The Relationship between Job Satisfaction and Good Governance in the Work Culture of Drivers within Transport Business | Chapter 10 | New Advances in Business, Management and Economics Vol. 7

Background: Work Culture is seen as the behaviours, attitudes, commitments and staff performance are key in advancing towards organisational objectives. Job satisfaction, on the other hand, states that both extrinsic and intrinsic factors, such as the salary increment and employees’ welfare, are paramount to the hearts of staff. Moreover, good governance is consensus-oriented, participatory, transparent, accountable, efficient and effective, responsive, inclusive and equitable, which follows the rule of law.

Aims: This is theoretically basic research with conceptual studies theories, aimed at establishing the importance of work culture within organisations. This study also investigates the correlations among three variables as a model, namely Job Satisfaction, Good Governance and Work Culture.

Place and Duration of Study: The study was conducted in Ghana, involving drivers from the public sector transport companies, using a designed survey questionnaire.

Methodology: This was a quantitative research study. A random sample of 40 public bus drivers was interviewed, with their responses used to generate data for analysis in SmartPLS. The results indicated that all three variable constructs are valid and reliable.

Results: Work Culture has a direct correlation with job satisfaction and good governance. The Cronbach Alpha for Job Satisfaction, Good Governance, and Work Culture was 0.7, 0.8, and 0.7 consecutively (Cronbach alpha value of 0.6 and above denotes there is high reliability).

Conclusion: The path model indicates that the practicality of the variables is theoretically correlated and associative. This conceptual research showed that in the transport industry, especially the public sector, more attention must be paid to these three variables to achieve objectives, namely good governance, job satisfaction and work culture, to improve the human resource management practices in the public transportation industry. Future research with a large population and sample size is recommended for analysis.

 

Author (s) Details

Abdul-Kahar Adam

Department of Management Sciences, School of Business, University of Education, Winneba, P.O. Box 25, Winneba, Central Region, Ghana.

 

 

Please see the book here:- https://doi.org/10.9734/bpi/nabme/v7/5471

Job Satisfaction among Registered Nurses Working in Public Hospitals: A Study in Windhoek, Namibia | Chapter 4 | New Ideas Concerning Arts and Social Studies Vol. 2

Aims: The study examines and determines the level of job satisfaction among registered nurses in public hospitals in Windhoek, Namibia, focusing on hygienic and motivational factors as described by Herzberg's Two-factor Theory.

Study Design: A quantitative exploratory descriptive design was applied to this study.

Place and Duration of Study: This study was conducted in its natural setting, specifically at the only two public hospitals in Windhoek, Namibia.  The study was conducted over a period of one month, October 2018.

Methodology: The target population was the total population of registered nurses with more than one year of working experience. A pilot study was conducted to refine the methodology. A reliable, validated Minnesota questionnaire was used to collect the data. The researcher personally collected data. Data were analysed using SPSS and presented in the form of tables. Ethical approval was obtained from the Health Research Ethics Committee (HREC) reference # S18/03/046, the Ministry of Health and Social Services, and by way of informed consent from participants.

Results: The level of job satisfaction differed among the participants, specifically, most participants were dissatisfied with their salaries (60%), working conditions (53%), and the chance for promotion and advancement opportunities (66%).

Conclusion: Based on the findings of the study, there is an urgent need  for policy interventions regarding promotion and advancement opportunities, improvement of the working conditions, and giving acknowledgement for the performance of nurses. This will enhance nurses' job satisfaction and retention in public hospitals.

 

Author (s) Details

 

Simon Shalonda
Department of Nursing and Midwifery, Alumni of Stellenbosch University, Namibia.

 

Ethelwynn Stellenberg
Department of Nursing and Midwifery, Faculty of Medicine and Health Sciences, Stellenbosch University, Namibia.

 

Taimi Amakali-Nauiseb
School of Nursing and Public Health, Faculty of Health Sciences and Veterinary Medicine, University of Namibia, Namibia.

