EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ectijjournal
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the management should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ECTIJ
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study
were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the anagement
should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
This document summarizes a study that evaluated the impact of occupational stress on the performance of female nurses at the National Institute of Cardiovascular Diseases (NICVD) in Karachi, Pakistan. The study found that long work hours, lack of support from management, and lack of choice were highly significant in affecting nurse performance. The study collected data from 287 female nurses at NICVD and analyzed it to determine the relationship between occupational stress factors and employee performance. However, the study was limited to NICVD in Karachi.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ectijjournal
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the management should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...ECTIJ
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study
were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the anagement
should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
This document summarizes a study that evaluated the impact of occupational stress on the performance of female nurses at the National Institute of Cardiovascular Diseases (NICVD) in Karachi, Pakistan. The study found that long work hours, lack of support from management, and lack of choice were highly significant in affecting nurse performance. The study collected data from 287 female nurses at NICVD and analyzed it to determine the relationship between occupational stress factors and employee performance. However, the study was limited to NICVD in Karachi.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
This study examines the impact of Total Quality Management (TQM) practices on employee performance in higher education institutions in Pakistan. A survey was administered to 240 employees across public and private universities. The study found that TQM practices positively influence employee performance indirectly through job satisfaction and affective commitment. Both job satisfaction and affective commitment were found to partially mediate the relationship between TQM practices and employee performance. The findings suggest that implementing TQM can improve employee attitudes and performance in universities.
This study examined the moderating effect of employees' growth need strength on the relationship between job characteristics and job satisfaction among bank employees in Sri Lanka. Survey data was collected from 62 bank staff measuring their perceptions of job characteristics, growth need strength, and job satisfaction. Hypotheses were tested using correlation and regression analysis. While job characteristics were positively related to job satisfaction, employees' growth need strength did not significantly influence this relationship. However, growth need strength was found to positively predict job satisfaction levels. The study provides insights into how growth motivation impacts satisfaction among bank employees in Sri Lanka.
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
Week 3 ResourcesEmployees motivation and valued rewards.pdf.docxcockekeshia
The document summarizes an article about relating employees' motivation and quality of work life to Victor Vroom's Expectancy Theory. It discusses how employees' efforts driven by goals can lead to effective performance and positive rewards, thereby increasing quality of work life. The document applies the Expectancy Theory model to an educational institution in Oman, identifying factors like work environment, policies, relationships and rewards that motivate performance and improve work life quality.
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.
AN ANALYSIS ON THE IMPACT OF WORK RELATED FACTORS ON THE LEVEL OF OCCUPATIONA...IAEME Publication
This document analyzes the impact of work-related factors on occupational stress levels among employees at public banks in Coimbatore District, India. It finds that employees experience high stress due to increased work pressures from factors like workload, work environment, employment conditions, and social relations. A survey of 200 employees at public banks finds high perceived stress levels, with stress predicted by work environment, safety, security, and role ambiguity/conflict. Female employees consistently reported higher disagreement than males on factors affecting their work environment like workload and decision-making autonomy. The study aims to understand how socioeconomic backgrounds relate to employees' views of their work environment and stress levels.
Stress at the Workplace: Managing Job & Work Stress (MBA Project)Kajal Jain
This document summarizes a study on stress at the workplace conducted among executives in the finance and insurance industry in India. The objectives were to identify personal, organizational and work-related factors causing stress; assess their impact on productivity; and evaluate stress management techniques. A survey was administered to 30 executives from 6 companies. Results indicated that demographic, organizational justice, workload, emotional intelligence, and work-life balance were key factors influencing stress levels. Suggested techniques for managing stress included yoga, meditation, family activities and flexible work arrangements.
A Study on the Impact of Occupational Stress on Job Satisfaction of the Emplo...ijtsrd
This document discusses a study on the impact of occupational stress on job satisfaction of employees at New Kabul Bank in Afghanistan. It begins with defining occupational stress and job satisfaction. It then discusses the various causes of occupational stress like poor work organization, excessive demands, lack of support and control. It also outlines some effects of occupational stress like mental, physical and behavioral issues. The document then discusses theories of occupational stress and factors influencing job satisfaction. The purpose of the study is to examine stress and satisfaction levels among employees and provide suggestions to improve organizational performance.
