An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
Determinants of employee satisfaction (es) in public health service organizat...Alexander Decker
This document summarizes a study that aimed to determine the factors affecting employee satisfaction in public health service organizations (PHSOs) in Eastern Province, Sri Lanka. The study conducted a literature review on previous research related to employee satisfaction. It identified environmental, psychological, and structural factors as potential determinants of employee satisfaction in PHSOs based on the literature. The study collected primary data through questionnaires distributed to 100 employees at 3 government hospitals in Eastern Province. Factor analysis and regression analysis were used to analyze the data. The results found that the environmental, psychological, and structural factors identified were reliable determinants of employee satisfaction in PHSOs that explained around 93% of the variation in satisfaction levels.
Project on the topic working environment of employees in steel company(minar ...rinushalu
The document provides an overview of the steel industry in India and Kerala, and profiles Minar Ispat Pvt Ltd. Key points:
- India is the 2nd largest steel producer globally and production has grown significantly since economic reforms in the 1990s opened the sector to private and foreign investment.
- Kerala's steel industry employs 15,000 people and contributes Rs. 75 crores annually. It faces issues like unreliable power supply.
- Minar Ispat Pvt Ltd is an ISO-certified company established in 2006 in Kozhikode, Kerala that manufactures and markets steel products. It aims to be a socially responsible and admired steel company through operational excellence.
Factors that Influence Turnover among Group IT, Menara TM by Logistics Regres...Nabilah Huda
This document summarizes a study on factors that influence turnover among IT staff at Telekom Malaysia. The study aims to determine the relationship between job satisfaction and employees' intentions to resign, and analyze the effects of work experience, work pressure, work environment, and job satisfaction on resignation intentions. A questionnaire will be used to collect data from IT staff about these variables. Statistical analyses like ANOVA, correlation, and regression will then be performed to analyze the data and test hypotheses about the relationships between the variables. The findings are expected to help Telekom Malaysia reduce employee turnover by identifying its key causes.
Skill variety, feedback and employee performance a case of moi teaching and r...Alexander Decker
This study examined the relationship between job design (independent variables of skill variety and feedback) and employee performance (dependent variable) among nurses at Moi Teaching and Referral Hospital in Eldoret, Kenya. The study aimed to determine the effect of skill variety and feedback on job performance. A sample of 320 nurses completed questionnaires using a Likert scale. Data analysis methods included descriptive statistics, Pearson correlation, and multiple regression to analyze the relationships. The results showed that skill variety had a significant positive effect on job performance but feedback did not significantly influence job performance. The study concluded that providing nurses with more training to enhance their skills could help improve job performance.
Investigating the influence of service training reward system and empowerment...csandit
This document investigates the relationship between service training, reward systems, empowerment, job satisfaction, and organizational commitment among employees of a telecommunications company in Ilam, Iran. It aims to determine if training, rewards, and empowerment positively impact job satisfaction, and if job satisfaction positively impacts organizational commitment. A survey was administered to 190 employees. Results found meaningful relationships between all variables, supporting the hypotheses that training, rewards, and empowerment positively influence job satisfaction, and job satisfaction positively influences organizational commitment. Reward systems and job satisfaction together explained 59% of the variance in organizational commitment.
Determining the relationship between organizational learning and the employee...Alexander Decker
This document summarizes a study that examined the relationship between organizational learning and career job adaptability among employees at Mahan-e-Sepahan steel company in Iran. The study used questionnaires to assess organizational learning and career adaptability among 152 employees. Results found a significant positive correlation between organizational learning and career adaptability. Specifically, components of organizational learning like management commitment, systematic view, experimentation, and knowledge transfer were positively correlated with aspects of career adaptability like concerns, curiosity and trust. The study concludes that organizational learning can increase employees' career knowledge and adaptability.
In the context of the popularization of higher education and the emergence of a large number of newly-built universities in China, it is important to improve the job performance of administrative for newly-built university effectiveness and outcomes. According to perceived organizational support (POS) theory and relevant research review, POS is considered to be a key factor in improving job performance. However, there is still some research found that POS could not affect job performance directly and researchers are less concerned about university administrative staff. Therefore, this study aimed to determine the effect of perceived organizational support on job performance among administrative staff of newly-built university in China. An online questionnaire was adopted in the study to collect data, and a total of 426 administrative staff participated in the survey. After data analysis by SPSS, the findings indicated that the level of POS and job performance among administrative staff is slightly low. The findings also revealed that a positive correlation exists between POS and job performance, and the POS has significant effect on job performance. The study further discussed the findings and recommended that more organizational support should be provided by newly-built universities in order to improve the job performance of administrative staff.
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
Determinants of employee satisfaction (es) in public health service organizat...Alexander Decker
This document summarizes a study that aimed to determine the factors affecting employee satisfaction in public health service organizations (PHSOs) in Eastern Province, Sri Lanka. The study conducted a literature review on previous research related to employee satisfaction. It identified environmental, psychological, and structural factors as potential determinants of employee satisfaction in PHSOs based on the literature. The study collected primary data through questionnaires distributed to 100 employees at 3 government hospitals in Eastern Province. Factor analysis and regression analysis were used to analyze the data. The results found that the environmental, psychological, and structural factors identified were reliable determinants of employee satisfaction in PHSOs that explained around 93% of the variation in satisfaction levels.
Project on the topic working environment of employees in steel company(minar ...rinushalu
The document provides an overview of the steel industry in India and Kerala, and profiles Minar Ispat Pvt Ltd. Key points:
- India is the 2nd largest steel producer globally and production has grown significantly since economic reforms in the 1990s opened the sector to private and foreign investment.
- Kerala's steel industry employs 15,000 people and contributes Rs. 75 crores annually. It faces issues like unreliable power supply.
- Minar Ispat Pvt Ltd is an ISO-certified company established in 2006 in Kozhikode, Kerala that manufactures and markets steel products. It aims to be a socially responsible and admired steel company through operational excellence.
Factors that Influence Turnover among Group IT, Menara TM by Logistics Regres...Nabilah Huda
This document summarizes a study on factors that influence turnover among IT staff at Telekom Malaysia. The study aims to determine the relationship between job satisfaction and employees' intentions to resign, and analyze the effects of work experience, work pressure, work environment, and job satisfaction on resignation intentions. A questionnaire will be used to collect data from IT staff about these variables. Statistical analyses like ANOVA, correlation, and regression will then be performed to analyze the data and test hypotheses about the relationships between the variables. The findings are expected to help Telekom Malaysia reduce employee turnover by identifying its key causes.
Skill variety, feedback and employee performance a case of moi teaching and r...Alexander Decker
This study examined the relationship between job design (independent variables of skill variety and feedback) and employee performance (dependent variable) among nurses at Moi Teaching and Referral Hospital in Eldoret, Kenya. The study aimed to determine the effect of skill variety and feedback on job performance. A sample of 320 nurses completed questionnaires using a Likert scale. Data analysis methods included descriptive statistics, Pearson correlation, and multiple regression to analyze the relationships. The results showed that skill variety had a significant positive effect on job performance but feedback did not significantly influence job performance. The study concluded that providing nurses with more training to enhance their skills could help improve job performance.
