Impact of service quality, corporate social responsibility, organisation stab...IJSRED
1. The document examines how service quality, corporate social responsibility, organizational stability, and student engagement impact student loyalty in higher education institutions in Malaysia.
2. It defines the key constructs of student loyalty, engagement, corporate social responsibility, and organizational stability. Student loyalty is commitment to re-enroll, engagement refers to active participation in academics, and corporate social responsibility is a business model where organizations are socially accountable.
3. The study aims to determine if service quality, corporate social responsibility, and organizational stability predict student loyalty through engagement, and if satisfaction moderates these impacts.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Perceived service quality and student satisfaction in higher educationIOSR Journals
This document summarizes a research study that investigated the relationship between perceived service quality and student satisfaction at the International Business School of Universiti Teknologi Malaysia.
The study reviewed literature on factors that influence student satisfaction in higher education, including advising, curriculum, teaching quality, financial assistance/tuition costs, and facilities. It developed hypotheses about the relationships between these factors and student satisfaction.
A quantitative survey was conducted to understand students' perceptions of service quality and satisfaction levels. The results indicated that most students were satisfied with service quality. The factors of advising, curriculum, teaching quality, financial assistance/tuition costs, and facilities all had significant positive impacts on student satisfaction.
Influence of Workplace Incivility on Counterproductive Work Behavior: Mediat...sadia butt
This study examines the influence of workplace incivility on counterproductive work behaviors among banking employees in Pakistan. It investigates the mediating roles of emotional exhaustion and organizational cynicism, as well as the moderating role of psychological capital. The study found that workplace incivility has a significant positive association with counterproductive work behaviors. Emotional exhaustion and cynicism partially mediate the positive relationship between workplace incivility and counterproductive work behaviors. Additionally, psychological capital moderates the relationship, weakening the positive association between workplace incivility and counterproductive work behaviors. The findings provide useful insights for managing workplace incivility and reducing counterproductive behaviors.
Impact of E-Banking Service Quality on Customers' Behavior Intentions Mediati...sadia butt
This document summarizes a research study that examined how e-banking service quality impacts customers' behavior intentions and trust in Pakistan. The study found that higher e-banking service quality positively impacts both customers' trust and their behavior intentions. It also found that trust partially mediates the relationship between e-banking service quality and customers' behavior intentions. This research contributes to understanding how improving online banking services and building customer trust can increase customer retention and loyalty.
Assessment of Service Quality in Higher Education: Case Study in Private Univ...inventionjournals
Service quality is one factor that is considered in managing an educational institution. Student satisfaction is the result of perceived service quality of students during the educational process. The purpose of this study is to explore the student's perspective on the service quality received during the learning process. Data collected from students and the questionnaires collected were 95 respondents. IPA analysis is used in order to identify the attributes of service quality from the students’ perspective of level of importance and the perceived performance. Result show that there is a gap between importance and performance attributes of service quality. Based on the cartesius diagram there are two attributes in quadrant I are top priority for improvement. These attributes are fast service and student exchange programs.Based on the customer satisfaction index results showed that the service quality that has been given by university in the criteria of reasonable satisfactory. The results of this analysis are expected to assist management in improving the quality of service to the students in terms of both academic and non-academic, because private universities received the largest inflowfrom students. Recommendations are also discussed to obtain more comprehensive results in measuring student satisfaction
This study examines the role of training in building employee commitment in the banking sector in Uganda. It investigates the relationships between training and employee commitment, training and job satisfaction, and job satisfaction and employee commitment. The findings reveal positive relationships between all three variables. Regression analysis shows that the predictor variables explain 29.7% of the variance in employee commitment. Mediation analysis finds that job satisfaction partially mediates the relationship between training and employee commitment, as the direct relationship decreases but remains significant when controlling for job satisfaction. The study contributes to understanding how training impacts employee commitment in the Ugandan banking context.
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
Impact of service quality, corporate social responsibility, organisation stab...IJSRED
1. The document examines how service quality, corporate social responsibility, organizational stability, and student engagement impact student loyalty in higher education institutions in Malaysia.
2. It defines the key constructs of student loyalty, engagement, corporate social responsibility, and organizational stability. Student loyalty is commitment to re-enroll, engagement refers to active participation in academics, and corporate social responsibility is a business model where organizations are socially accountable.
3. The study aims to determine if service quality, corporate social responsibility, and organizational stability predict student loyalty through engagement, and if satisfaction moderates these impacts.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Perceived service quality and student satisfaction in higher educationIOSR Journals
This document summarizes a research study that investigated the relationship between perceived service quality and student satisfaction at the International Business School of Universiti Teknologi Malaysia.
The study reviewed literature on factors that influence student satisfaction in higher education, including advising, curriculum, teaching quality, financial assistance/tuition costs, and facilities. It developed hypotheses about the relationships between these factors and student satisfaction.
A quantitative survey was conducted to understand students' perceptions of service quality and satisfaction levels. The results indicated that most students were satisfied with service quality. The factors of advising, curriculum, teaching quality, financial assistance/tuition costs, and facilities all had significant positive impacts on student satisfaction.
Influence of Workplace Incivility on Counterproductive Work Behavior: Mediat...sadia butt
This study examines the influence of workplace incivility on counterproductive work behaviors among banking employees in Pakistan. It investigates the mediating roles of emotional exhaustion and organizational cynicism, as well as the moderating role of psychological capital. The study found that workplace incivility has a significant positive association with counterproductive work behaviors. Emotional exhaustion and cynicism partially mediate the positive relationship between workplace incivility and counterproductive work behaviors. Additionally, psychological capital moderates the relationship, weakening the positive association between workplace incivility and counterproductive work behaviors. The findings provide useful insights for managing workplace incivility and reducing counterproductive behaviors.
Impact of E-Banking Service Quality on Customers' Behavior Intentions Mediati...sadia butt
This document summarizes a research study that examined how e-banking service quality impacts customers' behavior intentions and trust in Pakistan. The study found that higher e-banking service quality positively impacts both customers' trust and their behavior intentions. It also found that trust partially mediates the relationship between e-banking service quality and customers' behavior intentions. This research contributes to understanding how improving online banking services and building customer trust can increase customer retention and loyalty.
