Search results

This study investigated the relationship between job satisfaction, job‐related stress and intention to leave among audit staff in public accounting firms. Effects of demographic factors on job satisfaction; and the relationship between the elements of two‐factor theory with job satisfaction and job‐related stress were also identified. Data for the study was collected through questionnaires. Statistical analysis such as chi‐square test, factor analysis, correlation analysis and multiple regressions were used. The results indicated that job satisfaction and job‐related stress were significantly related to intention to leave the job. Only demographic factors such as pay or salary, job position and highest education achieved were found to have effect on job satisfaction. Elements of motivators and elements of hygiene were related to job satisfaction and jobrelated stress respectively. The findings of this study may contribute to planning and implementing human resource management’s (HRM) retention strategies. Several suggestions for future research are also presented. If the antecedents of intention to leave can be identified, appropriate HRM practices may minimize dysfunctional turnover of high quality employees.

Nowadays, the phenomenon of increased competition between firms and their need to respond effectively to rapidly changing operational conditions, as well as to personnel requirements, has escalated the necessity to identify those factors that affect employee performance (EP). The purpose of this paper is to examine the interrelations between firm/environment-related factors (training culture, management support, environmental dynamism and organizational climate), job-related factors (job environment, job autonomy, job communication) and employee-related factors (intrinsic motivation, skill flexibility, skill level, proactivity, adaptability, commitment) and their impact on EP.

A new research model that examines the relationships between these factors and EP is proposed utilizing the structural equation modeling approach.

The results indicate that job environment and management support have the strongest impacts (direct and indirect) on job performance, while adaptability and intrinsic motivation directly affect job performance.

A potential limitation of this research is that it is not focused only on one business sector (i.e. the sample is heterogeneous).

In this study, firm/environmental-related factors, job-related factors, employee-related factors and EP are incorporated in a single model using data from small- and medium-sized enterprises. Overall, the final model can explain 27 percent of EP variance (first-level analysis) and 42 percent of EP variance (second-level analysis).

This paper shows the results of a survey to Spanish employees about labour mobility and its determinants. Job non‐related factors are more significant than job related factors to explain the employees’ labour mobility. The employee's perceptions about job satisfaction, pay fairness, and work‐family conflict are more explanatory of labour mobility than traditional job‐related factors like pay or social benefits.

Stress has been a common phenomenon among the working professionals. The stress has been known to affect the job satisfaction level, health outcomes, affect burnout through the physiological, emotional, behavioral and cognitive processes resulting in to low performance. This study aims to identify the factors determining organizational stress among women workers in the garment industry in India and to develop and validate a contextual scale for organizational stress among women workers in the garment industry in India.

This study consisted of women workers who were employed in garment manufacturing companies. The data has been collected through a structured questionnaire, which identifies the factors leading to stress. The respondents of the study included women workers employed in the garment manufacturing units in and around Bangalore. An exploratory factor analysis was conducted and the model fit was tested using confirmatory factor analysis.

The measurement scale for the organization stress of women workers in the garment industry was found to be highly reliable and valid for conducting the study in any Indian garment industry. The analysis identified the factors as follows: job-related factor, organization-related factor, social factor and personal factor.

Due to limited access to the population, which is the women workers, the authors have not been able to collect a large sample data. The sample size is the limitation of the study.

Organizational stress have has been shown to have a detrimental effect on the health and well-being of employees. Organizations need to step up their effort to integrate emotional well-being, conducive work environment, workloads and job responsibilities, social connectedness and job satisfaction with their efforts to support the physical health and mental health of the workers.

The study is one of its kind with a focus on women workers in the garment industry in India. The study highlights the factors that result in stress among women workers who have not been studied in past research studies. The strategies to cope with organizational stress in such a work requirement is different and very challenging, making it unique for practitioners.

As organizations aim to become increasingly diverse, it is important to understand how perspectives of potential future leaders vary across culture and gender. This study aims to advance the understanding of the persistent gender gap in management.

Samples from the gender-segregated Qatar and the co-ed Denmark present a unique opportunity to investigate the potential effects of gender. Here, 115 Middle Easterners and 121 Scandinavians rated perceived importance of job-related skills, networking upward and serendipity in leadership acquisition.

Effects of gender showed that compared to men, women across cultures expected that serendipity has less to do with leadership acquisition. Middle Eastern women also showed low expectations regarding networking with people in powerful positions. Nevertheless, both genders showed conviction of meritocracy by rating job-related skills as the most important factor in leadership acquisition. Cross-culturally, Scandinavians presumed job-related skills to be more important than Middle Easterners.