Investigating the influence of service training reward system and empowerment...csandit
This document investigates the relationship between service training, reward systems, empowerment, job satisfaction, and organizational commitment among employees of a telecommunications company in Ilam, Iran. It aims to determine if training, rewards, and empowerment positively impact job satisfaction, and if job satisfaction positively impacts organizational commitment. A survey was administered to 190 employees. Results found meaningful relationships between all variables, supporting the hypotheses that training, rewards, and empowerment positively influence job satisfaction, and job satisfaction positively influences organizational commitment. Reward systems and job satisfaction together explained 59% of the variance in organizational commitment.
Determining the relationship between organizational learning and the employee...Alexander Decker
This document summarizes a study that examined the relationship between organizational learning and career job adaptability among employees at Mahan-e-Sepahan steel company in Iran. The study used questionnaires to assess organizational learning and career adaptability among 152 employees. Results found a significant positive correlation between organizational learning and career adaptability. Specifically, components of organizational learning like management commitment, systematic view, experimentation, and knowledge transfer were positively correlated with aspects of career adaptability like concerns, curiosity and trust. The study concludes that organizational learning can increase employees' career knowledge and adaptability.
In the context of the popularization of higher education and the emergence of a large number of newly-built universities in China, it is important to improve the job performance of administrative for newly-built university effectiveness and outcomes. According to perceived organizational support (POS) theory and relevant research review, POS is considered to be a key factor in improving job performance. However, there is still some research found that POS could not affect job performance directly and researchers are less concerned about university administrative staff. Therefore, this study aimed to determine the effect of perceived organizational support on job performance among administrative staff of newly-built university in China. An online questionnaire was adopted in the study to collect data, and a total of 426 administrative staff participated in the survey. After data analysis by SPSS, the findings indicated that the level of POS and job performance among administrative staff is slightly low. The findings also revealed that a positive correlation exists between POS and job performance, and the POS has significant effect on job performance. The study further discussed the findings and recommended that more organizational support should be provided by newly-built universities in order to improve the job performance of administrative staff.
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.
Stress in Women Employee; A study on influence of Age (With reference to Insu...IOSR Journals
Occupational stresses and causes work load and job nature that produced stresses among the insurance employees seek to identify in the present scenario of the insurance industry. The present study is about measuring the satisfaction level of females in an insurance sector and to evaluate the relationships between occupational stress, health and job satisfaction. The main aim of this study to measure the influence of age factors on occupational stress among insurance employees. And to evaluate the impact of occupational stress level on job satisfaction among the insurance employees. For this purpose a structured questionnaire was designed to collect information and statistical tool was applied on the data. The purpose of this study is occupational stressors among females in an insurance company.
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
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships among coworkers and supervisors, and fulfilling employees' needs.
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.
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.
Thesis : The Effect of Employee Perception of Management on Work Motivation, ...Noéline T
The manager’s ability to management and motivate his or her team reflects people’s overall performance. Unfortunately, these are not inborn skills. This research examines the components of employees’ perception of management impact work motivation. Managers and employees’ perception of management and motivation were surveyed. The results show a relationship between employee perception of management and (1) relationship between employee and manager, (2) the manager’s ability to motivate, (3) autonomy and (4) trust. Having a P value superior than 0.05, these elements are dependent variables of employees’ perception. Managers should therefore be more careful with these components.
The objectives of this research are to find out the effect of caring climate on nurse performance,
the effect of caring climate on job satisfaction, the effect of caring climate on work stress, the effect of job
satisfaction on nurse performance
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
Impact of hr practices on job satisfaction of university teacher evidence fro...Alexander Decker
This document summarizes a study that investigates the relationship between HR practices (compensation, performance evaluation, promotion, and empowerment) and job satisfaction among university teachers in Pakistan. A survey was administered to 100 university teachers. The results found that teacher satisfaction was not predicted by these HR practices, indicating there are other factors influencing satisfaction. The document provides background on job satisfaction in education and reviews literature linking various HR practices to satisfaction. It concludes by outlining four hypotheses predicting positive relationships between each HR practice and teacher job satisfaction.
11.impact of hr practices on job satisfaction of university teacher evidence ...Alexander Decker
This document summarizes a study that investigates the relationship between HR practices (compensation, performance evaluation, promotion, and empowerment) and job satisfaction among university teachers in Pakistan. A survey was administered to 100 university teachers. The results found that teacher satisfaction was not predicted by these HR practices, indicating there are other factors influencing satisfaction. The document provides background on job satisfaction in education and reviews literature linking various HR practices to satisfaction. It concludes by outlining four hypotheses predicting positive relationships between each HR practice and teacher job satisfaction.
FEW HRD FACTORS INFLUENCING JOB SATISFACTION – A STUDY WITH REFERENCE TO BSNL...IAEME Publication
The aim of this paper is to study investigates that the few Human Resource Development (HRD) factors influencing Job Satisfaction with special reference to BSNL, three different Secondary Switching Areas (SSA), the names of the SSAs are Trichy, Thanjavur and Madurai SSA. The Appraisal and Reward, Managing People, Industrial Relations and Performance Management are the few HRD factors influencing Job Satisfaction, which are mainly concerned with people at work and with their relationship within the organization. Job Satisfaction using by Job Descriptive Index (JDI) Scale among BSNL employees. The JDI scale included Work, Supervision, Pay, Promotions, and Co-worker.
The document discusses a study on the quality of work life of employees working in the Business Process Outsourcing (BPO) sector in Coimbatore, India. It analyzes factors like training and development opportunities, compensation levels, and gender that influence job satisfaction levels. The study found that training and development programs as well as fair compensation practices had a significant positive relationship with job satisfaction, and that female BPO employees in Coimbatore reported higher levels of job satisfaction than male employees.
The Role of Organizational Silence on the Staff Performance from Administrato...inventionjournals
This study aimed to investigate the relationship between organizational performance and organizational silence tavanir company employees and managers in Tehran that the findings of applied research, descriptive survey. The population of 420 employees and managers (335 employees, 85 managers) company tavanir in Tehran city. The sample is stratified sampling method used, of which 260 questionnaires were randomly distributed among employees and managers that the 201 questionnaires were completed and were received back. Data collection tools included a questionnaire with 23 questions Brynsfyld organizational silence and organizational performance Achiu questionnaire has 42 items. The reliability of each of these components was determined by Cronbach's alpha coefficient 875/0 and 905/0. And then to check the normality of the variables of the Kolmogorov - Smirnov test and Spearman correlation coefficient was used to examine the relationship between the assumptions and results of the analysis showed that organizational silence and organizational performance between managers and employees is a significant relationship. Regression analysis showed that organizational silence and its components predictive power of enterprise performance management and staff are on two levels. Mann-Whitney test results also indicate a significant difference between the attitudes of managers and employees to remain silent was a tiny organization does not exist and the performance of organizational and personnel in accordance with Mann-Whitney U test was no significant difference.
