In recent times, the issue of employee job satisfaction has been crucial for developing and achieving the aims and goals of organizations. This study examines contribution of employee’s job satisfaction on organization performance with particular reference to Mkombozi Bank in Dar es Salaam. Specifically, the study aimed to investigate the impact of talent development, to determine how reward influences employee job satisfaction and lastly the study examined how career promotion of employees affected Mkombozi Bank performance. Descriptive research study was carried out, the research used a sample size of 30 workers. The data for the study is largely obtained via semi-structured questionnaires. The study employed analytical descriptive statistical approaches for analyzing the relationship between the indicators of employees’ job satisfaction and organization performance. Inferential statistics, particularly correlation matrix and multi-regression were the statistical instruments employed for the study analysis. Findings of the study document a weak or no relationship between employee job satisfaction and organization performance. These findings might contravene by other background variables like age of employees, gender, experience, type of jobs, education, etc.) or measurement methods. Depending on the outcomes of this study, the management need to understand that, there is a connection between employee job satisfaction and organization performance. Even though the link has been found to be weak here, it was simply contravened by other variables and measurement methods employed. The management is advised to look at these findings as an eye opener for it to reflect and work on the employee job satisfaction factors in the efforts of improving organizational performance.
This study aims to determine the factors that influence the turnover intention of private sector
employees in East Java. This type of research is causality research, which is to determine the relationship
pattern of prophet leadership, work environment, job satisfaction, organizational commitment, compensation
and turnover intention. So that we can find out the structure of the model for the five latent variables and can be
used as a reference to reduce employee turnover intention according to the indicators that are most capable of
contributing to each latent variable that is measured. The population in this study is the entire Surabaya
community who work as private employees
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
The Impact of Compensation, Motivation And Commitment To The Performance Of H...AJHSSR Journal
ABSTRACT : This study aims to examine the effect of compensation, motivation, and commitment to the
performance of paramedics in Lamongan Regency. The population of thisstudywas all hospitalemployees in
Lamongan Regency, namely Sugongan Hospital Lamongan, Nasrul Ummah Lamongan Hospital,
Muhammadiyah Lamongan Hospital and Babat Muhammadiyah Hospital. The population in the studywas all
paramedics in hospitals in Lamongan Regency which amounted to 329 people. Based on the Slovin formula
with a standard 5% errorobtained as many as 181 people. The resultsshowedthat compensation had a
significanteffect on the performance of hospitalparamedics. Motivation has a significanteffect on the
performance of hospitalparamedics. Paramediccommitment has a significanteffect on the performance of
hospital paramedics in Lamongan Regency
Keywords -compensation; motivation; Commitment; paramedic performance.
The aim of this study was to examine the effect of financial distress, rewards and company performance using return on assets (ROA), managerial ownership, ownership concentration, directors' composition and leverage on directors' remuneration with company size, leverage and company age as control variables. The study population comprised manufacturing companies in the food and beverage sector listed on the ASEAN state stock exchange. The study used a purposive sampling method. The sample number consisted of 68 manufacturing companies. The data used are secondary data obtained from ASEAN state stock exchanges. Data analysis used multiple linear regression. The results indicate that ROA, managerial ownership, ownership concentration, firm size and leverage have a significant effect on directors' remuneration, while financial distress, reward, company age and state have no significant effect on directors' remuneration. The implications of study mean that boards of directors can conduct a comprehensive evaluation of the directors' remuneration system by establishing a team that has the authority to provide input and formulation of a remuneration system that meets the principle of fairness.
EFFECTIVENESS OF FACTORS INFLUENCING EMPLOYEE RETENTION IN INDIAN IT SECTOR -...IAEME Publication
Management of employee turnover is very essential condition of human resource management. Hiring the right people is the biggest challenge that HR department faces today. Sometimes candidates are not proficient enough for the job but they say yes to impress the interviewer to get the job, but after sometimes they realize that there is no match between them and job, so they start looking for another option. Employee Retention has contributed substantially to the economic power of the company, but they face the problem of employee turnover that affects the organization because if the turnover of employees increases in the organization than it will affect the productivity of the organization. So, to improve the productivity and performance of the organization current study is conducted. The current study is an attempt to identify the impact of factors (Organizational, HR, Personal and Job-related) on the turnover intentions amongst the employee's in Indian IT Sector. Data was collected from 660 women employee's working in Indian IT Sector. Primary data is collected from five major IT companies i.e. Wipro, Infosys, HCL, Accenture and HCL. Various dimensions of both the constructs are available in the literature but selected dimensions of both the constructs are used for drawing inferences that help organizations in identifying factors that affect turnover intentions.
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
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study conducted at an Indian international airport to improve employee retention through increased employee engagement. The study found that implementing action plans focused on non-financial engagement drivers like communication, rewards & recognition, supervisor support, teamwork, role clarity and work environment significantly increased employee engagement levels. It also found that higher engagement levels significantly improved employee retention rates at the airport. The study suggests organizations can boost retention without large financial expenditures by focusing on certain non-financial engagement factors.
This study aims to determine the factors that influence the turnover intention of private sector
employees in East Java. This type of research is causality research, which is to determine the relationship
pattern of prophet leadership, work environment, job satisfaction, organizational commitment, compensation
and turnover intention. So that we can find out the structure of the model for the five latent variables and can be
used as a reference to reduce employee turnover intention according to the indicators that are most capable of
contributing to each latent variable that is measured. The population in this study is the entire Surabaya
community who work as private employees
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
The Impact of Compensation, Motivation And Commitment To The Performance Of H...AJHSSR Journal
ABSTRACT : This study aims to examine the effect of compensation, motivation, and commitment to the
performance of paramedics in Lamongan Regency. The population of thisstudywas all hospitalemployees in
Lamongan Regency, namely Sugongan Hospital Lamongan, Nasrul Ummah Lamongan Hospital,
Muhammadiyah Lamongan Hospital and Babat Muhammadiyah Hospital. The population in the studywas all
paramedics in hospitals in Lamongan Regency which amounted to 329 people. Based on the Slovin formula
with a standard 5% errorobtained as many as 181 people. The resultsshowedthat compensation had a
significanteffect on the performance of hospitalparamedics. Motivation has a significanteffect on the
performance of hospitalparamedics. Paramediccommitment has a significanteffect on the performance of
hospital paramedics in Lamongan Regency
Keywords -compensation; motivation; Commitment; paramedic performance.
The aim of this study was to examine the effect of financial distress, rewards and company performance using return on assets (ROA), managerial ownership, ownership concentration, directors' composition and leverage on directors' remuneration with company size, leverage and company age as control variables. The study population comprised manufacturing companies in the food and beverage sector listed on the ASEAN state stock exchange. The study used a purposive sampling method. The sample number consisted of 68 manufacturing companies. The data used are secondary data obtained from ASEAN state stock exchanges. Data analysis used multiple linear regression. The results indicate that ROA, managerial ownership, ownership concentration, firm size and leverage have a significant effect on directors' remuneration, while financial distress, reward, company age and state have no significant effect on directors' remuneration. The implications of study mean that boards of directors can conduct a comprehensive evaluation of the directors' remuneration system by establishing a team that has the authority to provide input and formulation of a remuneration system that meets the principle of fairness.
EFFECTIVENESS OF FACTORS INFLUENCING EMPLOYEE RETENTION IN INDIAN IT SECTOR -...IAEME Publication
Management of employee turnover is very essential condition of human resource management. Hiring the right people is the biggest challenge that HR department faces today. Sometimes candidates are not proficient enough for the job but they say yes to impress the interviewer to get the job, but after sometimes they realize that there is no match between them and job, so they start looking for another option. Employee Retention has contributed substantially to the economic power of the company, but they face the problem of employee turnover that affects the organization because if the turnover of employees increases in the organization than it will affect the productivity of the organization. So, to improve the productivity and performance of the organization current study is conducted. The current study is an attempt to identify the impact of factors (Organizational, HR, Personal and Job-related) on the turnover intentions amongst the employee's in Indian IT Sector. Data was collected from 660 women employee's working in Indian IT Sector. Primary data is collected from five major IT companies i.e. Wipro, Infosys, HCL, Accenture and HCL. Various dimensions of both the constructs are available in the literature but selected dimensions of both the constructs are used for drawing inferences that help organizations in identifying factors that affect turnover intentions.