Please see the book here:-  https://doi.org/10.9734/bpi/nicass/v2/5004

Progression of Self-initiative Expatriates in a Global Landscape: A Conceptual Framework | Chapter 3 | Current Progress in Arts and Social Studies Research Vol. 7

The first part of this article provides a thorough analysis of the material that covers the topic of self-directed expatriates. The first thing that needs to be done is to come up with a precise description of self-initiative expatriates and emphasize how important it is to look into their evolutionary path. The primary objective of this study is to enhance comprehension of self-initiated expatriation in the context of the global work environment by constructing a conceptual framework. Based on a thorough examination of current literature, our research investigates the complex mechanisms that drive individuals to actively seek employment possibilities in foreign countries, distinguishing this phenomenon from traditional organizational assignments. The main driving forces include independence, individual and career development, international connections, and opportunities for progress. The research methodology entails conducting a thorough examination of pertinent literature about self-initiated expatriation. The significance of cultural awareness, adaptability, and a proactive attitude in influencing the achievements of self-initiated expatriates in a worldwide community has been acknowledged. This phenomenon is analyzed by studying the decision-making processes involved, with a specific focus on acquiring information, evaluating risks, and establishing objectives. The results highlight the influence of many factors such as diversity, environment, global mobility, and personal characteristics on the growth of self-initiated expatriates. The study emphasizes the importance of individual characteristics, external support structures, and ecosystems that enable expatriates to take initiative on their own. In addition, the study examines the professional paths, impacts on organizations, and social and cultural contributions of self-motivated individuals living abroad. This conceptual framework offers a thorough understanding of the motivations, decision-making processes, adaptability, repercussions, and influential factors related to the global change in work paradigms. Gaining a profound comprehension of this subject is essential for individuals, organizations, and governments as they navigate the ever-changing global work environments. The comprehension, endorsement, and investigation of this phenomenon will persist in influencing the trajectory of international labor forces, underscoring the significance of personal autonomy and inter dependence inside our interconnected global society.

 

Author (s) Details

 

Osman Yussuf
Department of Management, College of Business, Grambling State University, Grambling, Louisiana, USA.

 

Please see the book here:- https://doi.org/10.9734/bpi/cpassr/v7/3162

Performance Management for Effective Virtual Work Performance in the Higher Education Sector in the Eastern Cape Province | Chapter 1 | Contemporary Research in Business, Management and Economics Vol. 8

 

Theoretical and empirical work on performance management has, over the years guided human capital management practices. In recent years, known practices for effective human capital management have been challenged and thrown into disarray owing to modification of the concept of ‘workplace’ which has been virtualized in many sectors such as the higher education sector. The purpose of the study was to investigate the question: How can performance management be implemented for better performance of academics at a university selected from the Eastern Cape Province? The study was inspired by the Resource-based Theory based on the need to create unique internal capabilities among human capital for unique performance. A typical university in the Eastern Cape that has significantly virtualized was considered and data was collected through document analysis related to the study of the performance management policy of the university and interviews with five Heads of Departments (HOD) at the University were conducted. The results showed that performance management in virtual work arrangements should arise from inspired psychological states in academics to meet certain societal needs through effective higher education. Specifically, it was found that in virtual higher education arrangements, academics and non-academics in the sector should be psychologically empowered to see the value of their independent contributions so that they become self-driven for better performance. It was also found in the study that performance rewards and personalized job satisfaction and self-motivation were important concepts for better performance. It is recommended that, as they virtualise, higher education institutions should promote empowerment and self-driven desires to perform through effective reward structures, individual motivation systems and employee recognition systems. There was evidence that these practices have become more important in the virtual context than ever.

 

Author(s)details:-

 

Samson Nambei Asoba (Professor)
Department of Administration and Information Management, Walter Sisulu University, South Africa.

 

Dr. Nteboheng Patricia Mefi
Department of Administration and Information Management, Walter Sisulu University, South Africa.