International Refereed Journal of Engineering and Science (IRJES) irjes
International Refereed Journal of Engineering and Science (IRJES)
Ad hoc & sensor networks, Adaptive applications, Aeronautical Engineering, Aerospace Engineering
Agricultural Engineering, AI and Image Recognition, Allied engineering materials, Applied mechanics,
Architecture & Planning, Artificial intelligence, Audio Engineering, Automation and Mobile Robots
Automotive Engineering….
The Most Effective Factor out of Psychological, Physical, and Environmental F...Uma Wickramaratne
This document provides an introduction to a study on identifying the most effective factor (psychological, physical, or environmental) for enhancing employee job satisfaction. It discusses the importance of job satisfaction and outlines the problem statement, objectives, and practical relevance of the study. The literature review defines job satisfaction, discusses relevant theories (affect theory, equity theory, two-factor theory), and how factors like communication and work environment can impact satisfaction. The study aims to help a company improve performance by increasing motivation.
INFLUENCE OF ORGANIZATIONAL PRACTICES ON EMPLOYEE WELL-BEINGindexPub
The well-being of employees in the workplace is an important issue. Employee well-being should occupy a very important place in institutional research. The research attempts to understand the influence of influence of organizational practices on employee well-being. Simple random sampling technique was used for primary data collection. Data was collected from 50 BHEL employees from Trichy. Data analysis was done through path analysis.
This This is extra information from the .docxherthalearmont
This
This is extra information from the course syllabus for you to know.
I got zero’s in this assignment
Here is the first one that you helped me with…. See Week 5 Attachment
Simple Linear, Multiple, Or Logistic Correlation/Regression Proposal
This written assignment is based on the work conducted in the “Correlation and Regression” discussion forum. Based on this initial work, feedback received, and additional research, students should submit a basic research proposal that calls for the use of a simple linear, multiple, or logistic correlation/regression.
The paper should be APA formatted as a research proposal, and contain approximately 990-1320 words of content. Include a title page, and a reference page that includes any resources utilized.
Please include the following in the research proposal:
1. Introduction (1-2 paragraphs)
· Present the research question of interest.
· Explain how the chosen statistical test applies to this research question.
· Provide the statistical notation and written explanations for the null and alternative hypotheses.
2. Methods (1 paragraph)
· Participants
· List how many participants will be selected.
· Identify who will be the participants and their major demographic characteristics (e.g., sex, age, etc.).
· Explain how participants will be selected for the study.
3. Procedures (1-2 paragraphs)
· Identify the variables in the study.
· Describe each variable’s scale of measurement (nominal, ordinal, interval, or ratio) and characteristics (i.e., discrete vs. continuous, qualitative vs. categorical, etc.).
· Provide an operational definition for each variable, explaining how the variables will be measured.
4. Results (2-3 paragraphs)
· Describe the statistical test that will be conducted. Be sure to include why the test was chosen and why it is appropriate for this study. Include in the discussion the necessary assumptions that should be met for the chosen test and how these will be addressed.
· Identify the information that will be obtained from the results of this test and what will be needed to draw conclusions regarding the hypotheses. Be sure to include a discussion of applicable critical and calculated values, p levels, confidence intervals, effect sizes, post-hoc tests, and/or tables.
Discussion (1 paragraph)
· Identify any expected biases, assumptions, or faults with the proposed study and the use of the identified statistical test.
· Explain what conclusions can and cannot be made for this study, and using this statistical test.
· Describe the practical significance or importance of the results.
1
Running head: Simple Linear Correlation
7
Simple Linear Correlation Statistical Test:
Employee Empowerment & Service Quality
Introduction
This research proposal will seek to answer the research question that states, “What is the effect of employee empowerment on service quality in an organization?”. This is a question of interest as many organiz ...
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
Job satisfaction and contributing variables among the bank employees in cudda...IAEME Publication
The document discusses a study on job satisfaction and contributing factors among bank employees in Cuddalore District, India. The study aims to measure job satisfaction levels, identify factors contributing to satisfaction, and examine relationships between variables. A sample of 300 bank employees was surveyed using questionnaires. Statistical analysis using stepwise regression and bivariate correlations was conducted to analyze the data. The results found that most employees reported high levels of job satisfaction, influenced by factors like welfare facilities and rewards. Addressing areas of low satisfaction could help increase job satisfaction and benefit organizational growth.
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.
Stress in Women Employee; A study on influence of Age (With reference to Insu...IOSR Journals
Occupational stresses and causes work load and job nature that produced stresses among the insurance employees seek to identify in the present scenario of the insurance industry. The present study is about measuring the satisfaction level of females in an insurance sector and to evaluate the relationships between occupational stress, health and job satisfaction. The main aim of this study to measure the influence of age factors on occupational stress among insurance employees. And to evaluate the impact of occupational stress level on job satisfaction among the insurance employees. For this purpose a structured questionnaire was designed to collect information and statistical tool was applied on the data. The purpose of this study is occupational stressors among females in an insurance company.
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
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships among coworkers and supervisors, and fulfilling employees' needs.
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.
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.
Thesis : The Effect of Employee Perception of Management on Work Motivation, ...Noéline T
The manager’s ability to management and motivate his or her team reflects people’s overall performance. Unfortunately, these are not inborn skills. This research examines the components of employees’ perception of management impact work motivation. Managers and employees’ perception of management and motivation were surveyed. The results show a relationship between employee perception of management and (1) relationship between employee and manager, (2) the manager’s ability to motivate, (3) autonomy and (4) trust. Having a P value superior than 0.05, these elements are dependent variables of employees’ perception. Managers should therefore be more careful with these components.
The objectives of this research are to find out the effect of caring climate on nurse performance,
the effect of caring climate on job satisfaction, the effect of caring climate on work stress, the effect of job
satisfaction on nurse performance
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
Impact of hr practices on job satisfaction of university teacher evidence fro...Alexander Decker
This document summarizes a study that investigates the relationship between HR practices (compensation, performance evaluation, promotion, and empowerment) and job satisfaction among university teachers in Pakistan. A survey was administered to 100 university teachers. The results found that teacher satisfaction was not predicted by these HR practices, indicating there are other factors influencing satisfaction. The document provides background on job satisfaction in education and reviews literature linking various HR practices to satisfaction. It concludes by outlining four hypotheses predicting positive relationships between each HR practice and teacher job satisfaction.