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
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study conducted at an Indian international airport to improve employee retention through increased employee engagement. The study found that implementing action plans focused on non-financial engagement drivers like communication, rewards & recognition, supervisor support, teamwork, role clarity and work environment significantly increased employee engagement levels. It also found that higher engagement levels significantly improved employee retention rates at the airport. The study suggests organizations can boost retention without large financial expenditures by focusing on certain non-financial engagement factors.
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 research study on the antecedents and consequences of job satisfaction and organizational commitment among internal auditors in the telecommunications industry in Indonesia. Specifically, it analyzes how the work environment influences job satisfaction and organizational commitment, and how job satisfaction and organizational commitment then impact organizational citizenship behavior. The study aims to answer four research questions regarding the relationships between these variables. It distributed 162 survey questionnaires to internal auditors and used path analysis to analyze the data. The results showed that a conducive work environment leads to greater job satisfaction and organizational commitment, which then encourage employees to exhibit organizational citizenship behavior to help achieve organizational goals.
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
Investigating the main factors that influence employee retention at private u...AI Publications
This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
Antecedent And Consequence Of Internal Auditors Job Satisfaction And Organiza...pitaloka .
The purpose of this study is to analyze how the work environment as antecedent of job satisfaction and organizational commitment, and how job satisfaction, organizational commitment have an impact on organizational citizenship behavior. About 162 survey questionnaires were distributed by using in person and email. The data were processed using Path Analysis. The results showed that the work environment is antecedent of job satisfaction and organizational commitment. Job satisfaction and organizational commitment significantly affect organizational citizenship behavior. A conducive work environment lead to job satisfaction organization commitment. Job satisfaction and organizational commitment encourage employee to show organizational citizenship behavior in achieving organization goals.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
Demographic Factors Impacting Employee Turnover In The Private Banking Secto...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.
Employee creativity; empowering leadership and trust in leadersAJHSSR Journal
ABSTRACT :Creativity is the basis of innovation that refers to the intellectual thought process to create new
ideas, ideas, processes, and products by individuals who work together and provide benefits to the organisation.
The purpose of this study was conducted to determine the role and influence of empowering leadership on trust
in leaders, and creativity of banking employees in East Kalimantan and North Kalimantan, Indonesia. The
sample in this study amounted to 637 banking employees with the analysis method used was SEM. The results
showed that empowering leadership, and trust in leaders had a significant positive effect on employee creativity.
It is expected that creativity is able to influence the formation of employee character to do something different
from others which will affect the company's image.
KEYWORDS: Empowering leadership; Trust in leaders; creativity
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
AN ASSESSMENT OF WORKERS’ SATISFACTION IN ESTATE SURVEYING AND VALUATION FIRM...IAEME Publication
This study examined the levels of satisfaction of employees with the major focus on
the staff of estate surveying firms (ESFs) practicing in Lagos State, Nigeria. This was
with a view to identify the factors influencing their levels of job satisfaction and analyze
the relationship among the influencing factors. Structured questionnaire were
administered to 367 ESFs operating in Lagos State out of which 274 representing
74.66% questionnaire were properly filled, returned and analyzed. The study deployed
descriptive statistics such as simple frequency distribution, mean weighted score
(MWS), cross tabulation, correlation and one-sample test (t-test). The findings of the
study showed that few estate surveyors (17.52%) expressed satisfaction in the job,
39.42% of the employees were completely dissatisfied while 43.07% of them were
unsure about their job satisfaction level. The result of cross tabulation showed that,
male estate surveyors expressed higher level of dissatisfaction (53.73%) compared to
their female counterparts (33.65%) in ESFs. From the MWS result, the respondents
rated communication (COM: 4.41), fairness and sufficiency of salary (SAL: 4.23), the
quality of relationship with supervisor (RLS: 4.23), fairness of organizational policies
(ORG: 4.17), reward for good job performance (RWD: 3.85) and quality of relationship
with co-workers (RCW: 3.77) as the dominant influencing factors of job satisfaction.
The study also discovered strong positive correlation coefficient between COM and
COW (.824), SAL and RWD (.775), RLS and COM (.754). At 5% confidence level, the
result of the t-test showed positive contributions of all the influencing factors to
employees job satisfaction in estate firms (p<0.05). The study concluded that providing
enabling work environment in ESFs should be encouraged for optimal unitization of
human and non-human resources. Thus, issues relating to staff welfare should be
treated with optimum priority in organizations that desires to achieve efficiency in their
operations.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
The document discusses employee engagement at Eisai Pharmatechnology & Manufacturing Pvt Ltd in India. It finds that Eisai has very high levels of employee engagement, with 95% of employees engaged. Several factors contribute to this high engagement, including a strong compliance culture (99%), employees feeling pride in working at Eisai (over 99%), and a focus on quality and safety (over 98%). Employee surveys found high ratings for leadership (96%) and policies/procedures (93%). The study concludes that Eisai has clear vision and considers engagement an ongoing process, though it recommends continuing to measure and track engagement over time to sustain these high levels.
The document discusses employee engagement and its importance for organizational effectiveness. It focuses on HR initiatives taken by Eisai Pharmatechnology and Manufacturing Private Limited in India to engage employees. The objectives are to understand Eisai's HR initiatives for engagement, examine their strategies and practices, review the initiatives' progress, and how it has impacted organizational performance through engagement. Previous research highlighted links between engagement and business success factors like performance, productivity and customer satisfaction. Effective change management, support for managers, communication and leadership are important for engagement. HR practices like training and competitive pay can improve engagement.
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...AJHSSR Journal
ABSTRACT : This research was conducted based on field phenomena that indicated inadequate employee
performance, allegedly caused by the weak role of work motivation, work discipline and job satisfaction. This
study aims to analyze the effect of work motivation, work discipline and job satisfaction on employee
performance. Causal associative research method with respondents all employees at PT. Pradipa Asri Karya
Denpasar as many as 58 employees. The data analysis technique used SEM-PLS 3.3 with the result that there
was an influence of work motivation, work discipline and job satisfaction on employee performance. The total
effect as a whole is 92.9% while the remaining 7.1% is explained by other variables outside of the research.
KEYWORDS: motivation, work discipline, job satisfaction, job performance
This document summarizes a study that aimed to identify and measure the factors affecting organizational commitment among employees of Saigon Commercial Joint Stock Bank in Ho Chi Minh City, Vietnam. The study surveyed 285 bank employees. The results identified 6 factors influencing commitment: organizational rewards, direct managers, career development opportunities, family support, working conditions, and personality characteristics. The study found no differences in commitment based on gender, age, department or education, but did find differences based on working hours and income. The paper proposes implications to improve employee commitment at the bank.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
This document summarizes a study that examines the relationship between human resource practices and employee performance, with employee welfare and rewards acting as mediating and moderating variables. The study was conducted on employees in manufacturing companies located in industrial areas in Tangerang, Indonesia. The study found that human resource practices positively influence employee welfare and performance, and that employee welfare mediates the relationship between human resource practices and performance. Rewards were also found to strongly correlate with and moderate the relationship between employee welfare and performance.
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...JIANGUANGLUNG DANGMEI
Abstract
In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure
organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and
organization can make a huge difference for the growth and survival of the organization. Almost all of the companies
now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success
as employee engagement is highly associated with organizational performances. It is essential to understand employee
engagement as engaged employees who are fully involved and committed to their works are willing to go the extra
mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement
to ensure organizational success in the contemporary business.
A Literature Review on the Effects of Employee Relation on Improving Employee...Christine Williams
This document provides a literature review on the effects of employee relations on improving employee performance. It examines key components of employee relationship management such as communication, participative leadership, shared goals and values, mutual trust, and motivation. The review finds that effective employee relations that incorporate these components can positively impact employee performance. Specifically, strong communication, participative leadership, shared goals between employees and management, high levels of mutual trust, and proper employee motivation are associated with improved employee performance. However, the document notes that past research on this topic has not thoroughly addressed the effects of employee relations on performance, and more empirical research is still needed.
