Job Dissatisfaction

This study aims to analyze the extent to which Artificial Intelligence technologies have augmented or replaced human roles and how these changes have influenced firms in the industry. The research explores the surge in AI utilization for enhancing client engagement, data analysis, and marketing campaign optimization and its consequent transformation of the labor market landscape. By focusing on a region-specific context, the study addresses the gap in current literature, and provides experiential insights into the employment implications of AI in the digital marketing sector. The dissertation examines various magnitudes including employment rates, job roles, employee turnover, hiring practices, and productivity within the industry. The integration of AI in Oman's digital marketing industry significantly influences employment dynamics. The findings underscore the need for adaptive skills, strategic hiring, and high employee productivity for industry growth

The garment industry of Bangladesh has become the key exporter and a major source of foreign currency for the last 25 years. It is one of the highest contributory sectors of our economy. However, it is a matter of great regret that the workers of the RMG industry are deprived of their minimum necessities and rights rather they are facing gender violence and vulnerabilities both at the workplace and home. This study focuses on the violence and vulnerabilities faced by the garment workers. This study through a survey and some case studies shows that the RMG workers are surviving with poor socioeconomic condition. They are living in such an environment where approximately 4.8 people live in a room. Almost 9 to 13 people use a toilet on an average. There are cases where they do not have access to a stove and cook food using other people's stoves in exchange of monthly payment. The study shows they are facing violence inside the family, on the way, and at the workplace. This violence includes sexual harassment, psychological and mental stress and physical violence. This study shows that while female workers are facing more psychological and sexual violence, the males face more physical and psychological violence. Verbal abuse and abusive behavior from the superiors at the workplace are gendered and very commonly found. Violence of the workers' human rights is frequent in this sector. The study reports some factories still lock the workers from morning till night which increase the possibilities of greater loss of lives in case of accidents. These workers are also vulnerable due to the informal nature of job, lack of facilities, fire accident, injuries and health problems like headache, back pain, eye problems. The survey reveals that they have long working hours, mandatory overtime, less payment for the overtime, fear of losing job, no facilities of labor unions, no festival allowance, lack of child care facilities and so on which indicates their vulnerabilities. Though they are vulnerable at work and living place, my study shows that most of the workers are satisfied with their working environment. Nonetheless, they are aware that rest of the society has a negative attitude towards them.

Employee attrition presents a significant challenge, particularly in industries like garment manufacturing, where high turnover disrupts stability and growth. This abstract delves into the complexities of employee attrition within the garment sector, analyzing its causes, impacts, and strategies for mitigation. Employing a mixed-methods approach, the study combines quantitative data analysis with qualitative insights from interviews and surveys among industry professionals. The findings identify key drivers of attrition, such as job dissatisfaction, inadequate compensation, limited career advancement, and difficult working conditions. Additionally, the transient nature of the workforce, marked by temporary contracts and seasonal variations, further intensifies attrition rates. The study also explores effective strategies to retain employees, emphasizing the importance of competitive compensation, professional development opportunities, and creating a positive work environment. By comprehensively understanding the factors contributing to employee turnover, garment industry organizations can implement targeted interventions to improve retention, ultimately enhancing their overall performance and competitive edge in a fast-paced market. This analysis provides valuable insights for leaders seeking to navigate the challenges of employee attrition and develop more resilient, sustainable workforce strategies.

This study examined the effect of corporate social responsibility on the performance of commercial banks in Nigeria, between 2005 and 2019. The study adopted variables such as return on asset (ROA), corporate social responsibility expenditure (CSRE), Liquidity ratio (LQR), and interest rate (INT). Annual time series data sourced from Central bank of Nigeria
statistical bulletin were utilized in the study. Return on Asset was used as the measure of performance. Consequently, error correction mechanism (ECM) was adopted to analyze the regression model. Moreover, the variables were investigated for unit root using Augmented Dickey-Fuller test (ADF). Hence, they were found to be integrated of different order 1(1) and 1(2), thus paving the way for cointegration test. The Engle-Granger Cointegration test showed that ECM (-1) is statistically significant at 5%, and 10% critical level. However, the ECM regression results showed that corporate social responsibility, and Liquidity ratio exert positive significant influence on the performance of commercial banks in Nigeria, while interest rate was found to exert negative influence on commercial banks performance in Nigeria for the period under review. The study therefore recommends that commercial banks should pursue policies that will enhance the administration of friendly and flexible interest rate to businesses and entrepreneur in their environment.