 

Please See the book here :-  https://doi.org/10.9734/bpi/crbme/v8/8108E

Study about Employee Empowerment Strategies for Private Universities Teachers in Punjab, India: Approach For Job Satisfaction| Chapter 3 | Current Aspects in Business, Economics and Finance Vol. 9

 With the presentation of numerous friendly platforms and technical breakthroughs all along this pandemic stage, the teaching fraternity is enduring enormous disorder. Every firm's first priority search out ensure that its operators are happy accompanying their work, and to this end they are developing various operator empowerment pushs that emphasise the value of workforce in every organisation. Some people are discontented with administration's behaviour, and unions are working to improve belongings. In some organisations, preparation and development programmes are organised to form employees for a changing atmosphere, and many other belongings are done, so job delight comes gradually.Within this framework, the following research is being conducted to decide the impact of employee empowerment actions on job vindication among private university lecturers in Punjab. In terms of means, this research is descriptive, so an practical study is conducted using 100 questionnaires established a five-point Likert Scale, and all questionnaires that were complete completely were used to draw generalisations. Few of statistical techniques like Correlation, Regression study and ANOVA has been used to draw conclusions. To evaluate the reliability of data Cronbach’s beginning coefficient is secondhand and it came out to be 0.901 that is acceptable. SPSS was used to draw generalizations.The judgments of the research conclude that skilled is impact of employee empowerment game plans on job vindication and Coefficient Correlation coefficient for employee authorization strategies and task satisfaction is 0.541. Correlation is important at the 0.01 level. The value of R= .541 which is extreme and R Square=.293 which shows moderate correlation between reliant and independent variables.

Author(s) Details:

Kajal Puri,
IKGPTU Kapurthala, Punjab, India and Hans Raj Mahila MahaVidyalaya affiliated to Guru Nanak Dev University, Amritsar, Punjab, India.

Ramandeep Chahal,
Sant Baba Bhag Singh University, Jalandhar, Punjab, 144001, India.

Please see the link here: https://stm.bookpi.org/CABEF-V9/article/view/9296

Employee Engagement: A Theoretical Review| Chapter 7 | Current Aspects in Business, Economics and Finance Vol. 6

 The plan of employee engagement is famous. This article investigates the link between operator engagement and performance. Employee date has an impact on employee conduct, which in turn has an affect organisational performance. Additionally, it plays a crucial part in outlining a variety of employee- and arranging-related characteristics, in the way that job satisfaction, trade outcomes, brand recognition, stockholder value, etc. Employee date varies between firms and is distressed by a variety of internal and extrinsic factors. The engagement outcome of an employee is influenced by two together internal and external determinants of an organisation, including its procedures, employee relations practices, and traits traits of the worker. The study present a thorough analysis of the plan of employee engagement and related it to other engagement-accompanying criteria, recent incidents, and its impact on depiction.

Author(s) Details:

A. Harilal,
SAI LNCPE, Thiruvananthapuram, Kerala, India.

V. A. Santhosh,
TKM Institute of Management (TIM), Kollam, Kerala, India.

Please see the link here: https://stm.bookpi.org/CABEF-V6/article/view/8741

Determining the Factors Influencing Job Satisfaction of Management and Professional Employees in Public Sector Malaysia | Chapter 12 | Current Aspects in Business, Economics and Finance Vol. 2

 

In this context, there are five aspects that affect management and professional staff' job satisfaction. Workplace stress, perceived organizational support, training, peer support, and a participative leadership style are among the contributing variables. In particular, among managers and professionals working in Malaysia's public sector, this study provides empirical evidence for the notion that job satisfaction helps to reduce turnover intentions.

Author(s) Details:

Abdul Rahim Zumrah,
Faculty of Leadership and Management, Universiti Sains Islam Malaysia.

Kalsom Ali
Faculty of Leadership and Management, Universiti Sains Islam Malaysia.