Assessment of Service Quality in Higher Education: Case Study in Private Univ...inventionjournals
Service quality is one factor that is considered in managing an educational institution. Student satisfaction is the result of perceived service quality of students during the educational process. The purpose of this study is to explore the student's perspective on the service quality received during the learning process. Data collected from students and the questionnaires collected were 95 respondents. IPA analysis is used in order to identify the attributes of service quality from the students’ perspective of level of importance and the perceived performance. Result show that there is a gap between importance and performance attributes of service quality. Based on the cartesius diagram there are two attributes in quadrant I are top priority for improvement. These attributes are fast service and student exchange programs.Based on the customer satisfaction index results showed that the service quality that has been given by university in the criteria of reasonable satisfactory. The results of this analysis are expected to assist management in improving the quality of service to the students in terms of both academic and non-academic, because private universities received the largest inflowfrom students. Recommendations are also discussed to obtain more comprehensive results in measuring student satisfaction
This study examines the role of training in building employee commitment in the banking sector in Uganda. It investigates the relationships between training and employee commitment, training and job satisfaction, and job satisfaction and employee commitment. The findings reveal positive relationships between all three variables. Regression analysis shows that the predictor variables explain 29.7% of the variance in employee commitment. Mediation analysis finds that job satisfaction partially mediates the relationship between training and employee commitment, as the direct relationship decreases but remains significant when controlling for job satisfaction. The study contributes to understanding how training impacts employee commitment in the Ugandan banking context.
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
The efficacy of retirement plans and flexible scheduling in improving the qua...Alexander Decker
This document summarizes a study that examined the effects of retirement plans and flexible scheduling on service delivery among civil servants in Nandi South, Kenya. A survey of 350 employees found that retirement plans had a significant positive relationship with service delivery, while flexible scheduling was also positively associated with service delivery. Regression analysis confirmed that both retirement plans and flexible scheduling had significant effects on service delivery. The study concluded that implementing retirement plans and policies supporting flexible scheduling can improve service delivery in the public sector.
Service Quality and Postgraduate Student Satisfaction by Nigina Kadirova (Eur...Nigina Kadirova
This document discusses a pilot study that assessed the relationships between dimensions of service quality and postgraduate student satisfaction at a private university in Malaysia. It provides background on concepts of service quality and student satisfaction in higher education. The study used the three-dimensional service quality model of physical quality, interactive quality, and corporate quality proposed by Lehtinen and Lehtinen to examine their relationships with student satisfaction. The results suggested that all three service quality dimensions are moderately to highly related to student satisfaction.
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
This document discusses a study on the effect of management knowledge and leadership style on employee job satisfaction at Madrasah Aliyah Negeri in Riau Islands Province, Indonesia. The study found that management knowledge and leadership style have a positive and significant impact on employee job satisfaction both partially and simultaneously. However, there are also other factors that influence employee job satisfaction beyond these two variables. The study concludes that improving management knowledge and leadership style will enhance employee job satisfaction at the schools.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Effective recruitment and selection procedures an analytical study based on p...Alexander Decker
This document analyzes the effectiveness of recruitment and selection procedures in public sector universities in Pakistan. It discusses how organizational politics and the relationship between line managers and HR personnel can influence fairness in these procedures. The study found that organizational politics and line management have a greater influence on whether recruitment and selection procedures are implemented effectively and fairly. It also found that recruitment and selection processes are interconnected - if recruitment is not effective at generating a large, qualified applicant pool, it is difficult to make the right selection. The document provides context on debates in the literature around ensuring fairness in recruitment and selection and the impact of politics on these processes in public sector organizations.
This document summarizes a research project evaluating the advantages of embedding a careers program within a Sixth Form College in the UK. The researcher aims to understand how the careers service is delivered, its impact on stakeholders, and how it can be integrated into the student experience. Data was collected through questionnaires, interviews with students and staff, and analyzed for themes. The findings suggest that building visibility, communication, flexibility, and relationships helps students engage with career guidance support. Measuring success and addressing future areas for development are also discussed.
The Effect Of Human Resource Management Functions On Quality Of Services (Ca...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 summarizes a research study that examined the influence of service quality on word-of-mouth for participants at private vocational training institutions in East Java, Indonesia. The study analyzed how service quality, institution image, customer relationship management, and participant satisfaction affect word-of-mouth. A survey was conducted of 295 participants across several cities. The results showed that service quality positively influences institution image, customer relationship management, and participant satisfaction, which then positively influence word-of-mouth. Institution image was found to have the largest influence on word-of-mouth. The study provides insights for marketing services in education and training.
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
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 document discusses educational services in India. It outlines the key components of marketing mix for educational institutions, including the traditional 4 Ps of product, price, place and promotion, as well as the additional 3 Ps of people, physical evidence, and process. It describes how each element is applied in the context of educational services, such as how teachers are an important part of the "people" aspect. The document also lists some popular marketing tools used by educational institutions in India.
The document discusses a study examining factors that influence the transfer of knowledge from business schools to business organizations through in-service training students. The study developed a theoretical model using the AMO framework that suggests intrinsic motivation, acquired knowledge, and innovative culture impact knowledge transfer. A two-phase study was conducted with Vietnamese business students, including interviews and surveys, to test the model and hypotheses. Structural equation modeling and fuzzy set qualitative comparative analysis were used to validate measures and analyze the data. The goal was to identify key factors that determine if knowledge is successfully transferred from business schools to companies via students in work-study programs.
This document summarizes a study on designing a web-based tracer study management information system for Jenderal Achmad Yani University. The study aims to determine an ideal tracer study design that can facilitate graduate tracking and industry data collection. It involves interviews with universities that have implemented tracer studies. The proposed system would allow real-time online access to graduate data and help evaluate education programs and career development. It is hoped that the centralized tracer study system would benefit graduates, industry, and other stakeholders.
