This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This document discusses the relationship between work culture and employee satisfaction. It begins with an abstract that notes work culture influences employees and impacts productivity and profits. The introduction defines work culture and employee satisfaction, stating work culture influences various work behaviors like absenteeism and turnover. The study aims to examine the correlation between specific dimensions of work culture and employee satisfaction among workers in selected Roha, India industries. Literature on both topics is reviewed and the methodology of surveying 404 workers across 22 work culture and 26 satisfaction factors is described. Statistical analysis identifies dimensions for each and finds most work culture dimensions positively correlate with employee satisfaction dimensions, particularly job clarity and job/life satisfaction.
11.predicting job satisfaction among the academicians of universities in kpk,...Alexander Decker
This document discusses a study that aimed to predict job satisfaction among academics in universities in Khyber Pakhtunkhwa, Pakistan. The study collected data from 218 university teachers about their satisfaction with different job factors. Multiple regression analysis was then used to determine how well positive outcomes like involvement and commitment, and negative outcomes like absenteeism and turnover, could be explained by the job satisfaction factors. Prior literature identifies the most common predictors of job satisfaction as work, pay, work environment, promotion, supervision, and coworkers. The researchers aimed to empirically measure attitudes using these factors of job satisfaction to predict positive and negative consequences among university teachers in Khyber Pakhtunkhwa.
This document summarizes a study that examined the impact of work motivation on job satisfaction among employees in mobile telecommunication service organizations in Pakistan. The study used a survey questionnaire distributed to employees in two telecom companies. The results found a positive but weak relationship between work motivation and job satisfaction. While employees reported being satisfied with their jobs overall, the small sample size limits generalizing the findings to all telecom sector employees in Pakistan. The study concluded that management should take actions to improve work motivation in order to boost employee satisfaction and organizational performance.
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This document discusses the relationship between work culture and employee satisfaction. It begins with an abstract that notes work culture influences employees and impacts productivity and profits. The introduction defines work culture and employee satisfaction, stating work culture influences various work behaviors like absenteeism and turnover. The study aims to examine the correlation between specific dimensions of work culture and employee satisfaction among workers in selected Roha, India industries. Literature on both topics is reviewed and the methodology of surveying 404 workers across 22 work culture and 26 satisfaction factors is described. Statistical analysis identifies dimensions for each and finds most work culture dimensions positively correlate with employee satisfaction dimensions, particularly job clarity and job/life satisfaction.
11.predicting job satisfaction among the academicians of universities in kpk,...Alexander Decker
This document discusses a study that aimed to predict job satisfaction among academics in universities in Khyber Pakhtunkhwa, Pakistan. The study collected data from 218 university teachers about their satisfaction with different job factors. Multiple regression analysis was then used to determine how well positive outcomes like involvement and commitment, and negative outcomes like absenteeism and turnover, could be explained by the job satisfaction factors. Prior literature identifies the most common predictors of job satisfaction as work, pay, work environment, promotion, supervision, and coworkers. The researchers aimed to empirically measure attitudes using these factors of job satisfaction to predict positive and negative consequences among university teachers in Khyber Pakhtunkhwa.
This document summarizes a study that examined the impact of work motivation on job satisfaction among employees in mobile telecommunication service organizations in Pakistan. The study used a survey questionnaire distributed to employees in two telecom companies. The results found a positive but weak relationship between work motivation and job satisfaction. While employees reported being satisfied with their jobs overall, the small sample size limits generalizing the findings to all telecom sector employees in Pakistan. The study concluded that management should take actions to improve work motivation in order to boost employee satisfaction and organizational performance.
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
This document summarizes a research study that analyzed the effects of transformational leadership and job stress on job satisfaction and employee turnover intention at Puri Raharja General Hospital in Denpasar, Bali, Indonesia. The study found that: (1) transformational leadership negatively impacted turnover intention while job stress positively impacted it; (2) both transformational leadership and job stress impacted job satisfaction in opposing directions; and (3) job satisfaction partially mediated the relationships between the independent variables and turnover intention. The results suggest that hospitals can reduce turnover intention by implementing transformational leadership to increase job satisfaction and decreasing job stress.
11.a live study of employee satisfaction and growth analysisAlexander Decker
This document summarizes a study on employee satisfaction and growth at Tata Steel in India. The study measured satisfaction across dimensions like superior-subordinate relationships, role, culture, career development, training, goals, and motivation. A questionnaire and interviews were used to collect data from 60 employees.
The findings from analyzing the questionnaire data using mean-SD scores, factor analysis, and correlation showed that employees were most satisfied with their relationships with superiors and the variety in their jobs. Training to meet needs was a more mixed area. The conclusions provide insight into how different factors contribute to satisfaction levels at Tata Steel.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
This document provides an overview of human resource performance at automobile industries in India. It discusses how major automobile manufacturers recruit and train workers to improve performance. The study uses questionnaires and statistical analysis to examine perspectives of both employers and employees. It also reviews literature on the relationship between strategic human resource management and firm performance, and the role of HR functions in developing employee skills and aligning with business objectives. Key factors influencing worker performance are identified as social life, community, family, values, and work environment.
Relationship between organisational climate and positive attitude among indus...Dr. Deepak Raverkar
This document discusses a study on the relationship between organizational climate and positive attitude among industrial workers. The study examined six factors of organizational climate (working conditions, superior-subordinate relationships, work pressure, work norms, technology, and reinforcement) and their correlation with workers' positive attitude. The results found that most workers had a positive attitude towards their job. Four climate factors (working conditions, work norms, technology, and reinforcement) were found to have a significant positive correlation with worker attitude, while only work pressure had a negative correlation. The study concludes that organizational climate can significantly impact workers' motivation and behavior through its influence on their attitude.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
The article discusses the importance of employee engagement for organizational
and business performance through the prism of ergonomics. The issues that are
discussed in this paper comprise the modest contribution that ergonomics as a
discipline has made. The relevance of workplace health and ergonomics work relate
with that of participation, safety culture and further implications for participatory
ergonomics approaches. Based on recently published conceptual framework that
recognises the dynamic and multi-dimensional nature of safety culture, the paper
highlights the due significance demanded by ergonomics and that which is equally
ignored by top management. The paper concludes by considering the much needed
empirical survey on this issue in almost all industries and prompt action being taken
to implement it. Also, the paper gives a glimpse of various approaches for an
empirical study, within an organisation which is noted as important to the success of
ergonomics projects
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
The Effect of Transformational Leadership, Organizational Commitment and Empo...inventionjournals
The aim of this conducted study is to analyze the effect of transformational leadership, organizational commitment, empowerment of organizational citizenship behavior and managerial performance at PT. Cobra Direct Sale Indonesia. Analyzing the effect of organizational citizenship behavior on managerial performance at PT. Cobra Direct Sale Indonesia and analyze the influence of transformational leadership, organizational commitment, empowerment of managerial performance through organizational citizenship behavior at PT. Cobra Direct Sale Indonesia. The population in this research is manager of PT. Cobra Direct Sale Indonesia spread over 24 provinces which consist of 150 people. Sampling method used in this study using census. The analysis method used is descriptive analysis and Structural Equation Modeling (SEM). The result of research shows that transformational leadership, organizational commitment and empowerment give influence to organizational citizenship behavior and managerial performance of PT. Cobra Direct Sale Indonesia. Organizational citizenship behavior gives influence to managerial performance of PT. Cobra Direct Sale Indonesia. Transformational leadership, organizational commitment, empowerment gives effect to managerial performance through organizational citizenship behavior of PT. Cobra Direct Sale Indonesia
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
Fostering employee performance a literature reviewAlexander Decker
This document provides a literature review on fostering employee performance. It discusses how human resource is an important factor for business success and how motivating employees can increase productivity, quality, and customer relations. The review examines several theories of motivation, including Frederick Taylor's scientific management theory, the Hawthorne Studies, and Maslow's hierarchy of needs. The objective is to identify factors that promote positive motivational behavior among employees to ensure organizational success.
Human resource management (HRM) plays an important role in small and medium-sized enterprises (SMEs) due to their significant contributions to economic growth and employment. While SMEs face limitations like a low capital base and lack of access to technology, HRM can help SMEs overcome these challenges through functions like acquisition, development, motivation, and maintenance of employees. Networking also offers SMEs an important way to address common problems and improve competitiveness through initiatives within industry clusters.