11.impact of hr practices on job satisfaction of university teacher evidence ...Alexander Decker
This document summarizes a study that investigates the relationship between HR practices (compensation, performance evaluation, promotion, and empowerment) and job satisfaction among university teachers in Pakistan. A survey was administered to 100 university teachers. The results found that teacher satisfaction was not predicted by these HR practices, indicating there are other factors influencing satisfaction. The document provides background on job satisfaction in education and reviews literature linking various HR practices to satisfaction. It concludes by outlining four hypotheses predicting positive relationships between each HR practice and teacher job satisfaction.
FEW HRD FACTORS INFLUENCING JOB SATISFACTION – A STUDY WITH REFERENCE TO BSNL...IAEME Publication
The aim of this paper is to study investigates that the few Human Resource Development (HRD) factors influencing Job Satisfaction with special reference to BSNL, three different Secondary Switching Areas (SSA), the names of the SSAs are Trichy, Thanjavur and Madurai SSA. The Appraisal and Reward, Managing People, Industrial Relations and Performance Management are the few HRD factors influencing Job Satisfaction, which are mainly concerned with people at work and with their relationship within the organization. Job Satisfaction using by Job Descriptive Index (JDI) Scale among BSNL employees. The JDI scale included Work, Supervision, Pay, Promotions, and Co-worker.
The document discusses a study on the quality of work life of employees working in the Business Process Outsourcing (BPO) sector in Coimbatore, India. It analyzes factors like training and development opportunities, compensation levels, and gender that influence job satisfaction levels. The study found that training and development programs as well as fair compensation practices had a significant positive relationship with job satisfaction, and that female BPO employees in Coimbatore reported higher levels of job satisfaction than male employees.
The Role of Organizational Silence on the Staff Performance from Administrato...inventionjournals
This study aimed to investigate the relationship between organizational performance and organizational silence tavanir company employees and managers in Tehran that the findings of applied research, descriptive survey. The population of 420 employees and managers (335 employees, 85 managers) company tavanir in Tehran city. The sample is stratified sampling method used, of which 260 questionnaires were randomly distributed among employees and managers that the 201 questionnaires were completed and were received back. Data collection tools included a questionnaire with 23 questions Brynsfyld organizational silence and organizational performance Achiu questionnaire has 42 items. The reliability of each of these components was determined by Cronbach's alpha coefficient 875/0 and 905/0. And then to check the normality of the variables of the Kolmogorov - Smirnov test and Spearman correlation coefficient was used to examine the relationship between the assumptions and results of the analysis showed that organizational silence and organizational performance between managers and employees is a significant relationship. Regression analysis showed that organizational silence and its components predictive power of enterprise performance management and staff are on two levels. Mann-Whitney test results also indicate a significant difference between the attitudes of managers and employees to remain silent was a tiny organization does not exist and the performance of organizational and personnel in accordance with Mann-Whitney U test was no significant difference.
International Refereed Journal of Engineering and Science (IRJES) irjes
International Refereed Journal of Engineering and Science (IRJES)
Ad hoc & sensor networks, Adaptive applications, Aeronautical Engineering, Aerospace Engineering
Agricultural Engineering, AI and Image Recognition, Allied engineering materials, Applied mechanics,
Architecture & Planning, Artificial intelligence, Audio Engineering, Automation and Mobile Robots
Automotive Engineering….
The Most Effective Factor out of Psychological, Physical, and Environmental F...Uma Wickramaratne
This document provides an introduction to a study on identifying the most effective factor (psychological, physical, or environmental) for enhancing employee job satisfaction. It discusses the importance of job satisfaction and outlines the problem statement, objectives, and practical relevance of the study. The literature review defines job satisfaction, discusses relevant theories (affect theory, equity theory, two-factor theory), and how factors like communication and work environment can impact satisfaction. The study aims to help a company improve performance by increasing motivation.
INFLUENCE OF ORGANIZATIONAL PRACTICES ON EMPLOYEE WELL-BEINGindexPub
The well-being of employees in the workplace is an important issue. Employee well-being should occupy a very important place in institutional research. The research attempts to understand the influence of influence of organizational practices on employee well-being. Simple random sampling technique was used for primary data collection. Data was collected from 50 BHEL employees from Trichy. Data analysis was done through path analysis.
This This is extra information from the .docxherthalearmont
This
This is extra information from the course syllabus for you to know.
I got zero’s in this assignment
Here is the first one that you helped me with…. See Week 5 Attachment
Simple Linear, Multiple, Or Logistic Correlation/Regression Proposal
This written assignment is based on the work conducted in the “Correlation and Regression” discussion forum. Based on this initial work, feedback received, and additional research, students should submit a basic research proposal that calls for the use of a simple linear, multiple, or logistic correlation/regression.
The paper should be APA formatted as a research proposal, and contain approximately 990-1320 words of content. Include a title page, and a reference page that includes any resources utilized.
Please include the following in the research proposal:
1. Introduction (1-2 paragraphs)
· Present the research question of interest.
· Explain how the chosen statistical test applies to this research question.
· Provide the statistical notation and written explanations for the null and alternative hypotheses.
2. Methods (1 paragraph)
· Participants
· List how many participants will be selected.
· Identify who will be the participants and their major demographic characteristics (e.g., sex, age, etc.).
· Explain how participants will be selected for the study.
3. Procedures (1-2 paragraphs)
· Identify the variables in the study.
· Describe each variable’s scale of measurement (nominal, ordinal, interval, or ratio) and characteristics (i.e., discrete vs. continuous, qualitative vs. categorical, etc.).
· Provide an operational definition for each variable, explaining how the variables will be measured.
4. Results (2-3 paragraphs)
· Describe the statistical test that will be conducted. Be sure to include why the test was chosen and why it is appropriate for this study. Include in the discussion the necessary assumptions that should be met for the chosen test and how these will be addressed.
· Identify the information that will be obtained from the results of this test and what will be needed to draw conclusions regarding the hypotheses. Be sure to include a discussion of applicable critical and calculated values, p levels, confidence intervals, effect sizes, post-hoc tests, and/or tables.
Discussion (1 paragraph)
· Identify any expected biases, assumptions, or faults with the proposed study and the use of the identified statistical test.
· Explain what conclusions can and cannot be made for this study, and using this statistical test.
· Describe the practical significance or importance of the results.
1
Running head: Simple Linear Correlation
7
Simple Linear Correlation Statistical Test:
Employee Empowerment & Service Quality
Introduction
This research proposal will seek to answer the research question that states, “What is the effect of employee empowerment on service quality in an organization?”. This is a question of interest as many organiz ...
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
Job satisfaction and contributing variables among the bank employees in cudda...IAEME Publication
The document discusses a study on job satisfaction and contributing factors among bank employees in Cuddalore District, India. The study aims to measure job satisfaction levels, identify factors contributing to satisfaction, and examine relationships between variables. A sample of 300 bank employees was surveyed using questionnaires. Statistical analysis using stepwise regression and bivariate correlations was conducted to analyze the data. The results found that most employees reported high levels of job satisfaction, influenced by factors like welfare facilities and rewards. Addressing areas of low satisfaction could help increase job satisfaction and benefit organizational growth.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees’ job performance.
