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The adaptive reuse of historic buildings into contemporary office spaces prompts intriguing inquiries regarding its impact on employee satisfaction and workplace culture. This study explores the potential of adaptive reuse to transform historic buildings into functional, sustainable offices, using Erbil Citadel houses as a base for the study. Through this research study, user preferences and perceptions of the integration of historical features into the modern work environment were examined. Quantitative data were extracted from 60 survey respondents and analyzed in terms of medians, modes and the analysis of key themes, such as historical aesthetics, employee creativity, work satisfaction and environmental factors, including natural light and airflow. The findings emphasize the equilibrium between safeguarding the cultural heritage of the historical structure and the requirements of contemporary office environments. The findings underscore the need for sustainable practices and technological integration to enhance workplace functionality and team well-being, particularly in shared spaces. This paper highlights the importance of decision makers' perspectives on heritage conservation, stressing the necessity for a culturally attuned and sustainable reuse strategy that addresses community requirements. This study offers a methodological framework for reconciling historical narratives with modern office requirements while also addressing broader discussions on adaptive reuse and the potential for enhancing workplace quality. [ABSTRACT FROM AUTHOR]

Workplace conflict is inevitable when employees of various backgrounds and different work styles are brought together for a shared business purpose. Conflict can and should be managed and resolved. This study explores the critical role of conflict management in shaping employee satisfaction within Micro, Small, and Medium Enterprises (MSMEs). Given the unique challenges faced by MSMEs, such as limited resources and informal structures, effective conflict resolution strategies are essential for fostering a harmonious work environment. Utilizing a quantitative approach, this research examines the impact of various conflict management techniques on employee morale and satisfaction. The findings highlight the significant positive correlation between structured conflict management and increased employee satisfaction, underscoring the importance of adopting collaborative and supportive conflict resolution methods in MSMEs to enhance overall organizational performance. [ABSTRACT FROM AUTHOR]

In a dynamic context, where market requirements and needs change often, it is important for companies to adapt to new demands as quickly as possible to continue to be successful. To be able to face numerous challenges, however, organizations need to focus on the needs of their employees, with their satisfaction being an intermediate objective in achieving performance. Since technology is a pillar of each business field, the aim of this study is to explore employees' perspectives on the use of technology at work, analyzing its main roles within the company, the benefits it provides from the employees' viewpoint and its implications for satisfaction and performance. To achieve this objective, the authors used existing results in the literature that indicated several methods for the analysis of this subject, and continued with qualitative focus group research that involved six employees working both in hybrid and remote setups, within companies providing services in the engineering area. Thus, in this qualitative study, the needs and preferences of engineering employees are analyzed towards the efficiency of work activities, the improvement of team collaboration, as well as the role of digital technologies in facilitating communication and collecting feedback. Also, the research results address the support of personal and professional development and emphasize the importance of balance between personal and professional life through workplace flexibility—an aspect relatively unexplored in the specialized literature. Apart from the theoretical contributions that the study offers for the development of the literature, the results of this research offer a practical perspective for companies in the field of engineering, suggesting future research directions and recommendations for optimizing performance and increasing the level of employee satisfaction through the implementation of appropriate and personalized digital solutions. [ABSTRACT FROM AUTHOR]

Patient satisfaction is a key factor in the success of hospitals worldwide, making it an important focus for contemporary research. This study aims to examine the impact of service quality, employee satisfaction, and the organizational environment on patient satisfaction in Chinese hospitals. Additionally, it investigates the mediating role of information flow in the relationships between service quality, employee satisfaction, the organizational environment, and patient satisfaction in Chinese hospitals. Data for the study was collected through survey questionnaires administered to patients in government hospitals in China. The reliability of the data and the relationships among the constructs were analyzed using Smart-PLS software. The findings revealed that service quality, employee satisfaction, and the organizational environment positively influence patient satisfaction in Chinese hospitals. Moreover, the results indicated that information flow significantly mediates the relationships between service quality, employee satisfaction, the organizational environment, and patient satisfaction. These findings provide valuable insights for policymakers, offering guidance on strategies to enhance patient satisfaction by focusing on improving service quality, ensuring effective information flow, and fostering a positive organizational environment. Doi: 10.28991/ESJ-2025-09-01-09 Full Text: PDF

This research aimed to investigate the relationship between work climate, sustainability practises and perceived economic performance in sustainable companies, focusing on the impact of Environmental, Social, and Governance (ESG) initiatives. The main objective is to assess how workplace climate influence economic performance and how sustainability practices contribute to employee satisfaction. The study uses a quantitative methodology based on a questionnaire consisting of 15 questions distributed to employees of sustainable companies. The collected data were statistically analysed using SPSS software, with correlation and linear regression tests to validate the hypotheses. Three main hypotheses were tested in the study: (H1) the positive relationship between a favourable work climate and economic performance, (H2) the contribution of sustainability practises to improving work climate, and (H3) the correlation between involvement in ESG initiatives and employee satisfaction. The results indicate a significant correlation between a positive work climate and perceived economic performance as well as a correlation between the implementation of ESG initiatives and employee satisfaction. This research contributes to the understanding of how sustainability practises can influence both employee satisfaction and overall business performance and provides guidance for improving organisational strategies in sustainable companies.

