Impact of Leadership Styles on Employee Efficiency

This assignment requires analyzing the effect of leadership styles on employee efficiency, focusing on transformational leadership, transactional leadership, and laissez-faire leadership. It involves reviewing existing literature, identifying key findings, and discussing implications for organizational performance. The analysis should also consider the role of human resource management practices and psychological empowerment in enhancing employee efficiency.

DISSERTATION
(IMPACT OF ORGANIZATIONAL CHANGE TOWARDS
EMPLOYEE PERFORMANCES)
Table of Contents

Table of Contents..................................................................................................................................................2
ABSTRACT............................................................................................................................................................. 4
CHAPTER 1: INTRODUCTION.................................................................................................................................1
1.1 Research Background...........................................................................................................................1
1.3 Company overview...............................................................................................................................2
1.4 Aim and objectives...............................................................................................................................2
1.5 Research questions..............................................................................................................................2
1.6 Research Scope....................................................................................................................................3
1.7 Significance of the present study.........................................................................................................3
1.8 Research structure...............................................................................................................................5
CHAPTER 2............................................................................................................................................................ 6
2.1 Literature Review:................................................................................................................................6
2.2 Definitions of key concepts..................................................................................................................6
2.3 Critical review of theories, models and framework.............................................................................8
2.3.2 ORGANIZATION ..........................................................................................................................9
2.3.3 ENVIRONMENT...........................................................................................................................9
2.4 Critical review of current research.......................................................................................................9
2.5 Research gaps.....................................................................................................................................13
2.6 Conceptual framework.......................................................................................................................14
2.7 Formulation of hypotheses................................................................................................................15
CHAPTER 3: RESEARCH METHODOLOGY............................................................................................................17
3.1 Research Philosophy/ Paradigm...............................................................................................................17
3.2 Research design.................................................................................................................................17
3.3 Research approach.............................................................................................................................18
3.4 Research method...............................................................................................................................18
3.5 Data analysis plan...............................................................................................................................20
3.6 Accessibility........................................................................................................................................21
3.7 Ethics..................................................................................................................................................21
CHAPTER 4.......................................................................................................................................................... 22
4.1 Introduction.......................................................................................................................................22
4.2 Demographic analysis........................................................................................................................22
4.3 Descriptive & Normality analysis........................................................................................................23

4.3.1 Descriptive statistics........................................................................................................................23
4.3.2 Normality analysis...........................................................................................................................25
4.4 Reliability............................................................................................................................................25
4.5 Analysis of assumption for multiple regression.................................................................................26
4.5.1 Analysis of the autocorrelation.......................................................................................................26
4.5.2 Analysis of Multicollinearity............................................................................................................27
4.5.3 Analysis of Normality of the dependent variable............................................................................28
4.5.4 Analysis of Normality of the Residuals............................................................................................29
4.5.5 Analysis of Homoscedasticity..........................................................................................................30
4.6 Regression Analysis............................................................................................................................31
4.6.1 Model Fitness..................................................................................................................................31
4.6.2 Model Significance..........................................................................................................................31
4.6.3. Hypothesis Testing.........................................................................................................................32
4.7 Discussion...........................................................................................................................................33
CHAPTER 5: CONCLUSION AND RECOMMENDATION.........................................................................................36
5.1 Conclusion..........................................................................................................................................36
5.2 Recommendation...............................................................................................................................37
5.3 Limitations:.........................................................................................................................................38
REFERENCES........................................................................................................................................................39
APPENDIX............................................................................................................................................................42
Illustration Index
Illustration 1: Theoretical framework...................................................................................................................9

ABSTRACT
Changes incurred in the organizational environment affects the procedure of operating the tasks, workers satisfaction as
well as growth of the industry. Impacts of changes in the culture, commitment, communication affects the performance of
employees in the organization. In order to make more growth and progress in IT sector, it is very important to make changes with
advanced technological tools. Study also helps to DXC Technology Malaysia to make important changes for their employees. Study
assists to evaluate the capabilities to fill gap in between required skills and respond to growth as well. Aim of research is to analyse
the impact of organisational change towards employee’s performance in IT sector. Theoretical analysis over the organisational issues
which has done through influences of various theories such as Technology acceptance model, theory of reasoned action, theory of
planned behaviour, stakeholder theory and institutional theory. These theories and evidence state about technological,
organizational and environmental factors. It plays important role in DXC which influence employee performances towards the
organization. Perception of the organization regarding changes is relatively useful for employee’s performances. Therefore, it assists
to extent business that adopt sustainable operations. In the conceptual framework depicted in Figure 1 below, Organizational
factors the independent variable (IV) is hypothesized to influence employee performance. The framework portraits that
organizational culture, organizational communication and organizational commitment directly affects employee performance. On
the other hand, employee performance the dependent variable (DV) as depicted in figure 1 above, is measured in terms of
efficiency, quality, productivity and timeliness. There has been creation of various hypothesis to examine the impact of changes in
the performance. It includes, organisational change has significant positive impact on employee’s performance of DXC,
Organisational communication create positive impact on efficiency of employees, Industrial cultural variations affect employee job
satisfaction and Organisation commitment impact positively on employee’s productivity. There can be use of two types of research
philosophies which are to be used in various studies. Positivism and interpretivism are the two most techniques which are being
used in the research philosophy of the business. Positivism is the technique which addresses predictions of people which is relevant
with the research issues. There have been use of interpretivism research techniques that are to be examined and analysed to have
the accurate outcomes through such research objectives. There are different types of research designs exist such as experimental,
exploratory, descriptive, etc. In the present research, researcher used explanatory research design that assists to investigate relation
between dependent and independent variables during organizational change. As per analysing the framework which have been
followed by their research design is for making the adequate analysis over data set through implicating various statistical tools.
There are mainly three types of research approaches exist such as deductive, inductive and abductive. Deductive approach with
respect to organizational changes which impact on employees' performance is determined to evaluate proposition or hypothesis
that is related with existing theory. researcher uses deductive approach in which generalising done form specific and general rule.
Theory implemented for verification program that assists to gather more relevant information in research. In analysing the
measures, the tests which have been used by researchers on the opinion of Targeted population consider managers of DXC. In
respect to attain more significant and desired results, there are 10 managers undertaken those implement their view point towards
selected study. Furthermore, data collected is also analysed with using SPSS tool which is not undertaken by the researcher.
However, it helps to consider the relationship between dependent and independent variables. Data is also gathered from the field in
which administration of questionnaire is recorded and coded through analysis. It assists to establish multiple choice.

CHAPTER 1: INTRODUCTION
1.1 Research Background
With the help of organisational change, every business gets' success and growth. Therefore, it assists to allow new skills,
explore new opportunities and implement creativity that develop more benefits. In order to make more growth and progress in IT
sector, it is very important to make changes with advanced technological tools. It is important to acknowledge and carry out
productive results in the business. It is more profitable and successful to connect business results. Furthermore, it is also helpful to
reduce project failure so that employees will be able to increase their effective results and outcomes to manage systematic work
performances (Wagstaff, Gilmore and Thelwell, 2016). Partnership activities also implemented which helps to boost effective results
at workplace. Organisational change is one of the important elements that make successful results and increase opportunities to
maintain effective results at workplace.
Hence, business implements it to develop more successful operations and functions. There are so many enterprises exist
that make organisational change to develop with more effective concentration on employee’s performances (Iqbal, Nadeem and
Zaheer, 2015). Every IT sector business is able to create their successful path to attain proper functioning. Key success factor of this
industry also develops organisational values that define complete results in a systematic manner at workplace (Kempster, Higgs and
Wuerz, 2014). In this industry, strength also develops continuously to deliver innovative capabilities and ideas. With the help of new
business structure, every enterprise considers success and solutions in three kinds of services such as consulting and system
integration, business operations services and products with platform to develop more success (McDermott, Kurucz and Colbert,
2018).
IT industry also requires capable and skilled employees so that successful results will be developed continually. Certain
elements also consider to make future growth so that number of risks and uncertainties also reduce with more earning (Jabeen,
Behery and Abu Elanain, 2015). IT services also develop ability to manage the future growth and to deal with intense competition to
implement effective advantages to manage cost as well. It helps to increase ability to attract and retain skilled professionals to make
proper segmentation (Lozano, Ceulemans and Seatter, 2015). In order to increase international operations, organisational changes
are also needed which help to create proper network and successful integrate potential acquisitions to make strategic results
(Kempster, Higgs and Wuerz, 2014). Organisational change considers new ideas which help to increase commitment and successful
results to operate systematic results (Guerci, Radaelli and Shani, 2015). Technology is the main tool that assists to attain competitive
advantages. Without change, business leaders are unable to attain their successful results (Nograšek and Vintar, 2014). Therefore,
technology also helps to make more contacts to learn more quickly and represent changes to develop successful results.
1.2 Rationale of the present study
In order to conduct present study, there are so many benefits that could be considered. In this way, skilled employees
recruited with making changes in the business (Lane, Munro and Husemann, 2016. Therefore, it will help to satisfy customers’ needs
and requirements easily. As per evolve customers’ needs change, demand and develop successfully so that different types of
products and services will be develop to open new opportunities to meet IT sector needs (Odunlami and Matthew, 2014).
Furthermore, importance of employee’s performance as per business changes also need to implement (Bisharat, Obeidat and
Mukattash, 2016). Economy also impacts in terms of positive and negative perspectives so that it considers expansion to involve new
facilities (McDermott, Kurucz and Colbert, 2018). Moreover, study also helps to DXC Technology Malaysia to make important
changes for their employees. Study assists to evaluate the capabilities to fill gap in between required skills and respond to growth as
well.
In addition to this, present study also helps to make several changes with employee’s performance so that researcher
create systematic work performances (Jones, Woods and Guillaume, 2016). Potential outcomes also successfully develop that help
to save time and cost with ascertain IT sector results. With the help of proper investigation, study also develops successfully to
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operate significant outcomes (Kempster, Higgs and Wuerz, 2014). On the basis of new activities, it can be stated that present
research study to explore new functions and operations (Lindblad and Vass, 2015).
Along with this there have been various studies which were based on analysing the changes in the employee performance
due to changing organisational policies, leadership and governance (Lozano, Nummert and Ceulemans, 2016. This research will
analyse attitudes of workforce with respect to analyse role of employees towards their commitment and stress level (Nograšek and
Vintar, 2014). Thus, stress can be raised through inadequate and non-satisfactory operational changes in business performance.
1.3 Company overview
DXC Technology Malaysia is leading in IT services that help several clients to make changes and innovative results in the
business. Furthermore, they also concentrate on accelerating change that assists to deliver new outcomes and develop more values
(Khan, Abbasi and Ijaz, 2016). There are different kinds of services at the best possible price will be deliver. It ascertains innovate
activities at lowering cost to get standardisation, integration and economies of scale (Lindblad and Vass, 2015). New enterprise
system also implement at workplace to support and maintain strong relationship with several customers (Jabeen, Behery and Abu
Elanain, 2015). Apart from this, there are several partners are also existed with whom DXC Technology Malaysia work such as HCL,
DELL, hp, Lenovo, etc.
1.4 Aim and objectives
In order to conduct present research, work will be done on analysis organizational change towards employees
performances. In this context, following aim and objectives develop to investigate effective results:
AIM:
“To analyse the impact of organizational change towards employee’s performance in IT sector –
A Case Study on DXC Technology Malaysia”
OBJECTIVES:
 To understand the concept of organizational changes on employee’s performances in IT sector
 To examine the impact of organizational culture employee’s performances in DXC
 To examine the impact of organizational communication on employees' performance in DXC.
 To analysis impact of organizational commitment on employees' performance in DXC.
 To recommend ways through organization culture, communication and commitment implement in DXC for
development of employee’s efficiency, timeliness performances.
1.5 Research questions
 What are the major dependent variables impacting employee performance during Organizational change in DXC?
 What are the impacts of communication during Organizational change in DXC?
 What are the impacts of culture during Organizational change in DXC?
 What are the impacts of commitment during Organizational change in DXC?
 What are the impacts of Organizational change on employee performance in DXC and explore dependent and
independent variables?
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1.6 Research Scope
To consider the present study, there are different kinds of data collected from resources to find useful results in business.
All resources are authentic so that researcher will develop their understanding to focus on different perspectives (Mamic, 2017).
Present study focuses on qualitative approach to analyse data and gather relevant sources at workplace. Along with this, data and
information gathered from primary and secondary both kinds of sources so that systematic work performance develop to attain
more desired results (McDermott, Kurucz and Colbert, 2018). In order to collect primary data, researcher considers questionnaire
which undertakes certain questions from the respondents. Furthermore, secondary information is also gathered from relevant
sources such as journals, books, articles, magazines, etc. In order to consider primary data analysis, develop with assessment of
impact of organisational change on employees performances (Lindblad and Vass, 2015). Hence, primary and secondary both kinds of
data ascertain in the present research to consider relevant work. With the help of this research, analysis develops successfully which
assists to conduct proper study with qualitative approach (Bisharat, Obeidat and Mukattash, 2016). It helps to design effective work
performance to investigate creative results.
Furthermore, secondary information also helps to focus on business accomplishment to attain overall growth and creative
work performances in the business (Lane, Munro and Husemann, 2016). On the basis of primary and secondary information, it can
be stated that IT sector considers important role in order to share their ideas and views that make innovative results (Kempster,
Higgs and Wuerz, 2014). With the help of values and creativity, industry gets more successful outcomes. It also helps to concentrate
on considering relevant information in the business (Ramdhani, Ramdhani and Ainisyifa, 2017).
1.7 Significance of the present study
In order to conduct present study, there are several benefits occur. In this way, researcher is able to communicate
successful program to focus on IT sector implementation. Implementation of changes for employee’s performances also develop
successful results that assists to meet with innovative characteristics and activities. On the basis of customer values and attraction, it
can be depicted that DXC Technology Malaysia needs to cope up with new features (Jabeen, Behery and Abu Elanain, 2015). As
results, they can easily concentrate on provide relevant work performances in the business. It impacts positively and ascertained
results to grow significant advantages. Present study assists to conduct successful program which implement with database and
effective information at workplace (Pinzone, Guerci and Redman, 2016). With the help of present study, different ways are also
provided to satisfy different business requirements. Innovative products and services help to meet with the systematic results.
Following are certain significance ascertained in present research study:
 Present study useful to implement certain organisational changes that are beneficial to maintain employee’s performance
in a systematic manner (McDermott, Kurucz and Colbert, 2018). It improves the performance of IT sector to cope up with
systematic work performance. Improvement in employee’s abilities and capabilities also ascertain which is useful for the
selected business. It improves understanding level which is needed to make creativity (Iqbal, Nadeem and Zaheer, 2015).
 Furthermore, advance technology also helps to improve systematic work performances that implement to understand
creative ideas and opinion towards IT sector (Jabeen, Behery and Abu Elanain, 2015). Organisational changes are also
implemented to increase the skills and capabilities of workers to make changes in environment. On the basis of creativity, it
can be stated that performance level also develops successfully. Study assists to make new things and development
program for different kinds of organisations.
 In addition to this, IT sector brings several innovations and creativity so that it is important to focus on business analysis and
implement more creative results (Jones, Woods and Guillaume, 2016). Furthermore, DXC Technology Malaysia also able to
maintain their effectiveness through they will easily facilitates different kinds of customer services (Kempster, Higgs and
3