Workplace bullying has been recognized as a major occupational stressor since the mid 1980s. A number of different terms have been used to describe it, including employee abuse, emotional abuse, mistreatment and neglect at work, mobbing, and harassment. In the United Kingdom, a number of reports from trades unions illustrating the pain, psychological distress, physical illness, and career damage suffered by the victims of bullying first drew attention to the issue. However, academic interest in the issue began only recently, and there are still few empirical studies. The most systematic research comes from Scandinavia, where there is strong public awareness and antibullying legislation.

Text in AfrikaansSedert 1994 het drastiese veranderinge in die Suid-Afrikaanse onderwysstelsel plaasgevind, wat ’n direkte invloed het op die vlak van werkstevredenheid wat opvoeders ervaar. Alhoewel die ongelykhede van die verlede in hierdie beleid ondersoek is, word sekere organisatoriese faktore wat die moraal van opvoeders beïnvloed egter nie hierin erken nie. In hierdie navorsingstudie maak die navorser gebruik van die kombinasie van kwalitatiewe en kwantitatiewe navorsingsmetodes wat as triangulasie bekend staan. Semigestruktureerde onderhoude (kwalitatief) en vraelyste (kwantitatief) is as data-insamelingstegnieke gebruik om vas te stel wat die aard, omvang en moontlike oplossings vir die navorsingsprobleem is. Faktore wat werksbevrediging by opvoeders beïnvloed, is geïdentifiseer en ondersoek. Aanbevelings is gemaak rakende die rol van die Onderwysdepartement, prinsipaal, kollegas en ouers in opvoeders se werksbevrediging. Die vernaamste hiervan is dat prinsipale werkstevred...

The construction industry is faced with obvious challenges all through its wide range which has consistently led to several deficiencies. Since these challenges are constantly reoccurring, this study sets to identify the factors responsible for deficient supervision of construction project work in the Nigerian building industry. To achieve the set objectives, various authors' works were reviewed and data were collected from primary sources with the aid of a well-structured questionnaire. One hundred and twentythree questionnaires were administered to construction professional in the building industry out of which one hundred and fifteen were retrieved, coded, and analyzed using descriptive statistics; percentile and mean item score. The study concluded that the three major factors responsible for deficient supervision on construction works are; the presence of inexperienced supervisors, a lack of effective planning, and poor communication. Based on the conclusion, the study recommended offering thorough training for supervisors, placing emphasis on both practical skills and theoretical understanding. The crucial elements for the success of the project include the adoption of thorough planning procedures, which involve detailed scheduling and resource allocation. Additionally, creating transparent and open communication pathways among project stakeholders is imperative

This study aims at showing the factors of relative job dissatisfaction and the influence of those factors on employee intention to quit. The study has conducted a field survey of 143 respondents from different famous private sector companies of Bangladesh. The findings of this study are that most of the factors of relative job dissatisfaction lead to employee intention to quit. Such as:  in the expectation of more pay and better working conditions employees intend to quit the job or organization, similarly employees possess the intention to quit when they want to lessen their workload or to get good supervision. Likewise, employees possess the intention to quit the job or organization in case of getting sound retirement benefits. On the other hand, employees are not found to possess the intention to quit the organization or job in order to get and accept more challenging jobs. The findings of this study will help manager and concerned authorities to be aware about the factors of rel...

This research examined the effect of teachers’ satisfaction level of public sector universities on student satisfaction. Requisite data were collected through self-administered questionnaire, from 100 teachers and 100 students of 5 public sector universities selected on the basis of simple random sampling. The study first determined teachers’ satisfaction on the basis of three dimensions of their job including teaching, supervision and stress. Teaching was found insignificant determinant of teacher satisfaction whereas stress was significantly and negatively related to teacher satisfaction and supervision was significantly and positively related to teacher satisfaction. The study then determined the students’ satisfaction on the basis of active teaching, learning activities and assessment framework. Active teaching was found insignificant determinant of student satisfaction whereas learning activities and assessment framework both significantly contributed towards student satisfacti...

Affective events theory (AET) argues that everyday negative events are likely to lower both daily work engagement and momentary positive affect. These problems can then persist on subsequent days. However, AET also argues that individual strategies can diminish the ill effects of negative events. We explicitly focused on good sportsmanship or abstaining from unnecessary complaints and criticism as a possible moderator of the effects of daily negative work events on daily work engagement and positive affect. We tested this possibility with a 3-day diary study among 112 employees. As expected, we found that daily negative events lowered daily engagement and momentary positive affect for two consecutive days. However, this effect only held on days that people exhibited low sportsmanship. For days that people exhibited high sportsmanship, there were no significant effects. Creating a resource rich work environment that enhances individuals' sportsmanship behaviour can help to minimize the unfavourable impact of daily negative events.

