 1. 2 Table 1 structure of organisational citizenship behaviours Reference Two dimensions Smith et al. (1983) Three dimensions Coleman and Borman (2000) interpersonal citizenship, organisational citizenship, and job/task citizenship Four dimensions Graham et al. (1989) organisational obedience, interpersonal helping, organisational loyalty, and organisational participation Five dimensions Organ (1988) altruism, conscientiousness, courtesy, civic virtue, and altruism and generalised compliance Contents sportsmanship Farh, Early and Lin (1997) identification with the company, altruism toward colleagues, conscientiousness, interpersonal harmony, rotecting company resources Seven dimensions Podsakoff (2000) and Mackenzie Helping behaviour, sportsmanship, organisational loyalty, organisational compliance, individual initiative, civic virtue, and self development According to Table 1, different scholars present different perspectives. Among these dimensions, the perspective of Organ (1988) has gained considerable attention from scholars. Because of this , different scholars with different cultural background construct different structures of OCB. You read "A Study of the Relationship between Organisational Citizenship Behaviours" in category "Essay examples" At the same time, the Chinese scholars Farh et al. 1997) also build five-dimensional structure of OCB. In order to reduce the effect of cultural difference, this study employs the structure of Farh et al. (1997) to measure organisational citizenship behaviours. 3. 2 Psychological contract The study of psychological contract was originated from Argyris (1960). Psychological contract is used to understand employment relationship between employees and employers. Employment relationship is reciprocity in terms of social exchange theory (Rousseau, 1990). Given its importance, many scholars define and study what is meant by psychological contract. For example, psychological contract is defined by Rousseau (1989) as â€Å"individual’s belief in the terms and conditions of a reciprocal exchange agreement between the focal person and another group† (p. 123). In 1995, Rousseau redefined it as â€Å"individual beliefs, shaped by the organisation, regarding terms of an exchange agreement between individuals and their organisation† (p. 9). This definition of psychological contract has been widely accepted by many scholars. In this study, the definition of Rousseau (1995) is used to understand Chinese workers’ psychological contract. As for the structure of psychological contract, there are different perspectives. The earliest structure of psychological contract includes transactional and relational dimension (Rousseau, 1990), which has gained wide application in academic study. In here, transaction contract refers to â€Å"a set of short-term economically focused attitudes involving limited involvement be tween the parties† (Raja et al. , 2004). And relational contract refers to sustain relationship with organisations depending on emotional involvement or financial benefits (Robinson et al. 1994). Subsequently, in 1995, Rousseau (1995) reconstructed four dimensions of psychological contract, namely transactional, relationship, balanced, and transitional contract. Furthermore, the Chinese scholars Hui et al. (2004) develop dimensions of psychological contract of Chinese workers, namely balanced, relational, and transactional contracts. Therefore, in order to reduce cultural difference, this study employs the dimension of Hui et al. (2004) to measure psychological contract of Chinese workers. 3. Organisational justice Justice in organisations has gained considerable attention from scholars and practitioners. The reason is that organisational justice significantly affects attitudes and behaviours of employees (Cropanzano et al. , 2001). Because of this, many scholars explore and s tudy organisational justice in different contexts. The organisational justice is defined by Folger and Cropanzano (1998) as ‘‘the conditions of employment that lead individuals to believe they are being treated fairly or unfairly by their organisation’’. According to this definition, organisational justice refers to employees’ perception towards organisation, especially for pay and promotion. In this study, the above definition is used to understand organisational justice of Chinese workers. In terms of understanding organisational justice, different scholars provide different types. The earliest study on organisational justice shows that it has two primary dimensions, namely distributive and procedure justice (Greenberg, 1990). In here, distributive justice refers to â€Å"feelings of fairness surrounding the allocation of organisational resources, including pay, bonuses, terminations, or any other resources that an organisation can provide to employees† (Deutsch, 1975). Procedural justice refers to â€Å"feelings of fairness regarding the procedures associated with determining promotions, terminations, performance ratings, bonuses, or anything else of value that the organisation provides† (Thibaut Walker, 1975, cited in Roch Shanock, 2006). In addition, some scholars provide three-dimensional structure of organisational justice, namely distributive justice, interactional justice, and procedural justice (e. g. Bies Moag, 1986). They define interactional justice as â€Å"feelings of fairness concerning for how employees are treated within the organisation†. This three-dimensional structure has gained considerable application in the academic study. Furthermore, Colquitt (2001) provides four-dimensional structure, namely distributive, procedural, interpersonal, and informational justice. From these perspectives, there has not consistent findings about the structure of organisational 4 justice. In order to better identify the structure of organisational justice, the scale of Colquitt (2001) is used in this study. 