Wuerz, 2014). Furthermore, awareness program regarding employees skills and capabilities also develop to make expansion
in future growth. It helps to facilitate and increase successful customer’s services in the business (Srivastava and Dhar,
2016).
 On the basis of skills and knowledge, it can be stated that results and performance will be developed continuously (Khan,
Abbasi and Ijaz, 2016). Hence, organisational changes consider important role to make creative work performance in the
chosen business environment.
Author Purpose of research Target Population
Gartenstein,
(2018)
Employee’s performance and technological
changes continuously develop. Effective
performances of employees as per
technological changes assists to focus on
strategic directions in DXC. In order to make
organizational changes, every enterprise gains
more profits and revenue with employee’s
performance increment
Employees performance
Culture changes
Ghosh, Rai and Singh, (2015) Technological changes technology run day by
day. It considers with using smartphone,
computers, etc. With respect to understand
purpose, it drives technology forward. From
1990, it continuously developed and
connecting with several number of people.
Organization
Commutation changes
Employees Productivity
Odunlami
and Matthew, (2014)
With respect to consider brainstorm activities,
transition is the best solution which promising
than the others. Communication is key which
assists to make proper listening and respecting
employees with concern. Issues also come
from legitimate insights about proposed
innovation.
Employee’s performance
Employee’s questions and concerns
Top, Akdere and Tarcan, (2015) Identification of ideas and employee’s
accomplishment assists to make future
promotion. Along with this, over the years
training needs and development opportunities
support administrative challenges.
New ideas and innovation
Becker, Atinc and Spector, (2016) Changes in accounting practices with unique
status that introducing management system. It
creates positive impact over the years. This is
because, new performance management
system modifying an existing process.
Changes in accounting practices with unique
status
4

1.8 Research structure
In the present research, there are five chapters in included. Different chapters consider elements that assist to find
proper results and outcomes. They are as follows:
 Chapter one: In the first chapter, introduction included that provide background, rationale, aims, objectivity, etc. In
this way, general information of the whole research will be provided to develop effective results. Chapter two: In chapter two, literature review considers in which definitions, critical review of theory, formulate gap,
etc. framework determines with hypothesis. In this aspect, information gathering about different authors so that
present research will be conducted in systematic manner. Chapter three: Chapter three considers methodology in which outline ascertain regarding approach, strategy,
methods, etc. On the basis of appropriate methods, findings will be developed to attain desired results. Chapter four: In the chapter four, presentation of collected data, findings, analysis included that helps to consider
appropriate results at workplace. Study conducted an analysis to discuss about the literature review.
 Chapter five: It is the last chapter in which summary, conclusion and recommendations are considered. On the basis
of findings and analysis, researcher considers proper recommendations and conclusion so that effective results will be
attained.
5

CHAPTER 2
2.1 Literature Review:
In respect to consider literature review, regarding conceptual framework that assist to develop effective outcomes.
This chapter starts with defining background and information towards organizational changes and its impact on employees'
performance (Lozano, Ceulemans and Seatter, 2015). Thereafter, present chapter explores the set of variables that are
extracted from theories and interrelated to provide detailed understanding of research with theoretical concept.
2.2 Definitions of key concepts
Different researchers provide their views and ideas with actions to protect the environment. Hence, following
definition must be considered regarding changes in organizational context that create a huge impact on employees'
performance.
Authors Definitions of organizational change on IT sector Variable
Gartenstein,
(2018)
Over the year, employees performance and technological changes continuously develop. Effective
performances of employees as per technological changes assists to focus on strategic directions in
DXC. In order to make organizational changes, every enterprise gains more profits and revenue
with employee’s performance increment. Principles or organizational changes theory that apply to
both short and long term changes.
Employees
performance
Culture changes
Ghosh, Rai and Singh,
(2015)
Over the years, technological changes technology run day by day. It considers with using
smartphone, computers, etc. With respect to understand purpose, it drives technology forward.
From 1990, it continuously developed and connecting with several number of people. Most of the
organizational changes occur in reaction to something that is right and need to make changes. In
order to implement changes for employee’s performance, it can be stated that awareness of a
problem also grows with existing system and crisis that highlighted problems.
Organization
Commutation changes
Employees Productivity
Odunlami
and Matthew, (2014)
With respect to consider brainstorm activities, transition is the best solution which promising than
the others. Communication is key which assists to make proper listening and respecting employees
with concern. Issues also come from legitimate insights about proposed innovation.
Employee’s
performance
Employee’s questions
and concerns
Top, Akdere and
Tarcan, (2015)
Identification of ideas and employees accomplishment assists to make future promotion. Along
with this, over the years training needs and development opportunities support administrative
challenges. During the phase of related operations, employees develop their significant role.
Furthermore, another author stated that new ideas are also adopted and implemented to reach
towards stability and legitimacy. Employees are get used to different practices which initially
seemed and begin to develop benefits. It is very important to recognise and contribute rewards
among staff members to adopt new practices. Hence, employees are easily learnt and grow.
New ideas and
innovation
Becker, Atinc and
Spector, (2016)
Changes in accounting practices with unique status that introducing management system. It
creates positive impact over the years. This is because, new performance management system
modifying an existing processes. In order to consider widespread research, it can be stated that
how organization makes changes in the study. On the basis of rationale choice, it could be imply
from purposive actions in accordance with objectives. Changes are also depicted that passage of
entity and accounting practices define unique status.
Changes in accounting
practices with unique
status
6

From the definition of organizational change on IT sector above, researcher has extracted few key variables and provided its
individual definitions in Table below.
Authors Key variables Definitions
Top, Akdere and
Tarcan, (2015)
Employees quality Over the years, it is continuous work with using different tools and techniques. As per
advance software, it can be stated that training and development program continuously
work. In order to define employee’s performance, it can be stated that job related
activities expected with a good deal of business personnel to identify employee’s
performance. Each staff member of DXC assists to suggest new areas of improvements.
Hobday, Doerr
and
Lim-Camacho,
(2018)
Organizational culture Sharing information with using tools and techniques, it can be stated that it build better,
faster and stronger. As per speedy development, technological changes make connection
day by day to DXC so that they attract maximum number of people. Technological change
is defined as increase in the efficiency towards products and processes that develop
output of results as well. As results, it includes invention, innovation and diffusion.
Technological changes create different types of impacts such as development of new
products and processes as well as help to economies evolve and develop efficiency.
Kempster, Higgs
& Wuerz, (2014)
Employees efficiency Innovation and new ideas develop successfully with technology. It connects more people
with using Google, Live streaming, etc. Geographical barriers also create major issues in
it. Face to face development also assists to make communication effective. New ideas
and innovation defines as different things that consider and make more effective with
consequences. On the basis of new ideas, activities would be break down so that changes
in organizational perspective assists to develop more employees' performance.
Lozano,
Nummert and
Ceulemans,
(2016)
Employees productivity Accounting practices with unique status is more existing technologies which develop
something greater and consumer development. Technology also go faster which create
aility to become more streamlined. Accounting practices is the system in which
procedures and controls in accounting department consider. In this way, creation and
recording of business transactions ascertain with examine financial statements.
Kempster, Higgs
and Wuerz,
(2014)
Organizational
commitment and
employees quality
Organizational commitment consider innovative results to operate significant advantages
among employees. It helps to increase their quality and effectiveness that assists to meet
with aims and objectives successfully. This is because, commitment consider bond
employees experience with the enterprise.
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2.3 Critical review of theories, models and framework
In order to consider theoretical framework, it can be stated that organisational changes create a huge impact on the
employees' performance which involves invention, innovation, etc. In the IT sector, different perspectives help to refer
organisational factors like its culture, resources, competence and channels (McDermott, Kurucz and Colbert, 2018). Environmental
factors are determined through physical location in which enterprise carries out operations and functions in a systematic manner
(Mamic, 2017). It could be characterized through different aspects. In order to make organisational change about process and
changes in strategies, processes, procedures, technologies, etc. Effect of these changes may be occurs in DXC so that different
theories towards organisational change consider in systematic manner (Nograšek and Vintar, 2014).
2.3.1 TECHNOLOGICAL ASPECTS
Diffusion of innovation theory
This theory developed in 1962 and main aim is to consider innovation and invention spread population over the time.
Across the communities, interaction and communication established in five stages such as knowledge, persuasion, decision,
implementation and confirmation (Odunlami and Matthew, 2014). On the basis of knowledge, every individual knows with certain
technology with details. Furthermore, persuasion consist with more details and reasons to adopt technology. In the decision
element user utilise with creative information for new technology. At confirmation stage, experience of technology is first hand that
continue develop and work together. At this pace, user adopt new technology which depends on category of innovation.
Jabeen, Behery and Abu Elanain, (2015) ascertained that, to encourage the employee efficiency and performance with
respect to the operational advancement there will be requirement of implicating the innovative technologies in the operational
practices. Thus, bringing reformative technologies will be influential in terms of reducing the labour hours, costs as well as increases
the accuracy of operations.
Technology acceptance model
This model developed in 1989 by Davis. Therefore, in this way investigation factor mainly determine whether users adopt
new technology or not (Jones, Woods and Guillaume, 2016). It helps to identify usefulness which is important element for new
technology. In certain system technology lead with conviction for improvement of job performances. Beside this, perceived ease use
refer with certain technology and adoption with implementation.
It has been stated by Iqbal, Nadeem and Zaheer, (2015), reforms in the business culture, policies and rules might affect the
old perceptions of employees. Therefore, there might be reduction in the level of operational efforts made by them during process.
However, the level of acceptance will be defined as if there can be use of effective information and analysis over the factors.
Theory of Reasoned Action
This theory presented action that developed in 1967 by Fishbein and Ajzen and forecast way for people that behave
depending as per their attitude and intentions (Kempster, Higgs and Wuerz, 2014). It is based on TAM that could be applied in
behavioural study. It includes attitude of people those possess experience with strive and undergo for adopting changes (Khan,
Abbasi and Ijaz, 2016). Along with this, present theory also helps to understand the interaction of attitude and belief that create
results intentionally. Beside this, perception also develop usefulness for predicting and performing with attitude.
It has been defined by Khan, Karim and Jan, (2014), as there are fluctuations based on changes incurred in personal
attitude, intention as well as behaviour of an individual which in turn affects productivity of the organisation. Thus, personal
intention of an individual towards a new change will reflect the willingness for adopting the new changes which may affect them in
decision making.
Theory of planned behavior
Theory of planned behaviour is extension of reasoned action. It is applied for particular environment. It is not easily express
intension towards behaviour so that obstructions to the physical expression develop easily. From the study of 21 st century, it can be
8