In recent years, the role of leadership in increasing employee satisfaction (ES) has received significant attention, with emotional intelligence (EI) emerging as a key factor in promoting effective leadership (EL) in organizations. Although research has demonstrated the positive impact of EI on workplace outcomes, the interplay between perceived LE, EI, and ES remains underexplored. This research is part of this theme and aims to investigate the influence of the perceived levels of LE and EI of SE leaders in the work environment. This study highlights the importance of integrating emotionally intelligent leaders into organizational structures to improve SE, which subsequently contributes to organizational success. A quantitative methodology was used, with data collected through the application of three questionnaires: one to assess the perception of LE, another to measure EI, and a third to assess SE. The results indicated a positive correlation between all constructs. Employees with more favorable perceptions of their leaders’ EI levels and leadership effectiveness reported greater workplace satisfaction. We also found that LE and EI significantly predicted ES. These findings emphasize the need to foster leadership that is not only competent, but also emotionally intelligent to increase workplace satisfaction and productivity.

Physical workplace environment plays a crucial role in shaping employee satisfaction within organizations. This study assesses the influence of the physical workplace environment on employee satisfaction at the National Food Reserve Agency in Tanzania. The study employed a cross-sectional design and quantitative approach, collecting data from a sample of 152 NFRA employees across various zones in Tanzania. Data were collected using structured questionnaires and analyzed using descriptive statistics and logistic regression. The descriptive results show that the overall mean score for employee satisfaction was moderate, with job security being the highest-rated factor. Also, the logistic regression results show a significant association between the physical environment and employee satisfaction, with office layout, cleanliness, and noise levels being significant predictors. The study results underscore the importance of the physical environment in enhancing job satisfaction in the procuring, storing and distributing food agencies like NFRA in Tanzania. The study concludes that the physical workplace environment plays a crucial role in employee satisfaction at NFRA. Improvements in office layout, cleanliness, and noise control are recommended to enhance overall satisfaction and organizational performance. Also, it is recommended that NFRA should prioritize investments in improving the physical work environment, implement policies promoting employee well-being, and encourage active employee engagement in maintaining a conducive workplace.

The study aims to highlight the critical role of HR practice in shaping tourist experience and satisfaction, ultimately contributing to the success and reputation of tourism enterprises. Additionally, it aims to understand how eff ective HR management influences the overall experience and satisfaction of tourists. Using a mixed-methods approach, data was collected from 112 employees and tourists in Lebanese resorts. Structural Equation Modelling revealed significant relationships between HRP and employee satisfaction and performance. Employee satisfaction strongly correlated with tourist satisfaction, while employee performance showed a weaker correlation. Notably, tourists prioritized employee friendliness over professional expertise. This study contributes to the literature by highlighting the importance of employee attitude in shaping tourist experience in a developing country context. The findings have implications for HR strategies in the tourism industry, emphasizing the need to focus on fostering positive employee attitudes alongside professional skills.

The effectiveness of organizations and the satisfaction of customers are both significantly improved by providing outstanding quality. To better meet the needs of their consumers, an increasing number of firms are implementing quality improvement programs such as total quality management (TQM). The major objective of this research paper is to examine the effects of TQM components on the efficiency and effectiveness of UAE higher education institutions (HEIs). The association between TQM components and organization performance was investigated using a quantitative research technique based on a survey study design. The partial least square structural equation model (PLS-SEM) was used to quantify the reflectiveness of 99 data. The study found that TQM has a positive impact on employee satisfaction and service quality in HEIs. It was revealed that TQM has a significant impact on organizational performance, with service quality serving as a mediator. Furthermore, the results revealed that service quality and students’ satisfaction are fully mediating the relationship between TQM and organizational performance. The current study concludes that HEIs are implementing TQM to enhance market performance and comprehend the evolving business trends. The study has added to the body of information about the relationship between TQM elements and organization performance.

In an increasingly competitive and globalized labor market, talent retention has emerged as a critical challenge for modern organizations. This study aims to identify effective talent retention strategies and their impact on organizational success by analyzing international research through a bibliometric approach. The analysis is based on seminal studies from 1990 to 2024, using Scopus data and advanced visualization tools such as RStudio bibliometrics package and VOSviewer. Our research focuses on key strategies, including organizational culture, work-life balance, employee recognition, and the role of digitalization in human capital management. The study reveals that interest in talent retention research increased significantly in the 1990s and maintained steady momentum, with fluctuations driven by major global events such as the 2008 financial crisis and the COVID-19 pandemic. The United States leads global contributions to this field, followed by the United Kingdom and India. Keyword analysis identified five key thematic clusters, with a focus on employee satisfaction, job satisfaction, talent development, and emotional intelligence. Results suggest that employee well-being, professional development, and organizational transparency are essential for achieving high levels of employee commitment. Additionally, factors such as anxiety, work-life balance, and job stress are critical in fostering employee satisfaction. While employee recognition and the integration of technology in human resource management remain underrepresented in the literature, these aspects present opportunities for future research. This paper concludes that adopting a holistic approach to employee well-being and development, alongside embracing technological advancements, is vital for fostering long-term talent retention and enhancing organizational performance.

