INTRODUCTION
“Despite the importance of the impact of faculty satisfaction on developing retention strategies , there is little understanding among employers of how demographic variables, professional and institutional work life issues, and satisfaction; interact to explain faculty intentions to leave at private higher educational institutions”.
There is no doubt of the subjectivity of how do employees feel toward their jobs due to individual differences. Yet, the area of job satisfaction will continue being a growing and an interesting area for research; thus, the effects of job satisfaction in the work place has received, and will continue receiving, an increasing amount of attention by researchers. The key reason for this is that there
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Further, to explore the levels of job satisfaction and test the influence of gender and expatriates on such relation. Moreover, it attempts to test whether work family balance can cause any relationship or not. The Saudi context is viewed conceptually as it influences everyone employed in Saudi …show more content…
In regard to this, important findings were reported by Hanson and Miller (2002): An academe’s level of job satisfaction is as important to an institution goal’s achievement, as it is, to an academe’s wellbeing. From an organizational perspective, the reduction in costs associated with employee turnover is one of the most beneficial results in understanding factors that affect employee satisfaction. Generally, the potential for establishing a strong relationship between employees and organizations is greater when they feel that the employers are paying attention to their individual motivational needs. Such employees are more likely to experience higher levels of job satisfaction and less likely to leave an organization. In fact, according to Herzberg, (1974), employees are best motivated to work when their respective motivations are understood and management can best provide the means for motivation when it understands what motivates the individual employee. In addition, extrinsic factors of job satisfaction continue to have an important effect on employees’ turnover, and intrinsic factors of job satisfaction were found to have more effects and play even greater role in employee’s turnover behavior Ghazzawi, (2008). Teaching outcomes such as
In the story “Graduation”, Marguerite Johnson 's awareness of satisfaction in her academic achievements and upcoming graduation is questioned by the commencement speaker. He points out the stereotype views of African-Americans from his perspective and others. There is a familiar song that resumes Marguerite 's sense of accomplishment while giving her a greater awareness of the struggles and achievements of her ancestors and others. She feels accomplished because she overcame her struggles and became something greater. Her graduation wasn’t the ending but it was the beginning of something new for her.
Recent research indicates employee turnover is linked to poor training and poor performance. If an employee feels he/she not doing a good job, there no satisfaction and a lack of motivation. (Ton, 2012, pg.
According to Brooks (2015), when employees are fully satisfied, they commit their efforts towards attaining the set goals and objectives. They also see the reason of being associated with the company, hence reducing employee turnover rates. The other strength that the company has is better reputation. Based on the case study, close to 90 percent of employees from the survey indicated that the employees were willing to remain in this company because of its positive reputation. One of the internal weakness identified is a challenge to find and retain employees who can deliver positive results to the shareholders.
Study results showed increased employee satisfaction and a reduction in employee turnover rate. (Brunges, M., & Foley-Brinza, C.,
Thesis First Draft Enjoyment of College Academics and its Effects on Future Retention of Students Within High-Risk Stereotype Threat Minorities Bret Vetter Tennessee Technological University This study is to explore the psychological factors that influence retention in context of college students at Tennessee Tech. The research will examine the responses of the participants who volunteer to participate to evaluate and predict the factors that will influence retention rates of these students. Introduction Retention Retention is defined as “failure to eliminate a substance from the body”. This term is widely used in academia on this subject to refer to people who “endure” or “stick with” activities,
Tan & Waheed (2011) stated that the survey was done by way of convenient sampling to select sales personnel from women’s clothing stores at Bandar Sunway shopping mall located at Selangor, Malaysia. One hundred and eighty selected sales personnel of heterogeneity were surveyed by a questionnaire written in English. The questionnaire included a series of statements and questions pertaining to determinants of job satisfaction. The survey candidates were requested to indicate their degree of agreement to each. According to the researchers, linear regression analysis was performed to test the relationship between Herzberg’s Two-Factor Theory and job satisfaction and further analysis was done evaluating the relationship between money and job satisfaction.
Personal Goals Why are you pursuing a degree at ITT Technical Institute? The reason I am pursuing a degree at ITT is because I’ve tried the community college/university route and I just felt like it was a total waste of my time and money. The reasoning I feel the way is because I have to give two to four years of my time and money for teaching and not showing. I wanted a more hand on teaching along with the book work because at least in my opinion I believe that’s the best way of learning in the computer field.
He conducted a series of research surveys to several hundred accountants and engineers that describe specific situations where they felt exceptionally bad about their jobs and also describe where they felt exceptionally good about their jobs. On the basic of his study, the theory explains the factors that motivate employees by identifying their individual needs and desires. He reported that employees tend to describe satisfying experiences in terms of factors that were intrinsic to the content of job itself. These factors were called ‘motivators’ which included opportunity to experience achievement, receive recognition, work itself, take responsibility, and experience advancement and growth. On the contrary, the factors that lead to dissatisfaction is called ‘hygiene’ factors, such as company policies, salary, job security, working conditions and
Organisations have long struggled to retain employees without pouring in too many resources into incentives, however there are many other factors that influence the motivation for an employee to work for an organisation. The following factors are very important to retaining employees: ➔ Vision and Mission: Each organisation has a vision set by its leaders, a ground basis on which it stands for. This vision is the key for driving innovation, research and development for the company. Vision is also the driving force and motivation for its employees, to push their limits and to outperform the competition.
Because of this high cost of turnover, the organization sought to understand their employee’s turnover intentions and the reasons for the potential turnover. Through a series of surveys, observations, and interviews, it was determined that the location of the company and its compensation package were the most common factors in remaining with the company and that compensation and lack of challenge and opportunity were the most common factors in contemplating leaving the organization.” “Allen and Meyer (2003), have studied that a model through which the effects of HR practices (i.e. participation in decision making, fairness of rewards and growth opportunities) and POS on voluntary employee turnover were investigated. As outcome of that, the study reported a quantitative assessment that strongly supported the influencing relationship of these organizational factors in employee withdrawal.” “Legge and Wolfe (2003), have investigated that the top ten strategies critical to successful retention: (i) Be data driven (ii) Develop a profile of your ideal candidate (iii) Develop a compelling value proposition (iv) Increase your pool of candidates (v) Improve your selection process (vi) Invest in employee orientation (vii)
Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals.
Among scholars, the different facets of job satisfaction included feelings toward a job, pay, benefits, supervision, coworkers, the work itself, organizational environment, and work conditions as stated by Biggs & Swaile; Fichter & Cipolla (as cited by Appiah, 2016). Aziri (as cited by Appiah, 2016) stated that employees were usually more productive, more stable, and had a better
The measures for analysis are employee turnover, work load, work stress, employee salary, job satisfaction, and work to family conflict. Correlation is used for research studies in order to analyze the relationship among independent and dependent employees. This confirms that the
It has been found that job satisfaction is negatively correlated with, as well as with FWC. It has also been found that family satisfaction was significantly impacted by WFC. Furthermore, WFC was found to have a considerable, negative relationship to life satisfaction. Relationships between the satisfaction variables have also been observed. Job satisfaction has also been found to be positively related to life, while family satisfaction and life satisfaction have also been found to be considerably related.
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.