1). Srivastav A. et al.

(2015) conducted research on “A Study on Employees Attitude

Towards The Organization and Job Satisfaction”. Objectives of the study were to know the
employees attitude towards the organization, to know the reasons for the employees positive
attitude, to know the reasons for the employees’ negative attitude, to know the employees
expectations from the organization. Methodology used was primary data for the present study.
The primary data was collected from 180 sample respondents from Alstom Power Projects
Limited, Durgapur. For collecting the first-hand information from the respondents, sample
respondents were chosen by convenience sampling method. The research concludes that Job
Security is a potential tool for the motivation of the employees which in this study shows that,
the employees have a negative attitude towards it. The management may make the employees
understand that they are the partners of the business and the employees’ organization life
depends up on the constructive contributions made by them.

2). Das S. (2020) conducted research on “A study on Employee Attitude at the workplace and
its relationship with Organizational outcome with special reference to the Iron and steel
industries”. Objectives of the study were to validate the major employee attitude measures that
are a new measure and has not been widely tested, and to investigate the relationships between
three employee work attitudes (job satisfaction, organizational identification, and psychological
well-being) as mediator variables between individual attitude at work and three organizational
outcomes. Methodology used in the study was descriptive research design method. The research
concludes that there exists a significant relationship between the attitude of employees and
organizational commitment. Here, HRM intensity is linked to intrinsic job satisfaction of
employees as well as organizational commitment potentially contributing to the performance of
the organizations. This study will help the academicians as well as policy analysts by adopting
more intensive HRM regimes that involve participation, team-working, and practice domains.
3). Khan I. (2014) conducted research on “Impact of Attitude on Employees Performance: A
study of textile industry in Punjab, Pakistan”. Objective of the study was probe the
association among employee performance and their attitude. In this context current study analyze
that how factors related with attitude impact on employee performance. Methodology used in the
study was Questionnaire and Sampling method. The research concludes that Employees’ good
performance is very essential for the effectiveness of the organization. As discussed above there
are many factors that effect the performance of the employees and as well as of the organization.
The descriptive statistics result proved that all the variables (attitude, job satisfaction, job
commitment, training and motivation) are positively affecting the performance of the employees.

4). Jayarathna D. et al. (2014) conducted research on “The effect of employees work related
attitudes on employee job performance: A study of vocational education system in Sri
Lanka”. Objectives of the study were to identify the relationship between job satisfaction and
job performance employees, to identify the relationship between organizational commitment and
job performance employees, to identify the relationship between job involvement and job
performance employees and to find the impact of the job satisfaction, Organizational
commitment and job involvement on job performance employees. Methodology used in the
study was primary method. The research concludes that According to the frequency distribution
analysis was made individually for the variables of job satisfaction, organizational commitment,
and job involvement. The mean value of the distribution for job satisfaction was 3.6624 and it
depicted that the respondents (employees of tertiary and vocational education sector in Sri
Lanka) were “satisfied” with their job. According to the frequency distribution analysis of the
variable of the organizational commitment, mean value of the distribution is 3.3249 and it shows
the respondents (employees of tertiary and vocational education sector in Sri Lanka) were
“committed” to their organization.
5). Busola O. et al. (2020) conducted research on “Understanding the Impact of Employees
Attitude on Organizational Performance. A Study of Selected Service Firms in Rivers
State”. Objective of the study was to examine the effect of employees commitment on
organizational performance in services firm in rivers state, to examine the impact of employees
job satisfaction on organizational performance in services firm in rivers state, to examine the
effect employees engagement on organization performance in services firm in rivers state.
Methodology used in the study was structured questionnaire to obtain data from 222 employees
of some selected service firm. The research concluded that peoples attitude which was measured
on (commitment, job satisfaction and engagement), have a great impact on the overall operation
and performance of an organization. It is therefore, concluded that the attitude of workers should
be early be detected if an organization wishes for long-term growth and performances as this has
the capacity to increase the profitability, survival and growth of the organization or liquidate
businesses.

6). Hellgren J. et al. (2002) conducted research on “The Modern Working Life: It’s Impact
on Employee Attitudes, Performance and Health”. Objective of the study was to investigate
and map out those aspects of the psychological climate that are consequential to an employee's
attitudes, performance, and health. The qualitative portion of the study aims to more thoroughly
delve into the issue of performance as a concept and how performance can be related to pay.
Methodology used in the study was questionnaire and survey method. The research concludes
that a greater variety of methods is also required in order to avoid mono-method bias. It would,
for example, be an advantage if self-reported measures of health could be supplemented with
biological health measures. Even performance measures could be supplemented with directory
information or assessments by people other than just the respondent.
7). Arinze S. et al. (2018) conducted research on “Effect of Managing Employee Attitudes for
Improved Performance of L.G.S.C., Enugu, Nigeria”. Objective of the study was to
determine the employee commitment attitude effect on improved performance in LGSC, Enugu
State, ascertain the employee pay effect on improved performance in LGSC, Enugu State.
Methodology used was descriptive survey design. The research concludes that employee
attitudes have effect on improved performance of Local Government Areas in Enugu State. As it
applied to this study it indicates that there are significant effect on improved performance
through the organization’s human resources motivational strategies practices.

8). Pushkala R. et al. (2006) conducted research on “The Effects of Employee Attitudes on
Workplace Charitable Donations”. Objective of the study was to examine the effects of
employee attitudes toward the employer on workplace monetary donations at two levels: (1) to
see if there is a significant difference between the attitudes of employees who make workplace
contributions and those who do not; and (2) to examine whether awareness of employer
charitable contributions moderate the relationship between employee attitudes and donating
behavior. Methodology used for this study was questionnaire and survey method. The research
concludes that, there is a need to explore in greater detail the intrinsic and extrinsic motivations
of workplace donations. By separating out these motivations, it may be possible to empirically
examine the role that organizational and peer pressure plays in determining workplace donation
behavior. Further, this study focused exclusively on donations made to one organization.
9). Dr. Poojary S.et al. (2018) conducted research on “Employee Attitude towards
Organizational Commitment: A Literature Survey”. Objective of the study was to understand
the relationship between Employee Attitudes and Commitment towards the organization and to
find out if there is any significant impact of employee attitude towards their commitment to the
organization leading to increased loyalty. Methodology used was descriptive method. The
research concludes that if the component of commitment is less among the employees, there will
be major issues related to human resources in any organization. Absenteeism and labour turnover
is seen as a major problem, faced which needs to be handled with precision, as it will impact the
performance.

10). Vidya A. (2018) conducted research on “A STUDY ON EMPLOYEES ATTITUDE

TOWARDS THE ORGANISATIONAL CHANGE WORKING IN IT SECTORS”.
Objectives of the study were to examine the employee’s attitude towards the organizational
change, to find out the issues about the management of the change process and about change
outcomes, to identify the employees expectation’s from the organization culture, to make
suggestions to improve the attitude of the employees to the management. Methodology used in
the study was research method and the analysis of the subsequent data gathered. The research
concludes that most important issues involved in the company are adjusting the Employee’s
attitude toward change and performance. Choosing the right type of person to the right type of
job enables the employee to do the work with the efficiency and diligently. The organization
motivates the employees with the good environment and remuneration.