This study was conducted to analyze the relationship between well-being at work and change management among employees of a financial institution located in the department of Meta, Colombia. The information was collected via a questionnaire sent to all employees in 2021. A statistical and correlational analysis was carried out. The results show that (1) the majority of participants present high levels of well-being at work, (2) the sociodemographic characterization of the collaborators shows a greater presence of women (70%), and (3) the highest percentage of employees belong to the commercial field (53%). It was found that wellness activities have a significant relationship with change management in the organization. The financial entity has implemented actions that generate well-being in employees, however, it is important to improve some aspects related to change management and continue advancing in policies that favor the reconciliation of family and work life. [ABSTRACT FROM AUTHOR]

In recent years, the role of leadership in increasing employee satisfaction (ES) has received significant attention, with emotional intelligence (EI) emerging as a key factor in promoting effective leadership (EL) in organizations. Although research has demonstrated the positive impact of EI on workplace outcomes, the interplay between perceived LE, EI, and ES remains underexplored. This research is part of this theme and aims to investigate the influence of the perceived levels of LE and EI of SE leaders in the work environment. This study highlights the importance of integrating emotionally intelligent leaders into organizational structures to improve SE, which subsequently contributes to organizational success. A quantitative methodology was used, with data collected through the application of three questionnaires: one to assess the perception of LE, another to measure EI, and a third to assess SE. The results indicated a positive correlation between all constructs. Employees with more favorable perceptions of their leaders' EI levels and leadership effectiveness reported greater workplace satisfaction. We also found that LE and EI significantly predicted ES. These findings emphasize the need to foster leadership that is not only competent, but also emotionally intelligent to increase workplace satisfaction and productivity. [ABSTRACT FROM AUTHOR]

Physical workplace environment plays a crucial role in shaping employee satisfaction within organizations. This study assesses the influence of the physical workplace environment on employee satisfaction at the National Food Reserve Agency in Tanzania. The study employed a cross-sectional design and quantitative approach, collecting data from a sample of 152 NFRA employees across various zones in Tanzania. Data were collected using structured questionnaires and analyzed using descriptive statistics and logistic regression. The descriptive results show that the overall mean score for employee satisfaction was moderate, with job security being the highest-rated factor. Also, the logistic regression results show a significant association between the physical environment and employee satisfaction, with office layout, cleanliness, and noise levels being significant predictors. The study results underscore the importance of the physical environment in enhancing job satisfaction in the procuring, storing and distributing food agencies like NFRA in Tanzania. The study concludes that the physical workplace environment plays a crucial role in employee satisfaction at NFRA. Improvements in office layout, cleanliness, and noise control are recommended to enhance overall satisfaction and organizational performance. Also, it is recommended that NFRA should prioritize investments in improving the physical work environment, implement policies promoting employee well-being, and encourage active employee engagement in maintaining a conducive workplace. [ABSTRACT FROM AUTHOR]

This research aims at understanding how the performance measurement system (PMS) is reflected in work engagement, motivation and satisfaction. Data were collected from 11 surveys completed by coordinators and managers from a petroleum refinery located in the southern region of Rio Grande do Sul. Henri (2006) and Simons (1995) approaches on the performance measurement system were adopted together with employee behavioral indicators (such as motivation, satisfaction and engagement) as elements to conduct surveys which were subsequently under content analysis (Bardin, 2016). The results evidenced that PMS is being applied at the company through dialogue, communication, safety and training. The refinery fosters work engagement, motivation and satisfaction, making employees feel proud, content and happy to be part of the organization. This encourages them to have a better performance and carry out their activities enthusiastically and with a clear focus. The findings show that PMS is favorably applied in a diagnostic and interactive manner in the organization under study. The relevance of this research is evident since organizations continually face a rising number of internal and external challenges including the need to motivate employees to increase productivity and reinforce work engagement. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In an increasingly competitive and globalized labor market, talent retention has emerged as a critical challenge for modern organizations. This study aims to identify effective talent retention strategies and their impact on organizational success by analyzing international research through a bibliometric approach. The analysis is based on seminal studies from 1990 to 2024, using Scopus data and advanced visualization tools such as RStudio bibliometrics package and VOSviewer. Our research focuses on key strategies, including organizational culture, work-life balance, employee recognition, and the role of digitalization in human capital management. The study reveals that interest in talent retention research increased significantly in the 1990s and maintained steady momentum, with fluctuations driven by major global events such as the 2008 financial crisis and the COVID-19 pandemic. The United States leads global contributions to this field, followed by the United Kingdom and India. Keyword analysis identified five key thematic clusters, with a focus on employee satisfaction, job satisfaction, talent development, and emotional intelligence. Results suggest that employee well-being, professional development, and organizational transparency are essential for achieving high levels of employee commitment. Additionally, factors such as anxiety, work-life balance, and job stress are critical in fostering employee satisfaction. While employee recognition and the integration of technology in human resource management remain underrepresented in the literature, these aspects present opportunities for future research. This paper concludes that adopting a holistic approach to employee well-being and development, alongside embracing technological advancements, is vital for fostering long-term talent retention and enhancing organizational performance. [ABSTRACT FROM AUTHOR]