stated that relevant questions must be raised with certain substantial benefits from IT investments (Lane, Munro and Husemann,
2016). According to the views of Kempster, Higgs and Wuerz, (2014), complementariness also exist in which total value has been
added through combine two or more than two economic factors. In this perspective, organisational practices develop in particular
areas that received proper attention with development of human capital, internal organisation of work and design of compensation
systems. Focus on the available study also contribute in two ways. In first way, it could be defined as empirically assessment that
impact on incorporating boundaries changes. Lindblad and Vass, (2015) determined that, bringing reforms in the operational
activities which influences the productive efforts of individual operating in business.
2.3.2 ORGANIZATION
Stakeholder theory
This theory defined as a group which support and consider several aspects of development in successful way. It assists to
face challenges and managers employ best practices which incorporate interest of stakeholder to make decisions (Lozano,
Ceulemans and Seatter, 2015). This theory consider relationship among companies and shareholders so that they invested earned
money with return on investments. This theory also emphasis on interest of shareholders for business operations which lead to
collapse of the company.
McDermott, Kurucz and Colbert, (2018) stated that, stakeholders seeks for effective financial information which reflects the
EPS, profit margin as well as equity of business generated during a period. the changes in organisational culture might affect its
productivity which will ultimately affects number of shareholders in the organisation. Thus, the market value of firm depends only on
the profitability and financial condition of the firm is adequate.
2.3.3 ENVIRONMENT
Institutional theory
This theory initially developed in sociology and further it was developed to clarify about firms which turn for consisting
social pressures (Nograšek and Vintar, 2014). With the help of taking account in the way, norms and guidelines must be develop with
social set up. Changes are also integrated that categorized at organisational level. This theory also holds market structure and
external factors in the company.
Kempster, Higgs and Wuerz, (2014) defined that, allocation of duties, responsibilities and time will make influences in the
operational productivity. Thus, it affects the employee moral as well as also reduces their efficiency for making qualitative
operational analysis. Jabeen, Behery and Abu Elanain, 2015 argued that, developing guidelines will may bring changes in the
business but it will eventually affect the performance of the individual with reference to meet the goals at the right time. Therefore,
it will affect individual in facing challenges due to change of time schedule and management of operations.
2.4 Critical review of current research
In order to consider the views of Odunlami and Matthew, (2014), it can be stated that positive work environment is
developed with implementing effective employees' performance. When people perform their job effectively with changes in
organisation, morality also boosts at the workplace. They also get motivated to bring some creativity at entire department
(Odunlami and Matthew, 2014). It is also important to foster positive and energetic work environment. Rewards also assist to
improve the performance of employees which create through incentives and group recognition. Besides this, Ghosh, Rai and
Singh, (2015) explored their views that employees' performance is also important for accomplish desired goals and objectives.
It is an important factor to meet with the deadlines, increase sales, and improve creative work performance. High
performance employees with incentives and group recognition during meetings also consider important role. High
performance offices assist to attract the quality talent in recruitment because all enterprises feel that they are working
towards goals and objectives. As per the point of Kempster, Higgs and Wuerz, (2014), employees performance helps to
9

increase significant advantages to attain more creative results. In this regard, motivation is main factor that helps to
encourage people to give their participation in business aims and objectives. This is because, it is art of getting people which
they want to do (Iqbal, Nadeem and Zaheer, 2015). In respect to analysis work performances, it can be stated that in depth
knowledge also increases which influence people to do their actions in art and advertise many qualities. In order to motivate
people, it is important to stimulate desire of each person to attain more effective results.
Furthermore, Srivastava and Dhar, (2016) stated that organisational change assists to establish team trends. On the
basis of this aspect, it could be understood that when employees will not perform well, productivity will be reduced and it
considers at bottom line (Jabeen, Behery and Abu Elanain, 2015). Hence, it is important to look towards common trends in
which group of employees succeed with systematic work performance. Smart managers evaluate their deficiencies to see
about management, talent and development issue. It could be create impact on team training strategies (Khan, Abbasi and
Ijaz, 2016). On the other hand, Eldor and Harpaz, (2016) stated that good employees are more productive so that it creates
great working environment and increases overall productivity. Evaluation also helps to establish and grow performance in
better manner. As results, it will assist to focus on maintain more effective working growth in the environment (Lozano,
Ceulemans and Seatter, 2015).
Concept of organizational change in the IT sector
As per the views of Lozano, Nummert and Ceulemans, (2016), organizational change in IT sector consider it can be
stated that in business several activities has been promoted to focus on attaining desired results. Productivity in the
information technology is subject that consider proper study and scholar’s articles over the last two decades. Furthermore,
growing body of work also determines successful study that introduced social process which constructed, performed and
experienced. Key element of these aspects is not stable and static social order. Ongoing multiple ordering building network
and relationship in creative manner. Furthermore, Brones, de Carvalho and de Senzi Zancul, (2017) stated that organization is
language, practices and techniques in which people govern and conduct relations with other actors. This perspective of the
organization make several changes which involve building of network in organizational entities that defined and shape with
particular goal of change.
On the basis of views of Hobday, Doerr and Lim-Camacho, (2018) it can be explored that organizational change is the
concept that covers three primary dimensions such as organizational, processes and structure. With the help of process
change, modification also develops with internal routines, production process, distribution methods, HRM, etc. On the basis of
communication, operations and supportive activities, organizational change can be defined in lean production, just in time
manufacturing and knowledge management. Structure changes reflect on modification and functional divisions with
recognition efforts. Apart from this, Hughes and Wearing, (2016) argued that boundary change denotes that significant reform
in relations of the firm define as public institutes, customers, suppliers, competitors, etc. These changes transcend formal
boundaries that manifest as well. Theory of complementaries extend with configurational theory that determined by
contingency theory. It is considered as an essential role and design improvements in the business performances. Verhulst and
Lambrechts, (2015) said that certain degree of fit and match with practices and strategies develop optimal results to attain the
corporate objectives. Contingency theory adopted by characterizing set of loosely coupled elements. Configurational theory
also adopt an aggregated views of the enterprise. In this perspective, business composed of supportive elements to
understand the best aspect and configuration whole business.
According to the view of Kempster, Higgs and Wuerz, (2014), employees performances in IT sector is major concern.
This is because, in this sector different kinds of products and services implemented that helps to promote more desired results
in the country. With this regard, challenging and competitive nature in corporate environment ascertained that helps to
develop proper balancing between attractive compensation, leadership, work life balance, etc. Improvements in employees
job performance assists to gain more profits and revenue so that it would be beneficial to create smooth and effective
functioning. Main aim and objectives is to consider independent variables to perform job as effective results. However,
Lozano, Nummert and Ceulemans, (2016) stated that work life balance also implemented that create significant impact on job
performances. Leadership also possess positive and significant impact with compensation. As results, it assists to consider
10

study towards managers and non-managerial staff members. Human resource management is backbone of any industry so
that it consider as important consideration to focus on increases valuable assets. In order to improve organizational
performances, human capital also required so that responsibility of organization must be adopted with familiar schedule that
being adopted at workplace. On the basis of Nograšek and Vintar, (2014), it can be depicted that today's environment is more
competitive so that IT sector businesses are more survive to increase their customers and profitability as well. In order to
consider involvement in decision making and problem solving, it is important to ascertained self managed teams. It is more
important element that create effectiveness to develop knowledge and understanding in the enterprise. Furthermore, it is
also important to dominant and move for decentralised organic structure. DXC Technology Malaysia involve different
programs to increase their growth, competitiveness in regional and global market as well.
Importance of employee’s performance in DXC Technology Malaysia
As per the point of Top, Akdere and Tarcan, (2015), employee’s performance very important concept for IT sector
businesses. This is because, with changes in organization, they are able to get proper consideration. Leaders also understood
the key benefits of staff members' performance so that development of consistent and objectives methods evaluate workers.
It also assists to determine strengths, weaknesses and potential managerial gaps at workplace. Performance evaluation also
assists to increase the level of each employee in organization. On the other hand, Olubusayo, (2016) stated that one of the
important factors in employee performance is to accomplish set goals. Successful employees are able to meet with the
deadlines and build positive customer interactions. When they are not performed effectively, enterprise unable to get proper
work done. Client services also created positive impact on systematic work performance in order to look towards professional
system.
Furthermore, A. Adams, Muir and Hoque, (2014) explored their views that employees are heart of every business so
that they play important role in business success. With the help of encouragement, manager of IT sector business consider
smooth running of operations without any interruption. Employees cooperation cannot be replaced with anything else. As
results, it is important to make good relationship with top management of DXC Technology that assists to create healthy and
professional relationship among them. There are several reasons exist due to which every business want to motivate their
workers towards aims and objectives of enterprise. It assists to allow management to meet with goals in systematic manner.
Without motivated people, it is risky to increase productivity. Higher level of output also gain to increase personal pleasure at
workplace. Apart from this, Lane, Munro and Husemann, (2016) interpreted that there are several benefits exist with motivate
people in the business. For instance, employee motivation increase their commitment at workplace so that they put their best
efforts to focus on assigned work. Employee satisfaction is also important that helps to promote more desired results at
workplace. It makes positive growth of the company to make high development program in the company.
Relationship between organizational change and employees performances in IT sector
With respect to considering the views of Khan, Abbasi and Ijaz, (2016), it can be stated that organizational change and
employee’s performance in IT sector consider an important role in the success of business. In this consideration, employee’s
evaluation consists on the basis of growth of workers. It assists to look towards new goals that keep energy in the enterprises.
Hence, organizational changes consider rewarding high performance employees to motivate them with exceed their efforts
with compare previous. Effective employees also doing very well with grow something bigger. Beside this, Iqbal, Nadeem and
Zaheer, (2015) stated that watching employees performance shows advancement and leadership so that effectiveness also
develop among business aims and objectives. On the basis of entire department benefits, it can be stated that grow
something bigger is main perspective that assists to meet with IT sector operations and functions. Along with this,
organizational change and employee’s performance perceive direct relationship that assists to attain more growth and
systematic review of activities. On the basis of relationship, performance would be grow to focus on IT sector activities.
11