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Background.-This study assessed the associations of short-term employment, physical and psychological occupational demands, and job dissatisfaction with alcohol abuse (using the Audit-C test) and daily smoking among working French men and women in different age groups. Methods.-The sample included 13,241 working people, 18-29, 30-39, and 40-59-years-old, randomly selected in France and interviewed by phone. Occupation, type of employment, physical demands, psychological demands, job dissatisfaction, gender, age, educational level, and income were considered. Data were analyzed with logistic models. Results.-Alcohol abuse affected 20.4% of men and 7.5% of women; smoking 32.1% and 24.2%, respectively. Their patterns of association with the occupational factors varied with gender and age. Job dissatisfaction was the leading factor among young men (adjusted odds ratio for alcohol abuse and smoking: 1.71 and 2.02), whereas short-term employment was the leading factor among young women (1.69 and 1.58), this pattern being reversed in older generations. The pattern of associations of physical and psychological demands with outcomes is more complex, but overall psychological demands were more important for women (especially the younger ones) than men, especially for smoking (OR > 1.6). Smoking within 5 min after waking was much more common among male and female smokers with these occupational factors, suggesting a potential dependency. Conclusions.-Workers with short-term employment and occupational demands are subject to a higher risk for alcohol abuse and smoking with high gender and age disparities. Gender and age should be considered when designing measures to prevent substance abuse related to occupation.

The purpose of this two-part paper was to explore and describe the status of working conditions in public hospitals at a selected province in South Africa. An explorative, descriptive, qualitative design was used for this study. Purposeful sampling was used to select the 32 participants comprising senior managers, middle managers, operational managers, occupational health and safety nurses and all employee representatives in the 27 public hospitals in the province. Data collection was achieved through individual in-depth interviews. The findings suggest that working conditions in public hospitals are poor and characterized by job dissatisfaction, high levels of psychological stress and burnout. The poor working conditions were attributed to poor infrastructure, budgetary constraints and unfair distribution of incentives, unsafe environment, poor interpersonal relationships, flawed communication channels, lack of support and lack of involvement in decision making. The results can inform development of policy and occupational health and safety measures.

The purpose of this two-part paper was to explore and describe the status of working conditions in public hospitals at a selected province in South Africa. An explorative, descriptive, qualitative design was used for this study. Purposeful sampling was used to select the 32 participants comprising senior managers, middle managers, operational managers, occupational health and safety nurses and all employee representatives in the 27 public hospitals in the province. Data collection was achieved through individual in-depth interviews. The findings suggest that working conditions in public hospitals are poor and characterized by job dissatisfaction, high levels of psychological stress and burnout. The poor working conditions were attributed to poor infrastructure, budgetary constraints and unfair distribution of incentives, unsafe environment, poor interpersonal relationships, flawed communication channels, lack of support and lack of involvement in decision making. The results can inform development of policy and occupational health and safety measures.

Attrition has affected special education for decades. Understanding the influence of job satisfaction upon employee retention is vital in developing a country’s work force. This qualitative study consisted of 12 participants and explored the influencing factors of Bahamian special educators’ withdrawal from public education. Job Satisfaction and Social Cognitive Career Theory grounded this study, emphasizing the influence of experiences upon career decisions. Data were collected using semi-structured interviews and analyzed via open coding. Findings revealed that Bahamian special educators left special education because of (a) lack of support, (b) inadequate training, and (c) burnout, resulting in poor job satisfaction.

The purpose of this study was to ascertain the influence modern e-technologies on academic staff productivity in Nigerian colleges of education. To achieve the study's goal, one research question was posed, and one hypothesis was developed to direct the investigation. The study utilized a survey-based design. The study's population consists of eighty-one (81) business education academic staff members, who were all participating in the research due to the population's manageable size. For data collection, an 11-item questionnaire titled "Modern E-Technologies and Academic Staff Job Productivity Questionnaire" (METASJPQ) was used. Two (2) experts validated the instrument. Cronbach's alpha reliability coefficient was 0.88 overall. To answer the research questions, the collected data were analyzed using the mean (X), standard deviation (SD), and sample percentage. An independent t-test was used to test the null hypothesis at the 0.05 level of significance. Data analysis revealed that modern e-technologies influence the productivity of academic staff in Nigerian colleges of education. In accordance with the study's findings, it was recommended, among other things, that academic staff occasionally engage students in collaborative learning via various modern e-technology platforms.