This paper examines the impact of corporate digital transformation on employee satisfaction. Therefore, this study extends our understanding of the economic consequences of corporate digital transformation from employees’ perspectives. The data used to construct our main proxy of employee satisfaction are collected from Kanzhun.com, which provides reviews by rank-and-file employees on their employers. This study uses a large sample of Chinese firms and adopts various empirical methods to examine the impact of digital transformation on employee satisfaction. We find a significant positive relationship between corporate digital transformation and employee satisfaction. Moreover, we document that the relationship between corporate digital transformation and employee satisfaction is more pronounced in firms with higher labor intensity and in state-owned enterprises (SOE). One significant limitation is that corporate digital transformation is constructed based on word frequency analysis. This approach may be influenced by variations in corporate disclosure practices and might not accurately capture the true extent of corporate digital transformation. This limitation is not only present in our research but is also pervasive in many other studies that utilize similar methodologies. Therefore, our results should be interpreted with this caveat in mind. Our study suggests that corporate digital transformation enhances employee satisfaction, providing direct evidence for managers and regulators to promote corporate digital transformation. Through digital transformation, companies can not only improve operational efficiency but also foster employee satisfaction. This dual benefit underscores the importance of investing in corporate digital transformation for long-term success. Our study suggests that corporate digital transformation enhances employee satisfaction, providing direct evidence for managers and regulators to promote corporate digital transformation. Through digital transformation, companies can not only improve operational efficiency but also foster employee satisfaction. This dual benefit underscores the importance of investing in corporate digital transformation for long-term success. Our study contributes to the literature on the economic consequences of corporate digital transformation and extends existing research on the determinants of employee satisfaction. Additionally, it provides a novel measurement of employee satisfaction for a large sample of Chinese firms.

This study aims to explore how effective internal communication influences the job satisfaction of Vietnamese Gen Z employees, and to understand whether good internal communication can enhance Gen Z employees’ comprehension of their job roles, promotion opportunities, relationships with supervisors, and co-worker interactions, ultimately leading to increased job satisfaction.The research comprises two phases: a pilot survey and in-depth interviews. The pilot survey confirmed the importance of internal communication and its perceived influence on job satisfaction. Subsequently, in-depth interviews provided nuanced insights into how internal communication practices affect their understanding of work nature, promotion opportunities, relationships with supervisors, and co-workers.The findings indicate that effective internal communication positively affects Gen Z employees’ understanding of their job roles, increases their awareness of training and promotion opportunities, enhances relationships with supervisors, and fosters productive co-worker interactions. While it did not directly influence salary levels, these internal communication efforts significantly improved job satisfaction. Abstrak dalam Bahasa Indonesia. Penelitian ini bertujuan untuk mengeksplorasi bagaimana komunikasi internal yang efektif mempengaruhi kepuasan kerja karyawan Gen Z di Vietnam, dan untuk memahami apakah komunikasi internal yang baik dapat meningkatkan pemahaman karyawan Gen Z tentang peran pekerjaan mereka, peluang promosi, hubungan dengan atasan, dan interaksi dengan rekan kerja, yang pada akhirnya meningkatkan kepuasan kerja. Penelitian ini terdiri dari dua fase: survei pendahuluan dan wawancara mendalam. Survei pendahuluan mengonfirmasi pentingnya komunikasi internal dan pengaruhnya terhadap kepuasan kerja yang dirasakan. Selanjutnya, wawancara mendalam memberikan wawasan yang lebih mendetail tentang bagaimana praktik komunikasi internal memengaruhi pemahaman mereka tentang sifat pekerjaan, peluang promosi, hubungan dengan atasan, dan rekan kerja. Temuan menunjukkan bahwa komunikasi internal yang efektif secara positif mempengaruhi pemahaman karyawan Gen Z tentang peran pekerjaan mereka, meningkatkan kesadaran mereka tentang peluang pelatihan dan promosi, memperbaiki hubungan dengan atasan, dan mendorong interaksi yang produktif dengan rekan kerja. Meskipun tidak secara langsung mempengaruhi tingkat gaji, upaya komunikasi internal ini secara signifikan meningkatkan kepuasan kerja.