This document summarizes a research study that analyzed the effects of transformational leadership and job stress on job satisfaction and employee turnover intention at Puri Raharja General Hospital in Denpasar, Bali, Indonesia. The study found that: (1) transformational leadership negatively impacted turnover intention while job stress positively impacted it; (2) both transformational leadership and job stress impacted job satisfaction in opposing directions; and (3) job satisfaction partially mediated the relationships between the independent variables and turnover intention. The results suggest that hospitals can reduce turnover intention by implementing transformational leadership to increase job satisfaction and decreasing job stress.
This document discusses a research study on the determinants of occupational stress among employees in the banking industry. The study aims to identify the factors that cause occupational stress in the workplace. It discusses that occupational stress can negatively impact employees' health and organizational performance through increased absenteeism, labor turnover, and work-related accidents and illnesses. The study reviews literature on the dependent variable of occupational stress and five independent variables that may influence it - role ambiguity, role conflict, work overload, work-family conflicts, and organizational climate/culture. A research framework and hypotheses are developed. The study will utilize questionnaires to collect data and statistical analysis methods like factor analysis, reliability analysis, correlation analysis and regression analysis to determine the relationship between the variables.
This document summarizes a research article about linking work-life balance to employee performance through job engagement, job satisfaction, and organizational commitment among nurses from Generation X. The document begins with definitions of employee performance, work-life balance, job engagement, job satisfaction, and organizational commitment. It then proposes relationships and hypotheses between work-life balance and these other variables, which are expected to positively impact employee performance. Specifically, it hypothesizes that work-life balance will positively impact job engagement, organizational commitment, job satisfaction, and ultimately employee performance. The goal of the research is to contribute to understanding how to improve performance among Generation X nurses through enhancing work-life balance.
The Influence of Company Culture, Transformational Leadership, Stress at Work...inventionjournals
This research uses aquantitative approach, whichexamines the effectof corporate culturevariables, transformational leadership, job stressassociated withjob satisfaction, OCBandperformance of employees, bank employeesSulselbarMain BranchMakassar, South Sulawesi Province. This type of researchseen fromthe nature ofthe relationship between variablesincluding researchexsplanasi(Explanatory) with a population of400 peopleand asample of 200people.Retrieving data usingquestionnaireswereanalyzed byStructural Equation Modellingequation modeling(SEM) andAMOS20.0. The results showed that (1) the corporate culture significantly influence employee job satisfaction and OCB Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 1 (H1) and Hypothesis 2 (H2) can be accepted as true, while the corporate culture on employee performance effect is not significant, so hypothesis 3 (H3) is not proven true. Transformational leadership significantly influence employee OCB Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 5 (H5), can be accepted as true, whereas transformational leadership not significant effect on job satisfaction and employee performance, so that Hypothesis 4 (H4) and hypothesis 6 (H6) not truth. The work stress have a significant effect on job satisfaction and employee performance OCB Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 7 (H7) and Hypothesis 8 (H8) can be accepted as true, while work stress on employee performance Sulselbar Bank Main Branch Makassar, South Sulawesi Province effect is not significant, so hypothesis 9 (H9) was not proven true. Job satisfaction not significant effect on OCB and employee performance Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 10 (H10) and Hypothesis 11 (H11) not truth.OCB not significant effect on employee performance Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 12 (H12) not truth.
A STUDY ON ROLE OF OCCCUPATIONAL STRESS ON EMPLOYEES PRODUCTIVITY-2Indhu Mathi Ganesan
This study examines the impact of occupational stress on employee productivity at Pothys boutique in Chennai, India. It utilized surveys to collect data from 80 employees on stress factors like work hours, career opportunities, and facilities, as well as productivity metrics like performance and turnover. The results showed various stressors negatively affected productivity. Specifically, employees reported dissatisfaction with lack of care from the organization, reflecting stress that lowered productivity. The study aims to help identify key stressors and their relationship to productivity in order to suggest ways for the organization to reduce stress and increase employee output.