This article focuses on a study conducted with the purpose of exploring and describing the organisational climate as a cause of job dissatisfaction among nursing staff in selected hospitals within the Mpumalanga Province. The major objectives were to determine what organisational climate encompasses; ascertain which factors related to organisational climate can cause dissatisfaction among nurses; determine whether there is a difference in the way nursing management and the nursing staff perceive the existing organisational climate; and make recommendations for health service managers to improve the organisational climate in order to facilitate greater job satisfaction among the nursing staff. A quantitative approach with an exploratory and descriptive design encompassing the survey method was used. A questionnaire was applied as the data collection instrument and was distributed to 140 respondents. The results indicated that the nursing management and the nursing staff were content with the intrinsic factors of their jobs, but were dissatisfied with the extrinsic factors of the organisational climate. The outcome of this research affirms that there are extrinsic factors within the organisational climate that affect the nursing management and the nursing staff adversely. Recommendations were made to promote job satisfaction in selected public hospitals within the Mpumalanga province.

Objective: To identify and measure the effects of workplace stressors experienced by Victorian regional physiotherapists. Design: Survey questionnaire. Setting and participants: A questionnaire was distributed to three Victorian regional public physiotherapy departments and data were collected from 80 physiotherapists. Main outcome measures: The type and frequency of workplace stressors, the nature and frequency of common signs and symptoms of stress and the amount of leave taken as a result of stress were measured. Results: Caseload quantity, complexity of patients, constant excessive workload, covering staff on leave and staff shortages, were reported as key workplace stressors. Physiotherapists aged between 20 and 29 years were significantly more likely to report a higher number of workplace stressors (F = 4.173, n = 80, P = 0.009). Inpatient rehabilitation physiotherapists were significantly more likely to report stress at a higher frequency than physiotherapists working in other areas (c 2 = 14.359, n = 73, P = 0.002). Eleven per cent of all respondents reported taking leave from work as a result of stress with no significant difference identified between those who took leave and those who did not. There was, however, a trend identified with senior staff (Z = 1.792, n = 80, P = 0.073) and those who work in inpatient rehabilitation (c 2 = 6.926, n = 80, P = 0.074) being more likely to take leave as a result of stress. Many of these physiotherapists did not make their employers aware of the reasons for the leave (77%, n = 9). Conclusions: High caseloads, periods of increased activity and staff shortages are some of the factors that contribute to stress in regional physiotherapists. Younger therapists were more likely to identify stressors with greater frequency. Strategies to monitor, prevent and manage stress should be implemented to minimise burnout in regional physiotherapists.

This study aims at showing the factors of relative job dissatisfaction and the influence of those factors on employee intention to quit. The study has conducted a field survey of 143 respondents from different famous private sector companies of Bangladesh. The findings of this study are that most of the factors of relative job dissatisfaction lead to employee intention to quit. Such as:  in the expectation of more pay and better working conditions employees intend to quit the job or organization, similarly employees possess the intention to quit when they want to lessen their workload or to get good supervision. Likewise, employees possess the intention to quit the job or organization in case of getting sound retirement benefits. On the other hand, employees are not found to possess the intention to quit the organization or job in order to get and accept more challenging jobs. The findings of this study will help manager and concerned authorities to be aware about the factors of rel...

The study examined the factors that affected Labor-Management Relations in the context of employees’ satisfaction in Garments Industry of Bangladesh. The data for the study were collected from both primary and secondary sources. Primary sources relied on interview method with the help of a structured questionnaire for self-guidance. All hypotheses were tested using regression analysis and Pearson correlations controlling for background variables of gender, marital status, and age. The study revealed that all dimensions of labor-management relations were positively and significantly correlated to employee satisfaction and overall labor-management relations. Implications, limitations, and directions for further research were discussed.