Ahmad Najaa’ Mokhtar,
Faculty of Leadership and Management, Universiti Sains Islam Malaysia.

Please see the link here: https://stm.bookpi.org/CABEF-V2/article/view/7648

Study about Job Satisfaction with Perceived Organizational Support and Quality of Care among Saudi Nurses | Chapter 13 | Emerging Trends in Disease and Health Research Vol. 8

The current study aims to evaluate both direct and indirect relationships between nurses' work satisfaction and perceived organisational support and their impact on the standard of healthcare in Saudi Arabia. The most significant aspect that directly affects the health-care sector is thought to be job satisfaction with the standard of care provided, since patient dissatisfaction increases if nurses do not treat their patients well. The degree to which employees are content with their jobs—whether they like the job overall or certain aspects of it, including the type of work or the rules—is referred to as job satisfaction. Targeting all accessible nurses employed by Saudi Arabia's major governmental hospitals between March 1 and April 30, 2020, a correlational cross-sectional technique was used. Online surveys were used to get the data. Although there was a little positive impact of organisational support on the standard of care, it was only marginal. Employee loyalty and a sense of security will increase when hospitals and other healthcare institutions improve their working environments. Loyalty and safety perception are the main characteristics that result in high levels of work satisfaction with quality medical treatment. Organizational support should include both monetary and psychological benefits. The impact of work satisfaction and organisational support on healthcare quality was significantly correlated. Organizational support had a positive impact on dissatisfaction, which in turn had an impact on the standard of care given.

Author(s) Details:

Salha M. Assiri,

Nursing Administration Specialist, Ministry of Health, Abha, Saudi Arabia.

Shehata F. Shehata,

Faculty of Medicine, King Khalid University, Abha, Saudi Arabia and High Institute of Public Health, Alexandria University, Alexandria, Egypt.

Maha M. Assiri,

Nursing Administration Specialist, Ministry of Health, Abha, Saudi Arabia.

Please see the link here: https://stm.bookpi.org/ETDHR-V8/article/view/7239

Administration or Finance Positions vs Teaching. Seeking Work Satisfaction and Professional Development | Book Publisher International

 The purpose of this study is to determine why some instructors choose or are compelled (?) to shift to a different job position than teaching, which is the role for which they were employed initially. The purpose of this study is to look at a) the factors that prompted teachers to transfer, b) their level of satisfaction and the issues they confront, and c) their professional growth in their new workplace.

A questionnaire was utilised to collect the data for this study. Finally, teachers who were transferred into administrative posts from 24 Administration Offices of Primary and Secondary Education in Greece completed 126 surveys.

The findings of the study revealed that transferred instructors chose this choice for personal, familial, and economic reasons, including the distance from their current domicile and the cost of living. In addition to the motivations for the venture, there is a sense of protection against the threat of dismissal and curiosity in the new item desk. Furthermore, the findings of the research revealed that the majority of transferred teachers are satisfied with their new jobs, but are optimistic about their chances of returning to the classroom. Teachers who chose to transfer willingly are more happy with their new employment than those who were forced to do so.

The working environment does not provide satisfaction, nor does the opportunity of professional advancement, for which the host institution appears to lack particular initiatives. The organisation should increase mentorship and coaching in order to "exploit" the brilliant and experienced individuals.

Another finding of the study was that the majority of transferred teachers consider collaboration with their coworkers, continuing education and upgrading, as well as their basic training, to be the most important aspects of their professional development, factors that rank first in the study's findings, while attending post-graduate programmes and searching for knowledge on the internet rank last.

 

Author(s) Details:

Mihail Diakomihalis
Department of Accounting and Finance, University of Ioannina/ Hellenic Open University, Psathaki, 481 00 Preveza, Greece.

Eleni Bolovinou
Ministry of Education / Primary Education, Psathaki, 481 00 Preveza, Greece.