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
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
The Effect of Reward System, Job Motivation, and Job Satisfaction on Employee...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of the reward system, work motivation and job
satisfaction on employee retention at Omsa Medic Jimbaran. The location of this research is Omsa Medic
Jimbaran. The population uses Omsa Medic Jimbaran employees and the sample used is 87 respondents. The
data collection method used a questionnaire. The data analysis technique used is the validity test, reliability,
classical assumptions, multiple linear regression, F test and t test and the coefficient of determination. Based on
the research results, it can be seen that the reward system has a significant positive effect on employee retention,
work motivation has a significant positive effect on employee retention, job satisfaction has a significant
positive effect on employee retention. The suggestion in this study is that Omsa Medic Jimbaran is expected to
provide appropriate rewards for improving employee performance, providing motivation to employees,
providing fostering good relations between employees and always being fair to all employees or not
discriminating.
KEYWORDS: reward system, job motivation, job satisfaction, employee retention
This document summarizes a study that assessed the relationship between employee productivity, capacity building, and performance in cooperative banks in Nagpur, India. The study used questionnaires distributed to human resource managers, bank managers, and supervisors across all cooperative banks in the district. Statistical analysis found a positive relationship between capacity building activities like training, employee productivity, customer satisfaction, and bank performance. Specifically, improvements in employee skills, motivation, and satisfaction through capacity building initiatives led to increased customer satisfaction and loyalty, which in turn improved financial performance metrics for the banks. The study provides evidence that investing in employees through training and development has tangible benefits for organizational success.
Causes and Identification of Employees’ Politics and its Impact on Performanc...Avinash Advani
This is International Publication which is presented on causes and identification of employees’ politics and its impact on performance of Banking Industry in Pakistan. Here researcher emphasizes on language and caste, experience and position, cultural animosity, religious lobbies, gender discrimination and referral employment. As employees’ politics plays an essential role for an organization and it exists in almost every organization so its impact on the whole workforce can be identified in this research particularly in the UBL, Askari Bank Limited, ABL and generally in Pakistan banking industry. Authoritative power is a major factor that cannot be rejected in any organization and it is key force of any industry. This research is based on the quantitative research. The primary data has been gathered through survey method. Descriptive statistics is used and seven hypotheses are tested. Sample is gathered through simple random sampling method out of target population of 160. The findings entails that there should be focused on Standardize Human Resource Management (right person should be posted to the job, bracing courses, conducting orientation on emerging banking and problem solving). Further administration should conduct the meetings with employees and resolve their problems and also there should be transparency and merit system observed in all matters.
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
Employee Retention - Prespective of Employeesdeshwal852
Employee retention is a process in which the employees are encouraged to remain with the organization for life time or maximum period of time. It is a strategic tool for the success of the firm. Employee retention is a technique adopted by businesses to maintain an effective workforce and at the same time meet operational requirements. Employees are the greatest asset for an organization. Therefore, every
organization must treat their employees as ends and not means to ends because they add value to the organization. The objective of the study was to measure the perception of employees for employee retention. For this purpose the investigator selected 70 employees working in government and private sector from Delhi region. Employee retention scale given by Walker (2001) was used. The collected data
were processed by applying‘t’ test. The result of the study reveals that there was no significant difference among male and female employees for employee retention also there was no significant difference between the perception of government and private sector employees.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This study examines the impact of Total Quality Management (TQM) practices on employee performance in higher education institutions in Pakistan. A survey was administered to 240 employees across public and private universities. The study found that TQM practices positively influence employee performance indirectly through job satisfaction and affective commitment. Both job satisfaction and affective commitment were found to partially mediate the relationship between TQM practices and employee performance. The findings suggest that implementing TQM can improve employee attitudes and performance in universities.
This study examined the moderating effect of employees' growth need strength on the relationship between job characteristics and job satisfaction among bank employees in Sri Lanka. Survey data was collected from 62 bank staff measuring their perceptions of job characteristics, growth need strength, and job satisfaction. Hypotheses were tested using correlation and regression analysis. While job characteristics were positively related to job satisfaction, employees' growth need strength did not significantly influence this relationship. However, growth need strength was found to positively predict job satisfaction levels. The study provides insights into how growth motivation impacts satisfaction among bank employees in Sri Lanka.