With the help of effective consideration, it can be stated that excellent services also develop with consideration of
combination of different factors. With the help of these perspectives, motive and actions must be developed. Research also
reveals that employees' ability also partially determines the output or productivity. According to the point of Ruck, Welch and
Menara, (2017), it can be stated that major determinant of motivation level includes psychological forces that create proper
direction of person behavior in the organization. In addition to this, it can be stated that employee’s motivation also plays an
important role in management field such as theoretical and practical. It could be said that one of the important functions of
human resource manager is to ensure job commitment at workplace. According to the point of Borghesi, Crespi and Silvestri,
(2015), ongoing employee development assists to facilitate worker and reach towards personal goals. It will consider self
development of individual to meet towards goals and objectives. It is also helpful perspective to realise and create proper link
with making efforts and attain results. It aids in motivating people towards continue at high level development. Improvement
in employee efficiency assist to ascertained abilities and qualifications. Hence, business will get best results as per staff
members needed. It creates good balance to perform several tasks. Balance is also led to make high productivity and
improvement in efficiency. Apart from this, Lindblad and Vass, (2015) depicted that management could be able to implement
positive quota with picture and copier. Management considers creative ways with consistency that helps to motivated as
much as possible. Positive workplace assists to get enterprise at top. Therefore, people will be encourage accomplish high
level of results. It creates positive work environment that helps to make proper efforts with important contribution for
business success. Management team of DXC Technology also make efforts to ascertained creative results.
Ways through which changes could be maintained to increase employee’s performance in DXC
Technology Malaysia
According to the viewpoints of Appelbaum, Degbe and Nguyen-Quang, (2015), in the modern competitive world,
business and enterprises face challenge of growing in the consideration of commitment, engagement, belief, recruitment, etc.
Therefore, different recommendations could be provided that assist to perform several functions and operations. In multiple
studies across the industries, it is important to implement development dimensions international which consider own
research reveals. Number of employers experience retention to attain more growth and creative work performance. On the
basis of Jabeen, Behery and Abu Elanain, (2015), it can be stated that motivation is an important element that could be given
to whole staff with right measurement of guidance, direction and resources. As results, employees are effectively and
successfully able to implement tools. Motivational tools are more important perspective to motivate staff members towards
aims and objectives. Productivity is also ratio of output or production so that capacity of workers is important consideration.
Ultimate success also develop through motivate people and collaborate good skills at workplace.
As per the views of Bolman and Deal, (2017), skills of employees and their capabilities assist to make rapid changes in
economic environment which is the key source of competitive advantages. On the basis of training and development program,
it can be stated that different range of activities are provided with agreement among employers and employees. It is emphasis
on workplace on lifelong learning demand that includes formal accreditation system. All employees' training and skills
development based on national standards and promote to access transfer ad progression. Beside this, Mamic, (2017) stated
that motivation is an important perspective in which factors are determined with energizes workers to work. It considers in
three types of work which forces or drive in personal, push and pull forces. Personal forces come from strong religious,
political and personal views which affect behavioural patterns. Furthermore, push forces come from family, colleagues,
superiors, subordinates, etc. Along with this, pull force is in the form of without or outside certain perspective.
In addition to consider views of Shire, Holtgrewe and Kerst, (2017), it can be stated that delegation is main
consideration that assists to meet with aims and objectives. Therefore, it will help to improve employees productivity and
performance in business environment. As per qualifications, responsibility also assist to gain experience and make creative
work performances. On the basis of ultimate profits, people would be hired at workplace. In order to provide right direction
and work performances, it can be stated that maximise efficiency also extroverted in creative manner. On the basis of
12

efficiency, communication level also increasing at workplace to attain more significant results. As results, it will help to
maintain positive consumer activity. On the other hand, Kempster, Higgs and Wuerz, (2014) depicted that keep proper goals
and focused is another useful method that used to attain more desired aims and objectives. With clear defined and actual
accomplishment employees will less productive. As results, it is important to make sure that chosen business will able to
attain their significant roles and responsibilities. With clear and defined aims and objectives helps to expect maximum things
which cover to attain creative work performances.
2.5 Research gaps
2.5.1 Theoretical gap
In order to consider views of Jones, Woods and Guillaume, (2016), it has been seen that organizational change not
always consider strong building of theories which includes different aspect of employees performance. In the empirical
research, current theories also focus on individual factors that could be adopted in DXC Technology. Based on the critical
review of literature, it can be said that employees' performance could be determined in different combination. On the basis of
technological and environmental factors, attitude also perceive with usefulness that create results to adopt innovation and
invention. On the other hand, Podsakoff, MacKenzie and Podsakoff, (2016) stated that different researcher carried studies
which determines factors and affect adoption to organizational changes towards employees performances. It assists to
establish factors that motivate and carried systematic review of literature with investigate factors. It helps to lead with chosen
business environment with multinational activities. It is a unique and more established culture to manage perspective. Along
with this, it is important to investigate the attitude in International Corporation. Furthermore, Podsakoff, Podsakoff and
Spoelma, (2014) depict that empirical research is mostly conducted with using primary data and consider combination of
survey and interviews. Secondary data is gathered with certain disadvantages such as lack of control over data quality which
requires additional validation and sources also develop huge information when quantity is not same with appropriateness.
However, several limitations have been identified in the empirical researches such as small sample size. In order to conduct
study with small sample size is very difficult so that low statistical power diminish chances of detecting true effect.
2.5.2 Contextual gap
Becker, Atinc and Spector, (2016) depict that DXC needs to concentrate on sustainable investment program that helps
to make proper connection with telecommunication enterprises. In order to deal with global environment, it is important to
consider significant consequences for market. Leadership in telecommunication moves towards entire industries so that pace
of innovation arrange with new ideas that pursued and remain with high values. Rapid innovation and fundamental changes
also continue in the future. Therefore, it helps to attain more effective growth and profitability at workplace. However, Ghosh,
Rai and Singh, (2015) argued that in respect to give recommendations in DXC, it is important to integrate digital
transformation in company’s strategy. This is because; digital transformation not be easily managed in framework of day to
day business operations. As results, it is important to systematically integrate into company strategy. On the basis of creative
work performance, it can be stated that it assists to reduce risk of operational steps which goes in wrong direction. With the
help of clear facilities, it can be stated that communication among employees make clear perspective at workplace.
2.5.3 Methodological Gap
However, in terms of analysing the overall study, where researcher have used conceptual framework for analysing the
theories, methods etc. to draft better analysis over the research issues. There are limitation’s as that, view point and opinion
of various authors have been studied which does not classify the real example of business operations. Moreover, in order to
analyse the studies which were being used in the literature analyses which have brought the adequate ascertainment of the
data base. Thus, it defines the loopholes in the study which was not enough and adequate in terms of bringing the accurate
outcomes among researchers. Methods and studies have been considered in addressing the reasons behind the research
issues while, there have been various obstacles that has been determined and ascertained to have the effective outcomes. It
13

limits the information as the current and recent information would not be possible to analysed in this section. All the theories
and methods were used form the past records to analyse this data set.
2.6 Conceptual framework
Above theories and evidence state about technological, organizational and environmental factors. It play important
role in DXC which influence employee performances towards the organization. Perception of the organization regarding
changes is relatively useful for employees performances. Therefore, it assists to extent business that adopt sustainable
operations. In the conceptual framework depicted in Figure 1 below, Organizational factors the independent
variable (IV) is hypothesized to influence employee performance. The framework portraits that organizational
culture, organizational communication and organizational commitment directly affects employee performance. On
the other hand, employee performance the dependent variable (DV) as depicted in figure 1 above, is measured in
terms of efficiency, quality, productivity and timeliness. Where efficiency is the ability to produce the desired
outcomes by using as minimal resources as possible, effectiveness is the ability of employees to meet the desired
objectives or target (Stoner 1996). Productivity is expressed as a ratio of output to that of input (Stoner, et al, 1995)
and Quality is the characteristic of products or services that bear an ability to satisfy the stated or implied needs
(Kotler & Armstrong 2002). Therefore, the conceptual framework portrays the relationship between
organizational factors (IV) and employee performance (DV) in figure 1 above. Employee performance is measured
in terms of results that organizations’ achieve in relations to its objectives. In principle, it can be measured at the
output, outcome or impact level. Performance should therefore be measured by the results (output/outcomes)
that an organization produces as recommended by Kusek, Rist et al (2005).
In order to consider theories and empirical research, evidence also stated with different factors that play an
important role in DXC technology. Apart from this, organization perception on the chosen business technology ease
of use and relative usefulness which affect extent to adopt environmentally sustainable operations. In the
conceptual framework, technology, organization environment, perceive values and attitude included independent
variables which affect adoption of technology by International Corporation (Ghosh, Rai and Singh, 2015). According
to the views of Bolman and Deal, (2017), there are several characteristics are considered in organizational changes
that positively impact on employee’s performance. Implementation of advanced tools and techniques helps to
focus on attaining significant advantages. It includes employee’s training, recruitment, selection design, etc. It helps
to formulate the hypothesis that assists to determine positive impact on research.
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Figure 1 Conceptual framework
2.7 Formulation of hypotheses
Hypothesis 1:
As per Podsakoff, Podsakoff and Spoelma, (2014), there are several characteristics included that helps to make positive
impact on employee’s performances with changes in organisational consideration. ICT adoption also viewed with complex practices
that integrate enterprise operations. Technologically conscious is likely adopted that create significant impact on the performances.
Furthermore, Podsakoff, Podsakoff and Spoelma, (2014) stated that new and advance technologies helps to develop internet effects
with power and coding. Hence, it affects to the employee’s performances in positive manner so that following hypotheses
formulated. The changes incurred in the governance as well as policies imposed by the top-level managers have been impacting
professionals on their performance motives. Employee have been comfortable with the old policies and techniques which were
being used by them in operational performances. There will always be battle between the new changes and old perceptions which is
not being easy for a person to easily accept it. Thus, in learning new techniques there will be requirement of training and
development program for the employees in performing their duties appropriately. Thus, time utilise in training them have affect ion
the productive time f organisation.
H1= Organisational changes has significant positive impact on employee’s performances of DXC.
Hypothesis 2:
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In order to consider different studies, it can be stated that impact of organisational changes could be undertaken with
stakeholder pressure, government support, industry development, etc. Adoption of organisational changes creates perspectives and
investing profit making venture. Properly communicating the roles, duties and job has to be done by an individual which makes it
easy to the employees in analysing and understanding the operations accordingly. However, defining appropriate process to them
will be helpful to the professionals in managing the time as well as resources utilise in the productive efforts. Thus, there will be
growth in the performance as well as increment in the company’s operational efficiency. Moreover, productive efforts will result in
growth of entity in market which implies on raising the profitability on long term basis. Alon with this, if the managerial professionals
are planning to make changes in the operations they must communicate this among the entire workforce which enables them to
understand and adopt the new changes. As per considering the employees costs which are based on their personal liabilities such as
remuneration, rewards as well as allowances which will also bring them financial support that will encourage them to make
qualitative efforts in the operational practices. As following hypotheses consider:
H2= Organisational communication create positive impact on efficiency of employees
Hypothesis 3:
In relation with analysing the concept of culture and the influences of the changes in ten policies, governance, rule and
regulation inside the organisation have impacts on the job satisfaction as well as performance of workforce. Thus, with context with
that there has been huge impact of Cultural changes in the industry over performance pf employees. Enhancing the recruiting
operations in the firm which will be appropriate in reducing the workload among various personnel. Thus, it is required that the
company must recruit top level and highly qualified people in organization which will improve the internal culture and bring proper
administrative operational control. It will also impact positively on improving supply chains or business. There have been efficient
control and management of operations among the professionals which in turn will be useful for managing the transportation of
goods and services. In DXC there will be requirement of managing the operational practices through appointing efficient, skilled,
responsive, corporative as well as qualified worker which will analyse the consumers requirements and supply them satisfactory
services. Implicating new and upgraded technologies which will help in hinder and foster the operational activities as well as bring
the reliable operational efforts made by workforce. As per considering the hypothesis such as:
H3: Industrial cultural variations affect employee job satisfaction
Hypothesis 4:
As per the theory of reasoned action, every employee intent to perform action and determine with attitude. Researcher
conduct study which impact on successful adoption and revealed with positive outcomes. Organisational changes consider with
culture, communication and commitment so that it develop efficiency and quality of employees in systematic manner. There is need
of adopting the marketing techniques for the firm which will help in creating the unique identity in the market which will be
appropriate in gathering the large number of audiences that will be adequate and influential in creating the unique image among the
external environment. Along with this it will bring surplus to the revenue generated by organization. Bringing accountability in work
and workforce will be helpful in managing the operational tasks with proper disciplinary efforts. It will help the organization in
keeping proper records of all the transactional efforts made by the professionals in terms of attaining the targets and analysing the
operational needs of firm. Involving the employees in decisions making and planning for the new projects which determines that
they have been valued by their supervisors which will bring satisfactory increment in the operational efforts. They will feel valued in
the operational practices that will helping in governing the operations as well as improved the internal health of firm. Hence,
following hypotheses consider:
H4= Organisation commitment impact positively on employee’s productivity
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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Research Philosophy/ Paradigm
There can be use of two types of research philosophies which are to be used in various studies. Positivism and
interpretivism are the two most techniques which are being used in the research philosophy of the business. Positivism is the
technique which addresses predictions of people which is relevant with the research issues (Ghoneim and Abbass, 2016). Thus, the
chances of having manipulated information is comparatively higher which does not define the correct and accurate information from
the research. On the other side, Interpretivism research philosophy has been demonstrated by the professionals on which they have
addressed the real and current data set to address the issues (Lindblad and Vass, 2015). There will not be use of any estimation,
prediction in the study. Therefore, the manipulation of the information will have less chances. Thus, on the basis of which the
outcomes can be trusted and have the accurate results from operations. Moreover, with reference to this there will be adequate
analysis over the data set and that will present a reliable result.
In the present research study, there have been use of interpretivism research techniques that are to be examined and
analysed to have the accurate outcomes through such research objectives (McDermott, Kurucz and Colbert, 2018). Along with this,
to analyse the impacts of organisational changes in the culture, commitment as well as level of communication as well as their
impacts on the employee performance it will be analysed through implicating various statistical tools (Vamsi Krishna Jasti and Kodali,
2014). Therefore, reliability and accuracy of information has been effective to have the adequate outcomes from the operations.
3.2 Research design
There are different types of research designs exist such as experimental, exploratory, descriptive, etc. In the present
research, researcher used explanatory research design that assists to investigate relation between dependent and
independent variables during organizational change. With the help of this research design, problem is encountered and
manipulated easily. It includes technological, organizational and environmental factors as well as attitude that perceive
usefulness in the selected enterprise. Collection of data is highly structured with the help of questionnaire so that all questions
can be administrated with respondents. This kind of research design requires hypothesis to understand causal relationship of
variables. Furthermore, in the DXC the greatest challenges also solved with using extraneous variables. As results, it is helpful
perspective that assists to make proper understanding towards research (De Vries, Bekkers and Tummers,2016).
As per analysing the framework which have been followed by their research design is for making the adequate
analysis over data set through implicating various statistical tools. It is being consist with testing the hypothesis on the basis of
analysing the impacts of communication, commitment, cultural changes in industry affects the employee performance. Thus,
implicating this research design enables researcher in terms of having accurate outcomes. The reliability of such information
will help them in making better recommendation and implicating.
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3.3 Research approach
There are mainly three types of research approaches exist such as deductive, inductive and abductive. Deductive
approach with respect to organizational changes which impact on employees' performance is determined to evaluate
proposition or hypothesis that is related with existing theory. Moreover, inductive approach considers data collection which is
used to explore phenomena and assesses themes which create conceptual framework (Ghoneim and Abbass, 2016).
Remaining abductive approach considers data collection which locate conceptual framework to test with hypothesis and
subsequent data collection.
In the present research, researcher uses deductive approach in which generalising done form specific and general
rule. Theory implemented for verification program that assists to gather more relevant information in research. Furthermore,
it consists formulated set of hypotheses in dissertation which need to be confirmed in research process (Vamsi Krishna Jasti
and Kodali, 2014). It will be helpful in developing various theories for the upcoming period which in tur eventually reflects in
making better recommendations.
3.4 Research method
Researcher has focus on quantitative research method because it helps to find relationship in between organisational
changes and employee’s performance (Kempster, Higgs and Wuerz, 2014). As results, it assists to focus and maintain creative work
performances (McDermott, Kurucz and Colbert, 2018). With the help of questionnaire, survey is conducted to target audience (Dang
and Pheng, 2015). Furthermore, it also helps to increase the reliability of findings so that quantitative method will be useful.
On the other hand, quantitative research method is difficult because it could adversely create impact on outcomes to
gather reliable findings and conclusion. It depends on the participation of respondents that is obtained for accurate responses
(Lozano, Nummert and Ceulemans, 2016). Quantitative method requires a large sample so that it will improve statistical accuracy for
the research findings with data collection and analysis (Brocklesby and Beall, 2018).
3.4.1 INSTRUMENTAL DEVELOPMENT
Research instruments are considered for obtaining relevant information that are related with research. Survey
questionnaire in the research is determined in two sections that are as follows:
Section 1 On the basis of demographic elements 6 questions With the help of fixed options and structured
Section 2 Research questions instruments 20 questions On the basis of options, findings will be taken.
Construct Description Measures Reference
C O M M U N I C A T I O N It emphasis on the communication level in the
organisation with respect to have better employee
relationship
Timely communication about the
changes from Organisation
Hobday, Doerr and Lim-Camacho,
(2018)
Appelbaum, Degbe and Nguyen-
Quang, (2015)
Kempster, Higgs and Wuerz, (2014)
Wiek and Lang, (2016)
Lozano, Ceulemans and Seatter,
(2015)
Khan, Abbasi and Ijaz, (2016)
Pinzone, Guerci and Redman,
(2016)
It has been asked to analyse the managerial scenario
in the organisation towards its workforce. The
changes in policies and practices required to be
communicated among them.
Management keeps employees up-to-
date on recent developments
The level of freedom and support from organisation
with respect to have adequate ascertainment of the
information.
Organisation ask for suggestions
It defines relationship of an employee with its I can communicate job frustrations to
18