Improving customer satisfaction is a crucial objective in today’s marketing landscape, but meeting consumer expectations is no small feat. This paper examines the case of transcosmos Inc.’s contact center operations to explore practices that reduce service dissatisfaction and enhance customer satisfaction. By implementing an AI voice solution, transpeech, transcosmos Inc. has successfully monitored the emotional states of consumers and operators in real time, preventing dissatisfaction and enhancing satisfaction levels. Furthermore, the company’s initiatives in employee training programs, and the implementation of its Mission, Vision, and Values, have promoted employee satisfaction, which in turn has led to increased customer satisfaction. This case study highlights the importance of a balance between technological approaches, such as the use of AI technology, and human approaches, like employee engagement, to improve employee and customer satisfaction.

The turnover intention of employees has always been one of the most notable issues within any business environment. While several studies in recent decades have investigated the impact of training in general on employee turnover intention, limited attention has been given to management-level training. Therefore, this research aims to examine how management-level training directly impacts employee turnover intentions through the double mediation effects of employee's perception of management style and employee satisfaction. The quantitative method was applied with a sample of 245 employees working at small- and medium-sized enterprises in Vietnam. This paper finds the crossover influence of manager training on employee turnover intention in various enterprises in a large business community, i.e., Keieijuku, where chief executive officers take a training course for Vietnamese small- and mediumsized enterprises' managers. Additionally, employees' perception of management style and employee satisfaction serially mediate the inverse relationship between management training and employee turnover intentions. The findings contribute to the theoretical understanding of factors influencing employee turnover intentions. Moreover, it offers valuable practical recommendations for small- and medium-sized enterprises in terms of training investment and training assessment. [ABSTRACT FROM AUTHOR]

Many studies have been conducted to discover the different quotients of human intelligence because it attracts the interest of both the popular literature and within academia. The primary aim of this paper is to explore the interplay between different quotients of human intelligence including emotional intelligence quotient, communication quotient and creativity quotient to foster a culture of innovation and increasing productivity and employee satisfaction . Data for the study were collected for the field study from124 administrative employees working in private schools in Beirut, Lebanon to explain the importance of these three quotients. The descriptive analytical method was used depending on a closed survey to collect data. The findings show a relationship between the three quotients. emotional intelligence effects interpersonal relationship which positively effects strategic and therefore improve their employment competitiveness and administrative skills. Additionally, EQ, CQ, and communication skills combined effectively establish a positive environment for innovation, that empower employees to collaborate and contributes to develop new ideas improving administrative work. Organizations that prioritize the existance and intersection of these quotients are more likely to thrive in today's competitive business environment. [ABSTRACT FROM AUTHOR]

Background: Human resource management (HRM) practices are essential tools employed by hotel management to achieve organizational objectives. Purpose: The aim of this study was to investigate how HRM practices impact job satisfaction and employee retention in the hotel industry in Indonesia. Design/methodology/approach: This study used a completely random sample of 361 hotel employees from Indonesia. This study employed regression modeling on online survey collected data. Findings/Results: Research has demonstrated that human resource management (HRM) practices, including job security, empowerment, training, and quality of work life, have a substantial influence on employee retention rates. Furthermore, job satisfaction emerges as another critical determinant of the duration employees choose to stay with their present employer. Conclusions: Furthermore, the results of the regression analysis indicate that there is a direct link between HRM practices and employee retention. However, this connection is significantly stronger when job satisfaction levels are initially increased. As a result, effective HRM practices have been shown to enhance employee satisfaction, leading to greater loyalty and commitment to the company. Originality/value (state of the art): This study aims to enhance our understanding of the relationships between human resource management (HRM) practices, employee satisfaction, and employee retention. While previous research on the connection between HRM practices and employee satisfaction is limited, this study is noteworthy for exploring the effects of four dimensions of HRM practices on employee satisfaction, and how this in turn impacts employee retention. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the relationship between job promotion and employee commitment at a Ghanaian University Library. Employing a cross-sectional survey design, primary data was collected through self-administered questionnaires from a sample of 187 Junior and Senior staff within the library. The Census method was used to include all 187 staff for the study. The reliability of the questionnaire was established through Cronbach Alpha coefficient analysis, confirming internal consistency with all items scoring above 0.70. Hypotheses were tested using Spearman's Rank Order Correlation Coefficient. The study findings revealed a statistically significant positive relationship between job promotion and employee commitment among library staff. The study concludes by recommending that university libraries in Ghana prioritize job promotion as a means to foster employees' affective commitment, thereby enhancing organizational effectiveness and employee satisfaction. These insights contribute to a deeper understanding of the dynamics between promotion and commitment within the library community, offering practical implications for organizational management and policy formulation. [ABSTRACT FROM AUTHOR]