Employer Work & Life Balance Policies and its impacty on Employee PerformanceHussain Mumtaz
This document outlines a thesis proposal on the relationship between employee trust in employer work-life balance policies and employee performance. The study will quantitatively examine how elements of trust (ability, benevolence, integrity), leave policies, well-being policies, and flexible work arrangements impact performance in the private banking sector of Pakistan. Surveys will be used to collect data, which will be analyzed using statistical methods like regression to test hypotheses about the effects of work-life balance policies on reducing conflict and improving attitudes, attendance, and productivity.
A STUDY ON TRAINING AND THE DEVELOPMENT PROGRAMS AMONG THE MEDICAL AND THE AD...IAEME Publication
Basically, training and development were not seen as activities can help companies successfully create value and deal with competitiveness Advantage. Today that view has changed training for staff is being added value for organizations today. In this study researcher examine the impact of the components of training programs on the effectiveness of training programs and try to identify the discriminant aspects of the training and the development programs among the medical and the administrative staff in hospitals. The survey was taken in Tiruchirappalli district with 400 samples. Questionnaire was designed in five parts and circulated manually among respondents. Reliability and validity were analyzed through pilot study and the results were given.
MS Proposal for Finance in Management SciencesNoumanSheikh16
This document outlines the agenda and methodology for a study on high performance work practices (HPWPs) in Pakistan. The main objectives are to identify the integrated and isolated impacts of HPWPs on employee outcomes, explore the moderating roles of work autonomy and employee trust, compare HPWPs between Pakistan and Western countries, and extend the literature. The methodology will use survey data from over 3,000 employees in 400 organizations in Pakistan. Hypotheses are proposed regarding relationships between HPWPs, employee outcomes, and potential moderators. Variables will be measured at both the individual and organizational level using standardized scales.
Jobsatisfactionandcontributingvariablesamongthebankemployeesincuddaloredistri...Ralen Dave Roxas
This document discusses a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that a majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. Regression and correlation analyses showed that job involvement, organizational climate, and organizational commitment were significant contributing factors to job satisfaction. The study provides suggestions for improving job satisfaction, such as providing job security, improving relationships between coworkers and supervisors, and fulfilling employee needs.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Week 3 ResourcesEmployees motivation and valued rewards.pdf.docxcockekeshia
The document summarizes an article about relating employees' motivation and quality of work life to Victor Vroom's Expectancy Theory. It discusses how employees' efforts driven by goals can lead to effective performance and positive rewards, thereby increasing quality of work life. The document applies the Expectancy Theory model to an educational institution in Oman, identifying factors like work environment, policies, relationships and rewards that motivate performance and improve work life quality.
Factors Influencing Overall Job Satisfaction Level of Teachers in Erode DistrictDr. Amarjeet Singh
Traditionally, teaching was a combination of information-dispensing, custodial child care and sorting out academically inclined students from others. The underlying model for schools was an education factory in which adults, paid hourly or daily wages, kept like-aged youngsters sitting still for standardized lessons and tests.Teachers were told what, when, and how to teach. They were required to educate every student in exactly the same way and were not held responsible when many failed to learn. They were expected to teach using the same methods as past generations, and any deviation from traditional practices was discouraged by supervisors or prohibited by myriad education laws and regulations. Thus, many teachers simply stood in front of the class and delivered the same lessons year after year, growing gray and weary of not being allowed to change what they were doing. The present study focuses on factors influencing overall job satisfaction level of teachers in Erode district.
An Analytical Study on the Influence of Performance Appraisal on Pharma Sales...iosrjce
Definition and Meaning Of Performance Appraisal
According to Wayne Cascio,
"Performance appraisal is the systematic description of an employee's job relevant strengths and weaknesses."
Performance appraisal may also be defined as a structured and formal interaction between a
subordinate and supervisor, that usually takes the form of a periodic interview (annual or semiannual), in which
the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and
strengths as well as opportunities for improvement and skills development.
Staff welfare as an antecedent to service delivery among civil servants in ke...Alexander Decker
This document summarizes a research study that examined the relationship between staff welfare and service delivery among civil servants in Nandi County, Kenya. The study used a survey of 350 county employees to assess levels of safety/health services, retirement plans, and flexible scheduling. Statistical analysis found that safety/health and retirement plans had a significant positive relationship with service delivery. Flexible scheduling also had a positive correlation with better service. The researchers concluded that addressing staff welfare issues through these factors could help improve service delivery among civil servants.
Staff welfare as an antecedent to service delivery among civil servants in ke...Alexander Decker
This document summarizes a study on the relationship between staff welfare and service delivery among civil servants in Nandi County, Kenya. The study used a survey of 350 county employees to examine how flexible scheduling, safety/health programs, and retirement plans affected service delivery. The results found low levels of safety/health services and retirement plans for employees, but high levels of flexible scheduling. Statistical analysis showed that safety/health, retirement plans, and flexible scheduling had a significant positive effect on service delivery. The document reviews several other studies that also found workplace health programs, pension plans, and other welfare benefits improved employee motivation, satisfaction, and performance. In conclusion, the study emphasizes the importance of adequately providing welfare services to civil servants in order to
The Nonlinear Effects between Communication Satisfaction and Organizational C...IJRTEMJOURNAL
There are many studies on communication, but existing studies have limitations. Above of all,
communication satisfaction research is interested only in the linear effect of communication. Therefore, this study
investigates the nonlinear effect of communication satisfaction in order to supplement the neglected part of
existing studies. For this purpose, the types of communication were classified into supervisory communication and
co-worker communication, and nonlinear effects between communication satisfaction and organizational
commitment were verified. For the analysis 285 data were used, and all hypotheses were supported. Based on the
analysis results, implications and limitations were discussed.
The Nonlinear Effects between Communication Satisfaction and Organizational C...IJRTEMJOURNAL
There are many studies on communication, but existing studies have limitations. Above of all,
communication satisfaction research is interested only in the linear effect of communication. Therefore, this study
investigates the nonlinear effect of communication satisfaction in order to supplement the neglected part of
existing studies. For this purpose, the types of communication were classified into supervisory communication and
co-worker communication, and nonlinear effects between communication satisfaction and organizational
commitment were verified. For the analysis 285 data were used, and all hypotheses were supported. Based on the
analysis results, implications and limitations were discussed.
Human Resource Management Practices And Workers Job SatisfactionKimberly Williams
Human resource management practices and workers’ job satisfaction analyzes the relationship between HRM practices and workers' job satisfaction using data from two British datasets. The study finds that several HRM practices are associated with higher job satisfaction, including practices that promote ongoing learning. However, these effects are only significant for non-union members. Perceived pay inequality within a firm is linked to substantially lower job satisfaction for non-union members.
