EMPLOYEE ATTITUDES AND JOB SATISFACTION Lise M. Saari and Timothy A. Judge This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps
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Literature Review Trust: “Fardet indicates that organizational trust leads to organizational effectiveness and have impacts on intrapersonal and interpersonal relationships inside and outside of organization.” It means that effectiveness of organization relay on the organizational trust. If organization trust will be more than effectiveness of the organization (interpersonal or intrapersonal) will effect. If an organization shows the trust within an organization and out of the organization
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“Academic Staff Retention as a Human Resource Factor: University Perspective” by Salesho, Jacob, and Idah Naile Introduction Universities and other learning institutions have been facing shortages of lecturers due to poor employee retention. The retention of employees in a business organisation may be contributed by several factors including motivation and god packages. In “Academic Staff Retention as a Human Resource Factor: University Perspective” by Salesho, Jacob, and Idah Naile explores
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1 LITERATURE REVIEW ABSTRACT The economic recession that hit the world in 2007 resulted in global downsizing in many prestige organizations and its effects of workers productivity. This literature reviews focuses on affective organizational commitment among survivors of organizational restructuring and downsizing. It focused on middle level managers and employees in supervisory positions because survivors of this group are often called upon to assume expanded roles, functions and responsibilities
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of Technology and Engineering, M.S. University of Baroda, Vadodara, India Abstract Purpose – The purpose of this paper is to present a set of total quality management (TQM) and supply chain management (SCM) practices through an extensive literature review and to identify the relationships among them by comparing the identified TQM and SCM practices. Design/methodology/approach – An extensive overview of the practices of TQM and SCM is carried out using published research papers and some major
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European Journal of Business and Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol.5, No.5, 2013 www.iiste.org Impact of employee’s job satisfaction on organizational performance. Muhammad Shahzad Latif (M.com Student) (shahzadnrsp@yahoo.com) Federal Urdu University of Science, Arts & Technology Islamabad. Pakistan Mushtaq Ahmad Foundation University, Islamabad, Pakistan Muhammad Qasim Federal Urdu University of Science, Arts & Technology Islamabad. Pakistan Momal Mushtaq National
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according to the report from the Ministry of Human Resource in 2009 it mentioned that the Tourism employee turnover in Malaysia is relatively high at 16% and 8% was contributed by hotel employee turnover. Manpower is crucial to any industry but to the service industry manpower shortage would be the biggest challenge faced by the hotel industry when compounded by the issues of staff retention and job satisfaction. In an increasingly competitive landscape, the hospitality industry must endure upon restructuring
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Employee Retention Research Question - To what extent does job attitudes and work-life balance influence workers towards retention in hospitality industry? Literature Review Introduction Managing a steady labor force is an important factor in retention but still it has become a challenge for the employers to retain talented workers in the hospitality industry. Researchers has done various studies on employee retention. According to Miler and Walker (2010) organizations should keep their
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Employee engagement means the commitment and involvement of an individual towards their organisation. Every employee of the organisation should be aware of business context and also work with colleagues to improve their performance within the organisation. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. According to HR practitioners the engagement mainly deals with how the employee feels about the working environment
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Abstract This case study research report aims at the analysis of the SPC-Ardmona case through the perspectives of motivation. Literature review is provided to gain an insight into the area of motivation, and some of the models in which motivational factors are articulated. From the review, intrinsic motivation is a key to the prolonged development of competitive advantage. Nevertheless, extrinsic motivation acts as a foundational support for the development of such intrinsic motivators. The
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