This paper aims to examine HR competencies, employee satisfaction, and predictive modelling in the airconditioning industry. Key competencies assessed were Sustainable Leadership and Diversity & Inclusion, with HR roles consistently ranking both of these among their top attributes. Gender diversity was balanced, creating a sense of inclusivity in the workplace. HR Managers and Employee Relations demonstrated much higher satisfaction, whereas Training Managers had more varied outlooks, revealing opportunities for more professional development. Descriptive analysis showed mid-level HR competency scores and a mean satisfaction score of 5.35, with reasonable attrition rates. Regional analysis indicated that locations such as Delhi and Mumbai had higher satisfaction and stronger leadership competencies, pointing to regional differences. Satisfaction was largely influenced by interesting and challenging projects, as regression models indicated that competencies had little effect on job satisfaction. Instead, factors like Promotion Rate and Annual Training Hours were more significant. Specific employee groups were identified, and tailored strategies were developed based on their needs. Forecasting models, including ARIMA, predicted an increase in satisfaction over time. The findings emphasize the need for personalized interventions and advanced predictive modelling for employee satisfaction. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the study is to examine how HRM practices affect employee retention within SMEs in Punjab. It identifies key HRM practices that influence employee retention and examines their effectiveness in the context of SMEs in Punjab and the difficulties SMEs face during implementation. Methodology: This research employs a qualitative approach, utilizing semi-structured interviews and surveys to gather insights from SME owners and managers in Punjab. Primary data was collected through structured questionnaires distributed among employees and HR managers in SMEs across Punjab. Findings: The findings of the research show the relationship between HR Practices and Employee Retention and also helps in identify the challenges faced by SMEs in Punjab in conducting Employee Retention. The findings of the study signifies that SMEs that successfully navigate these challenges will have a better chance of retaining employees and attaining long-term organizational success. Thus, this research aids in determining which HRM strategy best retains the best talent and emphasizes the need for customized solutions to address some unique issues that SMEs in the region deal with. Originality: This study is novel because it focuses on Human Resource Management practices in SMEs in Punjab, which has been relatively unexplored in extant literature. The literature that currently exists on employee retention originates mostly from research conducted on large firms or in other regions of the world; as a result, it usually ignores specific challenges that SMEs in Punjab face. The research fills a gap in the literature and provides useful information for academic and real-world HRM applications. [ABSTRACT FROM AUTHOR]

It is anticipated that examining service quality further and integrating service quality with different concepts is a field of study to be explored in the literature. In this context, it is assumed that addressing service quality in terms of internal service quality and examining quality within the framework of an application by integrating it with concepts in the field of management would make a positive contribution to the literature. The main purpose of the study is to examine the relationship between internal service quality and employee performance in textile companies using mediating variables. In the application part of the study, several different clothing textiles operating in the Organized Industrial Zone and Kurubaş regions within the borders of Van province are discussed in terms of manufacturing enterprises. The data obtained from the face-to-face survey conducted with a total of 420 employees working in these enterprises are analysed through SPSS and AMOS programs. In conclusion, it is determined that the effect of internal service quality on employee performance and other variables give positive results, and that the variables of employee welfare and organizational citizenship behaviour are effective in terms of mediating effect in measuring the effect of internal service quality on employee performance. [ABSTRACT FROM AUTHOR]

Copyright of Quarterly Journal of Marketing is the property of Japan Marketing Academy and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The present research explores psychological safety (PS), organizational reputation (OR), and their impact on the employee engagement (EE), and the extent of ethical leadership (EL). The organization provides statistical and demographic data for the study using a quantitative research methodology. To produce correlation tables and descriptive statistics, the data is processed and examined using IBM's SPSS and Smart-PLS Software. Based on the research study, positive correlations exist between EE and OR, PS as well as EL. The results point out specific areas where the organization performs exceptionally well and areas that need work. For EL and EE, it is crucial to promote PS and ensure a strong and stable organization's image. These elements are required to raise employee satisfaction and overall organizational productivity. The findings give the company useful information for putting PS and reputation-building strategies into practice, which will raise EE and EL. [ABSTRACT FROM AUTHOR]

Studying 30 countries, we find that the link between employee satisfaction and stock returns is significantly increasing in a country's labor market flexibility. This result is consistent with employee satisfaction having greater recruitment, retention, and motivation benefits where firms face fewer hiring and firing constraints and employees have greater ability to respond to satisfaction. Labor market flexibility also increases the link between employee satisfaction and current valuation ratios, future profitability, and future earnings surprises, inconsistent with omitted risk factors and identifying channels through which employee satisfaction may affect stock returns. The findings have implications for the differential profitability of socially responsible investing strategies around the world—in particular, the importance of considering institutional factors when forming such strategies. This paper was accepted by Lin William Cong, finance. Funding: This work was supported by Deloitte Institute of Innovation and Entrepreneurship. Supplemental Material: The data files and online appendix are available at https://doi.org/10.1287/mnsc.2023.4889. [ABSTRACT FROM AUTHOR]