HR Strategies for Small & Medium Sized BusinessesThain Lin Tay
HR Strategies for small and medium sized businesses (SMB/SME) in today's talent scarce and high mobility environment. A keynote address delivered at this year's Association of SMEs Business Symposium Event, Concorde Hotel, Singapore.
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
This document summarizes a research study that analyzed the effects of transformational leadership and job stress on job satisfaction and employee turnover intention at Puri Raharja General Hospital in Denpasar, Bali, Indonesia. The study found that: (1) transformational leadership negatively impacted turnover intention while job stress positively impacted it; (2) both transformational leadership and job stress impacted job satisfaction in opposing directions; and (3) job satisfaction partially mediated the relationships between the independent variables and turnover intention. The results suggest that hospitals can reduce turnover intention by implementing transformational leadership to increase job satisfaction and decreasing job stress.
11.a live study of employee satisfaction and growth analysisAlexander Decker
This document summarizes a study on employee satisfaction and growth at Tata Steel in India. The study measured satisfaction across dimensions like superior-subordinate relationships, role, culture, career development, training, goals, and motivation. A questionnaire and interviews were used to collect data from 60 employees.
The findings from analyzing the questionnaire data using mean-SD scores, factor analysis, and correlation showed that employees were most satisfied with their relationships with superiors and the variety in their jobs. Training to meet needs was a more mixed area. The conclusions provide insight into how different factors contribute to satisfaction levels at Tata Steel.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
This document provides an overview of human resource performance at automobile industries in India. It discusses how major automobile manufacturers recruit and train workers to improve performance. The study uses questionnaires and statistical analysis to examine perspectives of both employers and employees. It also reviews literature on the relationship between strategic human resource management and firm performance, and the role of HR functions in developing employee skills and aligning with business objectives. Key factors influencing worker performance are identified as social life, community, family, values, and work environment.
Relationship between organisational climate and positive attitude among indus...Dr. Deepak Raverkar
This document discusses a study on the relationship between organizational climate and positive attitude among industrial workers. The study examined six factors of organizational climate (working conditions, superior-subordinate relationships, work pressure, work norms, technology, and reinforcement) and their correlation with workers' positive attitude. The results found that most workers had a positive attitude towards their job. Four climate factors (working conditions, work norms, technology, and reinforcement) were found to have a significant positive correlation with worker attitude, while only work pressure had a negative correlation. The study concludes that organizational climate can significantly impact workers' motivation and behavior through its influence on their attitude.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
The article discusses the importance of employee engagement for organizational
and business performance through the prism of ergonomics. The issues that are
discussed in this paper comprise the modest contribution that ergonomics as a
discipline has made. The relevance of workplace health and ergonomics work relate
with that of participation, safety culture and further implications for participatory
ergonomics approaches. Based on recently published conceptual framework that
recognises the dynamic and multi-dimensional nature of safety culture, the paper
highlights the due significance demanded by ergonomics and that which is equally
ignored by top management. The paper concludes by considering the much needed
empirical survey on this issue in almost all industries and prompt action being taken
to implement it. Also, the paper gives a glimpse of various approaches for an
empirical study, within an organisation which is noted as important to the success of
ergonomics projects
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
The Effect of Transformational Leadership, Organizational Commitment and Empo...inventionjournals
The aim of this conducted study is to analyze the effect of transformational leadership, organizational commitment, empowerment of organizational citizenship behavior and managerial performance at PT. Cobra Direct Sale Indonesia. Analyzing the effect of organizational citizenship behavior on managerial performance at PT. Cobra Direct Sale Indonesia and analyze the influence of transformational leadership, organizational commitment, empowerment of managerial performance through organizational citizenship behavior at PT. Cobra Direct Sale Indonesia. The population in this research is manager of PT. Cobra Direct Sale Indonesia spread over 24 provinces which consist of 150 people. Sampling method used in this study using census. The analysis method used is descriptive analysis and Structural Equation Modeling (SEM). The result of research shows that transformational leadership, organizational commitment and empowerment give influence to organizational citizenship behavior and managerial performance of PT. Cobra Direct Sale Indonesia. Organizational citizenship behavior gives influence to managerial performance of PT. Cobra Direct Sale Indonesia. Transformational leadership, organizational commitment, empowerment gives effect to managerial performance through organizational citizenship behavior of PT. Cobra Direct Sale Indonesia
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
Fostering employee performance a literature reviewAlexander Decker
This document provides a literature review on fostering employee performance. It discusses how human resource is an important factor for business success and how motivating employees can increase productivity, quality, and customer relations. The review examines several theories of motivation, including Frederick Taylor's scientific management theory, the Hawthorne Studies, and Maslow's hierarchy of needs. The objective is to identify factors that promote positive motivational behavior among employees to ensure organizational success.
Human resource management (HRM) plays an important role in small and medium-sized enterprises (SMEs) due to their significant contributions to economic growth and employment. While SMEs face limitations like a low capital base and lack of access to technology, HRM can help SMEs overcome these challenges through functions like acquisition, development, motivation, and maintenance of employees. Networking also offers SMEs an important way to address common problems and improve competitiveness through initiatives within industry clusters.
HR Strategies for Small & Medium Sized BusinessesThain Lin Tay
HR Strategies for small and medium sized businesses (SMB/SME) in today's talent scarce and high mobility environment. A keynote address delivered at this year's Association of SMEs Business Symposium Event, Concorde Hotel, Singapore.
This document discusses HRM practices in small and medium enterprises (SMEs) based on a case study of Al-Noor Processing & Textile Mills (Pvt) Limited. It finds that SMEs tend to have informal, ad hoc HRM with management handling employee matters instead of dedicated HR departments. Al-Noor does not have clear HR strategies, policies, or benchmarking. Training and development is also informal. The challenges of HRM in SMEs include the high costs of professional HR staff and line managers lacking HR expertise who must handle those responsibilities alongside their regular duties.
This document discusses human resource management considerations for small and medium enterprises. It outlines typical HR challenges SMEs face, such as centralized decision making and high dependency on existing resources. It emphasizes that the CEO plays a key role in HR. The document also provides tips for SMEs in areas like organizational design, hiring, performance measurement, and training. It introduces Husys, an HR consulting firm that provides outsourced HR services to help SMEs address their people management needs.
Human resource management for small businessesHarmeet Singh
The document provides guidance on key aspects of human resource management for small businesses. It discusses the importance of having a staffing plan that aligns with business goals. It also covers finding and screening employees, hiring practices like offer letters, guidelines for performance reviews, retaining employees, addressing poor performance, layoffs, and firing. The overall message is that human resource management is crucial for small business success and requires planning, clear expectations, and fair treatment of employees.
Abnormalities of hormones and inflammatory cytokines in women affected with p...Alexander Decker
Women with polycystic ovary syndrome (PCOS) have elevated levels of hormones like luteinizing hormone and testosterone, as well as higher levels of insulin and insulin resistance compared to healthy women. They also have increased levels of inflammatory markers like C-reactive protein, interleukin-6, and leptin. This study found these abnormalities in the hormones and inflammatory cytokines of women with PCOS ages 23-40, indicating that hormone imbalances associated with insulin resistance and elevated inflammatory markers may worsen infertility in women with PCOS.
Employees’ attitudes and efficiency of human resourceAlexander Decker
This document discusses a study examining the relationship between employee attitudes and the efficiency of human resource management (HRM) practices in Nigeria. The study surveyed 1,940 employees across several food and beverage companies in Nigeria. The results indicated that employee attitudes like commitment, trust, employment relations, well-being, absence, and self-motivation were significantly related to the efficiency of HRM practices. Specifically, higher levels of these positive employee attitudes were linked to greater efficiency in how companies implemented practices like recruitment, training, performance evaluation, and compensation. The findings suggest HRM practices work best when they help foster beneficial attitudes among employees.