This document summarizes a research study conducted at Politeknik LP3I Bandung examining the influence of organization structure, work environment, and motivation on employee performance. The study used a quantitative approach, surveying 55 employees. The results found that organization structure, work environment, and motivation all positively influence employee performance. An appropriate organization structure and positive work environment are important for improving employee welfare and motivation, which enhances performance and allows the organization to achieve its goals.
The Effect of Employee’s Perceptions on Corporate Social Responsibility Activ...inventionjournals
Banks is one of public sector which take part in relation with the communities by doing operational activities as a concern to their stakeholders. In banking sector, employees have authorities and powers in affecting the company. The aim of this research was analyze the influence of employee’s perceptions on corporate social responsibility activities to the organizational commitment which mediated by organizational trust. Sample in this research were employees on private banks in Malang by using total sampling and SEMPLS analysis. The results showed that employee’s perceptions on corporate social responsibility activities directly influenced organizational commitment. The influence of employee’s perceptions on corporate social responsibility activities to organizational commitment enhanced by organizational trust.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
The Role of Compensation in Improving Work Motivation and Employee Performanc...AJHSSR Journal
ABSTRACT : The purposes of tis study is to investigate the role of compensation in improving work
motivation and employee performance at RSUD Madiun. Qualitative research methods were used to gain an indepth understanding of the impact of compensation on employee work motivation and performance. Data was
collected through in-depth interviews with employees of RSUD Madiun, and content analysis was used to
analyze the data. The results showed that compensation has a significant role in improving work motivation and
employee performance. Compensation that is fair and in line with employee contributions can encourage
intrinsic and extrinsic motivation, which in turn improves employee performance. An in-depth discussion was
conducted to illustrate the relationship between compensation, work motivation, and employee performance.
The conclusion of this study is the importance of good compensation management in creating a work
environment that motivates and supports improved employee performance.
KEYWORDS ::Compensation, Motivation, Performance, Employee
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
The efficacy of retirement plans and flexible scheduling in improving the qua...Alexander Decker
This document summarizes a study that examined the effects of retirement plans and flexible scheduling on service delivery among civil servants in Nandi South, Kenya. A survey of 350 employees found that retirement plans had a significant positive relationship with service delivery, while flexible scheduling was also positively associated with service delivery. Regression analysis confirmed that both retirement plans and flexible scheduling had significant effects on service delivery. The study concluded that implementing retirement plans and policies supporting flexible scheduling can improve service delivery in the public sector.
Service Quality and Postgraduate Student Satisfaction by Nigina Kadirova (Eur...Nigina Kadirova
This document discusses a pilot study that assessed the relationships between dimensions of service quality and postgraduate student satisfaction at a private university in Malaysia. It provides background on concepts of service quality and student satisfaction in higher education. The study used the three-dimensional service quality model of physical quality, interactive quality, and corporate quality proposed by Lehtinen and Lehtinen to examine their relationships with student satisfaction. The results suggested that all three service quality dimensions are moderately to highly related to student satisfaction.
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
This document discusses a study on the effect of management knowledge and leadership style on employee job satisfaction at Madrasah Aliyah Negeri in Riau Islands Province, Indonesia. The study found that management knowledge and leadership style have a positive and significant impact on employee job satisfaction both partially and simultaneously. However, there are also other factors that influence employee job satisfaction beyond these two variables. The study concludes that improving management knowledge and leadership style will enhance employee job satisfaction at the schools.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Effective recruitment and selection procedures an analytical study based on p...Alexander Decker
This document analyzes the effectiveness of recruitment and selection procedures in public sector universities in Pakistan. It discusses how organizational politics and the relationship between line managers and HR personnel can influence fairness in these procedures. The study found that organizational politics and line management have a greater influence on whether recruitment and selection procedures are implemented effectively and fairly. It also found that recruitment and selection processes are interconnected - if recruitment is not effective at generating a large, qualified applicant pool, it is difficult to make the right selection. The document provides context on debates in the literature around ensuring fairness in recruitment and selection and the impact of politics on these processes in public sector organizations.
This document summarizes a research project evaluating the advantages of embedding a careers program within a Sixth Form College in the UK. The researcher aims to understand how the careers service is delivered, its impact on stakeholders, and how it can be integrated into the student experience. Data was collected through questionnaires, interviews with students and staff, and analyzed for themes. The findings suggest that building visibility, communication, flexibility, and relationships helps students engage with career guidance support. Measuring success and addressing future areas for development are also discussed.
The Effect Of Human Resource Management Functions On Quality Of Services (Ca...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 summarizes a research study that examined the influence of service quality on word-of-mouth for participants at private vocational training institutions in East Java, Indonesia. The study analyzed how service quality, institution image, customer relationship management, and participant satisfaction affect word-of-mouth. A survey was conducted of 295 participants across several cities. The results showed that service quality positively influences institution image, customer relationship management, and participant satisfaction, which then positively influence word-of-mouth. Institution image was found to have the largest influence on word-of-mouth. The study provides insights for marketing services in education and training.
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
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 document discusses educational services in India. It outlines the key components of marketing mix for educational institutions, including the traditional 4 Ps of product, price, place and promotion, as well as the additional 3 Ps of people, physical evidence, and process. It describes how each element is applied in the context of educational services, such as how teachers are an important part of the "people" aspect. The document also lists some popular marketing tools used by educational institutions in India.
The document discusses a study examining factors that influence the transfer of knowledge from business schools to business organizations through in-service training students. The study developed a theoretical model using the AMO framework that suggests intrinsic motivation, acquired knowledge, and innovative culture impact knowledge transfer. A two-phase study was conducted with Vietnamese business students, including interviews and surveys, to test the model and hypotheses. Structural equation modeling and fuzzy set qualitative comparative analysis were used to validate measures and analyze the data. The goal was to identify key factors that determine if knowledge is successfully transferred from business schools to companies via students in work-study programs.