The study investigates the nexus between employee satisfaction and the performance of selected Microfinance banks in Nigeria, with a focus on five banks in Osun State. It aims to discern the relationship between employee satisfaction and bank performance, while pinpointing key factors that influence employee satisfaction, such as prompt salary, job security, and fringe benefits. Utilizing a purposive sampling technique, data from 40 employees were collected through structured questionnaires, and subsequent analysis involved descriptive statistics and regression. Results indicate a robust positive correlation between employee satisfaction and bank performance, with prompt salary payment, job security, and fringe benefits emerging as significant influencers of satisfaction. The study underscores the importance of proactive measures by microfinance banks to augment employee satisfaction, particularly in these critical areas. Strengthening employee engagement is posited as pivotal for sectoral performance enhancement. By prioritizing the well-being and contentment of their workforce, microfinance banks can cultivate a conducive work environment conducive to heightened efficiency and effectiveness.

The study's primary objectives are to determine how knowledge management and information technology affect employee performance, with employee satisfaction as an intervening variable. Information technology and knowledge management are crucial components of employee performance support in Easterntext. Scientists likewise estimated worker fulfillment as a mediating variable on employee performance. In order to ascertain the effects, knowledge management and information technology are used as variables to measure employee performance and employee satisfaction within the company. This study utilized an informative exploration approach with 92 respondents of the probability sampling method. SmartPLS 3 and partial least square structural equation modeling (PLS-SEM) were utilized for data analysis. The outcomes showed that knowledge management and technology information impacted employee performance through employee satisfaction at Easterentex. In this way, it is realized that the variable knowledge management, technology information, and employee satisfaction support and contribute to worker performance.

Purpose – The purpose of this research study was to explore the relationship between adaptive performance and work-related indicators of psychological well-being among ‘The Episcopal Church bishops.’ Design/methodology/approach – Hierarchical regression models were used in this research study to explore the relationship between adaptive performance and work-related psychological health. Findings – There was a positive correlation between adaptive performance and work-related psychological health. Demographic factors did not correlate to adaptive performance. However, a negative correlation was observed between the years ordained as a bishop and the interpersonal adaptability dimension of adaptive performance. Research limitations/implications – Managing work stress has been revealed as an integral part of adaptive performance and satisfaction in ministry. Interpersonal adaptability and reactivity could be understood, then, as useful vehicles for increasing the capacity of bishops to manage work stress. In this research, the authors applied the Scale for Individual Adaptive Performance and the two scales Scale of Satisfaction in Ministry and Scale of Emotional Exhaustion in Ministry . Practical implications – The results provided insights into the behaviors necessary for adequate development of bishops in their role. The religious landscape was becoming more challenging from a revenue generation perspective. The resultant complexity and the financial strain would necessitate the need for development of different models of ministry for long-term sustainability. This could further necessitate a different set of knowledge creation related to a set of behavioral capacities like those of adaptive performance. Such insights would assist in the promotion and development of greater work-related psychological health in bishops while deepening their ability to deal with complex and uncertain environments. Furthermore, this would increase satisfaction in ministry through improved workplace management skills. Originality/value – Presently, very few studies empirically established the developmental needs of bishops as they entered, learned and grew into their leadership roles. Such insights would allow the formation programs for new bishops to be grounded in empirical data. Furthermore, this research study examined a largely unexplored population. This would provide a basis for a larger research agenda related to adaptive performance in judicatory leaders and their work-related psychological health. Consequently, it is posited that improved psychological health would result in better workplace learning.

The adaptive reuse of historic buildings into contemporary office spaces prompts intriguing inquiries regarding its impact on employee satisfaction and workplace culture. This study explores the potential of adaptive reuse to transform historic buildings into functional, sustainable offices, using Erbil Citadel houses as a base for the study. Through this research study, user preferences and perceptions of the integration of historical features into the modern work environment were examined. Quantitative data were extracted from 60 survey respondents and analyzed in terms of medians, modes and the analysis of key themes, such as historical aesthetics, employee creativity, work satisfaction and environmental factors, including natural light and airflow. The findings emphasize the equilibrium between safeguarding the cultural heritage of the historical structure and the requirements of contemporary office environments. The findings underscore the need for sustainable practices and technological integration to enhance workplace functionality and team well-being, particularly in shared spaces. This paper highlights the importance of decision makers’ perspectives on heritage conservation, stressing the necessity for a culturally attuned and sustainable reuse strategy that addresses community requirements. This study offers a methodological framework for reconciling historical narratives with modern office requirements while also addressing broader discussions on adaptive reuse and the potential for enhancing workplace quality.