ASSESSMENET OF WORK ENVIRONMENT ON EMPLOYEE JOB PERFORMANCE (A STUDY OF FIRST...AJHSSR Journal
ABSTRACT: This paper critically examined the impact of Work Environment on Employee Job Performance,
with specific focus on Alaba Branch 1, 2 &3 of First Bank Nig Plc, Lagos-State. This study employed a
descriptive survey design. A sample size of 67 respondents was selected using simple random sampling
technique of which 67 respondents filled and returned the questionnaire. Data from the questionnaire was
analyzed using special software for statistics which is called statistical package for social science (SPSS) version
23. The study found out that there is a perfect positive statistically significant relationship between physical
environment and employee’s commitment. Also, behavioural factor does statistically significantly affect job
satisfaction in First Bank Nigeria Limited, Alaba 1, 2, 3. After the findings of the research it is highly
recommended that organizations should improve on their physical environment to increase their employee
commitment which will have positive effect on employee performance and output resulting in improved
organizational performance.
KEYWORDS: Work Environment, Work Adjustment Theory (WAT), Behavioral Factor, and EMployee
Performance.
An empirical assessment on job satisfaction of public knowledge employees in ...Alexander Decker
This document summarizes a study on job satisfaction among public knowledge employees in Bangladesh. The study surveyed 64 employees from agricultural research institutions and universities. It assessed levels of job satisfaction across 8 dimensions: pay, promotion, security, supervision, benefits & rewards, work ability & operating procedure, co-workers and nature of works. The major finding was that job satisfaction among these public employees was significantly dependent on work motivation and fair treatment. The document provides context on the importance of studying job satisfaction and reviews previous literature on defining and measuring job satisfaction.
A STUDY OF EMPLOYEES JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCEJennifer Daniel
This document summarizes a study on the relationship between employee job satisfaction and performance. It first defines job satisfaction and outlines its importance for both employees and organizations. It then reviews literature on factors that influence job satisfaction, such as compensation, job security, working conditions, relationships with supervisors, promotion opportunities, and personal variables. The study aims to identify factors that affect job satisfaction and its impact on employee performance. Job satisfaction is found to positively correlate with productivity, customer satisfaction, and negatively correlate with absenteeism and turnover. The document concludes by providing recommendations for improving job satisfaction, such as clear communication, employee training, empowerment, fair compensation, and career development opportunities.
This document summarizes a study that examines the relationship between human resource practices and employee performance, with employee welfare and rewards acting as mediating and moderating variables. The study was conducted on employees in manufacturing companies located in industrial areas in Tangerang, Indonesia. The study found that human resource practices positively influence employee welfare and performance, and that employee welfare mediates the relationship between human resource practices and performance. Rewards were also found to strongly correlate with and moderate the relationship between employee welfare and performance.
Human resource hr practices and employees job satisfaction focus on a public inIAEME Publication
This document discusses a study that examines the relationship between human resource (HR) practices and employee job satisfaction at the Obuasi Municipal District Assembly in Ghana. The study analyzed how career development, employee promotion, employee recognition, and job design as HR practices relate to job satisfaction. A survey was administered to 200 employees to assess these relationships. The results found that career development and employee promotion were negatively correlated with job satisfaction, while employee recognition and job design were positively correlated with job satisfaction. The document recommends further research to better predict how these HR practices influence job satisfaction and to examine other practices such as compensation.
This document discusses factors that influence employee job satisfaction and attachment. It outlines several models of job satisfaction, including the Job Characteristics Model which identifies skill variety, task identity, task significance, autonomy, and feedback as key factors. Negative job satisfaction can lead to stress disorders and impact employee performance through increased absenteeism and costs. Reducing work stress requires addressing its root causes such as lack of trust between employees and management.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
An Investigation on the Impact of the Factors of Quality of Worklife on Socio...RSIS International
This research was designed to explore the impact of favourable Quality of worklife (QWL) on Socio-psychological aspects of workers and make suggestions to the policy makers to improve the QWL and the factors of socio-psychological aspects of weaving mill workers. This present study concentrated on QWL of the workers of weaving mills (shuttle-less power looms) in specific and found the relationship between the prevailing factors of Quality of Worklife (QWL) and its impact on socio-psychological factors of workers’ attitude and then how the weaving mill workers are behave in groups with present work environment. There are five principal socio-psychological factors are identified here, such as Job involvement, workers’ behaviour pattern, sense of competence, response to family and physical activity in work. The researcher has used both primary and secondary data and they were analysed with appropriate statistical tools. It is found that the existing QWL factors influence 75% on the attributes of socio-psychological of the workers. This survey clearly indicates that the existing quality of worklife in weaving mills is positively influencing the socio-psychological aspects of the workers. The present study has a few limitations. Based on the study, analysis of data and the findings, some suggestions have been given. It is solemnly believed if the various measures suggested are fully implemented; the weaving mills in Tamilnadu will get an exemplary position on achieving better QWL of the workers and improve the socio-psychological aspects of workmen.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
A Comparative Study Of Employee-Attitude Of Permanent And Temporary Employees...Sabrina Green
This document summarizes a study comparing the work attitudes of permanent and temporary employees in selected public sector undertakings in India. It provides background on issues around retaining employees and discusses previous literature on topics like job satisfaction, organizational commitment, and job involvement. The study aims to identify differences in work attitudes between permanent and temporary workers. Mann-Whitney and Wilcoxon-W tests were used to analyze survey data from these two groups. The findings section indicates some elements of job satisfaction like communication where significant differences were found between permanent and temporary employees.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
This study investigated the impact of job satisfaction and demographic factors on organizational commitment among teachers at Girls' College in Pune, India. A survey was conducted of 52 teaching staff. The study revealed:
1) There was a significant positive relationship between job satisfaction and organizational commitment. Teachers who were more satisfied in their jobs showed higher levels of commitment to the organization.
2) There was a significant positive relationship between age and organizational commitment. Older teachers tended to be more committed to the organization.
3) There was a significant negative relationship between education level and organizational commitment. Teachers with higher levels of education tended to be less committed to the organization.
The study recommends improving teachers' salaries and working conditions to increase job
A Study On Employee Engagement In Information Technology (IT) IndustryDereck Downing
This document summarizes a study on employee engagement in the IT industry. It begins with an introduction that defines employee engagement and discusses its importance. It then reviews the literature on the evolution of employee engagement and related concepts like commitment and organizational citizenship. Several definitions of employee engagement from different scholars are presented.
The objective of the study is to understand what encourages employees to go above and beyond in their work. The research design section describes how the researcher conducted interviews with HR professionals to discuss HR strategies and employee engagement practices. Key findings are that a positive work environment, recognition, and growth opportunities encourage engagement. Limitations include only analyzing one IT company.
This document summarizes a study on employee engagement in the IT industry. It discusses definitions of employee engagement from various scholars and practitioners. It describes how the study was conducted through interviews with HR personnel and employees at an IT company to understand their employee engagement practices. Key findings include how the company divides HR activities among different teams, uses an internal web portal to facilitate employee goals and recognition, and holds regular refresh meetings to encourage employees. The relationship between employee engagement, job satisfaction, and individual/organizational performance is also discussed. In conclusion, the study provided insight into the company's emphasis on engagement from onboarding through exit interviews to increase productivity.
This document analyzes the influence of leadership style, organizational behavior, conflict, and work ethic on the performance of civil servant employees in Medan, Indonesia. Data was collected through questionnaires from 180 employees and analyzed using structural equation modeling. The results found that leadership style had a significant effect on organizational behavior and work performance. Organizational behavior directly impacted work performance. Work conflicts and work ethic also had significant direct impacts on work performance. However, leadership style and work conflicts had insignificant direct effects on employee performance, while organizational behavior and work ethic had significant direct impacts. Additionally, work performance had an insignificant effect on employee performance.
The document discusses a study on the quality of work life among academicians in select engineering colleges in Coimbatore, India. It aims to measure the determinants of quality of work life and provide suggestions to improve it. A survey was conducted among 632 academicians using a questionnaire focusing on six dimensions of quality of work life. The results found that over half the respondents were below 30 years old and most had postgraduate degrees. Most were male, married, and assistant professors earning below Rs. 40,000 per month. The study analyzed the demographics and perceptions around factors like job satisfaction, working conditions, work-life balance, career prospects, training, and recognition to understand quality of work life.