4 Methodology In terms of research objectives, among research strategies presented by Yin (1994), survey is applied in this study, aiming to understand respondents’ actual attitudes, perspectives, and behaviours. In this study, primary data collection methods are employed in order to gain actual information of Chinese workers. 4. Questionnaire survey In this study, questionnaire survey aims to identify Chinese workers’ actual perspectives and attitudes towards organisational justice, psychological contract and organisational citizenship behaviours. The process of conducting questionnaire survey is presented as follows: The first step is to design questionnaires of this study. The questionnaire includes four sections. More specifically, section o ne is used to establish the samples’ characteristics, which includes a series of indicators, such as gender, age, marriage, and tenure. Correspondingly, section two is used to measure organisational citizenship behaviours. In this section, the scale of Hui et al. (1999) is used, which includes 15 items. Section three is used to measure psychological contract which also employs the scale of Hui et al. (2004). Furthermore, section four is used to measure organisational justice which uses the scale of Colquitt (2001). A five point Likert type scale used to assess Chinese workers’ identification degree with each indicator (1=strongly disagree; 5=strongly agree). The questionnaire will be pilot tested with 10 employees from the company and amendments made as necessary. 4. 2 Sample selection and data collection The second step is used to send collection questionnaires. In this study a systematic random sample of employees will be selected from the human resource records of the Company in China which employs 750 people. These records are stored in salary order by department. In order to ensure 95% confidence and a margin of error of 5% I require 254 responses (Saunders et al. , 2009). Assuming a response rate of 52. % (Baruch and Holtom, 2008), this means I will have to administer my questionnaire to 482 employees using SurveyMonkey using work emails. The questionnaire will be administered in Chinese. I have gained the company’s agreement by contacting with human resource department manager. Assurances have been given that all respondents’ information is confidential and anonymous. 5 4. 3 Research Ethics Permission has been given in writing by the company to undertake this research. I have agreed that the data will be anonymised and it will not be possible to identify individuals. In addition, the company name will not appear anywhere within the dissertation, thereby preserving anonymity. Individual respondents will be told in the questionnaire covering letter that their participation is optional. 4. 4 Data analysis The final step is to do data analysis. In terms of the received data, some statistic analysis techniques are used to analyse the received data, such as descriptive statistic analysis, confirmation factor analysis, correlation analysis and regression analysis. All of these operations will be achieved by using SPSS software. Timetable The timetable of this dissertation is presented below: Table 2 Timetable of this Dissertation March Task Week 3,4 Select topic Confirm questions Research proposal Questionnaire survey Data analysis Introduction literature review Methodology Findings discussions Conclusions and Recommendations Final format and and and entry and research April Week 1,2 April Week 3,4 May Week 1,2 May Week 3,4 June Week 1,2 June Week 3,4 J uly Week 1. 2 July Week 3,4 Aug. Week 1,2 indexing Print, bind submit 6 Key dates within this are: Submission of dissertation: dd mmm yyyy I confirm I have the resources to pay for the SurveyMonkey software subscription. There are no associated travel costs. 6 Conclusions This proposal provides a framework for the writing of this dissertation. In general, research background, literature review, research objectives, methodology and timetable have been provided in this proposal, aiming to better conduct the writing of this dissertation. 7 References Appelbaum, S. , Bartolomucci, N. , Beaumier, E. , Boulanger, J. , Corrigan, R. , Dore, I. , Girard, C. , Serroni, C. (2004). Organizational citizenship behavior: A case study of culture, leadership and trust. Management Decision, 42(1), 13-40. Argyris, C. (1960). Understanding organisational behaviour. London: Tavistock Publications. Baruch , Y. and Holtom, B. C. (2008). Survey response rates and trends in organizational research. Human Relations. 