The Statutory Interpretation of Renewable Energy Based on Syllogism of Britis...AI Publications
The current production for energy consumption generates harmful impacts of carbon dioxide to the environment causing instability to sustainable development goals. The constitutional reforms of British Government serve to be an important means of resolving any encountered incompatibilities to political environment. This study aims to evaluate green economy using developed equation for renewable energy towards political polarization of corporate governance. The Kano Model Assessment is used to measure the equivalency of 1970 Patents Act to UK Intellectual Property tabulating the criteria for the fulfillment of sustainable development goals in respect to the environment, artificial intelligence, and dynamic dichotomy of administrative agencies and presidential restriction, as statutory interpretation development to renewable energy. The constitutional forms of British government satisfy the sustainable development goals needed to fight climate change, advocate healthy ecosystem, promote leadership of magnates, and delegate responsibilities towards green economy. The presidential partisanship must be observed to delineate parties of concerns and execute the government prescriptions in equivalence to the dichotomous relationship of technology and the environment in fulfilling the rights and privileges of all citizens. Hence, the political elites can execute corporate governance towards sustainable development of renewable energy promoting environmental parks and zero emission target of carbon dioxide discharges. The economic theory developed in statutory interpretation for renewable energy serves as a tool to reduce detrimental impacts of carbon dioxide to the environment, mitigate climate change, and produce artefacts of bioenergy and artificial intelligence promoting sustainable development. It is suggested to explore other vulnerabilities of artificial intelligence to prosper economic success.
Enhancement of Aqueous Solubility of Piroxicam Using Solvent Deposition SystemAI Publications
Piroxicam is a non-steroidal anti-inflammatory drug that is characterized by low solubility-high permeability. The present study was designed to improve the dissolution rate of piroxicam at the physiological pH's through its increased solubility by using solvent deposition system.
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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
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This document summarizes a research study on the antecedents and consequences of job satisfaction and organizational commitment among internal auditors in the telecommunications industry in Indonesia. Specifically, it analyzes how the work environment influences job satisfaction and organizational commitment, and how job satisfaction and organizational commitment then impact organizational citizenship behavior. The study aims to answer four research questions regarding the relationships between these variables. It distributed 162 survey questionnaires to internal auditors and used path analysis to analyze the data. The results showed that a conducive work environment leads to greater job satisfaction and organizational commitment, which then encourage employees to exhibit organizational citizenship behavior to help achieve organizational goals.
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This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
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This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
Antecedent And Consequence Of Internal Auditors Job Satisfaction And Organiza...pitaloka .
The purpose of this study is to analyze how the work environment as antecedent of job satisfaction and organizational commitment, and how job satisfaction, organizational commitment have an impact on organizational citizenship behavior. About 162 survey questionnaires were distributed by using in person and email. The data were processed using Path Analysis. The results showed that the work environment is antecedent of job satisfaction and organizational commitment. Job satisfaction and organizational commitment significantly affect organizational citizenship behavior. A conducive work environment lead to job satisfaction organization commitment. Job satisfaction and organizational commitment encourage employee to show organizational citizenship behavior in achieving organization goals.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
Demographic Factors Impacting Employee Turnover In The Private Banking Secto...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.
Employee creativity; empowering leadership and trust in leadersAJHSSR Journal
ABSTRACT :Creativity is the basis of innovation that refers to the intellectual thought process to create new
ideas, ideas, processes, and products by individuals who work together and provide benefits to the organisation.
The purpose of this study was conducted to determine the role and influence of empowering leadership on trust
in leaders, and creativity of banking employees in East Kalimantan and North Kalimantan, Indonesia. The
sample in this study amounted to 637 banking employees with the analysis method used was SEM. The results
showed that empowering leadership, and trust in leaders had a significant positive effect on employee creativity.
It is expected that creativity is able to influence the formation of employee character to do something different
from others which will affect the company's image.
KEYWORDS: Empowering leadership; Trust in leaders; creativity
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
AN ASSESSMENT OF WORKERS’ SATISFACTION IN ESTATE SURVEYING AND VALUATION FIRM...IAEME Publication
This study examined the levels of satisfaction of employees with the major focus on
the staff of estate surveying firms (ESFs) practicing in Lagos State, Nigeria. This was
with a view to identify the factors influencing their levels of job satisfaction and analyze
the relationship among the influencing factors. Structured questionnaire were
administered to 367 ESFs operating in Lagos State out of which 274 representing
74.66% questionnaire were properly filled, returned and analyzed. The study deployed
descriptive statistics such as simple frequency distribution, mean weighted score
(MWS), cross tabulation, correlation and one-sample test (t-test). The findings of the
study showed that few estate surveyors (17.52%) expressed satisfaction in the job,
39.42% of the employees were completely dissatisfied while 43.07% of them were
unsure about their job satisfaction level. The result of cross tabulation showed that,
male estate surveyors expressed higher level of dissatisfaction (53.73%) compared to
their female counterparts (33.65%) in ESFs. From the MWS result, the respondents
rated communication (COM: 4.41), fairness and sufficiency of salary (SAL: 4.23), the
quality of relationship with supervisor (RLS: 4.23), fairness of organizational policies
(ORG: 4.17), reward for good job performance (RWD: 3.85) and quality of relationship
with co-workers (RCW: 3.77) as the dominant influencing factors of job satisfaction.
The study also discovered strong positive correlation coefficient between COM and
COW (.824), SAL and RWD (.775), RLS and COM (.754). At 5% confidence level, the
result of the t-test showed positive contributions of all the influencing factors to
employees job satisfaction in estate firms (p<0.05). The study concluded that providing
enabling work environment in ESFs should be encouraged for optimal unitization of
human and non-human resources. Thus, issues relating to staff welfare should be
treated with optimum priority in organizations that desires to achieve efficiency in their
operations.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
The document discusses employee engagement at Eisai Pharmatechnology & Manufacturing Pvt Ltd in India. It finds that Eisai has very high levels of employee engagement, with 95% of employees engaged. Several factors contribute to this high engagement, including a strong compliance culture (99%), employees feeling pride in working at Eisai (over 99%), and a focus on quality and safety (over 98%). Employee surveys found high ratings for leadership (96%) and policies/procedures (93%). The study concludes that Eisai has clear vision and considers engagement an ongoing process, though it recommends continuing to measure and track engagement over time to sustain these high levels.
The document discusses employee engagement and its importance for organizational effectiveness. It focuses on HR initiatives taken by Eisai Pharmatechnology and Manufacturing Private Limited in India to engage employees. The objectives are to understand Eisai's HR initiatives for engagement, examine their strategies and practices, review the initiatives' progress, and how it has impacted organizational performance through engagement. Previous research highlighted links between engagement and business success factors like performance, productivity and customer satisfaction. Effective change management, support for managers, communication and leadership are important for engagement. HR practices like training and competitive pay can improve engagement.
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...AJHSSR Journal
ABSTRACT : This research was conducted based on field phenomena that indicated inadequate employee
performance, allegedly caused by the weak role of work motivation, work discipline and job satisfaction. This
study aims to analyze the effect of work motivation, work discipline and job satisfaction on employee
performance. Causal associative research method with respondents all employees at PT. Pradipa Asri Karya
Denpasar as many as 58 employees. The data analysis technique used SEM-PLS 3.3 with the result that there
was an influence of work motivation, work discipline and job satisfaction on employee performance. The total
effect as a whole is 92.9% while the remaining 7.1% is explained by other variables outside of the research.
KEYWORDS: motivation, work discipline, job satisfaction, job performance
This document summarizes a study that aimed to identify and measure the factors affecting organizational commitment among employees of Saigon Commercial Joint Stock Bank in Ho Chi Minh City, Vietnam. The study surveyed 285 bank employees. The results identified 6 factors influencing commitment: organizational rewards, direct managers, career development opportunities, family support, working conditions, and personality characteristics. The study found no differences in commitment based on gender, age, department or education, but did find differences based on working hours and income. The paper proposes implications to improve employee commitment at the bank.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
This document summarizes a study that examines the relationship between human resource practices and employee performance, with employee welfare and rewards acting as mediating and moderating variables. The study was conducted on employees in manufacturing companies located in industrial areas in Tangerang, Indonesia. The study found that human resource practices positively influence employee welfare and performance, and that employee welfare mediates the relationship between human resource practices and performance. Rewards were also found to strongly correlate with and moderate the relationship between employee welfare and performance.
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...JIANGUANGLUNG DANGMEI
Abstract
In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure
organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and
organization can make a huge difference for the growth and survival of the organization. Almost all of the companies
now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success
as employee engagement is highly associated with organizational performances. It is essential to understand employee
engagement as engaged employees who are fully involved and committed to their works are willing to go the extra
mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement
to ensure organizational success in the contemporary business.