Despite meritocracy beliefs, it appears that gender differences in perceived possibility of leadership acquisition contribute to the gender gap in management. Scandinavian women relied more on networking than Middle Eastern women, but still lacked faith in serendipitous opportunities compared to male peers. Perceived luck enhances achievement motivation. If men rely more on luck than women, then they are more confident in succeeding and more ambitious about pursuit of leadership. Women’s lack of faith in serendipity might affect their career ambitions negatively even in societies emphasizing equality.

This is the first study that directly focuses on gender differences in perception of opportunities for leadership acquisition through serendipity.

The paper has two purposes – first, to examine the dimensionality of employee satisfaction and, second, to identify the impact of the groups of factors on employee satisfaction.

The measurement of satisfaction of all employees in the Slovenian Police based on the comprehensive on-line questionnaire. Factor analysis was used to formulate the facets of satisfaction. Multiple linear regression analysis was performed to identify the predictors of three facets of employee satisfaction.

Three facets of employee satisfaction were determined and the influence of three types of factors (demographic, job-related and organizational-support-related factors) on them was investigated. The results show that the worst assessed facet was salary and security, whereas no significant differences were found between two other facets, namely relationships and leadership, and tasks and working conditions. The three factors influenced employee satisfaction with different levels of intensity.

The current economic situation in the state, especially in the public sector and in the police service, definitely impacts the results of the survey. The survey was conducted just before the announcement of savings measures in the Slovenian public sector. Since it was conducted on-line, it has to be assumed that for some employees this probably meant that anonymity could not be assured.

The survey was performed in order to identify the opportunities for improvements in police management. The results indicate the importance of leadership, communication and participation in the work of police officers, especially during a period of limited financial resources.

The paper shows that the strongest influence, by far, on employee satisfaction is that of the employees' feeling that the police will support and protect them in case they are exposed while performing their legitimate and professional work. Trust in one's immediate superior also has a strong influence. Both could be an important signal to the management of the police to focus on activities to increase cohesiveness within the police and constantly promote the feeling of belongingness to the police among all its members.

This study aims to provide a critical reflection research that was carried out to understand more fully how employee turnover has been critical to hotel management’s strategies for constructing a better workplace. Human resources decisions need to be made carefully based on a clear grasp of their effects on hotels and their staff.

A critical review was conducted with a sample of 160 academic papers that reported findings on staff turnover intentions in hotels.

The results include a concept map that highlights the two main dimensions found by researchers: hotel staff turnover consequences (i.e. customer satisfaction and financial performance) and antecedents (i.e. individual, job-related, relationship, organisational and opportunities).

The findings underline that staff retention strategies need to focus on managing job-related, organisational and relationship variables as hotel managers have little influence on individual and job opportunity factors.

This study examined 20 years of research summarised in an up-to-date conceptual map. The findings have cross-disciplinary implications.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

This research paper creates a model of firm/environmental factors, job-related factors, and employee-related factors that inter-relate and also have varying impacts upon employee performance. The results reveal that job environment, adaptability, intrinsic motivation, and management support have a direct impact on employee performance, all of which can be improved by positive evolutions in management style.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This paper analyzes the results of a survey about labor mobility of a sample of 1,182 Spanish employees. The results indicate that women have lower mobility than men, and that the mobility of men and women is explained by different factors. The employee’s perceptions about job satisfaction, pay fairness, and employment stability are also more explicative of job mobility than traditional job‐related factors, such as wages or training. These results have managerial implications for the segmentation of men and women in the labor market.

The study looks at how salesperson’s customer orientation (SCO) mediates the impact of a host of organisational, job-related and personality-related factors on salesperson performance. Previous studies that have considered the impact of customer orientation on performance have often considered a limited number of antecedent variables which has led to inconsistent results. The purpose of this paper is to address this concern by considering the multiple effects of several independent variables.

The conceptual model was tested through a large-scale survey of financial services salespersons in India. A total of 1,106 respondents participated in the survey. The data were analysed through structural equations modelling. Sobel’s test was employed to test the mediating effects.

The study found that customer orientation has a significant mediating effect in the case of several antecedent variables. The impact of variables like perceived supportive work environment, experienced meaningfulness, organisational identification, salesperson agreeableness and salesperson instability on salesperson performance is seen to be partially or fully mediated by SCO.

The cross-sectional design and the convenience sampling methodology are the main limitations of the study.

The study develops a more holistic, multipath model which can help managers as a guideline in recruiting and selecting salespersons. The importance of customer orientation points towards the need for better attitudinal training.

Theoretically, the paper highlights the need for developing more comprehensive models for considering the consequences of customer orientation and related issues. The multipath model addresses several calls for research on testing different antecedents of customer orientation as well as how customer orientation enhances salesperson performance.