supervisor and the organisational environment where
they can communicate their issues and have relevant
solutions.
my superior.
To analyse the meeting scenario and practices
incurred in the organisation which will be helpful in
detecting the level of employee participation in those
meets.
All Organisational meetings are always
well organized.
C U L T U R E It defines the internal culture of the organisation on
which they can make adequate ascertainment of
behaviour of their supervisor towards them.
Organisation treat people with dignity
and respect
Eldor and Harpaz, (2016)
Becker, Atinc and Spector, (2016)
Ghoneim and Abbass, (2016)
Lane, Munro and Husemann, (2016)
Dumay and Cai, (2015)
Verhulst and Lambrechts, (2015)
Odunlami and Matthew, (2014)
Perrons and Jensen, (2015)
To analyse the uniqueness ion the operational
activities of the business on which innovation and
reforms has been concerned.
Organisational products and services
are creative, innovative
To analyse the stress level of employees due to
increase in the work pressure as well as expectation of
their employers.
Employees perform competently
without pressure from
P E R F O R M A N C E This is the self-actualisation question which in turn
defines the own strength of worker.
I feel like A Solid, Productive and
Important Member of The Team
Top, Akdere and Tarcan, (2015)
Dang and Pheng, (2015)
Bolman and Deal, (2017)
Olubusayo, (2016)
Iqbal, Nadeem and Zaheer, (2015)
This indicates the true meaning of the duties
performed by the individual.
I find the work that I do full of meaning
and purpose.
The impacts of operational changes on the employee
performance and raise in their inner strength or skills.
Continually expanding my Skill Set
The gains retained and goals achieved by the
organisation are how helpful to the employees.
Organisational benefits are suitable for
me
The impacts of policies reforms on the employee
performance.
organisational change has very low
impact on my work
C O M M I T M E N T The commitment level of employee and satisfaction
on the basis of recommendation the job to other
individual.
I would recommend a close friend to
join my Organisation
Mamic, (2017)
Lindblad and Vass, (2015)
Shire, Holtgrewe and Kerst, (2017)
Park, Lim and Szmerekovsky, (2016)
Jabeen, Behery and Abu Elanain,
(2015)
Satisfaction and career objective of the employee with
refence to the organisation.
I would be happy to spend the rest of
my career in my Organisation
Targets and goals which have been asked to ascertain
the goals in the most respective manner.
My goals are clear and focused
The appreciation and recognition of the duties have
been performed by the individual in the organisation
by their supervisors.
My work is recognized and appreciated
P E R F O R M A N C E To analyse the awareness regarding own performance
and changes in the skills to have higher productive
growth.
Regular performance feedback from
management
Mamic, (2017)
Lindblad and Vass, (2015)
Shire, Holtgrewe and Kerst, (2017)
Jabeen and Abu Elanain,(2015)
Park, Lim and Szmerekovsky, (2016)
It has been asked to the professionals regarding the
training and development programs presented by
their organisation.
Received adequate training from
Organisation
The fruitfulness of job as per talent and skills obtained
by employee.
My job is in line with my interests and
skills
3.4.2 POPULATION AND SAMPLE
Population of interest in the present study determines for organisational changes which impact on employees
performances. Targeted population consider managers of DXC. In respect to attain more significant and desired results, there are 10
managers undertaken those implement their view point towards selected study (Bilau, Witt and Lill, 2018). In large consideration in
Malaysia, previous research on present business also assess which help to find appropriate results. On the basis of forecasted
population parameter, it increases accuracy of results (Jones, Woods and Guillaume, 2016). Survey is mainly conducted to develop
effective results in the present research. Sampling must be considering with using non-probability convenience sampling which
intended to meet with practical criteria. It helps to develop easy accessibility as well as availability at a given point of time (Wiek and
Lang, 2016). With respect to look towards geographically proximity and willingness to participant assists to focus on ease of research
19

activities. As per the expected sampling, participants intended population in similar consideration (Kempster, Higgs and Wuerz,
2014).
3.4.3 DATA COLLECTION METHOD
Data collection method for this research is considered through self-administered online questionnaire. It includes survey
which is conducted on the basis of effective design that seeks towards agreements and disagreement. Before preparation of
questionnaire, researcher will inform their respondents to accomplish the purpose of present research (Dumay and Cai, 2015). It
helps to assure that all information reveal and used for research purpose only (Khan, Abbasi and Ijaz, 2016). When respondents
agree to answer their questions, researcher should prepare it (Lane, Munro and Husemann, 2016). This is because, it assists to
gather relevant information towards program (McDermott, Kurucz and Colbert, 2018). Furthermore, data collected is also analysed
with using SPSS tool which is not undertaken by the researcher. However, it helps to consider the relationship between dependent
and independent variables. Data is also gathered from the field in which administration of questionnaire is recorded and coded
through analysis. It assists to establish multiple choice (De Vries, Bekkers and Tummers, 2016).
3.5 Data analysis plan
Data analysis plan included SPSS tool that helps to ascertain the significant advantages at workplace. On the basis of
established relationship, it can be stated that at different levels, working experience and position developed which assist to measure
trends that create major impact on socio-demographic (Iqbal, Nadeem and Zaheer, 2015). On the basis of research hypothesis,
measurement develop continuously which ascertain more creative work performance (Ghoneim and Abbass, 2016).
3.5.1 DEMOGRAPHIC ANALYSIS
To consider demographic analysis, it can be stated that statistical package for social science software assists to consider the
effective results. However, researcher uses quantitative method that helps to gather creative data to administrate questionnaire in a
successful manner (Iqbal, Nadeem and Zaheer, 2015). On the basis of recorded outcomes, it can be stated that researcher is able to
establish multiple analysis in a creative manner. Socio demographic variables' data also presented in graphical presentation to
increase working experience with develop position as well. Professional understanding is also developed at different levels so that
working experience and position established to measure effective results (Khan, Abbasi and Ijaz, 2016). It also helps to find
conclusion for study that helps to make creative understanding at the workplace. Research hypothesis also ascertained creative
learning that helps to find effective results (Vamsi Krishna Jasti and Kodali, 2014).
3.5.2 DATA CLEANING AND PREPARATIONS
In this regard, observation consider in which pattern and majority of data undertaken on the basis of single variables which
is known as univariate variable (Lozano, Ceulemans and Seatter, 2015). Furthermore, there are extreme scores on more than two
variables which is known as multivariate. With the help of SPSS tool, all these data transform and detected to assess systematic work
performances (McDermott, Kurucz and Colbert, 2018). However, present research based on quantitative information so that it
would be undertaken on the basis of cleaning and preparation (De Vries, Bekkers and Tummers, 2016).
3.5.3 DESCRIPTIVE AND NORMALITY ANALYSIS
Descriptive and normality analysis based on measurement of central tendency and variability. It means to measure with
using mean, median and mode (Nograšek and Vintar, 2014). Furthermore, variability also measured with using standard deviation,
skewness, etc. This analysis also assists to explain normality of distribution so that mean, median and mode will be used to describe
20