This document summarizes a study on designing a web-based tracer study management information system for Jenderal Achmad Yani University. The study aims to determine an ideal tracer study design that can facilitate graduate tracking and industry data collection. It involves interviews with universities that have implemented tracer studies. The proposed system would allow real-time online access to graduate data and help evaluate education programs and career development. It is hoped that the centralized tracer study system would benefit graduates, industry, and other stakeholders.
This document summarizes a research study conducted at Politeknik LP3I Bandung examining the influence of organization structure, work environment, and motivation on employee performance. The study used a quantitative approach, surveying 55 employees. The results found that organization structure, work environment, and motivation all positively influence employee performance. An appropriate organization structure and positive work environment are important for improving employee welfare and motivation, which enhances performance and allows the organization to achieve its goals.
The Effect of Employee’s Perceptions on Corporate Social Responsibility Activ...inventionjournals
Banks is one of public sector which take part in relation with the communities by doing operational activities as a concern to their stakeholders. In banking sector, employees have authorities and powers in affecting the company. The aim of this research was analyze the influence of employee’s perceptions on corporate social responsibility activities to the organizational commitment which mediated by organizational trust. Sample in this research were employees on private banks in Malang by using total sampling and SEMPLS analysis. The results showed that employee’s perceptions on corporate social responsibility activities directly influenced organizational commitment. The influence of employee’s perceptions on corporate social responsibility activities to organizational commitment enhanced by organizational trust.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
The Role of Compensation in Improving Work Motivation and Employee Performanc...AJHSSR Journal
ABSTRACT : The purposes of tis study is to investigate the role of compensation in improving work
motivation and employee performance at RSUD Madiun. Qualitative research methods were used to gain an indepth understanding of the impact of compensation on employee work motivation and performance. Data was
collected through in-depth interviews with employees of RSUD Madiun, and content analysis was used to
analyze the data. The results showed that compensation has a significant role in improving work motivation and
employee performance. Compensation that is fair and in line with employee contributions can encourage
intrinsic and extrinsic motivation, which in turn improves employee performance. An in-depth discussion was
conducted to illustrate the relationship between compensation, work motivation, and employee performance.
The conclusion of this study is the importance of good compensation management in creating a work
environment that motivates and supports improved employee performance.
KEYWORDS ::Compensation, Motivation, Performance, Employee
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
Job Matching Experiences of Cotabato State University (CSU) Public Administra...CCSSenatorAbogadoAj
This document discusses a study examining the job matching experiences of Cotabato State University (CSU) public administration students. It utilized a descriptive survey approach including questionnaires, interviews, and observations. The study aimed to determine the effects of job matching and its experiences on students, and identify the importance of finding a job. It demonstrated that CSU worked hard to make students more competitive, skilled, and successful professionals.
Factors Influencing Employee Retention at Meru University of Science and Tech...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management
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.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
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
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
Human Resource Practices and their Impact on Employee Commitment in the Catho...ijtsrd
This paper examines the impact of Human Resource Practices on Employee Commitment among teachers of the Catholic Education agency in the Diocese of Buea. Among the human resource practices considered were compensation, recognition, training, and working conditions. With a total of 1000 employees, 278 employees participated in the research. Questionnaires were used to collect the data based on convenience sampling. A survey research design was utilized in the research. The findings revealed that there was a positive relationship between the aforementioned practices and employee commitment. Conclusions, recommendations and indications for future research are discussed in the paper. Kengnjoh Michael Mbuwir "Human Resource Practices and their Impact on Employee Commitment in the Catholic Education Agency, Diocese of Buea, SWR Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd57515.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/57515/human-resource-practices-and-their-impact-on-employee-commitment-in-the-catholic-education-agency-diocese-of-buea-swr-cameroon/kengnjoh-michael-mbuwir
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.
This document summarizes a study on employee satisfaction at UAS International. The objectives of the study were to assess employee satisfaction levels, understand employee attitudes toward the organization, identify issues with working conditions, and analyze factors affecting satisfaction. A survey was conducted to gather primary data from employees, while secondary data came from records and reports. The findings showed that most employees were satisfied with compensation and promotions, but dissatisfied with involvement in goals. The conclusion was that high satisfaction generally existed, and the organization should focus on engagement, training, and reputation to retain top talent.
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
Flexible scheduling, retirement plans and service delivery amongAlexander Decker
This study examined the effects of flexible scheduling and retirement plans on service delivery among civil servants in Nandi South, Kenya. A survey of 350 employees found that retirement plans had a significant positive relationship with service delivery. Flexible scheduling was also positively associated with service delivery. Regression analysis confirmed that both retirement plans and flexible scheduling significantly predicted levels of service delivery. The study concluded that flexible scheduling and adequate retirement plans enhance service delivery by civil servants.
A STUDY OF JOB SATISFACTION AMONG NON PHD FACULTY IN UNIVERSITIESKarla Adamson
This document summarizes a study on job satisfaction among non-PhD faculty members in universities in Sindh, Pakistan. It utilized Herzberg's two-factor theory of job satisfaction. 125 non-PhD faculty members participated in a survey with an 83% response rate. The results showed that most respondents were male, below 30 years old, married, and had over 5 years of experience. Correlation analysis found that motivator factors like promotion, advancement, and development were significantly related to job satisfaction. Hygiene factors like relationships, policies, and compensation also impacted satisfaction. Overall, the study found job satisfaction among non-PhD faculty to be very low, and recommended universities focus on motivators and hygiene factors
The purpose of this study is to determine the significance of the effect of service quality,
reference groups and facilities on decision making. The study is conducted by survey, the number of samples in
this study are 125 respondents. The research method used in this study is descriptive analysis method
This study examines the impact of rewards and benefits packages on attracting younger employees, specifically recent graduates from the University of Huddersfield. The researcher aims to understand what incentives are most appealing to students, especially women, and how these can be used to attract them to jobs at banks in the UK. A survey of 255 University of Huddersfield students will explore the relationship between rewards/benefits and the attractiveness of an employer, with the goal of informing the reward policies of banks interested in recruiting these graduates. The researcher hypothesizes that rewards and benefits packages will have a direct, positive impact on attractiveness to young job seekers.