61(8), 1139-60. Bolino, M. C. , Turnley, W. H. , Bloodgood, J. M. (2002). Citizenship behavior and the creation of social capital in organizations. Academy of Management Review, 27(4), 505-522. Bies, R. J. , Moag, J. S. (1986). Interactional justice: Communication criteria for fairness. In B. Sheppard (Ed. ), Research on negotiation in organizations, Vol. 1: 43-55. Greenwich, CT: JAI. Cohen-Charash, Y. , Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278-321. Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(1), 356-400. Coleman VI, Borman WC. (2000). Investigating the underlying structure of the citizenship performance domain. Human Resource Management Review, 10, 25–44. 7 Cropanzano, R. , Byrne, Z. S. , Bobocel, D. R. , Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58, 164–209. Deutsch, M. 1975. Equity, equality, and need: What determines which value will be used as the basis of distributive justice? Journal of Social Issues, 31(1), 138-150. Farh, J. L. , Earley, P. C. , Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42, 421–444. Folger, R. , Cropanzano, R. (1998). Organisational justice and human resource management. Thousand Oaks, CA: Sage. Graham, J. W. (1989). Organizational citizenship behavior: Construct rede? nition operationalization, and validation. Unpublished Working Paper, Loyola University of Chicago, Chicago, IL. Greenberg, J. (1990). Organizational Justice: Yesterday, today and tomorrow. Journal of Management, 16(1), 399-432. Hui C. , Lee, C. , Rousseau, D. M. (2004). Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality. Journal of Applied Psychology, 89(2), 311–321. Jahangir, N. , Mohammad, M. Akbar, M. H. (2004). Organisational citizenship behaviours: its nature and antecedents. BRAC University Journal, I (2), 75-85. Nadiri, H. , Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International Journal of Hospitality Management, 29 (2), 33–41. Organ, D. W. 1977). A reappraisal and reinterpretation of the satisfaction– causes– performance hypothesis. Academy of Management Review, 2, 46–53. Organ, D. W. (1988). Organizational citizenship behavior: the good soldier syndrome. Lexington (MA): Lexington Books. Organ, D. W. , Ryan K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775-802. Podsakoff, P. M. , MacKenzie, S. B. , Paine, J. B. , Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26, 8 513–563. Raja, U. , Johns, G. Ntalianis, F. (2004). The impact of personality on psychological Responsibilities and Rights Journal, 4(4), 249–270. Robinson, S. L. , Kraatz, M. S. , Rousseau, D. M. (1994). Changing obligations and the psychological contract: a longitudinal study. Academy of Management Journal, 37(1), 137-52. Rousseau, D. M. (1989). Psychological and implied contracts in organisations. Employee responsibilities and rights journal, 2, 121-139. Rousseau, D. M. (1990). New hire perspectives of their own and their employer’s obligations: a study of psychological contracts. Journal of organisational behaviour, 11, 389-400. Rousseau, D. M. (1995). Psychological contracts in organisations. CA :Thousand Oaks. Roch, Sylvia G. , Shanock, Linda R. (2006). Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions. Journal of Management, 32(2), 299-322. Saunders M, Lewis, P. and Thornhill A (2009) Research Methods for Business Students (5th edition) Harlow: FT-Prentice Hall. Smith C. A. , Organ D. W. , Near J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 653-663. Thibaut, J. , Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Lawrence Erlbaum. Turnley, W. H, Bolino, M. C, Lester, S. W. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management, 29(2), 187-206. Wagner, S. , Rush, M. (2000). Altruistic organisational citizenship behaviour: context, disposition and age. The journal of social psychologyl, 140(1), 379-391. Yin, R. K. (1994). Case study Research: Design and Methods. Thousand Oaks, CA : Sage. 9 How to cite A Study of the Relationship between Organisational Citizenship Behaviours, Essays

Unnecessary Destruction free essay sample

A paper against the use of embryonic stem cells in scientific research. A paper against the use of embryonic stem cells in scientific research. The author cites legal and moral reasons in support of his/her argument. Also discussed are some of the medical procedures and issues involved. The potential for human life should always be given a chance. By destroying human embryos, the chance for a human being to make a difference in the world is destroyed along with it. Recently, the Department of Health and Human Services (HHS) and the National Institutes of Health (NIH) made a decision to fund stem cell research. However, the research is dependent upon the destruction of human embryos. In addition, the National Bioethics Advisory Commission (NBAC) is calling to change the current ban against federally funded embryonic research, resulting in federal funds being used to destroy even more embryos. The destruction of human embryos should be stopped, and the funding for stem cell research should be halted until a more ethical method of retrieving stem cells is implemented. We will write a custom essay sample on Unnecessary Destruction or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page