effective central tendency. Standard deviation also shows that relationship between scores that consider positive mean of sample
(Alvesson and Sköldberg, 2017).
3.5.4 RELIABILITY ANALYSIS
In order to explained reliability analysis, it can be stated that it helps to researcher to consider effective procedure
and data collection. This technique must be undertaken with findings. In order to ensure reliability of presented and collected data,
questionnaire has been prepared on the basis of effective information (Odunlami and Matthew, 2014). Consistency also needed to
perform several functions and operations to avoid threat. Privacy also maintained for respondents to create effective results at
workplace. Internal consistency for collection of data, researcher use instruments with findings and conclusion. 10 managers of the
DXC company has been target population on which questionnaire has been undertaken (Iqbal, Nadeem and Zaheer, 2015). It will
assist to take sequence of tests with questions that includes formality, informality, questions, etc. Length of questionnaire, quality of
individual variables, etc. (De Vries, Bekkers and Tummers, 2016). undertaken which helps to appropriate findings and outcomes.
With the help of pilot test, it can be stated that few definitions and terminology has been ascertained which included in
questionnaire.
3.5.5 VALIDITY ANALYSIS
In order to formulate notion of validity, it could be measure that findings also correctly represented with effective concept
of research. It also assists to discover relationship between variables. In the study, researcher using different kinds of validity such as
face, convergent and construct (Jabeen, Behery and Abu Elanain, 2015). Therefore, it assists to evaluate empirical measures with
hypothetical theories. Apart from this, discriminant validity also need to be measure that assists to find extent one variable that is
distinct from another (Khan, Karim and Jan, 2014). In term of correlation among two different variable, it can be stated that
confirmatory factor analysis consider assess co-variance in different variables.
3.6 Accessibility
Target enterprise located with consider easy access by researcher to eliminate wastage and remove logical issues.
Questionnaire survey also conducted with online medium that helps to implement financial implication (Perrons and Jensen,
2015). Furthermore, possible risk also reduced with undertake right participation so that appropriate responses ascertained to
meet with aims and objectives.
3.7 Ethics
In order to bring ethics, it is important to develop consistent value and morality. In this regard, integrity socially also assists
to create significant implication in which researcher negotiate for data collection (McDermott, Kurucz and Colbert, 2018). Researcher
need to focus on present ethical facets in present research:
 Prescribed and detailed research application also submitted to conduct present research.
 Participants also need to inform with background of study, researcher's contact information, activities of participants, etc.
Confidentially, it need to be taken as per requirement and detail activities (Lindblad and Vass, 2015).
 Consent of participants also generated to forceful attempt and involve in research study.
 Respondent and participants exposed with different kinds of risk which is related with unfamiliar stress, loss of less
confidence, etc. (Sotiriadou, Brouwers and Le, 2014).
 Privacy and confidentiality also needed to obtain and maintained data with safeguard information.
21

 Data only collected to complete purpose of present study (McDermott, Kurucz and Colbert, 2018).
CHAPTER 4
4.1 Introduction
Data analysis consider important role in business success. In this regard, present analysis based on SPSS and AMOS
tool. These tools consist in quantitative strategy which help to find solution in systematic manner. It assists to develop more
significant work performances with including effectiveness. On the basis of present aspects, researcher easily conclude results
in systematic manner.
4.2 Demographic analysis
As per analysing the information which has been asked to several individual on the basis of various information which
are to be used by researchers. There has been selection of 146 individual to reflect their views on the organisational changes.
The question has been asked to them on the basis of communication, culture, commitment and performance. Among the
sample size of 146 employees on which 55 were female and 91 were male workers. They have been selected on the basis of
their qualification, Age, position in business, department as well as industry they serve their services. To analyse the impacts
of changes in the business policies on the performance which will be helpful to the researcher to analyse the opinion of
employees from the organisation. Thus, it will bring the clear and accurate information to resolve research issues.
Gender Frequency Percent Valid Percent Cumulative Percent
Female 55 37.7 37.7 37.7
Male 91 62.3 62.3 100
Total 146 100 100
Age Frequency Percent Valid Percent Cumulative Percent
21-30 62 42.5 42.5 42.5
31-40 41 28.1 28.1 70.6
41-50 30 20.5 20.5 91.1
Above 51 13 8.9 8.9 100
Total 146 100 100
Education Qualification Frequency Percent Valid Percent Cumulative Percent
Bachelor’s Degree 79 54.11 54.11 54.11
High School 25 17.12 17.12 71.23
22

Others 16 10.96 10.96 82.19
Postgraduate 26 17.81 17.81 100.00
Total 146 100 100
Position Frequency Percent Valid Percent Cumulative Percent
Manager 68 46.58 46.58 46.58
Owner 31 21.23 21.23 67.81
Senior/Top Management 39 26.71 26.71 94.52
Supervisor 8 5.48 5.48 100.00
Total 146 100 100
Department Frequency Percent Valid Percent Cumulative Percent
Finance / Human Resource 10 6.85 6.85 6.85
Information Technology 33 22.60 22.60 29.45
Others 47 32.19 32.19 61.64
Sales / Marketing 56 38.36 38.36 100.00
Total 146 100 100
Company Industry Frequency Percent Valid Percent Cumulative Percent
Manufacturing 21 14.38 14.38 14.38
Others 39 26.71 26.71 41.10
Retail 9 6.16 6.16 47.26
Services 77 52.74 52.74 100.00
Total 146 100 100
4.3 Descriptive & Normality analysis
4.3.1 Descriptive statistics
This is the statistical techniques which will be helpful in determining the average, median, mode and standard deviation
of the data base (Iqbal, Nadeem and Zaheer, 2015). Thus, the variables have been examined on the basis frequency
distribution which will be measured on the various questions which have been asked to respondents. It will analyses the
outcomes on which responses of the individual have been addressed to have effective ascertainment of the data base.
Therefore, here 146 respondents have presented their views based on various questions which have been asked to them
(Jones, Woods and Guillaume, 2016). Moreover, the outcomes have been listed below as:
Descriptive Statistics
N Minimum Maximum Mean Std. Skewness Kurtosis
23

Deviation
Statistic Statistic Statistic Statistic Statistic Statistic
Std.
Erro
r Statistic
Std.
Error
Communication
1 146 1 5 2.16 .976 .883 .201 .603 .399
Communication
2 146 1 5 2.23 .995 .809 .201 .308 .399
Communication
3 144 1 5 2.44 1.120 .401 .202 -.727 .401
Communication
4 145 1 5 2.71 1.184 .250 .201 -.765 .400
Communication
5 145 1 5 2.70 1.061 .124 .201 -.638 .400
Culture1 146 1 5 2.60 1.166 .201 .201 -.910 .399
Culture2 144 1 5 2.54 1.090 .237 .202 -.709 .401
Culture3 145 1 5 2.59 1.210 .327 .201 -.880 .400
Culture4 145 1 5 2.37 .971 .297 .201 -.279 .400
Culture5 144 1 5 2.35 .993 .412 .202 -.315 .401
Commitment1 146 1 5 2.46 1.084 .289 .201 -.607 .399
Commitment2 145 1 5 2.48 .987 .224 .201 -.445 .400
Commitment3 146 1 5 2.57 1.203 .186 .201 -1.026 .399
Commitment4 145 1 5 2.81 1.249 .113 .201 -.958 .400
Commitment5 145 1 5 2.94 1.240 .017 .201 -.926 .400
Performance1 144 1 5 2.43 1.022 .410 .202 -.209 .401
Performance2 146 1 5 2.53 1.018 .382 .201 -.182 .399
Performance3 144 1 5 2.51 1.017 .164 .202 -.616 .401
Performance4 146 1 5 2.45 .969 .414 .201 .096 .399
Performance5 145 1 5 2.27 .899 .427 .201 -.231 .400
Communication 146 1.00 4.80 2.4459 .77066 .740 .201 .118 .399
Culture 146 1.00 5.00 2.4942 .76905 .337 .201 .215 .399
Commitment 146 1.00 4.60 2.6507 .76690 .089 .201 -.205 .399
Performance 146 1.00 4.80 2.4349 .74453 .508 .201 .749 .399
Valid N (listwise) 132
On the basis of above listed descriptive statistics and analysis based on the variables which have presented the
descriptive as well as normality outcomes. Thus, mean value of all the variables is between 2-3. Therefore, here respondents
have been must be agree about 3rd options more than the aby other ones. along with this, as per analysing the standard
deviation of the data base which have reflected the outcomes as between its rage of -1 to 1 that ascertains that it is a positive
24

sign of having the reliable results. Thus, in respect with the culture, performance, communication and commitment there have
positive reviews which will be assistive and adequate as per analysing the consumer preferences.
4.3.2 Normality analysis
In respect with analysing the normality tests there have been consideration of cases in the acceptable manner. It will
ascertain the outcomes of skewness and kurtosis which will be analysed on between the rage of -1 to +1. Thus, outcomes
between this range have been denoted as the validate information as well as it will be considered normal (Kempster, Higgs
and Wuerz, 2014). In accordance with the survey made by the researchers on the 146 respondents which have presented the
outcomes for Skewness is generally near to +1. Thus, on which it can be said that there will be positive relationship among the
variables (Khan, Abbasi and Ijaz, 2016). To analysing the outcomes of Kurtosis on which the outcomes have been reflecting
majority of negative values. Thus, there have been huge variations in the variables which are affecting the operations of firm
(Lane, Munro and Husemann, 2016).
Descriptive Statistics
N Minimum Maximum Mean
Std.
Deviation Skewness Kurtosis
Statistic Statistic Statistic Statistic Statistic Statistic
Std.
Error Statistic
Std.
Error
Communication 146 1.00 4.80 2.4459 .77066 .740 .201 .118 .399
Culture 146 1.00 5.00 2.4942 .76905 .337 .201 .215 .399
Commitment 146 1.00 4.60 2.6507 .76690 .089 .201 -.205 .399
Performance 146 1.00 4.80 2.4349 .74453 .508 .201 .749 .399
Valid N (listwise) 132
4.4 Reliability
This is the statistical technique to analyse the reliability of the data base which have been considered by the researcher
to examine the research issues. Thus, it can be followed by implicating Cronbach’s Alpha which will be helpful in analysing the
outcomes and making adequate tests over the data set. In this case, there have been use of 4 variables such as
Communication, commitment, culture and performance which were being examined by researchers to have adequate
ascertainment of the data base. Moreover, the reliability of the information will be measured on the basis of scale such as
0.60 to 0.70. Thus, less than 0.60 Cronbach’s Alpha has determined that the data is less reliable. Similarly, if the outcomes are
more than 0.70 which states that the data is more reliable and accurate to be analysed and examined. Moreover, the below
listed table is being helpful in determining the reliability of the information which has been used by them in examining the
data set such as:
25