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
Week 3 ResourcesEmployees motivation and valued rewards.pdf.docxcockekeshia
The document summarizes an article about relating employees' motivation and quality of work life to Victor Vroom's Expectancy Theory. It discusses how employees' efforts driven by goals can lead to effective performance and positive rewards, thereby increasing quality of work life. The document applies the Expectancy Theory model to an educational institution in Oman, identifying factors like work environment, policies, relationships and rewards that motivate performance and improve work life quality.
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.
AN ANALYSIS ON THE IMPACT OF WORK RELATED FACTORS ON THE LEVEL OF OCCUPATIONA...IAEME Publication
This document analyzes the impact of work-related factors on occupational stress levels among employees at public banks in Coimbatore District, India. It finds that employees experience high stress due to increased work pressures from factors like workload, work environment, employment conditions, and social relations. A survey of 200 employees at public banks finds high perceived stress levels, with stress predicted by work environment, safety, security, and role ambiguity/conflict. Female employees consistently reported higher disagreement than males on factors affecting their work environment like workload and decision-making autonomy. The study aims to understand how socioeconomic backgrounds relate to employees' views of their work environment and stress levels.
Stress at the Workplace: Managing Job & Work Stress (MBA Project)Kajal Jain
This document summarizes a study on stress at the workplace conducted among executives in the finance and insurance industry in India. The objectives were to identify personal, organizational and work-related factors causing stress; assess their impact on productivity; and evaluate stress management techniques. A survey was administered to 30 executives from 6 companies. Results indicated that demographic, organizational justice, workload, emotional intelligence, and work-life balance were key factors influencing stress levels. Suggested techniques for managing stress included yoga, meditation, family activities and flexible work arrangements.
A Study on the Impact of Occupational Stress on Job Satisfaction of the Emplo...ijtsrd
This document discusses a study on the impact of occupational stress on job satisfaction of employees at New Kabul Bank in Afghanistan. It begins with defining occupational stress and job satisfaction. It then discusses the various causes of occupational stress like poor work organization, excessive demands, lack of support and control. It also outlines some effects of occupational stress like mental, physical and behavioral issues. The document then discusses theories of occupational stress and factors influencing job satisfaction. The purpose of the study is to examine stress and satisfaction levels among employees and provide suggestions to improve organizational performance.
This document summarizes a research study that analyzed the effects of transformational leadership and job stress on job satisfaction and employee turnover intention at Puri Raharja General Hospital in Denpasar, Bali, Indonesia. The study found that: (1) transformational leadership negatively impacted turnover intention while job stress positively impacted it; (2) both transformational leadership and job stress impacted job satisfaction in opposing directions; and (3) job satisfaction partially mediated the relationships between the independent variables and turnover intention. The results suggest that hospitals can reduce turnover intention by implementing transformational leadership to increase job satisfaction and decreasing job stress.
This document discusses a research study on the determinants of occupational stress among employees in the banking industry. The study aims to identify the factors that cause occupational stress in the workplace. It discusses that occupational stress can negatively impact employees' health and organizational performance through increased absenteeism, labor turnover, and work-related accidents and illnesses. The study reviews literature on the dependent variable of occupational stress and five independent variables that may influence it - role ambiguity, role conflict, work overload, work-family conflicts, and organizational climate/culture. A research framework and hypotheses are developed. The study will utilize questionnaires to collect data and statistical analysis methods like factor analysis, reliability analysis, correlation analysis and regression analysis to determine the relationship between the variables.
This document summarizes a research article about linking work-life balance to employee performance through job engagement, job satisfaction, and organizational commitment among nurses from Generation X. The document begins with definitions of employee performance, work-life balance, job engagement, job satisfaction, and organizational commitment. It then proposes relationships and hypotheses between work-life balance and these other variables, which are expected to positively impact employee performance. Specifically, it hypothesizes that work-life balance will positively impact job engagement, organizational commitment, job satisfaction, and ultimately employee performance. The goal of the research is to contribute to understanding how to improve performance among Generation X nurses through enhancing work-life balance.