Hypertension and it's role of physiotherapy in it.Vishal kr Thakur
This particular slides consist of- what is hypertension,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is summary of hypertension -
Hypertension, also known as high blood pressure, is a serious medical condition that occurs when blood pressure in the body's arteries is consistently too high. Blood pressure is the force of blood pushing against the walls of blood vessels as the heart pumps it. Hypertension can increase the risk of heart disease, brain disease, kidney disease, and premature death.
Emotional and Behavioural Problems in Children - Counselling and Family Thera...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
This particular slides consist of- what is Pneumothorax,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is a summary of Pneumothorax:
Pneumothorax, also known as a collapsed lung, is a condition that occurs when air leaks into the space between the lung and chest wall. This air buildup puts pressure on the lung, preventing it from expanding fully when you breathe. A pneumothorax can cause a complete or partial collapse of the lung.
At Malayali Kerala Spa Ajman, Full Service includes individualized care for every client. We specifically design each massage session for the individual needs of the client. Our therapists are always willing to adjust the treatments based on the client's instruction and feedback. This guarantees that every client receives the treatment they expect.
By offering a variety of massage services, our Ajman Spa Massage Center can tackle physical, mental, and emotional illnesses. In addition, efficient identification of specific health conditions and designing treatment plans accordingly can significantly enhance the quality of massaging.
At Malayali Kerala Spa Ajman, we firmly believe that everyone should have the option to experience top-quality massage services regularly. To achieve that goal we offer cheap massage services in Ajman.
If you are interested in experiencing transformative massage treatment at Malayali Kerala Spa Ajman, you can use our Ajman Massage Center WhatsApp Number to schedule your next massage session.
Contact @ +971 529818279
Visit @ https://malayalikeralaspaajman.com/
Mental Health and well-being Presentation. Exploring innovative approaches and strategies for enhancing mental well-being. Discover cutting-edge research, effective strategies, and practical methods for fostering mental well-being.
Get Covid Testing at Fit to Fly PCR TestNX Healthcare
A Fit-to-Fly PCR Test is a crucial service for travelers needing to meet the entry requirements of various countries or airlines. This test involves a polymerase chain reaction (PCR) test for COVID-19, which is considered the gold standard for detecting active infections. At our travel clinic in Leeds, we offer fast and reliable Fit to Fly PCR testing, providing you with an official certificate verifying your negative COVID-19 status. Our process is designed for convenience and accuracy, with quick turnaround times to ensure you receive your results and certificate in time for your departure. Trust our professional and experienced medical team to help you travel safely and compliantly, giving you peace of mind for your journey.www.nxhealthcare.co.uk
End-tidal carbon dioxide (ETCO2) is the level of carbon dioxide that is released at the end of an exhaled breath. ETCO2 levels reflect the adequacy with which carbon dioxide (CO2) is carried in the blood back to the lungs and exhaled.
Non-invasive methods for ETCO2 measurement include capnometry and capnography. Capnometry provides a numerical value for ETCO2. In contrast, capnography delivers a more comprehensive measurement that is displayed in both graphical (waveform) and numerical form.
Sidestream devices can monitor both intubated and non-intubated patients, while mainstream devices are most often limited to intubated patients.
As Mumbai's premier kidney transplant and donation center, L H Hiranandani Hospital Powai is not just a medical facility; it's a beacon of hope where cutting-edge science meets compassionate care, transforming lives and redefining the standards of kidney health in India.
CHAPTER 1 SEMESTER V COMMUNICATION TECHNIQUES FOR CHILDREN.pdfSachin Sharma
Here are some key objectives of communication with children:
Build Trust and Security:
Establish a safe and supportive environment where children feel comfortable expressing themselves.
Encourage Expression:
Enable children to articulate their thoughts, feelings, and experiences.
Promote Emotional Understanding:
Help children identify and understand their own emotions and the emotions of others.
Enhance Listening Skills:
Develop children’s ability to listen attentively and respond appropriately.
Foster Positive Relationships:
Strengthen the bond between children and caregivers, peers, and other adults.
Support Learning and Development:
Aid cognitive and language development through engaging and meaningful conversations.
Teach Social Skills:
Encourage polite, respectful, and empathetic interactions with others.
Resolve Conflicts:
Provide tools and guidance for children to handle disagreements constructively.
Encourage Independence:
Support children in making decisions and solving problems on their own.
Provide Reassurance and Comfort:
Offer comfort and understanding during times of distress or uncertainty.
Reinforce Positive Behavior:
Acknowledge and encourage positive actions and behaviors.
Guide and Educate:
Offer clear instructions and explanations to help children understand expectations and learn new concepts.
By focusing on these objectives, communication with children can be both effective and nurturing, supporting their overall growth and well-being.
CHAPTER 1 SEMESTER V COMMUNICATION TECHNIQUES FOR CHILDREN.pdf
4th paper
1. Special issue
Sci.Int.(Lahore),28(3), 3157-3161,2016 ISSN 1013-5316;CODEN: SINTE 8 3157
CORE SELF-EVALUATION, MEDIATOR FOR IMPROVED WORK
PERFORMANCE THROUGH EMPLOYEE ENGAGEMENT: EVIDENCE FROM
HEALTH SECTOR IN PUNJAB, PAKISTAN
1
Rizwan Qaiser Danish, 2
Yasir Latif, 3
Musarrat Nawaz, 4
Ammar Pervaiz, 5
AtiqaRazzaq
1, 5
Hailey College of Commerce, University of the Punjab, Lahore
2, 4
Institute of Business Management, UET Lahore
3
University of the Punjab, Gujranwala Campus, Pakistan
Corresponding Author: mianyasirlatif@gmail.com
ABSTRACT: Self Evaluation is an effective analyzing tool for better performance. The study is aimed to analyze impact of
hospital Employees Engagement (EE) on their performance (EP) under mediation of Core Self-Evaluation (CSE). Primary
cross-sectional data is taken from 300 staff members of private and public hospitals of Punjab using convenience sampling and
251 chosen for study. Variables of interest are correlated and it is found that CSE mediates relationship between EE and EP.
Results have indicated significant correlation among variables, SEM indicates model fit and sobel test verifies mediation. This
study is beneficial to increase the individual-level and organizational-level performance of employees as well as application of
CSE for improved performance in hospitals.
Key Words: Employee Engagement (EE), Employee Performance (EP), Core Self-Evaluation (CSE), Task Performance (TP), Work,
Health, Organizational Citizenship Behavior-Individual (OCB-Individual), Organizational Citizenship Behavior-Organization (OCB-
organization).
1. INTRODUCTION
Those companies which follow practices that increase the
level of EE will help them in gaining competitive advantage
over other firms in the long-run. Subsequently, engaged
employees play important contribution in successfully
fulfilling the strategic goals and objectives of organization.
Being physically as well as psychologically present at the
time of performing organizational roles referred to as EE [1].