A usability evaluation framework for b2 c e commerce websitesAlexander Decker
This document presents a framework for evaluating the usability of B2C e-commerce websites. It involves user testing methods like usability testing and interviews to identify usability problems in areas like navigation, design, purchasing processes, and customer service. The framework specifies goals for the evaluation, determines which website aspects to evaluate, and identifies target users. It then describes collecting data through user testing and analyzing the results to identify usability problems and suggest improvements.
A universal model for managing the marketing executives in nigerian banksAlexander Decker
This document discusses a study that aimed to synthesize motivation theories into a universal model for managing marketing executives in Nigerian banks. The study was guided by Maslow and McGregor's theories. A sample of 303 marketing executives was used. The results showed that managers will be most effective at motivating marketing executives if they consider individual needs and create challenging but attainable goals. The emerged model suggests managers should provide job satisfaction by tailoring assignments to abilities and monitoring performance with feedback. This addresses confusion faced by Nigerian bank managers in determining effective motivation strategies.
A unique common fixed point theorems in generalized dAlexander Decker
This document presents definitions and properties related to generalized D*-metric spaces and establishes some common fixed point theorems for contractive type mappings in these spaces. It begins by introducing D*-metric spaces and generalized D*-metric spaces, defines concepts like convergence and Cauchy sequences. It presents lemmas showing the uniqueness of limits in these spaces and the equivalence of different definitions of convergence. The goal of the paper is then stated as obtaining a unique common fixed point theorem for generalized D*-metric spaces.
A trends of salmonella and antibiotic resistanceAlexander Decker
This document provides a review of trends in Salmonella and antibiotic resistance. It begins with an introduction to Salmonella as a facultative anaerobe that causes nontyphoidal salmonellosis. The emergence of antimicrobial-resistant Salmonella is then discussed. The document proceeds to cover the historical perspective and classification of Salmonella, definitions of antimicrobials and antibiotic resistance, and mechanisms of antibiotic resistance in Salmonella including modification or destruction of antimicrobial agents, efflux pumps, modification of antibiotic targets, and decreased membrane permeability. Specific resistance mechanisms are discussed for several classes of antimicrobials.
A transformational generative approach towards understanding al-istifhamAlexander Decker
This document discusses a transformational-generative approach to understanding Al-Istifham, which refers to interrogative sentences in Arabic. It begins with an introduction to the origin and development of Arabic grammar. The paper then explains the theoretical framework of transformational-generative grammar that is used. Basic linguistic concepts and terms related to Arabic grammar are defined. The document analyzes how interrogative sentences in Arabic can be derived and transformed via tools from transformational-generative grammar, categorizing Al-Istifham into linguistic and literary questions.
A time series analysis of the determinants of savings in namibiaAlexander Decker
This document summarizes a study on the determinants of savings in Namibia from 1991 to 2012. It reviews previous literature on savings determinants in developing countries. The study uses time series analysis including unit root tests, cointegration, and error correction models to analyze the relationship between savings and variables like income, inflation, population growth, deposit rates, and financial deepening in Namibia. The results found inflation and income have a positive impact on savings, while population growth negatively impacts savings. Deposit rates and financial deepening were found to have no significant impact. The study reinforces previous work and emphasizes the importance of improving income levels to achieve higher savings rates in Namibia.
A therapy for physical and mental fitness of school childrenAlexander Decker
This document summarizes a study on the importance of exercise in maintaining physical and mental fitness for school children. It discusses how physical and mental fitness are developed through participation in regular physical exercises and cannot be achieved solely through classroom learning. The document outlines different types and components of fitness and argues that developing fitness should be a key objective of education systems. It recommends that schools ensure pupils engage in graded physical activities and exercises to support their overall development.
A theory of efficiency for managing the marketing executives in nigerian banksAlexander Decker
This document summarizes a study examining efficiency in managing marketing executives in Nigerian banks. The study was examined through the lenses of Kaizen theory (continuous improvement) and efficiency theory. A survey of 303 marketing executives from Nigerian banks found that management plays a key role in identifying and implementing efficiency improvements. The document recommends adopting a "3H grand strategy" to improve the heads, hearts, and hands of management and marketing executives by enhancing their knowledge, attitudes, and tools.
This document discusses evaluating the link budget for effective 900MHz GSM communication. It describes the basic parameters needed for a high-level link budget calculation, including transmitter power, antenna gains, path loss, and propagation models. Common propagation models for 900MHz that are described include Okumura model for urban areas and Hata model for urban, suburban, and open areas. Rain attenuation is also incorporated using the updated ITU model to improve communication during rainfall.
A synthetic review of contraceptive supplies in punjabAlexander Decker
This document discusses contraceptive use in Punjab, Pakistan. It begins by providing background on the benefits of family planning and contraceptive use for maternal and child health. It then analyzes contraceptive commodity data from Punjab, finding that use is still low despite efforts to improve access. The document concludes by emphasizing the need for strategies to bridge gaps and meet the unmet need for effective and affordable contraceptive methods and supplies in Punjab in order to improve health outcomes.
A synthesis of taylor’s and fayol’s management approaches for managing market...Alexander Decker
1) The document discusses synthesizing Taylor's scientific management approach and Fayol's process management approach to identify an effective way to manage marketing executives in Nigerian banks.
2) It reviews Taylor's emphasis on efficiency and breaking tasks into small parts, and Fayol's focus on developing general management principles.
3) The study administered a survey to 303 marketing executives in Nigerian banks to test if combining elements of Taylor and Fayol's approaches would help manage their performance through clear roles, accountability, and motivation. Statistical analysis supported combining the two approaches.
A survey paper on sequence pattern mining with incrementalAlexander Decker
This document summarizes four algorithms for sequential pattern mining: GSP, ISM, FreeSpan, and PrefixSpan. GSP is an Apriori-based algorithm that incorporates time constraints. ISM extends SPADE to incrementally update patterns after database changes. FreeSpan uses frequent items to recursively project databases and grow subsequences. PrefixSpan also uses projection but claims to not require candidate generation. It recursively projects databases based on short prefix patterns. The document concludes by stating the goal was to find an efficient scheme for extracting sequential patterns from transactional datasets.
A survey on live virtual machine migrations and its techniquesAlexander Decker
This document summarizes several techniques for live virtual machine migration in cloud computing. It discusses works that have proposed affinity-aware migration models to improve resource utilization, energy efficient migration approaches using storage migration and live VM migration, and a dynamic consolidation technique using migration control to avoid unnecessary migrations. The document also summarizes works that have designed methods to minimize migration downtime and network traffic, proposed a resource reservation framework for efficient migration of multiple VMs, and addressed real-time issues in live migration. Finally, it provides a table summarizing the techniques, tools used, and potential future work or gaps identified for each discussed work.
A survey on data mining and analysis in hadoop and mongo dbAlexander Decker
This document discusses data mining of big data using Hadoop and MongoDB. It provides an overview of Hadoop and MongoDB and their uses in big data analysis. Specifically, it proposes using Hadoop for distributed processing and MongoDB for data storage and input. The document reviews several related works that discuss big data analysis using these tools, as well as their capabilities for scalable data storage and mining. It aims to improve computational time and fault tolerance for big data analysis by mining data stored in Hadoop using MongoDB and MapReduce.
1. The document discusses several challenges for integrating media with cloud computing including media content convergence, scalability and expandability, finding appropriate applications, and reliability.
2. Media content convergence challenges include dealing with the heterogeneity of media types, services, networks, devices, and quality of service requirements as well as integrating technologies used by media providers and consumers.
3. Scalability and expandability challenges involve adapting to the increasing volume of media content and being able to support new media formats and outlets over time.
This document surveys trust architectures that leverage provenance in wireless sensor networks. It begins with background on provenance, which refers to the documented history or derivation of data. Provenance can be used to assess trust by providing metadata about how data was processed. The document then discusses challenges for using provenance to establish trust in wireless sensor networks, which have constraints on energy and computation. Finally, it provides background on trust, which is the subjective probability that a node will behave dependably. Trust architectures need to be lightweight to account for the constraints of wireless sensor networks.
This document discusses private equity investments in Kenya. It provides background on private equity and discusses trends in various regions. The objectives of the study discussed are to establish the extent of private equity adoption in Kenya, identify common forms of private equity utilized, and determine typical exit strategies. Private equity can involve venture capital, leveraged buyouts, or mezzanine financing. Exits allow recycling of capital into new opportunities. The document provides context on private equity globally and in developing markets like Africa to frame the goals of the study.