This article explores the relationship between employee satisfaction and patient satisfaction in community health centers. The study found that employee compensation significantly influenced patient satisfaction, while factors such as supervision and work relationships did not have a significant impact. The research also examined various demographic factors and their correlation with patient satisfaction. The findings suggest the importance of considering compensation factors in strategies to improve patient satisfaction. Additionally, the article provides a list of references to other research articles related to patient satisfaction, healthcare services, and job satisfaction. Another article discussed in the document focuses on the impact of specific training on nurses' competence in evidence-based practice and the hospital practice environment. The study found that nurses who received training demonstrated higher levels of evidence-based practice competence, and a positive hospital practice environment was associated with higher levels of competence. [Extracted from the article]

As the role of human capital in enhancing corporate value becomes increasingly prominent in the new economic era, employee satisfaction has garnered widespread attention in organizational behavior theory and business practices. However, constrained by the traditional governance model of "shareholder primacy", which tends to view employees instrumentally, adverse effects on employee satisfaction and organizational identification persist. Currently, corporate ESG behaviors are flourishing in China, bringing profound and extensive transformations to economic and social sustainability. Yet, the research on whether and how corporate ESG behaviors improve employee satisfaction remains unclear. This study, based on data from the "China's 100 Best Employers Award" and employing regression analysis on panel data from listed companies on the Shanghai and Shenzhen stock exchanges, reveals that corporate ESG behaviors have the potential to enhance employee satisfaction. Transparency in corporate environmental information and internal control mechanisms emerge as the primary means through which corporate ESG behaviors elevate employee satisfaction. Furthermore, heightened environmental awareness among executives and higher educational qualifications among employees strengthen the relationship between corporate ESG behaviors and employee satisfaction. [ABSTRACT FROM AUTHOR]

Human resources (HR) have taken on a new face with the advent of electronic human resource management (E-HRM), which results from intranet and internet technology. This study investigates the function of E-HRM in Pakistan and its impact on HRM productivity, innovation performance, and cost efficiency, given the significance of HRM in a company’s competitive advantage. The research employs multiple linear regression as a model to examine the effect of E-HRM activities (e-recruitment, e-training, e-compensation, e-communication, and e-performance appraisal) and also assess the impact of employee satisfaction on HRM performance (productivity, innovation performance, and cost efficiency). Moreover, the study analyses 205 respondents’ complete answers by substantiating the research. The study’s findings showed that information technology improves employee satisfaction and productivity in HRM, performance in innovation, and cost-effectiveness. The findings of this study may also help managers in various organisations to focus on the elements that can increase employee motivation and satisfaction levels. It can assist the organisation in achieving its objective, which may improve organisational performance. [ABSTRACT FROM AUTHOR]

This study aims to analyze the effect of implementing a Hybrid Working Arrangement policy on work-life balance, employee satisfaction, and employee well-being at PT ABC. The methodology used is a quantitative approach, with data collection through a survey distributed to 255 employees of PT ABC. Data analysis was carried out using the Structural Equation Modeling (SEM) method. The results of this study indicate that hybrid working arrangements do not have a significant direct effect on employee well-being. This study also found that there is a direct effect of hybrid working arrangements on well-being through increasing work-life balance and employee satisfaction. These findings provide important insights for the management of PT ABC and other companies in implementing hybrid working policies to improve employee wellbeing.

Digital strategy is one of the methods adopted by organizations to use digital technology to achieve business goals, improve performance, and enhance competitive advantage by significantly improving customer experience. Success in achieving competitive advantage requires implementing the digital strategy effectively. The study aims to determine the impact of adopting the digital strategy on the possession of competitive advantage with the moderating role of employee satisfaction in the Jordanian banking sector. Data were collected from 397 employees working in twelve Jordanian banks. The SPSS software was used to analyze the data and test the hypotheses. The results show that adopting digital strategy dimensions explains 55.6% of the variance of competitive advantage dimensions. Data, quality, and flexibility explain 45.8%, 44.8%, and 47.3% of the variance of competitive advantage, respectively. Also, the results show a positive impact of digital strategy dimensions (technologies, data, human resources, and operations) on competitive advantage dimensions (quality, flexibility, and cost). Moreover, the results also show that employee satisfaction moderates and enhances the relationship between adopting the digital strategy and possessing competitive advantages. The study recommended that decision-makers in commercial banks pay attention to applying digital technology because it enhances the speed and quality of providing services to customers.

The world of education has the most significant composition of human resources, namely teachers, who have an essential role in achieving the success of educational goals. The right HR management strategy is needed to produce performance according to organizational expectations. Employee satisfaction with the implemented HR management practices influences the achievement of HR performance. This study aimed to determine teacher satisfaction with the HR management practices of the XYZ educational foundation. This study uses descriptive quantitative methods and data collection methods using surveys. Analysis of survey results using the Importance Performance Analysis (IPA) method to determine the importance and performance/implementation of HR management practices in XYZ educational foundation. The study results stated that implementing recruitment and selection management at the XYZ educational foundation exceeded employee expectations, and HR development management was maintained. In contrast, performance management and compensation received priority for improvement. XYZ educational institutions can use the findings from this study to improve HR management strategies to increase teacher-employee satisfaction, improve teacher performance, and achieve the foundation's goals DOI: https://doi.org/10.34149/jmbr.v21i1.485