View Book: https://stm.bookpi.org/AFPTSWSPD/article/view/7156

The Role of Quality of Work-Life Factors in Enhancing Organizational Commitment with Reference to the Pulp and Paper Industry| Chapter 4 | Innovations in Science and Technology Vol.8

In order to ensure employee happiness and greater productivity, businesses must build family-friendly work environments in which employees can efficiently manage work and family life. In order to determine their psychometric applicability to the knowledge of workers in the Pulp and Paper industry in the broader eThekwini Metropolitan Area, a comprehensive evaluation of the quality of work-life aspects and organisational commitment literature was done. Employees in the Pulp and Paper industry in the eThekwini Metropolitan Area received 450 questionnaires in total. Employees were chosen at random, whereas organisations were chosen using a stratified approach. The multiple dimensions of quality of work-life elements, as well as the different dimensions of organisational commitment, were measured using a questionnaire. The goal of this research was to find out what impact quality of work life aspects have in increasing commitment in the pulp and paper business, as well as what difficulties are generated by a lack of commitment. The information gathered was analysed using the SPSS programme. The acquired data was then subjected to a series of statistical tests, and biographical variables were compared to the independent variables.

Author(s) Details:

Bongani Innocent Dlamini,
Department of Applied Management, Durban University of Technology, South Africa.


Luther-King Junior Zogli,
Department of Applied Management, Durban University of Technology, South Africa.


Emmanuel Lawa,
Department of Applied Management, Durban University of Technology, South Africa.


Nathi C. Ngcobo,
Department of Applied Management, Durban University of Technology, South Africa.

Please see the link here: https://stm.bookpi.org/IST-V8/article/view/6245

Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior in the Public Sector in Indonesia

The goal of this study was to see how organisational commitment and work satisfaction influenced organisational citizenship behaviours in public sector organisations. Employees of the local water firm "Tirta Mahakam" in Kutai Kartanegara Regency were the focus of this case study. For firms that prioritise customer happiness, service quality will almost always be a primary factor. This is done in order to boost business and organisational performance. The organization's human resources are critical to providing high-quality services. The organisation need high-performing human resources. Human resources/employees with strong OCB are thought to be more capable of performing well. That is why it is critical for businesses to develop employees with high OCB. This research used a quantitative approach to conduct a causal associative investigation. A closed questionnaire was used to collect data from a total of 83 respondents. Simple random sampling was used to select respondents. The findings revealed that organisational citizenship was influenced by both work satisfaction and organisational commitment at the same time. Organizational citizenship behaviour was affected in part by job satisfaction. Organizational citizenship behaviour was affected in part by organisational commitment. Job satisfaction has been shown to have the greatest impact. To complement this research, additional studies may include other characteristics that can influence OCB, such as leadership style, years of service, leadership trust, and organisational culture.

Author(s) Details:

Iskandar .,
Faculty of Economics and Business, Kutai Kartanegara University, Indonesia.

Mawardi .,
Faculty of Economics and Business, Kutai Kartanegara University, Indonesia.

Please see the link here: https://stm.bookpi.org/NIEBM-V6/article/view/6195

Morale and Job Satisfaction Levels among Teachers in Tanzania: A Case of Selected Public Secondary Schools in the Northern Zone | Chapter 5 | Selected Topics in Humanities and Social Sciences Vol. 2

 A case study was conducted on the role of extrinsic factors (hygiene factors) and socio-demographic factors in determining morale and job satisfaction among teachers in Tanzanian public secondary schools. Biographical variables such as teachers' age, gender, marital status, and work experience were investigated to see if they had any effect on their level of morale and job satisfaction. Different human resource and management researchers have interpreted morale and job satisfaction differently. The study used a variety of data collection methods, including an interview guide, questionnaires, and a documentary review checklist. The study discovered that job satisfaction among teachers in public secondary schools in northern Tanzania was not uniform; socioeconomic and demographic factors played a significant role in varying morale and job satisfaction levels. As an example, Female teachers' job satisfaction was statistically significant (t(84) =2.62, p = 0.04), as was young teachers' (below 40 years) job satisfaction (t(84) = -2.22, p = 0.01). However, age and work experience had a significant impact on teachers' job satisfaction and dissatisfaction. The study concludes that socioeconomic and demographic factors have potential strength in designing and maintaining a job satisfaction model that accounts for morale and job satisfaction challenges among teachers in Tanzanian public secondary schools. The motivators and hygiene factors were found to have a significant impact on job satisfaction among teachers in Tanzania.