This study seeks to investigate the effects of job dissatisfaction on employee turnover in the Nigerian banking sector using some selected branches of First Bank plc in Osun state. The study adopts a quantitative research method. As such, the questionnaire was used to obtain data from the 200 randomly selected samples from each branch. Inferential statistics, including linear regression and correlation, were applied to evaluate the relationships between the dependent variable (employee turnover) and the independent variable (job dissatisfaction). The results show a significant positive relationship between job dissatisfaction and employee turnover. This means that the higher the level of job dissatisfaction, the higher the employee turnover rate. It also shows a 26% rate of employee turnover in the bank, which indicates that employees are leaving the bank at a higher rate due to a poor work environment, poor compensation system, lack of recognition, job insecurity, stress, and work-life imbalance. The study recommends that bank management focus on restructuring their organisational culture and creating a flexible work environment for employees.

This paper presents a conceptual framework regarding the factors affecting academic job dissatisfaction in higher education, derived from an in-depth survey of the related literature. The aim of this study was achieved by identifying the factors that affect university academics' job dissatisfaction. The main result of this study is the development of a framework, derived from the existing literature, of factors affecting university academics' job dissatisfaction. The findings help to articulate issues related to university academics' job dissatisfaction and in this way contribute to the development of programs designed to address the relevant issues.

The purpose of this research is to analyze the effect of organizational communication climate and employee retention toward employee performance with organizational culture as an intervening variable. The research sample used Company employees was 65 respondents. The research information analysis method uses path analysis using the PLS-SEM application. The results of research findings explain that the influence of organizational culture has an influence Business Ethics and Regulatory Compliance 1544-0044-24-S1-102 on employee performance in the company. Organizational communication climate hasn't an influence on employee performance. Employee retention hasn't an influence on employee performance, conversely, the indirect effect of organizational culture if it is included to improve employee's performance has a very large effect on improving influence of organizational communication climate and employee retention has a significant to increase performance in the company.

This article focuses on a study conducted with the purpose of exploring and describing the organisational climate as a cause of job dissatisfaction among nursing staff in selected hospitals within the Mpumalanga Province. The major objectives were to determine what organisational climate encompasses; ascertain which factors related to organisational climate can cause dissatisfaction among nurses; determine whether there is a difference in the way nursing management and the nursing staff perceive the existing organisational climate; and make recommendations for health service managers to improve the organisational climate in order to facilitate greater job satisfaction among the nursing staff. A quantitative approach with an exploratory and descriptive design encompassing the survey method was used. A questionnaire was applied as the data collection instrument and was distributed to 140 respondents. The results indicated that the nursing management and the nursing staff were content ...

Holland [Holland, K., 1991. Recruitment by accounting departments in the higher education sector: an analysis of recent employees. British Accounting Review 23, 49-66] and Weetman [Weetman, P., 1993. Recruitment by accounting departments in the higher education sector: a comment on the Scottish experience. The British Accounting Review 25, 287-300] reported studies of appointees to accounting and finance (A&F) departments in the UK and Scotland, respectively. This investigation uses a questionnaire survey, and an analysis of the British Accounting Review Research Register to examine five research questions: (i) the characteristics of recent appointees to UK A&F departments across three time periods, 1998-1999 (NZ46), 2000-2001 (NZ40), and 2002-2003 (NZ55); (ii) subsequent job changes of the populations of appointees in 1998-1999 and 2000-2001; (iii) respondents' motivations for becoming A&F lecturers; (iv) their sources of current occupational discontent; and (v) their proposals for making A&F lecturing posts more attractive. Herzberg's [Herzberg, F., 1968. One more time: How do you motivate employees? Harvard Business Review (reprinted 2003)] motivation-hygiene dual-factor theory is used to conceptualise job satisfaction and dissatisfaction. In turn, issues relating to occupational discontent are described by Rousseau's [Rousseau, D., 1990. New hire perceptions of their own and their employer's obligations: a study of psychological contracts. Journal of Organisational Behaviour 16, 389-400] psychological contract. The findings identify differences in the characteristics of the appointees in both pre-1992 and post-1992 universities. Overall, staff joined with an expectation of flexible hours of working and a desire to carry out research. The most important source of job discontent was the widening salary gap between academe and industry and the profession. Improved salary levels, more time for scholarly

The purpose of this research is to analyze the effect of organizational communication climate and employee retention toward employee performance with organizational culture as an intervening variable. The research sample used Company employees was 65 respondents. The research information analysis method uses path analysis using the PLS-SEM application. The results of research findings explain that the influence of organizational culture has an influence Business Ethics and Regulatory Compliance 1544-0044-24-S1-102 on employee performance in the company. Organizational communication climate hasn't an influence on employee performance. Employee retention hasn't an influence on employee performance, conversely, the indirect effect of organizational culture if it is included to improve employee's performance has a very large effect on improving influence of organizational communication climate and employee retention has a significant to increase performance in the company.