A Literature Review on the Effects of Employee Relation on Improving Employee...Christine Williams
This document provides a literature review on the effects of employee relations on improving employee performance. It examines key components of employee relationship management such as communication, participative leadership, shared goals and values, mutual trust, and motivation. The review finds that effective employee relations that incorporate these components can positively impact employee performance. Specifically, strong communication, participative leadership, shared goals between employees and management, high levels of mutual trust, and proper employee motivation are associated with improved employee performance. However, the document notes that past research on this topic has not thoroughly addressed the effects of employee relations on performance, and more empirical research is still needed.
Similar to Contribution of Employee’s Job Satisfaction on Organization Performance: A Case Study of Mkombozi Bank, Dar es Salaam (20)
The Statutory Interpretation of Renewable Energy Based on Syllogism of Britis...AI Publications
The current production for energy consumption generates harmful impacts of carbon dioxide to the environment causing instability to sustainable development goals. The constitutional reforms of British Government serve to be an important means of resolving any encountered incompatibilities to political environment. This study aims to evaluate green economy using developed equation for renewable energy towards political polarization of corporate governance. The Kano Model Assessment is used to measure the equivalency of 1970 Patents Act to UK Intellectual Property tabulating the criteria for the fulfillment of sustainable development goals in respect to the environment, artificial intelligence, and dynamic dichotomy of administrative agencies and presidential restriction, as statutory interpretation development to renewable energy. The constitutional forms of British government satisfy the sustainable development goals needed to fight climate change, advocate healthy ecosystem, promote leadership of magnates, and delegate responsibilities towards green economy. The presidential partisanship must be observed to delineate parties of concerns and execute the government prescriptions in equivalence to the dichotomous relationship of technology and the environment in fulfilling the rights and privileges of all citizens. Hence, the political elites can execute corporate governance towards sustainable development of renewable energy promoting environmental parks and zero emission target of carbon dioxide discharges. The economic theory developed in statutory interpretation for renewable energy serves as a tool to reduce detrimental impacts of carbon dioxide to the environment, mitigate climate change, and produce artefacts of bioenergy and artificial intelligence promoting sustainable development. It is suggested to explore other vulnerabilities of artificial intelligence to prosper economic success.
Enhancement of Aqueous Solubility of Piroxicam Using Solvent Deposition SystemAI Publications
Piroxicam is a non-steroidal anti-inflammatory drug that is characterized by low solubility-high permeability. The present study was designed to improve the dissolution rate of piroxicam at the physiological pH's through its increased solubility by using solvent deposition system.
Analysis of Value Chain of Cow Milk: The Case of Itang Special Woreda, Gambel...AI Publications
Ethiopia has a long and rich history of dairy farming, which was mostly carried out by small and marginal farmers who raised cattle, camels, goats, and sheep, among other species, for milk. Finding the Itang Special Woreda cow milk value chain is the study's main goal. In order to gather primary data, 204 smallholder dairy farmer households were randomly selected, and the market concentration ratio was calculated using 20 traders. Descriptive statistics, econometric models, and rank analysis were used to achieve the above specified goals. Out of all the participants in the milk value chain, producers, cafés, hotels, and dairy cooperatives had the largest gross marketing margins, accounting for 100% of the consumer price in channels I and II, 55% in channels III and V, and 25.5% in channels V. The number of children under five, the number of milking cows owned, the amount of money from non-dairy sources, the frequency of extension service contacts, the amount of milk produced each day, and the availability of market information were found to have an impact on smallholders' involvement in the milk market. Numerous obstacles also limited the amount of milk produced and marketed. The poll claims that general health issues, sickness, predators, and a lack of veterinary care are plaguing farmers. In order to address the issue of milk perishability, the researchers recommended the host community and organization to construct an agro milk processor, renovate the dairy cooperative in the study region, and restructure the current conventional marketing to lower the transaction and cost of milk marketing.
Minds and Machines: Impact of Emotional Intelligence on Investment Decisions ...AI Publications
In the evolving landscape of financial decision-making, this study delves into the intricate relationships among Emotional Intelligence (EI), Artificial Intelligence (AI), and Investment Decisions (ID). By scrutinizing the direct influence of human emotional intelligence on investment choices and elucidating the mediating role of AI in this process, our research seeks to unravel the complex interplay between minds and machines. Through empirical analysis, we reveal that EI not only directly impacts ID but also exerts its influence indirectly through AI-mediated pathways. The findings underscore the pivotal role of emotional awareness in investor decision-making, augmented by the technological capabilities of AI. It suggests that most investors are influenced by the identified emotional intelligence when making investment decisions. Furthermore, AI substantially impacts investors' decision-making process when it comes to investing; nevertheless, AI partially mediates the relationship between emotional intelligence and investment decisions. This nuanced understanding provides valuable insights for financial practitioners, policymakers, and researchers, emphasizing the need for holistic strategies that integrate emotional and technological dimensions in navigating the intricacies of modern investment landscapes. As the synergy between human intuition and artificial intelligence becomes increasingly integral to financial decision-making, this study contributes to the ongoing discourse on the symbiotic relationship between minds and machines in investments.0
Bronchopulmonary cancers are common cancers with a poor prognosis. It is the leading cause of death by cancer in Algeria and in the world. Behind this unfavorable prognosis hides numerous disparities according to age, sex, and exposure to risk factors, ranking 4th among incident cancers and developing countries including Algeria, all sexes combined. It ranks 2nd cancers in men and 3rd among women. Whatever the age observed, the incidence of this cancer is higher in men than in women, however the gap is narrowing to the detriment of the latter. The results of scientific research agree to relate trends in incidence and mortality rates to tobacco consumption, including passive smoking. Furthermore, other risk factors are mentioned such as exposure to asbestos in the workplace or to radon for the general population, or even genetic predisposition. However, the weight of these etiological and/or predisposing factors is in no way comparable to that of tobacco in the genesis of lung cancer and the resulting mortality. We provide a literature review in our article on the descriptive and analytical epidemiology of lung cancer.
Further analysis on Organic agriculture and organic farming in case of Thaila...AI Publications
The objective of this paper is to present Further analysis on Organic agriculture and organic farming in case of Thailand agriculture and enhancing farmer productivity. In view of the demand for organic fertilizers, efforts should also be made to enhance and to develop more effective of compost, bio-fertilizer, and bio-pesticides currently used by farmers. Likewise, emphasis should also be laid on the cultivation of legumes and other crops that can enhance the fertility of the soil, as practiced by farmers in many developing countries to fertilize their lands. On the other hand, most of the farmers who practice this farm system found that they are adopting a number of SLMs and interested in joining the meeting or training to gain more and more knowledge.
Current Changes in the Role of Agriculture and Agri-Farming Structures in Tha...AI Publications
The objective os this study is to present Current Changes in the Role of Agriculture and Agri-Farming Structures in Thailand and Vietnam with SLM practices. Farmer’s adoption and investment in SLM is a key for controlling land degradation, enhancing the well-being of society, and ensuring the optimal use of land resources for the benefit of present and future generations (World Bank, 2006; FAO, 2018). And agriculture remains an essential element of lives of many farmers in term of the strong cultural and symbolic values that attach current working generation to do and to spend time for it but not intern of income generating.
Growth, Yield and Economic Advantage of Onion (Allium cepa L.) Varieties in R...AI Publications
Haphazard and low soil fertility, low yielding verities and poor agronomic practices are among the major factors constraining onion production in the central rift valley of Ethiopia. Therefore, a field experiment was conducted in East Showa Zone of Adami Tulu Jido Combolcha district in central rift valley areas at ziway from October 2021 to April 2022 to identify appropriate rate of NPSB fertilizer and planting pattern of onion varieties. The experiment was laid out in split plot design of factorial arrangement in three replications. The main effect of NPSB blended fertilizer rates and varieties (red coach and red king) significantly (p<0.01) influenced plant height, leaf length, leaf diameter, leaf number and fresh leaf weight, shoot dry matter per plant, and harvest index. Total dry biomass, bulb diameter, neck diameter, average fresh bulb weight, bulb dry matter, marketable bulb yield, and total bulb yield were significantly (p<0.01) influenced only by the main effect of NPSB blended fertilizer rates. In addition, unmarketable bulb yield was statistically significantly affected (p≥0.05) by the blended fertilizer rates and planting pattern. Moreover, days to 90% maturity of onion was affected by the main factor of NPSB fertilizer rate, variety and planting pattern. The non-fertilized plants in the control treatment were inferior in all parameters except unmarketable bulb yield and harvest index. Significantly higher marketable bulb yield (41 t ha-1) and total bulb yield (41.33 t ha-1) was recorded from 300 kg ha-1 NPSB blended fertilizer rate applied. Double row planting method and hybrid red coach onion variety had also gave higher growth and yields. The study revealed that the highest net benefit of Birr, 878,894 with lest cost of Birr 148,006 by the combinations of 150 kg blended NPSB ha-1 with double row planting method (40cm*20cm*7cm) and red coach variety which can be recommendable for higher marketable bulb yield and economic return of hybrid onion for small scale farmers in the study area. Also, for resource full producers (investors), highest net benefit of Birr 1,205,372 with higher cost (159,628 Birr) by application of 300 kg NPSB ha-1 is recommended as a second option. However, the research should be replicated both in season and areas to more verify the recommendations.