This document discusses a study that analyzes the financial health of the Indian logistics industry from 2005-2012 using Altman's Z-score model. The study finds that the average Z-score for selected logistics firms was in the healthy to very healthy range during the study period. The average Z-score increased from 2006 to 2010 when the Indian economy was hit by the global recession, indicating the overall performance of the Indian logistics industry was good. The document reviews previous literature on measuring financial performance and distress using ratios and Z-scores, and outlines the objectives and methodology used in the current study.
A study to evaluate the attitude of faculty members of public universities of...Alexander Decker
This study evaluated faculty members' attitudes toward shared governance in public universities in Pakistan. It used a questionnaire to assess attitudes on 4 indicators of shared governance: the role of the dean, role of faculty, role of the board, and role of joint decision-making. The study analyzed responses from 90 faculty across various universities. Statistical analysis found significant differences in perceptions of shared governance based on faculty rank and gender. Faculty rank influenced perceptions of the dean's role and role of joint decision-making. Gender influenced overall perceptions of shared governance. The results indicate a need to improve shared governance practices in Pakistani universities.
A study to assess the knowledge regarding prevention of pneumonia among middl...Alexander Decker
1) The study assessed knowledge of pneumonia prevention among 60 middle-aged adults in rural Moodbidri, India. Most subjects (55%) had poor knowledge and 41.67% had average knowledge. The mean knowledge score was 40.66%.
2) Knowledge was lowest in areas of diagnosis, prevention and management (35.61%) and highest in introduction to pneumonia (45.42%).
3) There was a significant association between knowledge and gender but not other demographic factors like age, education level or occupation. The study concluded knowledge of prevention was low and health education is needed.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
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Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
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Discover the Beauty and Functionality of The Expert Remodeling Serviceobriengroupinc04
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
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The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
11.a study on selected small and medium sized iron &steel firms in india
1. Public Policy and Administration Research www.iiste.org
ISSN 2224-5731(Paper) ISSN 2225-0972(Online)
Vol.1, No.1, 2011
Human Resource Management Practices and Its Effect on
Employees’ Job Satisfaction: A Study on Selected Small and
Medium Sized Iron &Steel Firms in India
Sarbapriya Ray (Corresponding Author)
Dept. of Commerce, Shyampur Siddheswari Mahavidyalaya,
University of Calcutta, West Bengal, India.
Tel:+91-33-9433180744,E-mail:sarbapriyaray@yahoo.com
Ishita Aditya Ray
Dept. of Political Science , Bejoy Narayan Mahavidyalaya,
Burdwan University, West Bengal, India.
Tel:+91-33-9433861982 E-mail:ishitaaditya@ymail.com
Abstract:
This study attempts to explore the impact of HR practices on employees’ job satisfaction in the context
of selected iron and steel firms of India. A total of 45 responses from 17 small and medium sized
manufacturing firms were collected and analyzed objectively. It was found that factors like
performance appraisal, participation in decision making, training and development, empowerment,
compensation influencing human resource management( HR) practices have significant association
with job satisfaction (JS). In addition, performance appraisals, participation in decision making are
found to have high positive impact on job satisfaction (JS). It has also been found that other elements
like training and development, empowerment, compensation have substantial impact on employees’ job
satisfaction. But, job rotation, self-directed work teams, recruitment and selection have very negligible
impact on job satisfaction as their respective t statistics are insignificant.
Key words: HRM, HR Practices, job satisfaction, iron &steel, industry, India.
31. Introduction:
Human Resource Management Practices have been changed dramatically during the last two decades
owing to globalization, privatization/deregulation, competition and technological advancements. These
highly turbulent environmental have forced organizations to adopt new workplace practices that
enhance sustained level of high performance. Human Resource Management Practice underlines the
importance of job satisfaction of employees. The relationship between appropriate human resource
management practice and positive employee attitudes including employee satisfaction, loyalty and
productivity has been widely analyzed. It is also suggested that treating employees as a valuable asset
improves their commitment and loyalty which leads to higher performance and quality (Silvestro,
2002).
The impact of human resource management (HRM) practices popularly known as HR practices on
organizational performance and employee attitudes has been a leading area of research in the developed
world for years. But surprisingly, very limited number of studies has been conducted on HR practices
in the context of developing countries in general and India in particular. Therefore, despite valuable
contribution supported by empirical evidence in this regard mostly from manufacturing companies in
the United States and the other developed countries, the above mentioned pertinent research gaps in
Indian context after a thorough and careful review of literature have led me to undertake this study.
This study has been conducted to fill the existing research gap and to explore the relationship between
HR practices and job satisfaction in the context of Indian iron and steel industry. This study would
expand the contemporary research and practice of human resource management. Furthermore, it would
also be useful for the developed countries as they find developing countries like India as attractive
platform for investment and for establishing BPO centers due to their large markets, and cheap and
22 | P a g e
www.iiste.org
2. Public Policy and Administration Research www.iiste.org
ISSN 2224-5731(Paper) ISSN 2225-0972(Online)
Vol.1, No.1, 2011
skilled workforces.
It is therefore essential to investigate the potential impact of human resource management practices on
employees’ job satisfaction.
1.1.Research Questions:
Specifically, this study has been conducted to find the answer to the following research questions
(RQ):
1. RQ1: Is there any significant association between HR practices and Job Satisfaction?
2. RQ2: Do HR practices have any resultant impact on Job Satisfaction?
1.2. Objectives of the study
The main purpose of the study was to evaluate the impact of HR practices on job satisfaction in small
and medium sized iron and steel firms in India. In order to meet this objective, the following specific
objectives have been taken up under our consideration:
o To measure the degree of association between HR practices and job satisfaction;
o To find out the impact of HR practices on job satisfaction;
o To propose some measures in order to enhance the job satisfaction level of the employees concerned
of the selected iron &steel enterprises vis -a -vis entire manufacturing industry in India .
2. Literature Review and Hypotheses
2.1.Human Resource Practices
Human resource management (HRM) refers to the policies and practices involved in carrying out the
‘human resource(HR)’ aspects of a management position including human resource planning, job
analysis, recruitment, selection, orientation, compensation, performance appraisal, training and
development, and labour relations (Dessler, 2007). HRM is composed of the policies, practices, and
systems that influence employees’ behaviour, attitude, and performance (Noe, Hollenbeck, Gerhart, and
Wright, 2007).
2.2. Job Satisfaction
The concept of employee satisfaction is a multi-dimensional and inter disciplinary term that has been
attracted the attention of researchers and practitioners from different disciplines such as psychology,
human resource management, organizational behavior, TQM and so fort. In literature there are a large
number of studies that analyze the term from many different perspectives and its relationship with
various organizational variables (Lund, 2003). However there is no universal definition of employee
satisfaction that exposes all these dimensions at the same time (Bernal, et. al, 2005).Most of the
definitions emphasize the importance of employees’ job-related perceptions that link the expectations
of them and what they receive in return. Some researchers focus on the overall job satisfaction or even
life satisfaction of employees (Judge, et. al, 2005) whereas some others underline a variety of
satisfaction facets such as satisfaction with pay, promotion, supervisor, or co-workers. For example
Locke, et. Al (1969) describes job satisfaction a pleasurable or positive emotional state resulting from
the appraisal of one's job and job experiences. According to this, employee satisfaction is a “function of
the perceived relationship between what one wants from one’s job and what one perceives it as
offering” (Locke, 1969).
Judge, et. al, (1993), on the other hand, mentions that employee satisfaction is positively correlated
with motivation, job involvement, organizational citizenship behavior, organizational commitment, life
satisfaction, mental health, and job performance, and negatively related to absenteeism, turnover, and
perceived stress and identify it as the degree to which a person feels satisfied by his/her job. Cranny, et.
al, (1992), suggests that employee satisfaction encompasses a lot of different facets. Hence overall
employee satisfaction describes a person’s overall affective reaction to the set of work and work-related
factors whereas the facets of job satisfaction involve workers’ feelings toward different dimensions of
the work and work environment. In contrast, Rousseau (1978) identified three components of employee
satisfaction: they are characteristics of the organization, job task factors, and personal characteristics.