Engaged employees are active, have the ability to accomplish
the demands of the job and have positive association with
their roles of the job [2]. The engaged managers are essential
for improved EE. To observe the impact of EE on EP, by
considering the mediating role of CSE some of the aims of
this research are:
To verify relationship between EE and Task Performance
(TP) under mediation of CSE.
To verify relationship between EE and OCB-Individual
under mediation of CSE.
To verify relationship between EE and OCB-
Organizational under mediation of CSE.
Literature Review
EE theory was given by [1]. EE is “ the attaching of the
members of organization to their duties; engaged employees
express their physical, cognitive, and emotional presence
during performance of their roles” [1]. The researchers and
practitioners both are agreed that the EE has positive
significances [3]. When employees voluntarily put extra time,
efforts and energy into their roles without any pressure from
the organization is called engagement [4]. When employees
feel obliged and put additional efforts into their jobs
comparatively to the payments they receive from their
organization is called engagement [1]. A number of
evidences support the association between the work
engagement of employees and performance at the
organizational level [5]. Engaged employees increase
customer loyalty which results in improved organizational
profitability [6].
EE has a positive relationship with improved satisfaction at
work, low absenteeism, high commitment and productivity
[7-10]. In comparison with other predictors of organizational
performance, EE is the strongest predictor of all [11]. If the
employees have the opportunity to convey their ideas and
suggestions to the upper level management then the
engagement level of employees increases (Truss et al 2006).
As compare to other job attitudes, EE strongly predicts the
performance of employees[12]. Employees which have
decision-making power related to their jobs have higher
engagement levels[13]. Engaged employees perform better
than other employees [14]. EE positively support In-role
performance of employees [15]. The proper and timely
feedback by the employer to the employees for their
contributions keeps employees happy and engaged for a
longer period of time [16].
H1: CSE is a mediator between EE and TP.
H2: CSE is mediator between EE and OCB-Individual.
H3: CSE is mediator between EE and OCB-Organization.
Methodology
Self-administered structured questionnaires were used for
data collection from the health sector lower-level, middle-
level and upper-level employees. Questionnaire includes the
information given below:
Demographics section consist the name of the organization,
gender, job nature, designation, marital status, education and
total job experience. Subjective section contains measures of
variables EE, TP, OCB-individual and OCB-organization. 5-
point Likert scale ranging from Strongly Disagree, SD=1 to
Strongly Agree, SA=5, was adapted to get the respondents’
responses. For this study the 300 questions were distributed
among the different private and public hospitals of Punjab.
Total of 251 questionnaires were properly filled by the
employees and the rate of response was 83.67%.We chose 8
major public and private hospitals of the Punjab, Pakistan to
collect the data from the respondents.
2. Special issue
Sci.Int.(Lahore),28(3), 3157-3161,2016 ISSN 1013-5316;CODEN: SINTE 8 3158
Figure I
Variables and Measures`
For measuring EE, scale comprising of 7-items likert scale is
used, developed by [9] to measure EE and burnout. 5-item
questionnaire of in-role performance and extra-role
performance is adopted in this research and it was formulated
by [17]. CSE is taped with the help of 12-item scale
formulated by [18].
RESULTS
251 self administered questionnaires were submitted with
responses of 61% male and 39% female, out of which 55.8%
were contractual whereas 44.2% were permanent job holders.
72.5% respondents’ lie in middle management, 23.5% from
upper level and 4% are from lower positions. 51%
respondents were graduates, 40.6% were equal to master
degree and above and 8.4% respondents were
undergraduates. 39.8% respondents had 2-4 years experience,
35.1% respondents had 10 years or above, whereas 25.1%
had 5-10 years. 44.6 % were unmarried whereas 55.4%
weren’t. The values of the mean and standard deviation (SD)
of EE shown in Table.1 are (M = 4, SD = .714), OCB-
Individual (M = 3.73, SD = .685), OCB-Organization (M =
3.90, SD = 720), TP (M = 4.23, SD = .607) whereas CSE (M
= 4.01, SD = .548). TP mean value is highest at 4.23,
indicating that employees are very keen to increase their TP
and highly motivated, playing a major contributor in the
achievement of organizational desired objectives. The
Pearson’s product moment co-efficient of correlation between
variables are also given in Table I. The highest correlation is
found between CSE and OCB-Organization i.e. r= 0.794, P <
0.01. This shows that employees who regularly evaluate their
self-performance are greatly and positively involved in the
behavior of OCB-Organization. The reliability values of the
individual measure are also given in Table I.
The variable EE has the highest reliability with r = 0.832.
Pearson’s moment co-efficient of correlation
Table I
Variables Mean SD Reliability EE OCB-
Individual
OCB-
Organization
CSE
EE 4 .714 0.832
OCB-Individual
3.73 .685 0.774 .326 **
OCB-
Organization 3.90 .720 0.792 .509 ** .389 **
TP
4.23 .607 0.724 .437 ** .394 ** .727 **
CSE
4.01 .548 0.824 .455** .504** .794** .681**
**. Correlation, significant at 0.01 level (2-tailed).
Mediation Tests
Results for hypothesis and model fit are analyzed by
Structural Equation Modeling (SEM). CMIN/DF, GFI, AGFI,
RMSEA, TLI and CFI, all are good for model fit as shown in
Table
II.
Employee
Engagement
Task Performance
OCB-Individual
OCB-Organization
Core Self-Evaluation
Model 1
Model 3
Model 2
3. Special issue
Sci.Int.(Lahore),28(3), 3157-3161,2016 ISSN 1013-5316;CODEN: SINTE 8 3159
Model fit Indices of Structural Equation Measurement Model
Table II
Index of Fit Chi-Square /(df) CMIN/DF GFI AGFI NFI IFI TLI CFI RMSEA
Value 392.654/ 137 2.87 0.87 0.82 0.82 0.87 0.84 0.87 0.086
Proposed Mediation Model 1
Results of Table III, shows regression results coefficient of
regression, standard error of association and significance
level (P value) between the relationships independent
variable (IV) EE, mediating variable (MV) CSE and
dependent variable (DV) TP. Table III, presents a significant
relationship between EE and TP. Table represented, IV (EE)
and MV (CSE) have a significant relationship at significance
value, p = .000 < .01. The relationship between DP (TP) and
MV (CSE) is also significant at P value < .01.
Results of Regression Analysis of all Model 1 Relationships
Table III
Regression Coefficients for association
between the EE and TP
.332
Std. Error of c .050
P value of c .000
Regression Coefficients for association
between the EE and CSE
.240
Std. Error of a .046
P value of a .000
Regression Coefficients for association
between the CSE and TP.
.501
Std. Error of b .063
P value of b .000
Proposed Mediation Model 2
Results of Table IV show the regression analysis of IV (EE),
MV (CSE) and DV (OCB-individual). Results show the
coefficient of regression, standard error of association and
significance level (P value). Table IV shows that there
significant relationship at significance level, p = .000 < .01,
between EE and OCB-Individual. The table also indicates
that IV (EE) and MV (CSE) also has significant relationship at
significance level, p = .000 < .01. Relationship between DV
(OCB-Individual) and MV (CSE) is also significant at p value
< .01.