The purpose of this research is to analyze the effect of organizational communication climate and employee retention toward employee performance with organizational culture as an intervening variable. The research sample used Company employees was 65 respondents. The research information analysis method uses path analysis using the PLS-SEM application. The results of research findings explain that the influence of organizational culture has an influence Business Ethics and Regulatory Compliance 1544-0044-24-S1-102 on employee performance in the company. Organizational communication climate hasn't an influence on employee performance. Employee retention hasn't an influence on employee performance, conversely, the indirect effect of organizational culture if it is included to improve employee's performance has a very large effect on improving influence of organizational communication climate and employee retention has a significant to increase performance in the company.

A une epoque ou le bien-etre constitue un enjeu central dans nos differentes spheres de vie, le travail est pourtant regulierement presente comme source de stress, de risques psychosociaux voire de burn-out. En prenant appui sur le personnel international humanitaire, aussi appele « expatrie », de l’organisation « Medecins Sans Frontieres » (MSF), cette these etudie l’insatisfaction, entendue ici comme l’ensemble des experiences ou des emotions jugees negativement par l’individu. Sur la base d’une cinquantaine d’entretiens realises sur le terrain et d’une observation participante en tant qu’« expatrie » lors de dix missions humanitaires sur quatre continents, cette recherche offre non seulement une vision, de l’interieur, d’un secteur en mutation (croissance de la proportion d’expatries issus du Sud, multiplication des critiques internes et externes, etiolement de l’engagement au profit de la professionnalisation), mais elle interroge en meme temps les ressorts sociaux du processus ...

Using a panel of linked employer-employee data from Portugal, we follow the performance of firms and workers during the first decade of 2000s in terms of the risk of firm shutdown and of chances of workers' entering unemployment. This allows us to identify the characteristics of unsuccessful firms and workers over this period and, of most interest, whether these characteristics changed as a consequence of the global crisis. In addition, and different from previous works, we (i) assess whether there is a differential effect to crisis depending on firm size, and (ii) relate the workers' risk of unemployment to the hazard of firm shutdown. In the analyses of hazard of shutdown and risk of unemployment most of the effects of observed covariates remained unchanged through the business cycle. There is a differential response to crisis depending on firm size. A small firm's risk of shutdown is 9 times the risk of a large firm. However, the chances of becoming unemployed are less than twice larger for a worker in a small firm. This suggests that large firms may be less likely to shutdown, but they are not a shield from unemployment.

The present study among 110 Spanish university students expands previous research on work engagement by investigating the causal relationships between two potentially important resources in the use of Information & Communication Technology (i.e., time control and method control), efficacy beliefs and engagement. More specifically, two questions are addressed: (1) do personal resources mediate the relationship between task resources and work engagement? (2) does engagement increase personal and task resources? Results show that efficacy beliefs play a mediating role between task resources and engagement. Engagement increases efficacy beliefs, which in turn increase task resources over time. These findings suggest a positive gain spiral in which efficacy beliefs play a central role.

The purpose of this research is to analyze the effect of organizational communication climate and employee retention toward employee performance with organizational culture as an intervening variable. The research sample used Company employees was 65 respondents. The research information analysis method uses path analysis using the PLS-SEM application. The results of research findings explain that the influence of organizational culture has an influence on employee performance in the company. Organizational communication climate hasn’t an influence on employee performance. Employee retention hasn’t an influence on employee performance, conversely, the indirect effect of organizational culture if it is included to improve employee's performance has a very large effect on improving influence of organizational communication climate and employee retention has a significant to increase performance in the company.

Social concepts such as equity, fairness and organizational justice play an important role in employees' evaluation of their own workplace environment. The employees who have positive feelings about these concepts are committed more to their organization, which leads to job satisfaction and an increase in the level of organizational success. This study aims to indicate the effect of employees' organizational justice (OJ) perceptions on their organizational commitment (OC). A sample university with its administrative and academic staff is determined as the study field. In the study, it is indicated that, on the basis of OJ's lower dimensions, it affects OC positively and significantly.