According to Rousseau’s identification the characterization of the organization and the job task factors
can be regarded as work factors in job satisfaction, while personal characteristics can be regarded as
non-work factors of job satisfaction (Hagihara, et. al,1998).
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The most referred definition of job satisfaction was offered by Locke (1976) who defined job
satisfaction as a pleasing or positive emotional state resulting from the evaluation of a person’s job
(Haque and Taher, 2008). Job satisfaction is also defined as an individual’s general attitude regarding
his or her job (Robbins, 1999). Mullins (1993) mentioned that motivation is closely related to job
satisfaction. Various factors such as an employee’ s needs and desires, social relationships, style and
quality of management, job design, compensation, working conditions, perceived long range
opportunities, and perceived opportunities elsewhere are considered to be the determinants of job
satisfaction (Byars and Rue, 1997; Moorhead and Griffin, 1999). Job satisfaction has a significant
influence on employees’ organizational commitment, turnover, absenteeism, tardiness, accidents, and
grievances (Byars and Rue, 1997; Moorhead and Griffin,1999). According to Robbins (1999), a
satisfied workforce can increase organizational productivity through less distraction caused by
absenteeism or turnover, few incidences of destructive behavior, and low medical costs.
2.3. Impact of the HR management practices (HRMP) on Job Satisfaction and Research Hypotheses
Jobs satisfaction is defined as an employee’s overall affective state resulting from an approval of all
aspects of his/her job. An employee’s level of satisfaction toward her/his job varies with specific
aspects of the job. These are the nature of the work, pay, promotion, co-workers and organizational
context (procedures, working condition). Many studies have demonstrated that job satisfaction is one of
the key factors of individual and organizational performance.
HR practices and job satisfaction are studied widely in different parts of the world. It is assumed that
HR practices are closely associated with job satisfaction (Ting, 1997). Because many scholars and
practitioners believe that sound HR practices result in better level of job satisfaction which ultimately
improves organizational performance (Appelbaum, Bailey, Berg and Kalleberg, 2000).In human
resource management practices(HRMP), individuals most likely have a higher level of communication
with co-workers, employees and outsiders of the organization; a greater involvement of in decision-
making process. It can be said that individuals give high value to these new opportunities, as result
their overall job satisfaction might increase when an employee participates in decision-making, he or
she can trust his or her supervisors; perceive his or her jobs as challenging and intrinsically rewarding .
Trust and intrinsic rewards are in turn positively related to high organizational commitment and
positive attitudes toward the job . Also, as one of the human resource management practices, job
rotation might increase employee’s job satisfaction by giving him/her a sense of belonging, reducing
boredom, and mastering his/her skills needed for promotions. Freeman and Kleiner(2000) ; Freeman,
Kleiner and Ostroff(2000) ; Godard (2001)found that a higher human resource management
practice(HRMP) is associated with higher job satisfaction. Interestingly, however, according to
Askenazy and Caroli, HRMP may have direct negative effects on employee's job satisfaction. They
argued that due to team work, the control of a worker over the pace of work might be decreased and
peer pressure might be increased, which in turn increases the potential of conflicts among coworkers.
Steijn (2004) found that HRM practices had positive effect on job satisfaction of the employees of
Dutch public sector whereas individual characteristics such as age, gender, and education had
insignificant effect on job satisfaction. Gould-William (2003) showed that use of specific HR practices
in local government organizations in the United Kingdom (UK) was associated with a greater degree of
job satisfaction, workplace trust, commitment, effort, and perceived organizational performance.
Given these recent empirical results, thus it is postulated that:
H1: Overall HRMPs are positively and significantly related to job satisfaction.
Participation is defined as employee’s involvement of problem solving and reaching a decision.
Participatory systems contribute to a motivated and loyal workforce. Under this system, employees
work together in teams to share common experiences and exert discretionary effort. Such efforts enable
firm to achieve its goals and enhance employees’ satisfaction. Employee participation in decision-
making produces a positive effect on employee productivity. It has been known that participative
management is related to employee satisfaction. Scott, Bishop and Chen also found that job satisfaction
mediates the relationships between elements of a participative work environment and employee
willingness to cooperate with co-workers. According to Harmon et al. , HRMPs are associated with
both greater employee satisfactions in 146 Veterans Health Administration centers. In view of the
findings from above studies, the following hypothesis is proposed:
H2: Participation in decision making is positively and significantly related to job satisfaction.
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Performance appraisal is a systematic process to evaluate the performance of an employee after a
certain period. Performance appraisal also influences other HR practices such as recruitment and
selection, training and development, compensation, and employee relations. As performance appraisal
leads to pay rise, promotion, and training, it is assumed that better performance appraisal can have an
impact on employee job satisfaction.
H 3: H1: Performance appraisal is positively related to job satisfaction.
The concept of empowerment refers to involve increased individual motivation at work through the
delegation of authority to the lowest level in an organization where a competent or confidential
decision can be made; perceived self-determination or freedom to choose how they carry out their
tasks. Recent studies showed that there is relationship between empowerment and job satisfaction. In
view of the findings from these several different research areas, it is expected that empowerment to be
positively related to employee’s job satisfaction.
H4: Employee empowerment is positively and significantly related to job satisfaction.
Sophisticated recruitment and selection system can ensure a better fit between the individual’s abilities
and the organization’s requirement (Fernandez, 1992).It has been found in many studies that found that
recruitment and selection was positively related to all organizational performance variables such as
effectiveness, efficiency, innovation, and quality.
H5: Recruitment and selection are positively related to job satisfaction.
Training and development’ refers to any effort to improve current and future skills, abilities, and
knowledge of employees (Aswathappa, 2008). ‘Training and development’ has a significant positive
impact on employees’ job satisfaction (Garcia, 2005). Thang and Buyens (2008) stated that training and
development lead to superior knowledge, skills, abilities, attitudes, and behavior of employees that
ultimately enhance excellent financial and non-financial performance of the organizations.
H6: Training and development positively influences job satisfaction.
In order to be successful, human resource management practices (HRMPs) should concentrate on self-
directed teams (also called team work). Because, self-directed teams are fundamental building block of
the HRMPs. Significant aspects of the teamwork are effective communication and cooperation within
the team, supportiveness among the members and shared workloads among the team members. All
these variables are potential factors that might increase of satisfaction level of employees. Cummings
(1981); Hackman and Oldham(1980) suggested that employees should be more satisfied and
productive if they prefer to work in a self-directed work team. Frey and Benz [59]; Scott et al., Bauer
found that being involved in teamwork is related to job satisfaction. In view of the findings from the
previous research, the following hypothesis is postulated:
H7: Self-directed team is positively and significantly related to job satisfaction.
Job rotation is one of the human resource management practices and the more widely used career
development strategies in HRM literature which is a work system employees rotate among different
jobs. Job rotation provides employees a meaningful change in job content. Main objectives of job
rotation are to gain an overall appreciation of organizational goals, to create a broader knowledge base
of different functional areas, to develop a network of organizational contacts, and to enhance skills for
employees. There are two reasons why work system employees rotate among different jobs is a useful
way to motivate employees, give them a sense of belonging, and reduce boredom. At first, job rotation
practices can yield to skill variety and task identity. The later, employees perceive job rotation as a way
of mastering the skills needed for promotions [39]. Based on the empirical evidence reviewed above,
the following hypothesis is proposed:
H8: Job rotation is positively and significantly related to job satisfaction.
Compensation refers to all types of pay or rewards going to employees and arising from their
employment (Dessler, 2008, p. 390). Compensation is very much important for employees because it is
one of the main reasons for which people work. Employees’ living status in the society, satisfaction,
loyalty, and productivity are also influenced by the compensation (Aswathappa, 2008). Ting (1997) in a
study on the employees of US government found that compensation was one of the most important
determinants of job satisfaction.
Hypothesis 9: H1: Compensation is positively and significantly related to job satisfaction.