The Influence of Company Culture, Transformational Leadership, Stress at Work...inventionjournals
This research uses aquantitative approach, whichexamines the effectof corporate culturevariables, transformational leadership, job stressassociated withjob satisfaction, OCBandperformance of employees, bank employeesSulselbarMain BranchMakassar, South Sulawesi Province. This type of researchseen fromthe nature ofthe relationship between variablesincluding researchexsplanasi(Explanatory) with a population of400 peopleand asample of 200people.Retrieving data usingquestionnaireswereanalyzed byStructural Equation Modellingequation modeling(SEM) andAMOS20.0. The results showed that (1) the corporate culture significantly influence employee job satisfaction and OCB Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 1 (H1) and Hypothesis 2 (H2) can be accepted as true, while the corporate culture on employee performance effect is not significant, so hypothesis 3 (H3) is not proven true. Transformational leadership significantly influence employee OCB Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 5 (H5), can be accepted as true, whereas transformational leadership not significant effect on job satisfaction and employee performance, so that Hypothesis 4 (H4) and hypothesis 6 (H6) not truth. The work stress have a significant effect on job satisfaction and employee performance OCB Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 7 (H7) and Hypothesis 8 (H8) can be accepted as true, while work stress on employee performance Sulselbar Bank Main Branch Makassar, South Sulawesi Province effect is not significant, so hypothesis 9 (H9) was not proven true. Job satisfaction not significant effect on OCB and employee performance Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 10 (H10) and Hypothesis 11 (H11) not truth.OCB not significant effect on employee performance Sulselbar Bank Main Branch Makassar, South Sulawesi Province, thus Hypothesis 12 (H12) not truth.
A STUDY ON ROLE OF OCCCUPATIONAL STRESS ON EMPLOYEES PRODUCTIVITY-2Indhu Mathi Ganesan
This study examines the impact of occupational stress on employee productivity at Pothys boutique in Chennai, India. It utilized surveys to collect data from 80 employees on stress factors like work hours, career opportunities, and facilities, as well as productivity metrics like performance and turnover. The results showed various stressors negatively affected productivity. Specifically, employees reported dissatisfaction with lack of care from the organization, reflecting stress that lowered productivity. The study aims to help identify key stressors and their relationship to productivity in order to suggest ways for the organization to reduce stress and increase employee output.
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
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
The Effect of Reward System, Job Motivation, and Job Satisfaction on Employee...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of the reward system, work motivation and job
satisfaction on employee retention at Omsa Medic Jimbaran. The location of this research is Omsa Medic
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data collection method used a questionnaire. The data analysis technique used is the validity test, reliability,
classical assumptions, multiple linear regression, F test and t test and the coefficient of determination. Based on
the research results, it can be seen that the reward system has a significant positive effect on employee retention,
work motivation has a significant positive effect on employee retention, job satisfaction has a significant
positive effect on employee retention. The suggestion in this study is that Omsa Medic Jimbaran is expected to
provide appropriate rewards for improving employee performance, providing motivation to employees,
providing fostering good relations between employees and always being fair to all employees or not
discriminating.
KEYWORDS: reward system, job motivation, job satisfaction, employee retention
This document summarizes a study that assessed the relationship between employee productivity, capacity building, and performance in cooperative banks in Nagpur, India. The study used questionnaires distributed to human resource managers, bank managers, and supervisors across all cooperative banks in the district. Statistical analysis found a positive relationship between capacity building activities like training, employee productivity, customer satisfaction, and bank performance. Specifically, improvements in employee skills, motivation, and satisfaction through capacity building initiatives led to increased customer satisfaction and loyalty, which in turn improved financial performance metrics for the banks. The study provides evidence that investing in employees through training and development has tangible benefits for organizational success.
Causes and Identification of Employees’ Politics and its Impact on Performanc...Avinash Advani
This is International Publication which is presented on causes and identification of employees’ politics and its impact on performance of Banking Industry in Pakistan. Here researcher emphasizes on language and caste, experience and position, cultural animosity, religious lobbies, gender discrimination and referral employment. As employees’ politics plays an essential role for an organization and it exists in almost every organization so its impact on the whole workforce can be identified in this research particularly in the UBL, Askari Bank Limited, ABL and generally in Pakistan banking industry. Authoritative power is a major factor that cannot be rejected in any organization and it is key force of any industry. This research is based on the quantitative research. The primary data has been gathered through survey method. Descriptive statistics is used and seven hypotheses are tested. Sample is gathered through simple random sampling method out of target population of 160. The findings entails that there should be focused on Standardize Human Resource Management (right person should be posted to the job, bracing courses, conducting orientation on emerging banking and problem solving). Further administration should conduct the meetings with employees and resolve their problems and also there should be transparency and merit system observed in all matters.
