Please use this identifier to cite or link to this item: http://ir.lib.seu.ac.lk/handle/123456789/1935
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dc.contributor.authorRavichandran, D.-
dc.date.accessioned2016-12-19T10:38:05Z-
dc.date.available2016-12-19T10:38:05Z-
dc.date.issued2016-11-01-
dc.identifier.citation5th Annual International Research Conference- 2016, on “Value addition evidence based innovation from management sciences to society" , pp 284- 291.en_US
dc.identifier.urihttp://ir.lib.seu.ac.lk/handle/123456789/1935-
dc.description.abstractThis paper presents the major organizational justice factors influence on employee engagement in a context of banking sector in Trincomalee District. Based on principal component analysis (PCA), correlation and descriptive statistical analysis of the factors believed to influence that organizational justice on employee engagement therefore clustered into principal component. The sampling test conducted using Bartlett’s test of sphericity and KMO measure of sampling adequacy (MSA) to ascertain the level relationship and the pattern between variables was found to be very significant with MSA (0.940).The result of the analysis found to have four components displayed eigenvalues greater than 1. Therefore, the entire factor can be put into four principal components which accounted for 77.650% of the total variance. Statistically there was strong interrelationship among the variables in the (PCA) with p-value <0.05 .The principal components are feedback, unbiased, Pay and Stresses and Strains and pay and effort.en_US
dc.language.isoen_USen_US
dc.publisherFaculty of Management and Commerce- (SEUSL).en_US
dc.subjectOrganizational justiceen_US
dc.subjectPrincipal component analysisen_US
dc.subjectEmployee engagementen_US
dc.titlePrincipal component analysis of influence of organizational justice on employee engagement.en_US
dc.typeArticleen_US
Appears in Collections:5th Annual International Research Conference - 2016

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