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3. Methodology:
3.1. Sampling design &Data source:
There exist several definitions of the term ‘small and medium enterprises’ (SMEs), varying from
country to country and varying between the sources reporting SME statistics. The commonly used
criteria at the international level to define SMEs are the number of employees, total net assets, sales
and investment level. If employment is the criterion to define, then there exists variation in defining the
upper and lower size limit of a SME.The European Union makes a general distinction between small
and medium sized businesses based on the following criteria:
[Insert Table-1 here]
In the Indian context, small and medium enterprises as per the MSME Development Act, 2006 are
defined based on their investment in plant and machinery (for manufacturing enterprise) and on
equipments for enterprises providing or rendering services. According to the Micro, Small and Medium
Enterprises (MSME) Development Act of 2006, (India), a medium enterprise is where the investment
in plant and machinery is more than five crores rupees but does not exceed ten crores rupees. A small
enterprise is where the investment in plant and machinery is more than twenty five lakh rupees but does
not exceed five crores rupees. In the case of the enterprises engaged in providing or rendering of
services,
(a) a small enterprise is one where the investment in equipment is more than ten lakh rupees but does
not exceed two crores rupees.
(b) a medium enterprise is one where the investment in equipment is more than two crores rupees but
does not exceed five crores rupees.
According to the Ministry of Micro, Small and Medium Enterprises, recent ceilings on investment for
enterprises to be classified as small and medium enterprises are as follows:
[Insert Table-2 here]
The sample of the study was selected randomly from the database of CMIE prowess and out of firms
listed in BSE. The study focused on the small and medium sized iron and steel industry which includes
pig iron,sponge iron, steel, ferro alloy, alloy steel etc. The iron and steel industry is the basic
infrastructure industry in India which has been treated as the engine of economic growth and has
generated the largest volume of export revenues. Although critics can argue that a focus on a single
industry may make the results less generalizable, we had ensured a high level of internal validity in this
study. Furthermore, within the iron industry itself, there exists several different manufacturing
environments and product types making the sample much more diverse than what can be expected for a
homogenous sample.
As a sample 25 small and medium sized iron and steel firms running in India was selected randomly
from firms which were listed in Bombay Stock Exchange (BSE). The HR managers of selected firms
were telephoned and informed of the basic purpose of the research. HR managers of 5 selected firms
returned that they did not want to be indulged in survey. Then, 15 questionnaires were mailed to each
of senior HR managers of selected firms (20firms) accompanied by a cover letter and pre-paid
envelope. The employees filled in the questionnaire from the surveyed firms and were selected
randomly by the senior HR managers. The employees were asked about their perception of job
satisfaction level, as well as the human resource management practices (HRMPs) that they faced in the
workplace.
Of the 20 firms that received the questionnaire, 17 were returned, with a response rate of 85 percent.
Respondent firms are functioning in pig iron,sponge iron, steel, ferro alloy, alloy steel sector in the said
industry in India. Some of the returned questionnaires are excluded due to incomplete information. As a
result, a total of 570 questionnaires were determined as usable and entered into statistical analysis.
Most of the participants were male and the median age was 36 years old. Furthermore, the study was
compiled with the help of primary data and secondary data. Primary data was collected through direct
personal interview by means of the questionnaire. A Likert scale or more accurately a Likert-type scale,
is a psychometric scale commonly used in questionnaires, and is the most widely used scale in survey
research, such that the term is often used interchangeably with rating scale even though the two are not
synonymous. When responding to a Likert questionnaire item, respondents specify their level of
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agreement or disagreement on a symmetric agree-disagree scale for a series of statements. Thus the
scale captures the intensity of their feelings. The format of a typical five-level Likert item is:
1. Strongly disagree ,
2. Disagree
3. Neither agree nor disagree
4. Agree
5. Strongly agree
Therefore, a five points rating scales of questionnaire from strongly disagree (1) to strongly agree (5)
were adopted to measure the variables of HR Practices. Job satisfaction was measured by a one-item
questionnaire on five-point Likert scale [where disagree (1) to strongly agree (5)], this is the single
global rating approach (Davidson,1979) as it is believed to be an easier approach to collect data (Haque
and Taher,2008; Yu and Egri,2005).
3.2. Test of Reliability and Validity:
Before applying statistical tools, testing of the reliability of the scale is very much important as it
shows the extent to which a scale produces consistent result if measurements were made repeatedly.
This is done by determining the association in between scores obtained from different administrations
of the scales. If the association is high, the scale yields consistent results, thus it is reliable. Cronbach's
α (alpha) is a coefficient of reliability. It is commonly used as a measure of the internal consistency or
reliability of a psychometric test score for a sample of examinees. It was first named alpha by Lee
Cronbach in 1951,
Cronbach's α is defined as
n ΣVi
α= 1 −
n − 1 Vtest
– n = number of questions.
– Vi = variance of scores on each question.
– V test = total variance of overall scores (not %’s) on the entire test.
. It may be mentioned that its value varies from 0 to 1 but the satisfactory value is required to be more
than 0.6 for the scale to be reliable (Malhotra, 2000; Cronbach, 1951).
In the present study, we, therefore, used Cronbach’s alpha scale as a measure of reliability.
A commonly accepted rule of thumb for describing internal consistency using Cronbach's alpha is as
follows:
[Insert Table-3 here]
[Insert Table-4 here]
In this study, the HRMPs scale consists of eight sub dimensions, which are Participation in decision
making scale, Performance appraisal scale, empowerment scale, Recruitment& selection scale,
Training& development scale, Self-directed team scale, self-directed work teams scale, job rotation
scale, and compensation scale.
In assessing overall job satisfaction level of the employees, Respondents were asked to indicate
their degree of satisfaction on a five-point Likert scale ranging from 1 (= very dissatisfied) to 5 (= very
satisfied) with regard to the various facets of their job. Cronbach's alpha for this scale was 0.89.
Participation scale aims to measure the level of employee’s participation in problem solving and
organizational decision-making. The Cronbach alpha reliability for the scale was 0.82.
Performance appraisal motivates employees by means of pay rise, promotion, and training etc.
The Cronbach alpha reliability for the scale was 0.76.
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Empowerment scale was used to measure how employee feels about perceived self-determination or
freedom to choose how they carry out their tasks and the delegation of authority to the lowest level in
an organization. Cronbach's alpha of the scale was 0.81.
Proper recruitment implying ‘selection of right person in right job according to their best ability’
ensures job satisfaction. Cronbach's alpha for this scale was 0.73.
Training and development leading to superior knowledge, skills, abilities of employees enhances job
satisfaction of the employees. Cronbach's alpha for this scale was 0.77.
The job rotation scale, which is concerned with rotating tasks between one employee and
colleagues. Cronbach's alpha for job rotation scale was 0.85.
Self directed work teams scale is concerned with how often the employees involve in team work.
Cronbach's alpha for this scale was 0.82.
Compensation scale aims to find out how the remuneration of employees includes payments based
on profit sharing, skill based and performance bonuses. Cronbach's alpha for this scale was 0.91.
3.3.Analysis of results of correlation :
[Insert Table-5 here]
Correlation analysis was performed to find out the pair wise relationship among dependent as well as
independent variables. Hence, the results are summarised in Table-3. The correlation analysis shows
that all of the HRMPs have positive correlation with the job satisfaction.
Table-5 shows that the factors PAR, PA, EMP, RS, TD, SDT, JR, COM are positively correlated with
JS and also highly significant at 1% levels. Therefore, Hypothesis 1 of the present study was accepted.
Here it is obvious that the maximum correlation (r =0.634) is existed between PA and JS, followed by
the association (r =0.571) between TD and JS; EMP and JS(r= 0.568); and COM and JS (r =0.528). It
should be necessary to give the highest emphasis on performance appraisal (PA) for superb job
satisfaction of employees. Participation in decision making and job satisfaction are highly correlated
which ensures that participation has highly and positively impacted job satisfaction of the employees.
Training and development is also crucial for wonderful job satisfaction of employees. Empowerment
and compensation paid to employees play important role in job satisfaction of the employees.