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
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Employee Retention - Prespective of Employeesdeshwal852
Employee retention is a process in which the employees are encouraged to remain with the organization for life time or maximum period of time. It is a strategic tool for the success of the firm. Employee retention is a technique adopted by businesses to maintain an effective workforce and at the same time meet operational requirements. Employees are the greatest asset for an organization. Therefore, every
organization must treat their employees as ends and not means to ends because they add value to the organization. The objective of the study was to measure the perception of employees for employee retention. For this purpose the investigator selected 70 employees working in government and private sector from Delhi region. Employee retention scale given by Walker (2001) was used. The collected data
were processed by applying‘t’ test. The result of the study reveals that there was no significant difference among male and female employees for employee retention also there was no significant difference between the perception of government and private sector employees.
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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For more information about PECB:
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ConferenceSlideshahahHhHhHjHHHhJjjj.pptx
1. 6th IBT Conference On “Creative and
Innovative Excellence in Business
Management in Pakistan”
On
Friday the 6th day of February, 2015
Friday, Feburary 06, 2015 1
2. Stress and Job Satisfaction:A
Causal Study of Female
Bankers
Muhammad Ashraf
Nawaz Ahmad
Indus University, Karachi
Friday, Feburary 06, 2015 2
3. Introduction
The rapid economic growth and
increasing pace of science and
technology has necessitated the
modern organizations to formulate
the innovative management
strategies to cope up the novel
challenges of human capital in
working environment
Friday, Feburary 06, 2015 3
4. Friday, Feburary 06, 2015 4
The organizations like banks normally
exhibit zero tolerance to struggling
performance due to its very nature. This
nothingness of space to heave the sigh of
relief causes the stress among the
workers. Eventually this paranoia is
translated into counter work behavior and
turnover intention; hence the level of
dissatisfaction with occurs.
5. Friday, Feburary 06, 2015 5
The etiology of anxiety and stress differ from
case to case and condition to condition, thus it
would be fatal exercise to argue that working
environment and nature of job does not
influence in terms of etiological role (Steyna &
Vawdab, 2014). General agreed upon perception
prevails that owing to work related stress
various signs and symptoms can be witnessed.
For example stress carries the elements like
unreasonable workload and interpersonal
divergence with peers and managers (Berger,
Sedivy, Cisler, & Dilley, 2008).
6. Friday, Feburary 06, 2015 6
The association between stress and satisfaction remain focal point of
discussion among academic scholars, for example Mahfood, Pollock, and
Longmire (2013) found that stress substantially influence the level of job
satisfaction among employees. The employees in public dealing
organizational are vulnerable to dual identifiable stressors one is from
customer related and other is organizational related. Kim, RO, and
Hutchinson (2014) have documented that customer aggressiveness can
cause to diminish employee level of satisfaction with job. In service based
organizations customer dominance is all encompassing norm, hence it is
believed that “Customer is always right” (Yagil, 2008) or in the words of
Reynolds and Harris (2006)“customer is king”. This preference ushers the
priority complex among customers and causes the organization to value
the even incivility of customers and eventually stress emerges among
employees.
7. Friday, Feburary 06, 2015 7
Due to very much sensitivity of being women,
female workers are more vulnerable to stress and
exhibition of stress. Levoskaa and Kiukaanniemib
(1994) investigate the psychological stress due to
external factors and job satisfaction among female
worker and found that stress due to external factors
causes the deviation in level of job satisfaction. The
objective this study is to comprehend the influence of
stress among female bankers evidences from Karachi
based banks.
8. Friday, Feburary 06, 2015 8
1.Problem statement
Feelings are integral part of human instinct. Feelings bring joys, sorrows, the
extremes of feelings turn into anxiety and stress. Stress related feelings are outcome of
work related issues in the working environment. Positive stress makes the employees
to work harder and contribute more in more in organizational productivity, whereas
negative work stress ushers the counter work behavior. Female workers are highly
sensitive to work related stressors. The job in baking environment is extremely
sensitive in its nature owing to monetary dealings. Female bankers due to their caring
nature are very much vulnerable to the sensitivity, which cause the stress among them.