Evaluation of In-vitro neuroprotective effect of Ethanolic extract of Canariu...AI Publications
The ethanolic extract of canarium solomonense leaves (ecsl) was studied for its neuroprotective activity. The neuroprotective activity of ECSL was found to have a significant impact on neuronal cell death triggered by hydrogen peroxide (MTT assay) in human SH-SY5Y neuroblastoma cells. Scopolamine, a muscarinic receptor blocker, is frequently used to induce cognitive impairment in laboratory animals. Injections of scopolamine influence multiple cognitive functions, including motor function, short-term memory, and attention. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, memory enhancing activity in scopolamine-induced amnesic rats was evaluated. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, ECSL was found to have a substantial effect on the memory of scopolamine- induced amnesic rats. Our experimental data indicated that ECSL can reverse scopolamine induced amnesia and assist with memory issues.
The goal of neuroprotection is to shield neurons against damage, whether that damage is caused by environmental factors, pathogens, or neurodegenerative illnesses. Inhibiting protein-based deposit buildup, oxidative stress, and neuroinflammation, as well as rectifying abnormalities of neurotransmitters like dopamine and acetylcholine, are some of the ways in which medicinal herbs have neuroprotective effects [1-3]. This review will focus on the ways in which medicinal herbs may protect neurons.
A phytochemical and pharmacological review on canarium solomonenseAI Publications
The genus Canarium L. consists of 75 species of aromatic trees which are found in the rainforests of tropical Asia, Africa and the Pacific. The medicinal uses, botany, chemical constituents and pharmacological activities are now reviewed. Various compounds are tabulated according to their classes their structures are given. Traditionally canarium solomonense have been used to treat a broad array of illnesses. Pharmacological actions for canarium solomonense as discussed in this review include antibacterial, antimicrobial, antioxidant, anti-inflammatory, hepatoprotective and antitumor activity.
Influences of Digital Marketing in the Buying Decisions of College Students i...AI Publications
This research investigates the influence of digital marketing channels on purchasing decisions among college students in Ramanathapuram District. The study highlights that social media marketing, online advertising, and mobile marketing exhibit substantial positive effects on purchase decisions. However, email marketing's impact appears to be more complex. Moreover, the study explores how demographic variables like gender and academic level shape these effects. Notably, freshman students display varying susceptibility to specific digital marketing messages compared to their junior, senior, or graduate counterparts. These findings offer crucial insights for marketers aiming to tailor their strategies effectively to the preferences and behaviors of college students. By understanding the differential impacts of various digital marketing channels and considering demographic nuances, marketers can refine their approaches, optimize engagement, and ultimately enhance the effectiveness of their campaigns in targeting this demographic.
A Study on Performance of the Karnataka State Cooperative Agriculture & Rural...AI Publications
The Karnataka State Co-operative Agriculture and Rural Development Bank Limited is the apex bank of all the primary co-operative agriculture and rural development banks in the state. All the PCARD Banks in the state are affiliated to it. The KSCARD Bank provides financial accommodation to the PCARD Banks for their lending operations. In order to quick sanction and disbursement of loans and supervision over the PCARD Banks the KSCARD Bank has opened district level branches. Bank has established Women Development Cell to promote entrepreneurship among women in 2005. The Bank is identifying women borrowers in the rural areas by assigning suitable projects to motivate their self-confidence to lead independent life. Progress made in financing women entrepreneurs women.
Breast hamartoma is a rare, well-circumscribed, benign lesion made up of a variable quantity of glandular, adipose and fibrous tissue. This is a lesion that can affect women at any age from puberty. With the increasingly frequent use of imaging methods such as mammography and ultrasound as well as breast biopsy, cases of hamartoma diagnosed are increasing. The diagnosis of these lesions is made by mammography. The histological and radiological aspects are variable and depend on its adipose tissue content. The identification of these lesions is important in order to avoid surgical excisions. We report radio-clinical and pathological records of breast hamartoma.
A retrospective study on ovarian cancer with a median follow-up of 36 months ...AI Publications
Ovarian cancer is relatively common but serious and has a poor prognosis. The aim of this study is to highlight the epidemiological, diagnostic, therapeutic and evolutionary aspects of this malignant pathology managed at the Bejaia university hospital center. This is a retrospective and descriptive study over a period of 3 years (2019 - 2022) carried out on 20 patients who developed ovarian cancer. The average age of the patients was 50 years old, 53.23% of whom were over 45 years old. The CA-125 blood test was positive in 18 out of 20 patients. The tumors were discovered on ultrasound in 87.10% of cases and at laparotomy in 12.90%. Total hysterectomy with bilateral adnexectomy was the most performed procedure (64.52%). The early postoperative course was simple. 15 patients underwent second look surgery (16.13%) for locoregional recurrences. Epithelial tumors were the most frequent histological type (93.55%), including 79% in the advanced stage ( IIIc -IV) and 21% in the early stage (Ia- Ib ). Adjuvant chemotherapy was administered in 80% of patients. With a median follow-up of 36 months, 2 patients were lost to follow-up. The evolution was favorable in 27.42% and in 25.81% deaths occurred late postoperatively. Ovarian cancer is not common but serious given the advanced stages and the high rate of late postoperative deaths which were largely observed in patients deprived of adequate neoadjuvant or adjuvant chemotherapy.
More analysis on environment protection and sustainable agriculture - A case ...AI Publications
This study presents a case of tea and coffee crops , esp. environment protection and sustainable agriculture in Son La and Thai Nguyen of Vietnam. Research results show us that The process of having an agricultural product goes through many steps such as planting, planning, harvesting, packing, transporting, storing and distributing. - The State adopts policies to encourage innovation of agricultural production models and methods towards sustainability, adapting to climate change, saving water, and limiting the use of inorganic fertilizers and pesticides. chemicals and products for environmental treatment in agriculture; develop environmentally friendly agricultural models. Our research limitation is that we can expand for other crops, industries and markets as well.
Assessment of Growth and Yield Performance of Twelve Different Rice Varieties...AI Publications
The present investigation entitled “Assessment of growth and yield performance of twelve different rice varieties under north Konkan coastal zone of Maharashtra” was carried out during the kharif season of the year 2021 and 2022 on the field of ASPEE, Agricultural Research and Development Foundation, Tansa Farm, At Nare, Taluka Wada, District Palghar, Maharashtra, India. The experiment was laid out in Randomized Block Design (RBD). The twelve varieties namely Zini, Jaya, Dandi, Rahghudya, Govindbhog, Dangi, Gurjari, VNR-7, VNR-8, VNR-9, Karjat-3, and Karjat-5 were replicated thrice. The plant height (cm), number of tillers per plant, number of panicles per plant, number of panicles (m²), and length of panicle (cm) were noted to the maximum with cv. “VNR-7”. The highest number of seeds per panicle, test weight (gm), grain yield (q/ha), and straw yield (q/ha) were recorded with the cv. “VNR-7”. While the lowest number of days to 50% flowering was also recorded with cv. “VNR-7” during the year 2021 and 2022.
Cultivating Proactive Cybersecurity Culture among IT Professional to Combat E...AI Publications
In the current digital landscape, cybercriminals continually evolve their techniques to execute successful attacks on businesses, thus posing a great challenge to information technology (IT) professionals. While traditional cybersecurity approaches like layered defense and reactive security have helped IT professionals cope with traditional threats, they are ineffective in dealing with evolving cyberattacks. This paper focuses on the need for a proactive cybersecurity culture among IT professionals to enable them combat evolving threats. The paper emphasis that building a proactive security approach and culture can help among IT professionals anticipate, identify, and mitigate latent threats prior to them exploiting existing vulnerabilities. This paper also points out that as IT professionals use reactive security when dealing with traditional attacks, they can use it collaboratively with proactive security to effectively protect their networks, data, and systems and avoid heavy costs of dealing with cyberattack’s aftermaths and business recovery.