Effects of Human Resource Training Practices on Employees’ Performance in Tan...AI Publications
The study investigates the effects of human resources training practices on employees’ performance at Dar es Salaam Water and Sewerage Authority (DAWASA). Specifically, the study examined if employee’s engagement, motivation and job satisfaction have effects on employee’s performance at DAWASA. The study employed pragmatic philosophy with a mixed research approach and descriptive research design. Data were collected using questionnaire and interview guide. Analysis was done through descriptive and inferential statistics. Findings depicted that HR training practices enhance internal communication, enrich employees with decision making skills, increase employees’ commitment and participation/involvement in various issues increase employees’ capacity in meeting deadlines increase the feelings of ownership and handling of employees with care. Also, human resource training practices have found to motivate employees and increase performance as it boosts of employees, develop employee’s personality, reduce supervision level enhance employee’s pro-activeness, reduce absenteeism, increase ability to defend employer and lastly enhance organization image. Lastly on effects of job satisfaction on employee’s performance, the study conclude that Human Resource training practices enhance job satisfaction as it increases employee’s devotion time, team working, ability to cope with changes, ability to meet work standards, and reduced supervisors’ supervision. The study recommends the management of DAWASA to having enough budget and supportive policies for training issues. Secondly, there is a need of budget allocation by the government or authority to enable DAWASA to be able to acquire experts and trainers who will enable proper implementation of Human Resource training practices at all levels
This document discusses education inequality in Ivory Coast in the context of the COVID-19 pandemic. It identifies types of conventional education inequalities related to school attainment, distribution, completion, and learning outcomes. While efforts have been made to promote equality and equity, inequalities persist. The use of media education during COVID-19 in Ivory Coast revealed gender and regional inequalities. There were both similarities and differences between conventional and media-based education inequalities. Media education helped reduce some inequalities but also created new ones related to access and resources. Addressing issues like school locations, inequity, and rural-urban divides could help promote more equal education opportunities.
This document summarizes a research paper that examines how a lack of local legitimacy has undermined the effectiveness of UN peacekeeping missions in the Horn of Africa region. It finds that host governments and conflicting parties often perceived missions as inappropriate or partisan, reducing cooperation. When local actors see missions as illegitimate, they are less likely to comply or support them. The document analyzes how legitimacy deficits influenced specific missions, like UNOSOM in Somalia in the 1990s, which failed in part due to a lack of consent from powerful Somali warlords. Overall, it concludes that a lack of local legitimacy has made missions unable to resolve conflicts and promote sustainable peace in the region.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Leveraging Generative AI to Drive Nonprofit Innovation
A320109
1. American Research Journal of Humanities Social Science (ARJHSS)R) 2020
ARJHSS Journal www.arjhss.com Page | 2
American Research Journal of Humanities & Social Science (ARJHSS)
E-ISSN: 2378-702X
Volume-03, Issue-02, pp 01-09
February-2020
www.arjhss.com
Research Paper Open Access
The Effect of Reward and Employee Satisfaction on Customer
Satisfaction among Private University Students in Burundi
Emmanuel Kwizera
School of Business Administration, International Leadership University-Burundi
*Corresponding Author: Emmanuel Kwizera
ABSTRACT:- This study set out to investigate the effect of Reward and Employee Satisfaction on Customer
Satisfaction among private University students in Burundi. This study was guided by four specific objectives
such as to: establish the relationship between employee reward and customer satisfaction, determine the
relationship between employee reward, service quality and customer satisfaction, examine the relationship
between employee reward and employee satisfaction, and assess the relationship between employee satisfaction
and service quality among private universities students in Burundi. A cross-sectional survey design was used in
this study with a sample size of 219 selected using stratified random and purposive sampling. The data obtained
was analyzed using correlation, cross tabulation and regression in order to understand how the variables
under
study impact on customer satisfaction.
The findings show a strong positive relationship between employee reward and customer satisfaction (r =
.781**, p<.01), employee reward and employee satisfaction (r = .676**, p<.01), employee reward and service
quality (r = .755**, p<.01), service quality and customer satisfaction(r = .746**, p<.01).There is a positive
relationship between employee satisfaction and service quality(r = .666**, p<.01). The results show a positive
relationship between employee reward, employee satisfaction, and customer satisfaction, with the three
variables having the potential to determine 83.4% of the customer satisfaction. It is paramount important for
managers to reward employees so that they become happy with the work since this will provide effective
customer satisfaction. This study recommends the universities to build up the commitment among employees by
rewards and attain both individual and institutional objectives. Keeping employees satisfied with their careers
should be a major priority for every employer because employee satisfaction is essential to the success of any
business (Branham, 2005).
Keywords:- Reward, Employee satisfaction, Service quality, and Customer satisfaction
I. INTRODUCTION
Reward system is an important instrument to be used in management to motivate employees in a
desired ways. In order words, reward systems should be used to attract people to keep coming to work, and
motivate them to perform to the high levels. Rewards are what employees receive for performing well.
Sometimes these rewards come from the organization in the form of money, recognition and promotions
(Bratton, 2003). Rewards consist also of feelings from having performed well in work. It can be said that
rewards are very powerful motivators of performance (Malhotra and Prowse, 2007). Employee reward covers
how people are rewarded in accordance with their value to an organization. It is about both financial and non-
financial rewards and embraces the strategies, policies, structures and processes used to develop and maintain
reward systems.
The aim of employee reward policies and practices is to help attract, retain and motivate high-quality
people (Goldstein, 2003). Thus, employee satisfaction is a measure of how happy workers are with their job and
working environment. Keeping morale high among workers can be of tremendous benefit to any company, as
happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company (Jessica,
2012). Employee satisfaction is used also to describe whether employees are happy and contented and fulfilling
2. American Research Journal of Humanities Social Science (ARJHSS)R) 2020
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their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee
motivation, employee goal achievement, and positive employee morale in the workplace (Susan, 2007).