Author (S) Details

Dr. Ombeni W. Msuya
Leadership, Human Resource and Administration, College of Education, University of Dodoma, Tanzania.

View Book :- https://stm.bookpi.org/STHSS-V2/article/view/1804

Recent Study on the Impact of Compensation and Benefits on Job Satisfaction | Chapter 5 | Insights into Economics and Management Vol. 7

 History and Goals: Human capital is the most important aspect of an organization's effectiveness, and its employees are its most valuable asset. It is important for any organization's efficiency and competitiveness to keep workers in their employment. A crucial phenomenon in tertiary education is the lack of academic personnel and the failure of higher education institutions to recruit and maintain highly skilled talent. Academic workers are educational institution employees, and their work satisfaction encourages teaching and learning. Academic workers satisfaction would increase productivity and research outputs for universities. The study's aim was to look into the effect of pay and benefits on job satisfaction among academic staff in South African higher education institutions. There is a scarcity of research on the relationship between pay, benefits, and work satisfaction in higher education institutions across the country.

Materials and Methods: To analyse the impact of incentives on talent attraction and retention, this study used the quantitative analysis approach. A survey design was used to collect data via a semi-structured questionnaire, and an explanatory hypothesis generation approach was used. For this analysis, a total of 279 academic staff members were chosen from the total population of participants.

Compensation has a positive and meaningful impact on work satisfaction (p = 0.263). Furthermore, there was no correlation between benefits and work satisfaction. As a result, only compensation was found to be a significant predictor of work satisfaction among academic workers.

Conclusion: The realistic administrative consequences of recruiting and maintaining a new generation of lecturers into higher education institutions would necessitate significantly different skills and competitive job offers than what these institutions currently have. As a result, higher education institutions must strengthen their compensation strategies in order to increase employee loyalty, which will allow them to achieve outstanding results efficiently. This will increase the country's research outputs as well as its skills. To save time and money on travel to various campuses, an electronic data collection system should be considered, allowing academic workers to complete online surveys.

Author (s) Details

Calvin Mzwenhlanhla Mabaso
Department of Software Studies, Vaal University of Technology, Private Bag X021, 1900 Vanderbijlpark, South Africa.

Bongani Innocent Dlamini
Department of Human Resources Management, Durban University of Technology, 19 Aberfedly Road, 3209 Scottsville, South Africa.

View Book :- https://stm.bookpi.org/IEAM-V7/article/view/615

The Details of Workplace Spirituality, Job Satisfaction and Organizational Citizenship Behaviors: A Theoretical Model | Chapter 5 | Current Strategies in Economics and Management Vol. 4

Workplace spirituality has steadily been gaining attention in the last couple of years. Many researchers have investigated the role of “workplace spirituality” with the aim of generating research data that would firmly entrench this construct as vital in the workplace. This article proposes the relationships between workplace spirituality, job satisfaction and organizational citizenship behaviors. It examines the relationship between three workplace spirituality components – meaning and purpose in work, recognition of an inner life or spirit and interconnectedness with the various forms in which organizational citizenship behaviours manifest, mediated by the job satisfaction experienced by the employees. This study can provide significant inputs to promote managerial effectiveness, change management, leadership, holistic performance and growth of organizations, through environments which promote workplace spirituality.

Author(s) Details

Shibani Belwalkar
NMIMS, India.

View Book :- http://bp.bookpi.org/index.php/bpi/catalog/book/198