The purpose of this research is to analyze the effect of organizational communication climate and employee retention toward employee performance with organizational culture as an intervening variable. The research sample used Company employees was 65 respondents. The research information analysis method uses path analysis using the PLS-SEM application. The results of research findings explain that the influence of organizational culture has an influence on employee performance in the company. Organizational communication climate hasn’t an influence on employee performance. Employee retention hasn’t an influence on employee performance, conversely, the indirect effect of organizational culture if it is included to improve employee's performance has a very large effect on improving influence of organizational communication climate and employee retention has a significant to increase performance in the company.

Text in AfrikaansSedert 1994 het drastiese veranderinge in die Suid-Afrikaanse onderwysstelsel plaasgevind, wat ’n direkte invloed het op die vlak van werkstevredenheid wat opvoeders ervaar. Alhoewel die ongelykhede van die verlede in hierdie beleid ondersoek is, word sekere organisatoriese faktore wat die moraal van opvoeders beïnvloed egter nie hierin erken nie. In hierdie navorsingstudie maak die navorser gebruik van die kombinasie van kwalitatiewe en kwantitatiewe navorsingsmetodes wat as triangulasie bekend staan. Semigestruktureerde onderhoude (kwalitatief) en vraelyste (kwantitatief) is as data-insamelingstegnieke gebruik om vas te stel wat die aard, omvang en moontlike oplossings vir die navorsingsprobleem is. Faktore wat werksbevrediging by opvoeders beïnvloed, is geïdentifiseer en ondersoek. Aanbevelings is gemaak rakende die rol van die Onderwysdepartement, prinsipaal, kollegas en ouers in opvoeders se werksbevrediging. Die vernaamste hiervan is dat prinsipale werkstevred...

The purpose of this research is to analyze the effect of organizational communication climate and employee retention toward employee performance with organizational culture as an intervening variable. The research sample used Company employees was 65 respondents. The research information analysis method uses path analysis using the PLS-SEM application. The results of research findings explain that the influence of organizational culture has an influence on employee performance in the company. Organizational communication climate hasn’t an influence on employee performance. Employee retention hasn’t an influence on employee performance, conversely, the indirect effect of organizational culture if it is included to improve employee's performance has a very large effect on improving influence of organizational communication climate and employee retention has a significant to increase performance in the company.

The purpose of this research is to analyze the effect of organizational communication climate and employee retention toward employee performance with organizational culture as an intervening variable. The research sample used Company employees was 65 respondents. The research information analysis method uses path analysis using the PLS-SEM application. The results of research findings explain that the influence of organizational culture has an influence on employee performance in the company. Organizational communication climate hasn’t an influence on employee performance. Employee retention hasn’t an influence on employee performance, conversely, the indirect effect of organizational culture if it is included to improve employee's performance has a very large effect on improving influence of organizational communication climate and employee retention has a significant to increase performance in the company.

Employee job satisfaction is one of the main factors for the prosperity or success of an employee as well as an organization and a related issue in human resource management, organizational behavior, and personnel management. This study attempts to evaluate the various factors (pay and benefit, supervisor's behavior, work condition and environment, opportunity for career development, organization policy, and communication with co-worker) that affect the employee's job satisfaction. The study result indicate that pay and benefits, supervisor's behavior and organization policy have a significant impact on employee's job satisfaction. This study will provide the new message to the employer's regarding the way for better employee satisfaction that are ultimately affect the organizational success.

Although, the economy of Bangladesh is primarily dependent on agriculture, Readymade Garment (RMG) industry has emerged as the largest earner foreign currency of Bangladesh in recent years. More than 75% of foreign earnings are coming through export from this very important sector of Bangladesh. In study of Islam & Chowdhuri, [1] presently more than four million workers are working in 4,500 RMG companies of Bangladesh in which 90% are illiterate women who are from the rural areas of the country. The policymakers and the employers of this sector claim that the growth of garment sector has helped employing a huge number of rural women that has subsequently developed their socioeconomic. But, it is a concern of the national and internal observers that the compliances like factory laws, industrial relations laws, employment laws, payment of wages laws, ILO standards, ethics applied in this sector are hardly followed by the RMG companies that make the lives of the workers very misery. Sometimes, the female workers are exploited by employing more hours a day without the payment of overtime by capitalizing their illiteracy and submissiveness. Hence, this paper aims at identifying the level of application of the labor laws and the compliances in RMG industry of Bangladesh that is the only protective measures of the large number of female workers of this sector of Bangladesh. A total of 238 workers of this sector were interviewed in this study with a structured questionnaire. Multivariate analysis techniques such as, Factor Analysis and Multiple Regression Analysis were used to analyze the data. Results show that in case of measures for protecting sexual harassment there is a severe problem of the use of the labor laws in this sector followed by physical movement and access control, exit and access path of the company, working hours, and counseling arrangements in the company. This study suggests that the readymade garment companies should address the sexual harassment issue seriously so that the workers will feel safe at their work. They also should focus more on the safety issues, working hours, and counseling of the workers in order to make the working environment more favorable to the workers.