II. STATEMENT OF THE PROBLEM
The current global climate in tertiary education places students as primary consumers. As such,
students are becoming more conscious of their consumer rights and of gaps between their expectations of
service delivery and the reality of that service they receive. Globally, Statistics indicate that more than 40% of
all college entrants leave higher education without earning a degree, 75% of these students drop out in the first
two years of college, and institutions can expect that 56% of a typical entering class cohort will not graduate
(Ali and Oscar, 2004). More recent statistics indicate that 26.4 % of the freshmen do not return for the following
fall semester and 46.2 % of the students do not graduate from college (Tinto, 2011). In Africa that service
excellence culture has gradually eroded due mainly to decayed and inadequate infrastructure unstable academic
calendar as a result of incessant strikes by lecturers and students, insufficient funding, lack of an innovative
research and development, weak university-industry linkages, shortages of qualified academic staff, and
outdated teaching methods (Saint et al., 2004).
In private and public university in Burundi, there are challenges in obtaining reading materials, IT
services, brain drain, inadequate human resource policies and insufficient salaries. It was found that 60% of
students were dissatisfied with the quality of teaching, the knowledge and skills of teaching assistants, students’
assistants; and the French proficiency of some lecturers. More than 20% of students expressed dissatisfaction
with library and computer laboratory services (Burundi National Council for Higher Education, 2017). This
study investigated how reward and employee satisfaction affect the quality service to satisfy the customers in
Burundi private universities.
PURPOSE OF THE STUDY
The aim of this paper was to examine the effect of reward and employee satisfaction on customer
satisfaction among private university students in Burundi with a view of promoting customer service, proper
management of complaints, clear understanding of customer.
The study was therefore guided by the following specific objectives:
(i) To examine the relationship between employee reward and customer satisfaction among private
universities students in Burundi?
(ii) To determine the relationship between employee reward and employee satisfaction among private
universities students in Burundi?
(iii) To evaluate the relationship between employee rewards, service quality and customer satisfaction among
private universities students in Burundi?
(iv) To assess the relationship between employee satisfaction and service quality among private universities
students in Burundi?
III. LITERATURE REVIEW
Reward presents all the tangible benefits and provisions an employee obtain as a part of employment
relationship (Milkovich and Newman, 2004); while Malhotra and Prowse (2007) illustrate that “work rewards”
indicate the benefits, workers receive from their workplace and are considered the determinants of job
commitment and satisfaction. Bratton (2003) defines “rewards” as all the cash, non-cash and psychological
payments provided by an organization in return of their contribution. Employees who feel valued tend to work
harder, in part because the hope for additional financial reward in the future, and also because they feel that their
contributions are recognized and important (Mullins, 2005). Financial rewards are also advantageous to
employees because they increase the likelihood of personnel staying with the company, allowing employers to
retain experience and knowledge base, and providing workers with a measure of familiarity and stability
(Lengnick et al., 2009). Therefore, Steven and Howard (2005) state that employees who contribute to meeting
organizational goals or who improve the efficiency, effectiveness, and economy of the organization can be
rewarded.
Awards should be used as a tool to recognize past performance as well as motivate employees to
continue high performance. Michael (2008) stated that employee satisfaction increases significantly when
people perceive balance between their work and personal lives experience. Besides that, exists several programs
have been developed by organizations to improve the satisfaction of the employees (Huang, 2008).
Thus, Service quality means establishing requirements and specifications. Once established, the quality
goal is based primarily on satisfying customers’ needs (SureshChandan et al., 2002). From the customers’
perspective, service quality means how well the goods/services provided by the organization meet or exceed
3. American Research Journal of Humanities Social Science (ARJHSS)R) 2020
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customer expectations (Voss et al., 2004). Goldstein (2003) suggests that when it comes to customers, it is their
perceptions of the quality of service one offers that determines success. The final measure of quality customer
service is simply how the customer perceives it. According to Zeithaml et al. (2013), states that consumer
satisfaction is often influenced by other people. For example, in the university context, the satisfaction of
students is not only influenced by individual perceptions, but is also greatly influenced by the experiences,
behavior, and views of other students. Student satisfaction feedback is regarded as an important information
requirement for the quality assurance process in higher education (Harvey, 2001).
However, customer satisfaction is as an overall evaluation of the performance of an offering to date.
This overall satisfaction has a strong positive effect on customer loyalty intentions across a wide range of
product and service categories (Gustaffsson et al., 2005). The satisfaction judgment is related to all the
experiences made with a certain business concerning its given products, the sales process, and the after-sale
service. Whether the customer is satisfied after purchase also depends on the offer’s performance in relation to
the customer’s expectation. Customers from their expectation from past buying experience, friends ‘and
associates ‘advice, and marketers ‘and competitors’ information and promises (Kotler, 2000). As customer
satisfaction is a combination of a customer’s prepurchase expectation and post purchase evaluation of the
shopping experience (Turban, 2002); a positive experience will result in a satisfied customer. A business
benefits from satisfying its customers through increased revenues due to customer retention and new customers
due to word-of-mouth endorsements. Therefore, organizations need to understand that to what extend their
customers would be satisfy. There are many benefits for a company from a high customer satisfaction level: It
heighten customer loyalty and prevents customers churn, it lowers customers price sensitivity, reduces the cost
of failed marketing and of new customer creation, and reduces operating costs due to customer number
increases.
Employee Reward and Customer Satisfaction
Various scholars found the relationship between employee reward and customer satisfaction. Gerald
and Dorothee (2004) found that rewards are significantly related to professionalism and job satisfaction and to
customer satisfaction. They supported the argument that job satisfaction for professionals is derived in part from
what professional perceives from job. Schaufeli et al. (2002), stresses on the importance of rewards in order to
combat burnout, which is typically experienced by most employees on the job and has a relationship with how
one would serve customers. According to Allen and Helms (2007), an employer may use rewards such as casual
dress day, employee of the month parking or a plaque to recognize work-related actions and this leads to
satisfaction both to an employee and to a customer. However, even if all those scholars found the relationship
between the study variables, they failed to show statistical evidence in their findings.
Employee Reward and Employee Satisfaction
The relationship between employee reward and employee satisfaction is examined by many authors.