Although there has no so significant dominant link (r=0.354) between SDT and JS; JR and JS
(r=0.375); RS and JS(r=0.469), these were also essential for job satisfaction. These results provide
some preliminary support for all our hypotheses. Among eight independent variables involved in
Human resource management practices, correlation among each other does not exceed 0.90( Highest
=0.776 between STD and EMP; Lowest=0.319 between COM and STD), Before running the
regression, investigation into the multicollinearity problem was carried out using the Pearson
Correlation method. First of all, bivariate (pair-wise) correlations among the independent variables
were examined to find out the multicollinearity problem. The existence of correlation of about 0.90 or
larger indicates that there is problem of multicollinearity (Lewis-Back 1993). Table 5 presents the
Pearson correlation coefficients for the variables used in my estimations. Prior to estimation, we
examined the correlation among independent variables and we find that different independent variables
are weakly correlated with each other. None of the pair wise coefficient of correlation was 0.90 or
larger. From our analysis to test whether there exists multicolinearity, it is found that correlations
among independent variables are moderate which do not exceed the general rule of thumb. This
indicates that multicollinearity is not at an issue of concern in this study.
4. Econometric model &analysis of results:
In the present study, a multiple regression analysis has been conducted to assess the effect of human
resource management practices on employees’ job satisfaction.
The estimation process was based on Ordinary Least Squares (OLS). For this purpose, we consider the
following model specifications, by taking as dependent variable i.e., job satisfaction (JS) by making
HR practices as independent variables:
JS =α′ ++β1 PAR+ β2 PA+ β3 EMP +β4RS+β5TD+β6SDT+β7JR+β8COM+ µ
Where α′, β1, β2, β3, β4, β5, β6, β7, β8 are the regression coefficients.
JS: Job satisfaction,
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PAR: Participation in decision making,
PA: Performance Appraisal,
EMP: Empowerment,
RS: Recruitment and selection,
TD: Training and development,
SDT: Self-directed team,
JR: Job Rotation,
COM: Compensation.
The purpose of this research was to examine the effects of HR practices on job satisfaction of the
employees who are working in small and medium sized iron and steel companies in India. As HPMPs,
we explore participation in decision making, performance Appraisal, empowerment, recruitment and
selection, training and development, self-directed team, job rotationcompensation of the employees in
order to contribute the emerging literature in terms of a country that have different work life culture.
[Insert Table-6 here]
The regression result shows that value of R2 denotes that 56.14 percent of the observed variability in
job satisfaction can be explained by the various determinants of HR practices and the remaining 43.86
percent is not explained which means that the rest 43.86 percent of the variation of JS is related to other
variables which are not depicted in the model. This variance is highly significant as indicated by the F
value (F=8.746).
Table-6shows that all eight factors-PAR,PA,EMP,RS,TD,SDT,JR,COM-influencing human resource
management practices are positively correlated with JS although all are not significant at 5% or 10%
levels. Therefore, Hypothesis 1 of the present study is accepted. Multiple regression analysis reveals
that performance appraisal is the most important predictor of job satisfaction.
Empowerment, training and development, participation and compensation have significant positive
impacts on the job satisfaction but not so very strong like performance appraisal. Therefore, H2, H3,H4
and H9 are accepted as they fall within acceptance region having significant t ratios. But, job rotation,
self-directed work teams, recruitment and selection have very negligible impact on job satisfaction as
their respective t statistics are insignificant.Therefore,H5,H6,H7,H8 rejected as they fall in rejection
region having insignificant t ratios respectively.
5. Conclusion:
The present findings are consistent with the view that the HRM practices are efficient strategies for
contributing to enhanced organizational performance in terms of a more satisfied workforce. Since, it
was found that job satisfaction is positively associated with different measures of organizational
performance, managers often face the task of increasing job satisfaction of their employees
simultaneously. This study provides support for the notion that HRMPs, particularly performance
appraisal and participation should be viewed as the important practices in order to increase the job
satisfaction level of the employees .Other elements like training and development, empowerment,
compensation have substantial impact on employees’ job satisfaction.
In this context, the following policy actions should be adopted to augment better job satisfaction of the
employees of the said industry in particular and entire manufacturing industry in general.
o Organizations should commence proper performance appraisal systems which result in pay rise,
promotion, and training of the employees that will enhance on employees’ job satisfaction.
o Human Resource Management of the organizations should offer extensive training and development
programs for the employees for better enrichment of the employees.
o Recruitment and selection process should be made very carefully according to the best ability of the
employee concerned.
o The management should afford at least reasonable compensation to the employees for overtime
done, or in form of bonus for their sincere effort devoted to earn handsome profit for the organization.
o Human Resource department of the organization should maintain healthy industrial relations based
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on mutual trust and confidence of the employers and employees and good working condition is the pre
condition to facilitates employees to do their work effectively.
o Employees should be properly trained to adopt new technology and unbiased promotion to the
employees should be provided based on the qualification of employees and /or experience.
o It should put into practice equal employment opportunities where employer should not discriminate
male against female, and minority or old worker.
The research has its inevitable shortcomings. First, all data regarding the HRMPs were gathered from
ground level employees, which might create the potential for common method bias. In the future, in
order to lessen the potential for bias, data should be collected from different sources (e.g. employees’
supervisors or managers). Another limitation of our research is that because of time and financial
constraints, this study was conducted in 17 small and medium sized iron and steel firms in India.
Hence, the result of the research may not be considered as representative of all Indian firms. Small
sample size was one of the major limitations of the present study. The study did not cover all the HR
practices of the surveyed manufacturing firms.
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Table:1:Classification of Business on the basis on no. of employees
Number of employees Nature of Business
10-49 Small business
50-249 Medium-size business
Source: Effective Policies for Small Business: A Guide for the Policy Review Process and
Strategic Plans for Micro, Small and Medium Enterprise Development (2004), UNIDO and
OECD.
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11. Public Policy and Administration Research www.iiste.org
ISSN 2224-5731(Paper) ISSN 2225-0972(Online)
Vol.1, No.1, 2011
Classification Manufacturing Enterprises* Service Enterprises**
Small Rs. 50 million/ Rs. 5 crore (US$ Rs. 20 million/ Rs. 2 crore (US$
1 million) 40,00,000)
Medium Rs. 100 million/ Rs. 10 crore Rs. 50 million/ Rs. 5 crore (US$
(US$ 2 1 million)
million)
Table:2:Classification of Business on the basis on ceiling of investment
* Investment limit in Plant & Machinery
** Investment limit in equipments
*** Rs 50 = 1 USD
Table:3: Standard value of Cronbach's alpha
Cronbach's alpha Internal consistency
α ≥ 0.9 Excellent
0.9 > α ≥ 0.8 Good
0.8 > α ≥ 0.7 Acceptable
0.7 > α ≥0.6 Questionable
0.6 > α ≥ 0.5 Poor
0.5 > α Unacceptable
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ISSN 2224-5731(Paper) ISSN 2225-0972(Online)
Vol.1, No.1, 2011
Table:4: Results of Reliability test:
scale Overal Participati Performan Empowerm Recruitment Training& Self- Job Compensati Job
l on in ce ent & selection developme directe rotatio on satisfacti
HRM decision appraisal nt d team n on
Ps making
Cronba 0.88 0.82 0.76 0.81 0.73 0.77 0.82 0.85 0.91 -
ch
alpha
Source: Own estimate.
Table: 5:Correlation Matrix for Human Resource Management Practices and Job Satisfaction
Variables PAR PA EMP RS TD SDT JR COM JS
PAR 1
PA 0.482* 1
EMP 0.537* 0.672* 1
RS 0.641* 0.716* 0.539* 1
TD 0.594* 0.473* 0.572* 0.748* 1
SDT 0.348* 0.521* 0.776* 0.623* 0.667* 1
JR 0.682* 0.539* 0.593* 0.613* 0.658* 0.426* 1
COM 0.379* 0.662* 0.342* 0.564* 0.631* 0.319* 0.361* 1
JS 0.594* 0.634* 0.568* 0.469* 0.571* 0.354* 0.375* 0.528* 1
*Correlation is significant at 0.01 level (Two-tailed).
Source: own estimate
Table:6:Regression results
variables Unstandardized Standard Error(SE) t values
coefficient(β)
Constant -0.529 0.692 -0.764
PAR 0.394 0.208 1.897**
PA 0.427 0.188 2.274*
EMP 0.276 0.138 1.992*
RS 0.076 0.0609 1.247
TD 0.324 0.163 1.988*
SDT 0.139 0.286 0.486
JR 0.103 0.119 0.864
COM 0.197 0.097 2.04*
2
Adjusted R =56.14
F=8.746
Source: Own estimate
*Significant at 5% level.
** Significant at 10%level.
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