The purpose of this research is to analyze the effect of organizational communication climate and employee retention toward employee performance with organizational culture as an intervening variable. The research sample used Company employees was 65 respondents. The research information analysis method uses path analysis using the PLS-SEM application. The results of research findings explain that the influence of organizational culture has an influence on employee performance in the company. Organizational communication climate hasn’t an influence on employee performance. Employee retention hasn’t an influence on employee performance, conversely, the indirect effect of organizational culture if it is included to improve employee's performance has a very large effect on improving influence of organizational communication climate and employee retention has a significant to increase performance in the company.

Employees play a vital role in the results of companies, which is why the study of elements of the company's behaviour and climate is necessary for the retention of human talent. This study aims to identify the influence of perceived fairness, job satisfaction, support for innovation and trust on employee turnover and the relationship between these variables. In order to achieve this objective, a quantitative methodological design was carried out. A questionnaire was administered to 555 employees of a food industry company in northwestern Mexico. This instrument was validated for construct validity using Cronbach's alpha and for convergent and discriminant validity. The internal consistency of the model's constructs was also determined using an exploratory factor analysis using the principal components method. Positive and significant correlations were found between perceived fairness, job satisfaction, support for innovation and trust, as well as negative and significan...

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Before and During the Crisis * Using administrative records data from Spanish Social Security, we analyse the pattern and the determinants of individual unemployment benefit spell durations. We compare a period of expansion (2005)(2006)(2007) and the recent recession (2009)(2010)(2011), allowing us to determine the impact of the current crisis. In line with the duality that characterizes the Spanish labour market, we distinguish between exits to a stable job and exits to an unstable job. We estimate a Multivariate Mixed Proportional Hazard Model for each time period. We find similar effects of the crisis for stable and unstable jobs, which are particularly strong in the first year of the spell. Moreover, slight negative duration dependence is found, especially for stable jobs in the expansion period until the time of unemployment benefit expires. Individuals who are most affected by the financial crisis tend to be males, those aged 16-24 and 40-51 years, those living in regions with higher unemployment rates, individuals who are less qualified or work in manual occupations (particularly construction) and immigrants.

Introduction: Work is a social double edged weapon activity that may have positive and negative effects on individual's quality of life and health.Objectives: To estimate workaholism prevalence and to determine its effects on quality of life, mental health, and burnout among healthcare workers (HCWs).Methods: Using a cross-sectional study, 1,080 Egyptian participants distributed as HCWs and non-HCWs were recruited. The study included 4 questionnaires to assess workaholism, quality of life (QoL), Psychological capital questionnaire (PCQ), and General health questionnaire (GHQ). Maslach Burnout Inventory (MBI) was applied to critical specialty HCWs in addition to pro-inflammatory markers including Il6, TNFα, and CoQ10.Results: This study revealed that 24.4 and 24.8% of HCWs were workaholic and hardworking, respectively, in comparison to 5.9 and 28.1% among non-HCWs (P < 0.001). Somatic symptoms and anxiety/ insomnia domains of GHQ were higher among HCWs than non-HCWs (P < 0....

This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being 'stuck' at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are 'stuck' at their work even though dissatisfied. Using the British household panel survey, the possibility of falling in a job-lock state is analyzed to outline a set of factors that explain why employees differ in the way they adjust to job dissatisfaction. We divide these factors into socio-demographic features, personality attributes, type of occupation, employment conditions, type of sector, and work-related contextual features. Based on results of probit regression analysis, we provide evidence that all these group of factors can jointly predict the state of job dissatisfaction, the absence of job turnover and job lock (being 'stuck' at job). Moreover, our results suggest that the adaptation to job dissatisfaction could be better understood if personality attributes (such as self-esteem) are included in the analysis. Thus, this study expands our understanding of how and why employees might feel 'stuck' at work and fall in a state of job lock. Keywords Job lock Á Adaptation to job dissatisfaction Á Job mobility Á Self-esteem If you're not enjoying your work, you should either change your attitude, or change your job.-Count Leo Nikolaevich Tolstoy.