According to a study conducted by Ahmad et al. (2010), employees are highly likely to feel ‘rewarded’ and
‘motivated’ when they know that they are able to get fair pay with regards to the amount of work that they do. A
study conducted by Hinkin and Shriesheim (2004) concluded that there exists a positive relationship between
the rewards provided by the management of a company, and the job satisfaction felt by the workers, and the
effectiveness of the work produced. Removing rewards that are ‘specific to particular organizational
performance’ may give way towards a reduction in the effectiveness of the employee with regards to his/her
work, job dissatisfaction and ‘a lack of role clarity. Adding rewards into the company culture adds an extra
bonus to the employees above and beyond their regular salary and benefits. They will feel more appreciated and
thus will be more engaged in the interests of the organization.
Service Quality and Customer Satisfaction
Many researchers have studied the relationship between service quality and customer satisfaction. Prior
studies have considered service quality as an antecedent of customer satisfaction. Empirical findings showed
that service quality is related to customer satisfaction (Babakus et al., 2004). Customers who are satisfied with
the perceived service quality will have a favorable emotional response, i.e., customer satisfaction. However,
scholars did not highlight on the measurements of service quality and customer satisfaction. The authors brought
findings from banking sector which may be different with education sector.
Employee Satisfaction and Service Quality
The relationship between an employee satisfaction and service quality is now examined. Failure to
provide employees with opportunities to grow within the company results in employee frustration (Clutterbuck,
2007). It is important that employers care about the happiness of their employees. Recent statistics show that
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throughout their careers, American workers hold an average of eight jobs (Rudman, 2003). The rate of turnover
because employees are unhappy is alarming. The results of an employee satisfaction survey revealed that
seventy five percent of employees who had considered leaving their jobs did so due to lack of employee growth
and recognition programs (Cochran, 2006). Obviously when employees are happy, it is easier to meet the
organizational goals such as better service, fewer accidents, improved attendance and a decrease in the number
of grievances field (Silva, 2006). Then, Yoon and Suh (2003) showed that satisfied employees are more likely to
work harder and provide better services via organizational citizenship behaviors. Employees who are satisfied
with their jobs tend to be more involved in their employing organizations, and more dedicated to delivering
services with a high level of quality. Previous research has also suggested that loyal employees are more eager
to and more capable of delivering a higher level of service quality (Silvestro and Cross, 2000).
On the basis of literature above, there is enough literature on the relationship between reward,
satisfaction, and service quality on customer satisfaction. However, most of those studies done have been in
various sector and the researcher did not come across one study done on employee reward, employee
satisfaction, and service quality on customer satisfaction in Burundian private universities. There is a need to
conduct such studies within Burundian context, to assess the level of effect of employee reward, employee
satisfaction, and service quality on customer satisfaction in Burundian private universities. Also, there is no
statistical evidence among the relationship between the study variables. So, this study will contribute to previous
literature. This study seeks to look what can be done to improve employee reward to boost the satisfaction of
employees, service quality and cement customer satisfaction.
IV. METHODOLOGY
This study used cross sectional and descriptive as research design. The study targeted mainly staff of
Light university of Bujumbura, Hope African University and students of both universities. The total population
of 267 people was used. In this study, stratified random sampling technique was used to select students and
purposive sampling technique was used to select administrators, academic staff, and support staff. The sample
size was calculated using Slovin’s formula (1960) whereby the total population of 267 gave the sample size of
219 following a confidence level of 95%. Data was collected from both primary and secondary sources. The
primary data was collected from the respondents using a self-administered questionnaire designed for both
students and employees.
The secondary data was obtained from the available literature review, text books, journals, reports,
newspapers and research magazines. The validity of the research instrument was explored using the Content
Validity Index (CVI) while the reliability of the research instrument was explored using the Cronbach Alpha
Coefficient. Results showed that the research instrument was both valid and reliable as indicated by the
Cronbach Alpha values and the Content Validity Indices which were above 0.700 for all cases. Data collected
from the field was coded and analyzed using SPSS (Statistical Package for Social Science) version (20.0). The
data was then presented using cross tabulation to describe sample characteristics, and Pearson correlation was
used to establish the relationship between the study variables while regression analysis was used to establish the
combined effect on the study variables.
V. RESULTS AND DISCUSSION
This part presents the respondents’ views on whether reward, employee satisfaction, and service quality
affect on customer satisfaction among private university students in Burundi. Table below shows a sum up of
participants’ responses.
Relationships between the variables
Relationships between the study variables were explored using the Pearson (r) correlations and these
were presented so as to address the study objectives.
Table 1: Correlation between the study Variables
Employee
Rewards
Employee
Satisfaction
Service
Quality
Customer
Satisfaction
Employee Rewards 1.000
Employee Satisfaction .676** 1.000
Service Quality .755** .666** 1.000
Customer Satisfaction .781** .876** .746** 1.000
** Correlation is significant at the 0.01 level (2-tailed).
Source: Primary data computed
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Employee Reward and Customer Satisfaction
The results showed that employee rewards were positively related to the customer satisfaction in the
study (r = .781**, p<.01). Rewards are significantly related to professionalism and job satisfaction and to
customer satisfaction (Gerald and Dorothee, 2004). An employer may use rewards such as casual dress day,
employee of the month parking or a plaque to recognize work-related actions and this leads to satisfaction both
to an employee and to a customer (Allen and Helms, 2007). The result is in agreement also with Schaufeli et al.,
2002).
Employee Reward and Employee Satisfaction
The results indicated a positive relationship between the employee reward and employee satisfaction (r
= .676**, p<.01). The results showed that there exists a positive relationship between the rewards provided by
the management of a company, and the job satisfaction felt by the workers, and the effectiveness of the work
produced. Removing rewards that are ‘specific to particular organizational performance’ may give way towards
a reduction in the effectiveness of the employee with regards to his/her work, job dissatisfaction and ‘a lack of
role clarity (Hinkin and Schriesheim, 2004). The result of this study is also in the agreement with (Ahmed et al.,
2010).