Research
(146 cases) Strength of
Association
Reliability Measurement Number of
Items
Cronbach’s
Alpha
All Variables 20 0.806 Excellent
Construct 1: Communication 5 0.892 Excellent
Construct 2: Culture 5 0.771 Excellent
Construct 3: Commitment 5 0.731 Good
Construct 4: Performance 5 0.691 Acceptable
Table 1Reliability Coefficient
4.5 Analysis of assumption for multiple regression
4.5.1 Analysis of the autocorrelation
Regression
Null Hypothesis: There is no mean significant difference between communication, culture, commitment and performance.
Alternative hypothesis: There is a mean significant difference between communication, culture, commitment and
performance.
Model Summaryb
Model R R Square
Adjusted
R Square
Std.
Error of
the
Estimate
Durbin-
Watson
1 .706a .498 .487 .53320 2.245
a. Predictors: (Constant), Commitment, Communication, Culture
b. Dependent Variable: Performance
Interpretation: On the basis of above implicated test on the data set which has have presented the outcomes based on
analysing the variables such as communication, culture, commitment and performance. Thus, in this case dependent variable has
been selected as the performance of employees. Thus, elevating the test result where R value have been analysed as 0.706 and R
square as 0.498. Thus, the data is 70.6% reliable to be examined. Moreover, there is a positive relationship between the changes
incurred in the commitment, culture and communication over the performance made by employees. The accuracy of outcomes will
be supportive and adequate in terms of enhancing the productive efforts as well as management of various business activities.
Therefore, such technique’s will be helpful in raising the quality of work. Along with this, it also required that the workforce must be
26

trained regarding the implication of new technologies which will bring them ability to operate the activities with influences of new
equipment and machineries.
4.5.2 Analysis of Multicollinearity
Null Hypothesis: There is no mean significant difference between communication, culture, commitment and performance.
Alternative hypothesis: There is a mean significant difference between communication, culture, commitment and
performance.
Coefficientsa
Model
Unstandardized Coefficients
Standardized
Coefficients
t Sig.
Collinearity
Statistics
B
Std.
Error Beta Tolerance VIF
1 (Constant) .350 .187 1.873 .063
Communication .154 .066 .159 2.317 .022 .750 1.334
Culture .180 .081 .186 2.230 .027 .510 1.959
Commitment .476 .075 .490 6.382 .000 .600 1.667
Interpretation: in relation with the above listed coefficient of the data set have presented the information which has
have presented the accurate analysis over information. Thus, ion respect with this, there have been selection of variables such
as communication, culture and commitment on the performance of employees. Thus, it is consisting of using the information
such as significant values, tolerance and VIF collinearity statistics. However, as per ascertaining the significant value of the
data set which is less than 0.05 there defines rejection to the null hypothesis and acceptance to alternative hypothesis such as
there is a mean significant difference between communication, culture, commitment and performance. Along with this there
are several authorities who have proper rights and ability to plan and make changes in the cultural practices. they analyse the
business strength as well as efficiency of workers. It funnels them in making adequate changes in policies as well as plans
made by them to retaining the adequate amount of revenue. Creating suitable changes in the operational practices are mainly
based on reducing the time utilised in each activity as well as increasing the efficiency of workforce to meet the future
challenges. It helps them in ruling the market environment as well as gathering the large number of buyers.
Collinearity Diagnosticsa
Model Eigenvalue
Condition
Index
Variance Proportions
(Constant) Communication Culture Commitment
1 1 3.871 1.000 .00 .00 .00 .00
2 .057 8.217 .00 .73 .05 .25
3 .045 9.285 .84 .08 .26 .00
4 .027 12.001 .16 .18 .69 .74
27

Residuals Statisticsa
Minimum Maximum Mean
Std.
Deviation N
Predicted Value 1.1896 3.9408 2.4349 .52527 146
Residual -1.37287 1.62602 .00000 .52765 146
Std. Predicted Value -2.371 2.867 .000 1.000 146
Std. Residual -2.575 3.050 .000 .990 146
a. Dependent Variable: Performance
4.5.3 Analysis of Normality of the dependent variable
Figure 2 Analysis of Normality of the dependent variable
Interpretation: On the basis of above listed graphical presentation on the normality distribution of the performance of
workforce in organisation where these tests have brought several outcomes. Thus, as per the bars presented on the data set
which has determined that there are major negative outcomes. Additionally., there is negative performance outcomes of the
employees. Moreover, to improve the performance of employees there is required to make various changes in their
performance. Bringing the key performance indicators into practice such as balance score card, benchmarking, variance
analysis and financial governance which will help the professionals in keeping proper records of small goals that has been
attained by them. Along with this, it will also business in having proper workforce contribution inn uplifting the level of efforts
made by them. There will be reduction in the time utilised by organization in completion of a particular task. There will be
reduction in the competition stated in the market which can be effective in governing various tasks. Motivational efforts made
28

by supervisor in the organization are needed to be based on implication performance management approaches. there can be
increment in the level of goals as well as operational tendency that will help in uplifting business activities.
4.5.4 Analysis of Normality of the Residuals
Figure 3 Analysis of Normality of the Residuals
Interpretation: By considering the above listed graphical presentation of the data set which have brought the effective
information relevant with the normality of the residuals which has been considered to examine the outcomes. However, as
per analysing the normality of residual plot which has have ascertained that the direction of the movement of variables are in
the same direction. Thus, it does not reflect any error in the analysis which will be reliable and favourable to make adequate
tests. Moreover, as per considering the past records of firm there will be development of various new approaches and
business practices which will lead DXC for attaining fruitful targets. Moreover, there is requirement of motivating the
employees on a positive manner such as rewarding them on their performance, promotions as well as appraise their salary
will be true indication for enhancing their interest in the organization. Revenue increment of professionals will be adequate in
bringing adequate operational analysis and management of operations. Developing the key performance indicators will be
more helpful in terms of lifting quality of efforts made by professionals in the organization which are mainly through balance
score card, benchmarking, variance analysis, financial governance as well as various techniques which will be a true motivator
to work and workforce.
29

4.5.5 Analysis of Homoscedasticity
Table 2 Scatterplot for Homoscedasticity Analysis
Interpretation: on the basis of above listed graphical presentation which have presented the information based on the
outcomes used to anlsyed the data base. Thus, in analysing the homogeneity in the variables which reflects that the data is
more reliable and appropriate in examining the facts. However, in this case all the variables are equally divided in as we can
see in the plot of analysis. Setting up small targets will be adequate in terms of bringing the sense of satisfaction among
employees towards their job roles and efforts made by them in attaining goals. Thus, it can be said that their satisfaction will
be adequate in bringing happiness among them towards their performance. Attainment of small targets will help in receiving
the large targets. They will become able to make special contribution efforts which can be helpful in leading organization for
effective operational analysis. Implication of such techniques will help in motivating employees in responsive manner. There
will be rise in level of innovative efforts and constitutional efforts made by them. Their involvement in the work practices will
be adequate as per enhancing the cultural efficiency and managerial aspects of the business.
30

4.6 Regression Analysis
4.6.1 Model Fitness
Null Hypothesis: There is no mean significant difference between communication, culture, commitment and performance.
Alternative hypothesis: There is a mean significant difference between communication, culture, commitment and
performance.
Model Summaryb
Model R R Square
Adjusted
R Square
Std.
Error of
the
Estimate
Durbin-
Watson
1 .706a .498 .487 .53320 2.245
a. Predictors: (Constant), Commitment, Communication, Culture
b. Dependent Variable: Performance
Interpretation: On the basis of above analysed model summary through regression test on which outcomes has been
ascertained. Thus, with respect to this the value have been determined such as R value as 0.706 and R square as 0.498. It
states that there is 70.6% relationship has been set among the variables. Thus, more than 50% R value will be helpful in
analysing the data set and determining the outcomes which will be helpful to have better analysis over the information. Thus,
the perfomanceof an indidviual in an organisation is totally depends on the changes incurred in the culture, commitment and
communication. Moreover, in relation with such aspects on which it can be said that the professionals must follow adequate
information and analysis over the facts to have better management and increment in the operational efficiency of people.
4.6.2 Model Significance
ANOVAa
Model Sum of Squares df
Mean
Square F Sig.
1 Regression 40.006 3 13.335 46.907 .000b
Residual 40.370 142 .284
Total 80.377 145
a. Dependent Variable: Performance
b. Predictors: (Constant), Commitment, Communication, Culture
Interpretation: on the basis of above listed Anova analysis of the data set which have brought information regarding
the significant differences in the variables. In analysing the significant value of the used information which have presented
significant value as 0.000 that is lower than P value of 0.05. Thus, it defines strong evidence against null hypothesis as well as
acceptance to the alternative hypothesis. Moreover, it states that, there is a mean significant difference between
communication, culture, commitment and performance.
31

4.6.3. Hypothesis Testing
Coefficientsa
Model
Unstandardized Coefficients
Standardized
Coefficients
t Sig.
Collinearity
Statistics
B Std. Error Beta Tolerance VIF
1 (Constant) .350 .187 1.873 .063
Communication .154 .066 .159 2.317 .022 .750 1.334
Culture .180 .081 .186 2.230 .027 .510 1.959
Commitment .476 .075 .490 6.382 .000 .600 1.667
Hypothesis Summary table
Hypotheses sig. value
(p<_0.05)
standardized
beta coefficient
result interpretation
H1= Organisational
changes has significant
positive impact on
employee’s
performances of DXC
0.063 Rejected In analysing the outcomes, it can
be said that that there has been
relation to the alternative
hypothesis while acceptance to the
null. Therefore, there no
relationship among the variables
H2= Organisational
communication create
positive impact on
efficiency of employees
0.022 0.159 Accepted There has been acceptance to the
alternative hypothesis while strong
evidences against null hypothesis.
Thus, there is a positive
relationship among the
communication in the organisation
and employee efficiency.
H3: Industrial cultural
variations affect
employee job
satisfaction
0.027 0.186 Accepted By considering the outcomes on
the basis of which it can be said
that there is relationship between
the variables which states that
culture have impacts on the
performance made by workforce.
H4= Organisation
commitment impact
positively on employee’s
productivity
0.000 0.490 Accepted There has been acceptance to the
alternative hypothesis which
defines that, the changes in
organisation commitment will
affect employee efficiency.
32

4.7 Discussion
Communication
On the basis of above research analysis there have been analysis on the organisational changes and its impacts of the
growth of business. Therefore, the success of organisation and partnership will be helpful in managing operations effectively.
Administrating the business over online segmentation will be challenging and adequate in terms of making adequate
increment in each activity (Bilau, Witt and Lill, 2018). There will be requirement of skilled, talented and capable employees
who will understand and operates activities to retain qualified success in long run. DXC technology have been suggested to
make appropriate business development and retain the potential outcomes (Borghesi, Crespi and Silvestri, 2015).
Report have analyzed impacts of changes in the operational activities of firm will influences the work efficiency of
workforce. Thus, changes in business policies and governance will have impacts on having inappropriate management of
various operations. moreover, reforms are made in favor of making improvement in some sector (Hobday, Doerr and Lim-
Camacho, 2018). It cannot be easily adopted by individual which were used to the past techniques of handling activities.
However, such things affect operational efficiencies of employees engaged in IT sector (Iqbal, Nadeem and Zaheer, 2015). The
employee efficiency in DXC will be improve as managerial professionals analyse their potential and make necessary changes
accordingly.
Commitment
It can be said that, as per bringing a favourable change in the operational practices there will be need of managing
activities with the help of developing skills, talent and efforts made by organisation in making better operational increment
(Jones, Woods and Guillaume, 2016). Bringing reforms in culture, job roles as well as shift will have positive impacts on
enhancing business activities. On the basis of entire department benefits, it can be stated that grow something bigger is main
perspective that assists to meet with IT sector operations and functions (Khan, Abbasi and Ijaz, 2016). Along with this,
organisational change and employee’s performance perceive direct relationship that assists to attain more growth and
systematic review of activities (Lindblad and Vass, 2015). Moreover, impacts of changes in the IT industry are needed to be
based on analysing the operational efficiency of the workforce as well as current trends in the market. Bringing new technical
development will be more adequate and helpful as per helping the firm in attaining adequate targets. In order to consider
theories and empirical research, evidence also stated with different factors that play an important role in DXC technology
(Lindblad and Vass, 2015). Apart from this, organisation perception on the chosen business technology ease of use and
relative usefulness which affect extent to adopt environmentally sustainable operations (McDermott, Kurucz and Colbert,
2018). In the conceptual framework, technology, organisation environment, perceive values and attitude included
independent variables which affect adoption of technology by International Corporation.
Performance
The changes in operational activities will reflect positively over enhancing the workforce efficiency, there will be rise
in the operational efforts and managerial activities of organisation. Moreover, such changes will impact positively over
motivating workforce in attaining the tasks more efficiently (Park, Lim and Szmerekovsky, 2016). There can be necessary
increment and improvement as professionals will become able to make efforts for attaining the targets in a required period of
time (Lozano, Ceulemans and Seatter, 2015). There will be rise in the revenue, profitability, liquidity as well as efficiency of the
firm in the upcoming period. The rise in operational tendency will lead the business in retaining appropriate market share as
well as brand value.
There have been rising the talent, skills and operational efforts made by professionals which impacts on raising the
quality of services performed by them (Lozano, Nummert and Ceulemans, 2016). There have been necessary increment and
33