The Impacts of Viral Hepatitis on Liver Enzymes and BilrubinAI Publications
Viral hepatitis is an infection that causes liver inflammation and damage. Several different viruses cause hepatitis, including hepatitis A, B, C, D, and E. The hepatitis A and E viruses typically cause acute infections. The hepatitis B, C, and D viruses can cause acute and chronic infections. Hepatitis A causes only acute infection and typically gets better without treatment after a few weeks. The hepatitis A virus spreads through contact with an infected person’s stool. Protection by getting the hepatitis A vaccine. Hepatitis E is typically an acute infection that gets better without treatment after several weeks. Some types of hepatitis E virus are spread by drinking water contaminated by an infected person’s stool. Other types are spread by eating undercooked pork or wild game. Hepatitis B can cause acute or chronic infection. Recommendation for screening for hepatitis B in pregnant women or in those with a high chance of being infected. Protection from hepatitis B by getting the hepatitis B vaccine. Hepatitis C can cause acute or chronic infection. Doctors usually recommend one-time screening of all adults ages 18 to 79 for hepatitis C. Early diagnosis and treatment can prevent liver damage. The hepatitis D virus is unusual because it can only infect those who have a hepatitis B virus infection. A coinfection occurs when both hepatitis D and hepatitis B infections at the same time. A superinfection occurs already have chronic hepatitis B and then become infected with hepatitis D. The aim of this study is to find the effect of each type of viral hepatitis on the bilirubin (TB , DSB) , and liver enzymes; AST, ALT, ALP,GGT among viral hepatitis patients. 200 patients were selected from the viral hepatitis units in the central public health laboratory in Baghdad city, all the chosen cases were confirmed as a positive samples , they are classified into four equal group each with fifty individual and with a single serological viral hepatitis type either; anti-HAV( IgM ) , HBs Ag , anti-HCV ,or anti-HEV(IgM ). All patients were tested for; serum bilirubin ( TB ,D.SB ) , AST , ALT , ALP , GGT. Another fifty quite healthy and normal person was selected as a control group for comparison. . Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBVAST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver cell damage than AST, It is relatively specific for hepatocyte necrosis with a marked elevations in viral hepatitis. Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBV.AST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver
Determinants of Women Empowerment in Bishoftu Town; Oromia Regional State of ...AI Publications
The purpose of this study was to determine the status of women's empowerment and its determinants using women's asset endowment and decision-making potential as indicators. To determine representative sample size, this study used a two-stage sampling technique, and 122 sample respondents were selected at random. To analyze the data in this study, descriptive statistics and a probit model were used. The average women's empowerment index was 0.41, indicating a relatively lower status of women's empowerment in the study area. According to the study's findings, only 40.9% of women were empowered, while the remaining 59.1% were not. The probit model results show that women's access to the media, women's income, and their husbands' education status have a significant and positive impact on the status of women's empowerment, while the family size of households has a negative impact. As a result, it is important to enhance women's access to the media and income, promote family planning and contraception, and improve men's educational status in order to improve the status of women's empowerment.
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Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
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Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
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availability of the right talent in certain fields, manager-
employee relations, competition, differences in the level of
employer-employee expectations, and high costs
associated with hiring new talents, among others. Proactive
efforts aimed at delighting existing workers are now more
important than ever for businesses looking to improve
retention rates and cut associated high turnover costs. For
many organizations, voluntary turnover is a major
challenge (Mitchell et al., 2015)
Employees have always been valued assets in businesses,
since their departure might have a significant impact on the
organization's capacity to achieve business goals,
ultimately resulting in a decrease in productivity. As a
consequence, employee satisfaction is vital to the
company's long-term success. Employee happiness would
guarantee customer pleasure and effective succession
planning (Jain, 2020).
Work climate is a primary determinant of employee
engagement or disengagement. Study shows that
improving the working environment decreases complaints
and absenteeism while increasing efficiency and
productivity (Mohamed & Shah, 2016). However, in
Tanzania, employees have faced low and inadequate
wages, lack of decent accommodation, insufficient work
facilities, low status and minimal opportunities for career
advancement. The purpose of this study is to make
assessment on employee’s job satisfaction on how
contributes organization performance specifically at
Mkombozi commercial banks in Tanzania as a case study.
Specifically, the study aimed to assess the influence of
organization structure together with working environment,
on employee’s satisfaction and performance, to examine
the extent to which reward have an impact on employee
satisfaction and performance, to evaluate the influence of
the availability of career promotions on employee job
satisfaction resulting to performance of Mkombozi
Commercial Bank-Tanzania.
II. LITERATURE REVIEW
The working environmental conditions influence job
satisfaction, as the employees would want their physical
working environmental conditions to be comfortable. The
working conditions include the office equipment, chairs,
furniture, machines, tools, and so forth. The employees
feel satisfied with their jobs, when the productivity levels
goes up, because of the working environmental conditions.
When an employee gets hired, he always desires the
working conditions that would contribute in enhancing his
job performance.
It is important for an individual to feel safe and secure
within the employment setting. The aspects such as
vulnerability, susceptibility, weakness and helplessness do
not arouse job satisfaction. The job security is affected by
the factors such as, effective communication and good
terms and conditions with the superiors and the
subordinates, safe working environmental conditions, safe
condition of the machines, equipment and other devices
that individuals make use of for production and
manufacturing, availability of incentives and benefits and
good salary in accordance with the performance of job
duties. Overall job satisfaction is slightly related to job
security (Hamid et al., 2013).
Compensation is defined as the monetary benefit given to
the employees by the company in return for the services
that the employees render towards the company. Monetary
compensation and benefits are considered to be the most
imperative areas that employees work for, when they feel,
their pay and benefits are sufficient enough to sustain their
living, then they feel satisfied with their work. When
employees experience promotion and increase in
compensation, then they felt immense pleasure and
satisfaction towards their jobs (Neog & Barua, 2014).
Within the organization, the employees need guidance,
direction and management from their supervisor. The
support of the supervisor is one of the important factors for
employee retention and to do well in one’s job duties.
Supervisor support is defined as the extent to which the
leaders and the administrators make provision of care for
the welfare of the employees and value their contributions.
When the employees feel that they are receiving support,
care and assistance from their supervisor, they develop this
viewpoint that they are being appreciated, heard and cared
for, hence, due to this, they feel satisfied with their jobs
(Neog & Barua, 2014).
At work, it is critical for a person to feel safe and secure.
Susceptibility, vulnerability, weakness, and inefficiency
are all factors that detract from work satisfaction. Effective
communication and good terms and conditions with
supervisors and subordinates, safe working conditions,
safe equipment, machinery, and other equipment that
people use for production and production, access to
benefits and benefits, and good pay in terms of
performance are all factors that affect occupational safety.
Work security is linked to overall job happiness (Hamid et
al, 2013).
Human resource management is an important part of
organizational processes. This is based on the acceptance
that the human resources of the organization and the
organization itself are the same. A well-managed business
organization often sees middle-class employees as the
main source of product profits. These organizations view
employees instead of money as the basic foundations of
3. Mziwao et al. / Contribution of Employee’s Job Satisfaction on Organization Performance: A Case Study of Mkombozi Bank,
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business and providers in the development of the company.
To ensure the attainment of goals and objectives, an
organization creates an atmosphere of confidence and
support for its employees through policies that facilitate
employee satisfaction. Employee satisfaction has
established close communication with highly motivated
employees. Employees are motivated and develop a
loyalty or commitment to the company that leads to better
performance and lower price levels (Parvin, and Kabir,
2011).
Employees in a company rely on their managers for
direction, guidance, and management. One of the most
significant variables in keeping workers and succeeding
successfully in one's job obligations is supervisor
assistance. Managerial support is described as the extent to
which leaders and managers are concerned about the well-
being of their workers and recognize their importance
(Neog & Barua, 2014).
Co-operative relationships in organizations are a sort of
interpersonal interaction built on two concepts: a leader-
member relationship and co-worker collaboration.