Employee Reward, Service Quality and Customer Satisfaction
The results indicated a positive relationship between Employee Reward and Service quality(r = .755**,
p<.01). Additionally, a positive relationship exists between Service quality and Customer satisfaction(r =
.746**, p<.01).This indicates that if employees are well rewarded they will become happy and it is easier to
meet the organizational goals such as better service, fewer accidents, improved attendance and a decrease in the
number of grievances field (Cochran, 2006).To have a through satisfaction firstly the good working condition is
needed to bring satisfied employees which leads to loyal employees and by preparing all this, good production
would be followed which influenced on customer satisfaction and make them loyal and as mentioned before
high profit is about customer retention (Zairi, 2000).
Employee Satisfaction and Service Quality
The results showed a positive relationship between Employee Satisfaction and Service Quality (r =
.666**, p<.01). This indicates that if employees are satisfied, they are more likely to work harder and provide
better services via organizational citizenship behaviors (Yoon and Suh, 2003). Employees who are satisfied with
their jobs tend to be more involved in their employing organizations, and more dedicated to delivering services
with a high level of quality (Silvestro and Cross, 2000).
Regression Analysis
The regression model was conducted so as to deduce the degree to which the Employee Rewards,
Employee Satisfaction and Service Quality can predict Customer Satisfaction.
Table2: Regression analysis
Model Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
B Std. Error Beta
(Constant) .396 .171 2.314 .024
Employee Rewards .164 .053 .266 3.103 .003
Employee Satisfaction .691 .087 .599 7.939 .000
Service Quality .108 .063 .145 1.711 .092
Dependent Variable: Customer Satisfaction
R .918
R Square .842
Adjusted R Square .834
F Statistic 101.182
Sig. .000
Source: Primary data computed
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The regression model as indicated in the table 2 above shows that the Employee Rewards, Employee
Satisfaction and Service Quality can predict 83.4% of the increment or decrease in the Customer Satisfaction
(Adjusted R Square=.834). The regression model was as well significant (sig. <.01). Satisfaction of customer
will be the results of efforts towards employee reward, employee satisfaction and service quality.
Factor Analysis Results
Factor Analysis for Employee Rewards
Results indicated that Employee Benefits, Payments and Reward System were the main attributes of
the employee rewards and all together, these attributes explain 96.891% of the variable. Under employee
benefits, the university provides transportation allowances for those who live in far areas at 79.7%, followed by
the university provides bonuses for workers according to their post and consistent with their level of
performance at 78.5%, and the university provides financial incentives to employees when they work
professionally at 77.5%. Under payments, the university provides overtime payments to employees after
working hours at 82.2%, followed by all the university staff are paid and rewarded according to their experience
and performance at 79.7%. Under reward system, the university pays its workers well at 84.6%.
Factor Analysis for Employee Satisfaction
Results indicated that the work environment, job motivation and empowerment were the main
attributes of the employee satisfaction and all together, these attributes explain 94.194% of the variable. Under
work environment, health insurance granted by the university covered all members of the employees ‘family at
84.6%, followed by how would you rate the overall performance of the above mentioned features of
responsiveness of your university at 83.1%, and the university provides appropriate offices and well-furnished
ones for employees at 82.9%. Under job motivation, I feel I have job security in this university at 75.7%,
followed by I am satisfied with the physical condition of work at 74%, and in this university overtime work is
rewarded adequately at 73.8%. Under empowerment, I am satisfied with the security of my job and freedom to
choose my method of working at 85.4%.
Factor Analysis for Service Quality
Results indicated that the institutional loyalty and reliability were the main attributes of service quality
and all together, these attributes explain 93.649% of the variable. Under institutional loyalty, I have a clear
understanding of the quality of work that the university seeks to deliver at 80.9%, followed by there is a strong
commitment to delivering services to the customers’ expectations at 77.1%, and our work and activities are
mindful of the university image at 76.8%. Under reliability, the work I do relates to my educational background
at 82.5%, followed by when the university promises to do something by a certain time, it does so at 81.2%.
Factor Analysis for Customer Satisfaction
Results indicated that customer service, institutional flexibility and complaints management were the
main components of the customer satisfaction and all together, these attributes explain 94.461% of the variable.
Under customer service, students are supervised well in their research and in field at 85.5%, followed by the
university staff should give us prompt service at 84.8%, and the teachers are available when I have questions at
84.3%, and university web page contain correct and useful information about the services and resources at
83.3%. Under institutional flexibility, I am able to choose the courses I am interested in at 88.3%, followed by
students are given timetables for exams in time and exams are given in time at 84.7%, and the courses of my
program are interesting and stimulating at 80%. Under complaints management, complaints made by customers
should be immediately inquired the university at 61.9%.
VI. CONCLUSION
From the findings of this study, it is widely acknowledged that employees with positive attitudes
towards their leaders and working environment can contribute to significant organizational outcomes; which can
include customer satisfaction, loyalty, and increased profits. Customer satisfaction is critical in the service
industries. Rewards and recognition are often used to encourage good service behavior from employees
(Guillermo, 2009). Employee satisfaction described whether employees are happy and contented and fulfilling
their desires and needs at work. Treating employees with respect, providing regular employee recognition,
empowering employees, offering above industry-average benefits and compensation, providing employee perks
and company activities, and positive management within a success framework of goals, measurements , and
expectations contribute to employee satisfaction (Steven and Son, 2008).
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RECOMMENDATION
From the above conclusion derived from research findings, the following recommendations are put forward:
(i) The Universities should reward employees, ensure fair payment, promotion, employee benefits and
recognition as this will increase organization performance;
(ii) There should be a strong commitment to delivering services to the customers’ expectations and a clear
understanding of the quality of work that it seeks to deliver;
(iii) The university should also do what it promises to the students and employees and strive to reward their
employees, just to get them satisfied so that they can provide good service to the customers and at the end
will contribute to the customer satisfaction;
AUTHORS DECLARATION
We declare that this study is an original research by our research team and we agree to publish it in the journal.
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*Corresponding Author: Emmanuel Kwizera
School of Business Administration, International Leadership University-Burundi