operational goals of business which in turn will be effective and adequate industrial goals. There have been impacts of power
and politics on the organisational environment have impacts on the productivity level (Sotiriadou, Brouwers and Le, 2014).
Therefore, internal governance needed to be executed and governed by qualified and talented professionals. It will be based
on making adequate changes and operational control over the activities of firm.
Considering the technical changes in the operational practices such as upgrading the devices as well as making adequate
development of various gadgets that have been used in professional practices (Nograšek and Vintar, 2014). As per analysing
the business criteria and development of various factors which are needed to be managed and monitored for having
appropriate increment in the profitability as well as revenue generation in the firm (Bilau, Witt and Lill, 2018). Further, this
research has elaborated various causes and impact of several operational analysis on the cultural increment in the
organisation (McDermott, Kurucz and Colbert, 2018). Therefore, it can be said that, DXC will have qualitative growth in the
coming period as the professionals make appropriate efforts as well as uplift the level of activities. Designing the operational
framework and activities which will be adequate in uplifting the efficiencies as well as managing the workforce accordingly
(Park, Lim and Szmerekovsky, 2016). Level of operational efforts and quality services facilitated by the organisation will help
them in creating better image and unique identity in the market. It will help them meeting the competition as well as assist
them to rule the market. Similarly, merger and acquisition of firms also have impacts on business practices (Ramdhani,
Ramdhani and Ainisyifa, 2017).
Culture
It is necessary that the business must keep their employees as family as well as bring friendly environment which can be
effective for managing then operations as well as enhancing their commitment towards firm (Podsakoff, Podsakoff and
Spoelma, 2014). They will easily share all the issues and changes they desires off as well as they must make adequate
operational variation which will be helpful for leading them for attaining the targets more quickly (Dang and Pheng, 2015). A
favourable communication level will be adequate in context with analysing the desires of worker as well as loopholes in the
operational activities which will be administers, executed and manged by the business professionals (Ghoneim and Abbass,
2016). A frequent training, conference as well as workshop session will also help in improving the organisational culture as
people will become able to know each other and that will result in adequate team work to be done (Ghoneim and Abbass,
2016). Forming a positive relation will be helpful in terms of enhancing operational courage and efforts which in turn will be
indicative to meet the targets in short run (Mamic, 2017).
Creativity in team work will be accurate as there will be involvement of various ideas and reforming changes that will
enhance the efficiency and govern projects (Wagstaff, Gilmore and Thelwell, 2016). Moreover, such changes will benefit the
venture in making employees work smarter that will bring innovativeness in services offered by them. Developing the key
performance indicators will be more helpful in terms of lifting quality of efforts made by professionals in the organisation
which are mainly through balance score card, benchmarking, variance analysis, financial governance as well as various
techniques which will be a true motivator to work and workforce (Bilau, Witt and Lill, 2018). Setting up small targets will be
adequate in terms of bringing the sense of satisfaction among employees towards their job roles and efforts made by them in
attaining goals (Dang and Pheng, 2015). Thus, it can be said that their satisfaction will be adequate in bringing happiness
among them towards their performance. Attainment of small targets will help in receiving the large targets (Odunlami and
Matthew, 2014). They will become able to make special contribution efforts which can be helpful in leading organisation for
effective operational analysis.
As per considering the internal operational tendency of the business there will be requirement of improving the marketability
of brand. Thus, it will bring higher consumer attention as well as it crates unique identity in the market. DXC will have
appropriate support and recognition form the external parties (Nograšek and Vintar, 2014). It is required that, innovative
approaches and efforts made by firm needed to be disclosed among the society. It will also beneficial in creating the brand
34

value as well as raises the market share of entity that will bring the long run profitability to the business (4 PROVEN WAYS TO
IMPROVE EMPLOYEE EFFICIENCY, 2018).
35

CHAPTER 5: CONCLUSION AND RECOMMENDATION
5.1 Conclusion
On the basis of above research project there have been consideration of several information based on individual
perspective and changes in the organisational duties affects their duties. Thus, for addressing the objectives of this reports on
which researchers have made efforts to retain the accurate and adequate information be effective in managing the business
operations. As per considering the first objective of the research which states that changes made in organisational culture and
employee performance in particular sector have negative as well as positive impacts on the performance of an individual (De
Vries, Bekkers and Tummers, 2016). However, as per ascertaining the theories which were being used by researchers on which
they have used the techniques such as innovation theory, acceptance model etc. Thus, these are the theories which defines
changes in the operational practices of an industries. it defines changes which affects employees level of performance in
positive as well as negative manner. Thus, it can be concluded through data analyses part that, the changes within culture,
policies and practice of company lead to higher and increased growth rate of company whether it is small or larger firm
(Lindblad and Vass, 2015). Cultural changes are also linked and associated with performance of key employees of IT sector as if
the changes are according or as per employees then the performance of employee also be in positive direction only. With this
quality of work of employees also be improved they have performed in set or targeted way so that company is benefitted
from this. It is also hereby concluded that if company is changing their culture of organization then senior management must
be planning in accordingly only which is very much important.
In terms of objective of research which defines that the changes incurred in industrial culture which have affected
performance of workforce. Thus, as per analysing the concept of theory such as institutional theory on which making changes
policies, job roles and duties assigned to an individual which may affect efforts of a worker. Reforms in the operational
practices have been impacting the several variations in the activities which in turn have negative as well as positive impacts
over the employees (Nograšek and Vintar, 2014). Decision made by top level managers which are considered by them for
improving favourable operational practices. They reschedule the work which has been aimed at reducing the labour hours as
well as improving the quality of services. There can be necessary increment and improvement as professionals have become
able to make efforts for attaining the targets in a required period of time. However, it creates obstacles for workforce which in
order to accept and adopt the changes reflect better productive outcomes for the organisation. there have been rise in the
revenue, profitability, liquidity as well as efficiency of the firm in the upcoming period ( Hobday, Doerr and Lim-Camacho, 2018).
The rise in operational tendency lead the business in retaining appropriate market share as well as brand value. Moreover, to
judge the reliability of dataset which have been used by researchers have defined that communication as 0.892, culture as
0.771, commitment as 0.731 and Performance as 0.691. Thus, the scale of analysing the reliability of the variables is between
0.60 -0.70. therefore, near to 0.70 or more than this defines the data is reliable and can be adequate in terms of bringing the
proper information through calculations.
Additionally, researcher have made analysis over the objectives such as impacts of changes incurred in communication
and commitment have been addressed in literature through impacting the theory of planned behaviours, stakeholder theory
and reasoned action. It has concluded that the differences in the behaviours, personal tendency, skills, talent as well as the
level of governance mad by top-level professionals in the organisation have impacts on individual performance (Lozano,
Nummert and Ceulemans, 2016). The discussion part of this report there have been analysis made on various outcome which
36

were generated through implicating adequate tests on the data set. Thus, such analysis must be adequate in terms of meeting
the goals and managing the operational analysis (De Vries, Bekkers and Tummers, 2016). Moreover, there had been various
suggestions which were being presented on the outcomes that how DXC can improve the operational performance in
organization by encouraging their workforce. There have been various suggestions based on making proper changes in
activities such as encouraging efforts made by staff as well as their innovative changes in the work practices. Improving the
technical support made by professionals in the organization which can be adequate and foster in terms of encouraging the
staff to attain the targets more adequately.
Moreover, as per testing the hypothesis made on the research issues where researcher have demonstrated various
factors which is being used for addressing issues. The majority of outcome derived acceptance to the alternative hypothesis.
Thus, there is a mean significant relationship between changes in culture, commitment and communication over the
individual performance. There are majority of significant value is below 0.05 which indicates that there has been acceptance
to the alternative hypothesis (Ghoneim and Abbass, 2016). Thus, the relationship among variables are positive as defined
among the researcher that variations in organisational changes might affect the performance of individual.
5.2 Recommendation
By summing up the above analysed report on which it can be said that, there are several areas which are needed to
be considered by the business professionals which will help in making appropriate changes in the activities. Professionals at
DXC has to have reforming development in the activities which will be adequate for developing operational culture. However,
there have been various benefits of reforming the organizational culture, these are mainly involved financial benefits as
business will become able to sustain better level of productivity which enhances the economic level of the organization.
Moreover, it can be estimated by the business professionals that there will be fruitful rise in the industrial efforts and
management of various operations. there will be rise in employee contribution in the firm as well as increment of adequate
productivity as well as management of various business operations.
However, there are several suggestions which will be helpful to DXC and are needed to be implicated to improve the
productivity and growth of the organization. These are mainly involved with the operational framework as well as efficiency of
professionals to have adequate rise in productivity. Thus, it involves several tasks such as:
 Development of satisfactory environment which will help in enhance productivity and creativity of professionals for
encouraging creativity and innovative efforts made by them.
 Organization must make insurance of their employees which will help them in claiming their damages and injuries as
well as it will be a great support to their economic level.
 Positive motivational techniques are needed to be implied by the professionals such as rewarding workers as per their
jobs and efforts made by them in attaining the business goals. There can be necessary increment and development of
various activities which can treat adequately in enhancing business operations.
 Implicating ongoing training session which will be helpful in improving learning capabilities as well as tendency to
handle a job role. It will also beneficial to firm in context with reduction in the time and expenses made by the
professionals which will be helpful in attaining proper targets.
PERSONAL REFLECTION
37

On the basis of above research, I have learnt various aspects and techniques to make adequate analysis on the data base
which has have presented the adequate analysis on the issues. I think bringing changes in the operational practices which will
be helpful in improving the work efficiency. There will be increment in the level of creativity and innovative ideas which will
reframe and redevelop the tasks appropriately. There can be rise in the operational efficiency and management of work
according to attain the business targets. Along with this, I feel bringing the satisfactory changes in the organization which will
be enthusiastic and encouraging to the workers in making quality efforts. DXC will have appropriate revenue generation as the
level of performing various operations will be increased and managed in a manner which will help in uplifting the operational
level. I believe that inviting employees in operational decision making will be attentive and adequate in terms of enhancing
their courage and interest in the firm. It will be beneficial to venture as per having highly committed workforce to govern
business tasks.
I have learnt various theories and concept of organizational culture through literature as well as analysed various studies
presented by authors in conceptual framework. Thus, due to such theoretical analysis I have experience the in-depth
knowledge regarding the business activities. Therefore, the influences of making reforms in the plan and policies of
organization which will have positive as well as negative impacts in changing operational activities in the business. There can
be increment of adequate goals and management of various practices that will be helpful in governing the tasks. Along with
this, it can be said that, analysing the needs, requirement and desires of workforce as well as fulfilling such requirement in
terms of attaining business targets.
5.3 Limitations:
On the basis of completing the research analysis over the organisational changes have impacts on making variations in
the employee efficiency, performance and efforts. Thus, there are various limitations and loopholes were analysed during
entire process. The time which was being allotted to the researcher was not appropriate enough to analysed all the resources
and make adequate survey over the research issues. In each of the phase of study there have been veracious obstacles which
were being faced by them. In defining the aim and objectives of the research on which analysing the various issues which have
been faced by employees in an organisation practices have been determined. Thus, on which researcher were bound to take
interviews of various professionals and analyse the main factors which are common in each. Thus, on the basis of which they
have selected communication, commitment and culture are main factors which affects the changes in the organisation
environment as well as work efficiency of the workforce.
On the other side, in data collection and analysis state of the report where various obstacles have created issues
among researcher. The selection of respondent was not appropriate as they were randomly selected to ask such question.
While if research has enough time than they would have analysed reviews of higher authorities in making valid justifications.
The participants were not confident enough to bring their reviews on the question which were asked to them. Moreover,
there will be requirement of having large number of respondents which were being ascertained to have effective analysis over
the data base. DXC will have appropriate revenue generation as the level of performing various operations will be increased
and managed in a manner which will help in uplifting the operational level. It has been believed that inviting employees in
operational decision making will be attentive and adequate in terms of enhancing their courage and interest in the firm.
38

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