Furthermore, interactions with coworkers have been
identified as the fifth most significant element of
workplace happiness in various researches. These results
highlight the impact that workplace social ties may have
on job satisfaction (Kao, 2016).
Policies are critical in every company, according to
Paoline et al, (2005) the correctional institution is at risk of
negative consequences if policies are not clearly defined
and enforced uniformly across all shifts and venues.
Correctional officers benefit from policies that give them
with assistance and direction. On the other side, a lack of
clear and consistent procedures poses an organizational
risk to correctional officers, which may be much more
dangerous than the physical or real threat posed by inmates
Job satisfaction and the impartiality of employment
policies, insurance policies, and timelines have a favorable
and positive link. Organizational policies, particularly
those relating to work appraisal, performance
requirements, appropriate communication methods, and
tracking, have an impact on job satisfaction. As a result,
workers' dependence on management policies is a
significant determinant in their job happiness (Koh & Neo,
2000).
Social and environmental variables have long been
recognized by epidemiologists as contributing to various
phases of human illness. Workplace pressures and
pressures at work are highlighted as key health issues,
based on the fact that employment is one task that lasts a
lot of waking hours (Faragher et al., 2013). Furthermore,
there is mounting evidence that current employment
patterns are negatively impacting work satisfaction and
causing actual damage to individuals' physical and mental
health. There is mounting evidence that current
employment patterns are eroding work satisfaction and
causing direct harm to individuals' physical and mental
health. (Carlson et al, 2000).
Talent Management is the core functional unit of an
organization. Talent Management uses human resources
planning to achieve this objective in order to improve the
employee's productivity. Efforts have been made to keep,
grow, attract and promote workers to them as a part of
talent management and strategic workforce planning.
Instead of being a recruitment procedure, talent
management may increase employee performance and
satisfaction; it can strengthen and evaluate the ability. The
possible scenarios of talent management in public sector
banks are examined and how these activities develop in
turn, improve the performance of bank staff in turn
(Arrawatia et al., 2019).
Wright et al., (2015) revealed that organizational
engagement is the first important indication of staff
retention in their investigation of the elements that
influence employee retention. High-level workers,
according to them, are persons who have a strong feeling
of belonging to the company, accept its 19 objectives and
value systems are more likely to remain with the company,
and are ultimately willing to work hard on their behalf.
Recognition and incentive programs should be part of any
employee retention strategy. The significance of these
sorts of programs is based on positive reinforcement
theories. By thanking workers for a job well done or
patting them on the back to show thanks, an organization
may reward optimum behavior and promote more of the
activities that will make it successful (Johnson & Hulme,
2014).
Internal awards, according to Thomas et al, (2019), create
a winning atmosphere for a firm and its personnel.
Employees are happier and more content because they
have a feeling of achievement and self-confidence, which
leads to job satisfaction and improved work performance.
At the same time, the organization's sales volume and
profit grow as a result of higher employee activity
satisfaction, which has boosted the integration form's
efficacy.
While extensive study has proven that external incentives
aid in the development of people's professionalism,
eventually adding to the organization's success. However,
the influence of external incentives on group or job
performance is uncertain, and the models provide little
direction in terms of a specific sort of payment that
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improves specific workgroup outcomes. (Adeyemi et al,
2017).
Promotion is given as a reward for superior work
performance and behavior that is sanctioned by the
company. People will put in more effort if they believe it
will lead to a promotion. It gives employees a sense of
fulfillment, which boosts their morale, productivity, and
loyalty to the company. Promotability, which is a
consequence of continuous learning and development,
gives opportunities for employees to continue learning and
growing. Promotion is dependent on promotability, which
is a result of continuous learning and growth. Individual
and, as a result, organizational performance improves as a
result of this process (Prasad et al., 2013).
In the service sector, training is an important factor in
helping service personnel increase their efforts and find
purpose and meaning in their work. Customer contact
staffs understand how to provide customer service
expertise and handle their complaints promptly by
following the instructions and return letters informed of
the training. Customers will have better ideas to meet their
services where their needs are met and problems resolved
(Bitner et al., 2019).
Shelton (2016) studied the effects of employee
development programs on job satisfaction and staff
retention aimed at business success. He found that training
and development increase employee satisfaction. It also
helps the employee to make the right decision to stay with
the company. It also concludes that the impact of training
is diminished if the organization's culture does not support
the process of human resource development.
Shishupal et al., (2015) concluded that an organization
should have a specific training policy and training manual.
Management plan found to be useful in developing
productivity, efficiency and efficiency of managers. This
study investigates the relationship between training and
development and job satisfaction in the education sector.
The environment encompasses everything from the
physical surroundings in terms of safety, cleanliness,
illumination, and working conditions to peer relationships,
employee-employer relationships, and organizational
ideals. Overall, a wide range of concerns must be
considered while designing a workplace. Creating a better,
higher-performing workplace necessitates an
understanding of how the workplace influences behavior
as well as how behavior drives workplace performance.
Chi and Gursoy (2019) argue that having an excellent
internal environment for employees is likely to result in
pleased employees who are both loyal to the company and
capable of giving extraordinary customer service. This
implies that when staffs are happy, they provide excellent
service to consumers, resulting in customer loyalty and
organizational efficiency, also incentive opportunities have
a positive impact on employee performance, resulting in
improved organizational performance.
In the context of this study, employees of commercial
banks in Tanzania face challenges with organizational
policies, such as unfair application of organizational
regulations on topics like promotions and reward; line
managers participate in unfair treatment of employees,
such as needless victimization. In light of this, the research
examines the factors that impact employee satisfaction in
Tanzania's banking industry, especially at Mkombozi
Commercial Bank in Dar es Salaam.
2.1 Conceptual Framework
An effective employee is made up of a robust skill set and
a productive working environment. Employee performance
is influenced by a variety of factors, which managers
should be aware of at all times and aim to improve. Figure
1 shows how these components are represented.
Independent Variable Dependent Variable
Fig.1: Conceptual framework showing relationship between employee satisfaction and organization performance
2.2 Operationalization of the Study Variables
2.2.1OrganizationalStructure.
Organizational structure is the framework of the relations
on jobs, systems, operatingprocess, people and groups
making efforts to achieve the goals. Organizational
structure is a set of methods dividing the task to
determined duties and coordinates them. Structure is not a
coordination mechanism and it affects all organizational
process. Organizational structure refers to the models of
internal relations of organization, power and relations and
reporting, formal communication channels, responsibility
Employee Job Satisfaction:
• Organizational structure
• Reward
• Promotion
Organization’s
Performance
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and decision making. Helping the information flow is one
of the facilities provided by structure for the organization.
Organizational structure should facilitate decision making,
proper reaction to environment and conflict resolution
between the units. The relationship between main
principles of organization and coordination between its
activities and internal organizational relations in terms of
reporting and getting report are duties of organization
structure (Hejase, et al., 2016).
2.2.2 Reward
Organizations today must build a workplace environment
that motivates, loyalties, and commits individuals to
strategic competency. If employees are given rewards and
extrinsic remuneration such as wage raises, bonuses,
allowances, and grants, as well as job stability and
advancement chances, effective organizational intervention
leads to improved employee happiness. Employees feel
happy and psychologically connected to their employers if
they believe their employers recognize and reward their
efforts, which in turn provide a competitive advantage in
the long run. To have an extremely engaged staff,
managers need first to ensure that their employees
currently accept specific hygienic criteria that they control.
The current working environment and the level of
supervision received by staff may include these elements.
2.2.3 Career Promotion
Promotion is given as a reward for bettering one's
performance and conduct in the workplace. People will
work harder if they believe this motivates them.
Employees who increase their morale, productivity, and
organizational loyalty like it. Because promotion is
dependent on promotion, which is the consequence of
continuous learning and growth, it provides chances for
continued learning and personal development. This method
improves individual and, as a result, organizational
efficiency. There are a range of advantages for the
employees not only, but also for the organization they
work in. Promotion is a technique of ensuring that people
are able to improve talents and skills efficiently. Promotion
provides a sense of satisfaction with the current conditions
and promotes the ambition to continue with the business
(Chruden & Sherman, 1980).