Results of Regression Analysis of all Model 2 Relationships
Table IV
Regression Coefficients for the
association between EE and OCB-
Individual
.306
Std. Error of c .058
P value of c .000
Regression Coefficients for the
association between EE and CSE
.240
Std. Error of a .046
P value of a .000
Regression Coefficients for the
association between CSE and OCB-
Individual.
.435
Std. Error of b .074
P value of b .000
Proposed Mediation Model 3
Results of Table V show the regression analysis of IV (EE),
MV (CSE) and DV (OCB -organization). Results show the
coefficient of regression, standard error of association and
significance level (p value) between relationships of
variables. Table V, shows a significant relationship at p=
.000<.01, between EE and OCB-Organization. The
relationship between DV (OCB-Organization) and MV (CSE)
is also significant with p value < .01, results show that the
variable CSE is a full mediator between EE and TP with
significant p value = .000. The relationship between EE and
OCB-individual is fully mediated by CSE having asignificant
mediation value (p = .000<.01), while CSE partially mediates
relationship between EE and OCB-Organization showing
significant mediation relationship value at p = .000<.01.
.
Results of Regression Analysis of all Model 3 Relationships
Table V
Regression Coefficients for association
between EE and OCB-Organization.
.430
Std. Error c .058
P value of c .000
Regression Coefficients for association
between EE and CSE.
.240
Std. Error a .046
P value of a .000
Regression Coefficients for association
between CSE and OCB-Organization.
.724
Std. Error b .069
P value of b .000
Mediating effect of CSE on relationship of EE and EP was
analyzed using Sobel test
Results of Mediation Analysis of All 3 Model Relationships
Table VI
Results of Model 1 Results of Model 2 Results of Model 3
Sobel test P Value Sobel test P Value Sobel test P Value
4.362 .000 3.902 .000 4.672 .000
4. Special issue
Sci.Int.(Lahore),28(3), 3157-3161,2016 ISSN 1013-5316;CODEN: SINTE 8 3160
CONCLUSION
This study intended to analyze mediation of CSE on the
relationship of EE and EP. Results indicated that mediation
model of the variables EE, TP, OCB-Individual, OCB-
Organization and CSE fit data well. Research established the
three hypotheses showing the mediation relationships
between independent variable (EE) and dependent variables.
All the variables have significant and positive correlation
between them. The findings of regression analysis and
mediation tests show that all mediation hypotheses are
accepted. CSE is full mediator between EE and TP. The
relationship between EE and OCB-Individual is also fully
mediated by CSE. CSE partially mediates relationship
between EE and OCB-Organization.
Practical Implications
This research will be a contribution to previous studies
related to this concept. This study will have great
implications for hospital managers and employers who want
to increase the individual-level and organizational-level
performance of employees. Managers must take all the
measures that will contribute in increasing the engagement
level of employees. As if the employees are engaged, they
will evaluate their work performance for the time being and
work more motivationally and effectively. Consequently,
their performance will be positively affected and they
perform their job roles more efficiently, leading to
successfully achieving organizational objectives. Those
employees having high engagement level will be more
involved in extra-role behaviors apart from their In-role
performance.
Limitations and Suggestions
This study is conducted only on employees of health sector in
Punjab Province of Pakistan but it can be replicated on other
organizations in entire country for better generalizibility. This
study analyzes the mediating impact of CSE but it can be
carried out under mediating role of other personality traits on
relationship of EE and EP.
REFERENCES
1. Kahn, W.A., Psychological conditions of personal
engagement and disengagement at work. Academy
of Management Journal, 1990. 33: p. 692-724.
2. Maslach, C., W.B. Schaufeli, and M.P. Leiter, Job
burnout. Annual Review of Psychology, 2001. 52: p.
397-422.
3. Saks, A.M., Antecedents and consequences of
employee engagement. Journal of Managerial
Psychology, 2006. 21(7): p. 600-619.
4. Richman, A., Everyone wants an engaged workforce
how can you create it? Workspan., 2006. 49: p. 36-
39.
5. Simpson, M.R., Engagement at work: A review of
the literature. International Journal of Nursing
Studies, 2009. 46: p. 1012–1024.
6. Andrewa, O.C. and S. Sofian, Individual factors and
work outcomes of employee engagement. Social and
Behavioral Sciences 2012. 40: p. 498 – 508.
7. B.Schaufeli, W., et al., Burnout and engagement in
university students : A Cross-National Study.
JOURNAL OF CROSS-CULTURAL
PSYCHOLOGY, 2002. 33(5): p. 464-481.
8. Schaufeli, W.B. and A.B. Bakker, Job demands, job
resources, and their relationship with burnout and
engagement: a multi-sample study. Journal of
Organisational Behaviour, 2004. 25: p. 293-315.
9. Schaufeli, W.B., et al., The measurement of
engagement and burnout and: A two sample
confirmatory factor analytic approach. Journal of
Happiness Studies, 2002. 3: p. 71-92.
10. Salanova, M., et al., Perceived collective efficacy,
subjective well-being and task performance among
electronic work groups: An experimental study.
Small Groups Research, 2003. 34: p. 43–73.
11. Markos, S. and M.S. Sridevi, Employee
engagement: The key to mproving performance.
International Journal of Business and Management,
2010. 5(12): p. 89-96.
12. S.Christian, M., A. S.Garza, and J. E.Slaughter,
Work engagement: A quantitative review and test of
its relations with taskand contextual performance.
Personnel Psychology, 2011 64: p. 89–136.
13. Purcell, J., et al., Understanding the people and
performance link: Unlocking the black box. London,
CIPD, 2003.
5. Special issue
Sci.Int.(Lahore),28(3), 3157-3161,2016 ISSN 1013-5316;CODEN: SINTE 8 3161
14. Bakker, A.B., E. Demerouti, and W. Verbeke, Using
the job demands: resources model to predict
burnout and performance. Human Resource
Management,, 2004. 43: p. 83-104.
15. Schaufeli, W.B., A.B. Bakker, and M. Salanova, The
measurement of work engagement with a brief
questionnaire: a cross-national study. Educational
and Psychological Measurement, 2006. 66: p. 701-
16.
16. Pfau, B. and I. Kay, The hidden human resource:
Shareholder value—finding the right blend of
rewards, flexibility, and technology to manage your
people adds measurable value to the corporate
bottom line. Optimize, 2002.
17. Williams, L.J. and S.E. Anderson, Job satisfaction
and organizational commitment as predictors of
organizational citizenship and in-role behaviors.
Journal of Management, 1991. 17: p. 601-617.
18. Judge, T.A., et al., Are measures of self-esteem,
neuroticism, locus of control, and generalized self-
efficacy indicators of a common core construct?
Journal of Personality and Social Psychology, 2002.
83: p. 693-710.