Job related stress among female workers has been studied least, particularly female
bankers in Pakistan. This empirical investigation aims at to focus the stress among
female bankers and how they translate the acquired stress in their level of job
satisfaction. In this regard evidences have been gathered from female bankers working
in banks in Karachi.
9. Friday, Feburary 06, 2015 9
Purpose of the Study
The rationale of this study is to investigate the
influence of work related stress on job satisfaction. In this
regard the evidences have been collected from the Askari
Bank, due to the time constraint we have included only
braches functioning in Karachi.
10. Literature Review
Stress and Job Satisfaction
The nexus between work related stress
and job satisfaction have been studied
by several scholars like:
Crede et al. (2007) have concluded that
higher the stress the lower the job
satisfaction.
Srivastava & Sen (2005) emparically test
the stress and job satisfaction concluded
10 high loading factors influcing the most
on the level of job satisfaction among
service based organiztions.
Friday, Feburary 06, 2015 10
11. Literature Review (Continued)
Srivastava & Sen (1995) Stress crops up
through the blend of individualistic (Such as
age, gender, achievement need, type of
personality) and organizational factors (Like,
role conflict, role ambiguity
Ahmad and Khana (1992) studied job stress
in relation to job satisfaction and job
involvement among 50 middle-level hotel
managers (aged 23-36). There was a
significant—but negative—relationship
between job stress and job satisfaction,
irrespective of the subject’s genders, marital
status, education, and experience.
Friday, Feburary 06, 2015 11
12. Variables of Interest
Work Related Stress
◦ Work Load (Sargent & Hannum,2005).
◦ Relation with Supervisor (Cheung et al.,2009;
Stringer, 2006)
Job Satisfaction (Ashraf et al. 2013;
Halepota, 2011; Ashraf et al., 2014)
◦ Salary and Reward (Nateson & Radhai ,1990;
Lee & Lin, 2014; Morrison & Robinson ,1997)
◦ Organizational Climate (Denison, 1996;
Sargent & Hannum,2005).
Friday, Feburary 06, 2015 12
13. Methodology
Population
Female bankers working in commercial Banks
was the population of this study
Target Population
Female bankers engaged in Askari Commercial
Bank based in Karachi was the target
population of the study
Accessible Population
Not the entire askari commercial banks are
thickly populated with female employees,
hence selected banks having more than 10
female bankers were selected as accessible
population
Friday, Feburary 06, 2015 13
14. Sample and Sampling
Technique
200 female bankers were the sample
size for this study, the size was
determined through the table
proposed by Krejice and Morgan
(1970)
For the accessible population we
found that we had 400 an approximate
size, hence table returns 196, which
has been rounded to 200.
Friday, Feburary 06, 2015 14
15. Data Analysis
Since this study aimed at to predict
the influence of stress on job
satisfaction, therefore a regression
analysis was conducted through the
SPSS 20.
Friday, Feburary 06, 2015 15
16. Variables
Work Related Stress (IV)
◦ Relationship with Managers
◦ Work Load
Job Satisfaction (DV)
◦ Salary & Reward
◦ Organizational Climate
Friday, Feburary 06, 2015 16
17. Reliability Test
Construct Items Cronbach’s’Alpha
Work Load 5 85.3
Work Relations 5 78.8
Salary and Rewards 5 79.4
Organizational Climate 5 79.3
Friday, Feburary 06, 2015 17
18. Regression
Model Summary
Model R R Square Adjusted R
Square
Std. Error of
the Estimate
1 .703a .494 .489 .61197
a. Predictors: (Constant), Work Relation, Workload.
Friday, Feburary 06, 2015 18
19. Regression
ANOVA
Model Sum of
Squares
df Mean
Square
F Sig.
1
Regressi
on 72.001 2 36.000 96.128 .000b
Residual 73.778 197 .375
Total 145.779 199
a. Dependent Variable: Job Satisfaction
b. Predictors: (Constant), Work Relation, Workload
Friday, Feburary 06, 2015 19
21. Conclusion
Conclusion
◦ A significant relation is established
Limitation
◦ Study confined to one bank
◦ Study confined to Karachi
Recommendation
◦ Recreational activities
◦ Club/ Jim/ Yoga facilities
Friday, Feburary 06, 2015 21