III. METHODOLOGY OF THE STUDY
A descriptive research approach was used to examine the
relationship between dependent variable (employee
satisfaction and organization performance) and
independent variable (talent development, reward, and
promotion). The design of a descriptive survey assists the
researcher in obtaining, summarizing, presenting, and
interpreting data for reasons of clarity (Shirima, 2020).The
target population comprised of 3 branches of Mkombozi
bank located at Kinondoni district and Ilala district in Dar
es Salaam region. The study targeted senior officers,
department managers and bank operation personnel.
The sample size involved 30 respondents from three
Mkombozi bank branches including Msimbazi center
branch, Kariakoo branch, and Main branch (head quarter)
at St. Joseph. The researcher selected senior officers,
department managers, and bank operation personnel from
the selected commercial banks from the three branches in
Dar es Salaam. The data was collected from primary
resource. Senior executives were interviewed, and
questionnaires were sent to qualified workers by heads of
department. The data was collected and then processed in
such a way that it could be used for analysis, debate and
interpretations, allowing the study to reach relevant
conclusions in terms of the study’s goal.
IV. FINDINGS OF THE STUDY
4.1. Influence of organization structure together with
working environment, on employee’s satisfaction and
performance.
Table 1: Percentage distribution of response on organization structure
Questions / Statements Responses (Extent) [%]
Statements
Strongly
disagree
Disagree Uncertain Agree
Strongly
agree
Total
In general, I would define my
organization's structure as friendly, which
allows me to do my work well.
30 33.3 36.6 0 0 100
My work environment has certain risk
factors.
3.3 33.3 26.7 33.3 3.3 100
My work organization makes it difficult
for me to continue with my present
organization.
3.3 33.3 20 43.3 0 100
6. Mziwao et al. / Contribution of Employee’s Job Satisfaction on Organization Performance: A Case Study of Mkombozi Bank,
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Through the findings shows that most of employees that
is 36.6% of employees are uncertain, if the organization
structure is friendly for them. Unfortunately, at greater
percentage 33.3% and 30% of employees generally
disagree on organization structure being friendly.
Likewise, 43.3 % of agree that their organization
challenges them and 33.3 % of employees say that they
are working in risk environment. This implies that most
of employees are unhappy of the organization structure
and their working environment. The findings are related
to Anin, (2016) receiving a promotion during a specific
time period corresponds with increased employee
satisfaction, even after accounting for the worker's current
compensation, wage rank within her peer group, and
wage growth. Employees who believe they will be
promoted are more satisfied at work.
4.2. The extent to which reward have an impact on
employee job satisfaction and organization’s
performance
Table 2: Percentage Distribution of Responses on Financial Reward and Appreciation
Questions / Statements Responses (Extent) [ %]
Statements
Strongly
agree
Agree Uncertain Disagree
Strongly
disagree
Total
My present income inspires me to continue with my
current organization.
0.00 40.0 16.7 36.7 6.7 100
My income is comparable to that of my co-workers
on the same pay scale in my organization and those
in other companies in the industry.
3.3 40.0 10.0 40.0 6.7 100.0
Employees at my organization are recognized and
honored during yearly awards ceremonies.
3.3 13.3 6.7 70.0 6.7 100.0
My company rewards me for my contributions by
giving me annual bonuses and other perks.
0.0 23.3 13.3 50.0 13.3 100.0
According to the findings in Mkombozi bank there is a
friction between those who say that their salary motivates
them and those who disagree with that. However, 40% of
employees agree that their salary is equal to their
colleagues’ salary working in the same industry and at the
same percentage (40%) disagree with that. Furthermore,
results shows that 70% of employees say that there is no
awards through annual awards celebrations. Making the
matters worse half of employee that is 50% of employees
say that there is no any form of bonuses or other benefit as
a sign of appreciation while 23.3% agree that there is an
annual bonus and other benefits. This implies that Most of
employees are paid accordingly depending on their roles
and salary scale in their organization, though salary scale
differs in different organization in the same industry.
Moreover, extra payment like bonuses and other benefits
are for few organizations. Unlikely the study done by
Shechtman et al, (2007), even after accounting for the
worker's existing salary, wage rank within her peer group,
and wage growth, receiving a promotion within a given
time period correlates with greater employee satisfaction.
Employees who feel they will be promoted have a greater
level of satisfaction.
4.3. The influence of the availability of career
promotions on employee job satisfaction and
organization‘s performance
Table 3: Percentage distribution of respondents on promotion and career growth
Statement/ Questions Response (Extent) [%]
Statement Strongly
agree
Agree Uncertain Disagree Strongly
disagree
Total
My promotion and grade are both fair 3.3 26.7 16.7 43.3 10.0 100.0
My company offers a sponsorship program that
helps employees pursue academic and professional
education.
3.3 23.3 0.0 63.3 10.0 100.0
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I will quit my present company to work for other
companies that will provide me with more
prospects for advancement and learning.
6.7 46.7 26.7 16.7 3.3 100.0
With my current organization, I see my career
progressing.
13.3 33.3 30.0 23.3 0.1 100.0
Even after adjusting for the worker's present income, wage
rank within her peer group, and wage growth, receiving a
promotion within a given time period correlates to higher
employee satisfaction. Employee satisfaction is also
greater among those who feel a promotion is attainable.
According to the findings most of employees (43.3%)
don’t perceive that their promotion and grade as fair.
However, most of organizations do not provide
sponsorships programs for their staffs to pursue academic
and professional education programs. However due to
many factors most of employees say that they will leave
their current organization if they will be promised to have
learning opportunities and be promoted somewhere else (in
other organizations).
These findings relate to Duah (2016) that the ability of
managers to satisfy workers with incentives is a dynamic
process. This is in reality a function of many similar
factors to be applied positively by any manager who
wishes to accomplish it. First, any employee's satisfaction
with the awards is necessarily connected to what he or she
expects from and receives from the organization. Feelings
of happiness or dissatisfaction emerge as workers compare
their contribution to a combination of intrinsic and
extrinsic awards from their organizations, such as
education, work skills and effort this will increase
employee job satisfaction.
V. CONCLUSION AND RECOMMENDATIONS
Based on the findings as presented above, there are two
areas where the study makes contributions. Findings of this
study, is potential by providing factors which are vital in
making employees satisfied with their jobs, within the firm
under the Tanzanian context. These findings expand our
knowledge in that regard. Further, the findings provide
ways of improving employees‟ job satisfaction in firms
which is the base for customer satisfaction, retention and
even profits.
With respect to the connection between job satisfaction
and performance of workers, findings of the study have
fallen into that group of researchers, who documented a
weak or no relationship between the two variables. With
that, findings might have been contravened by other
background variables (like age of employees, their sex,
experience, type of jobs, education, etc.) or measurement
methods. Thus, researchers should understand that, links
between these variables are moderated by several factors
and measurement methods.
Depending on the outcomes of this study, the management
of Mkombozi Bank and even other firms need to
understand that, there was a connection between employee
satisfaction and workers‟ performance. Even if the link has
been found to be weak here, it was simply contravened by
other variables and measurement methods employed. What
they needed to do, is just to put more stress on improving
those factors that are vital in making employees become
satisfied with their jobs. Management should also work
critically on those factors which have been mentioned, to
demoralize workers to become satisfied with their job.
It has been observed that, employees of Mkombozi Bank
some are become satisfied but some are not satisfied with
their job and that, most of them had their level of
dissatisfaction as high or very high. Further, it has been
found out that, factors that were responsible for their being
dissatisfied are, managerial system, an attractive package
of salary, and job security, promotion and grade as fair,
awards through annual awards celebrations. It is therefore
recommended that, the management capitalizes on these
factors to sustain employee satisfaction at the firm, for the
betterment of the employees, customers and the firm in
general. It was also found out that, there were a few
employees who indicated no to be satisfied with their jobs.
Factors which were behind this level of dissatisfaction
were; poor working relationship with their seniors, long
stay at the firm without promotions, lack of training
opportunities, and uneven provision of incentives to
employees. The management is advised to look at these
findings as an eyeopener for it to reflect and work on the
factors so as, to make all their employees happy. This will
enable the firm to go on the same direction with a good
spirit with all its employees. The management is further
advised to take a lead of undertaking some investigation,
to understand other factors which were responsible for
employee satisfaction and those against, for it to take
further necessary measures. This could be achieved
through providing suggestion boxes or other techniques,
which might be deemed appropriate. Employees should be
open to inform their management through appropriate
meetings on what they feel discouraged other employees
not to be satisfied with their jobs. This would help the
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management to take an appropriate step, before things
become worse at work environment.
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