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Copyright of Bartin University Journal of Faculty of Economics & Administrative Sciences / Bartın Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi is the property of Bartin University, Faculty of Economics & Administrative Sciences 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.)

This study examined the relationship between on-job and off-job training on employee job satisfaction at Mbarara University of Science and Technology (MUST) in Western Uganda. To be able to realise the study objectives, a cross-sectional survey design, quantitative in nature was adopted. The targeted population comprised the employees of MUST where a sample of 230 respondents was chosen guided by Krejcie and Morgan sample determination table. Primary data was collected using structured questionnaires through telephone interview in order to adhere to Corona Virus pandemic guidelines related to social distancing. Simple random sampling technique was adopted during sample selection. Data collected was analysed using the analysis function of the Statistical package for the social sciences (SPSS version 20). The study findings indicate a moderate positive and significant relationship between on-job training/off-job training and job satisfaction. On-job training predicted job satisfaction to the tune of 14% compared to 9% variation in job satisfaction caused by off-job training. On the basis of observation that the case institution does not organize trainings for supervisors on how to conduct appraisals, the study recommends that human resource (HR) practitioners and policy makers inculcate trainings for supervisors on how to conduct performance appraisals in order to equip supervisors with sufficient performance appraisal skills to be able to appropriately identify employee training needs. Future research may carry out a long tudinal study to test how on-job and off-job training predict job satisfaction in a private higher learning institution setting in another country.

This study will be establishing how corporate non-financial performance could be affected by the green pay/reward techniques among banks that concentrate in deposit of money alone in the entire South-West geopolitical area of Nigeria. We adopted quasi-experimental survey research design by looking at the managerial staff of those banks as our population of which we used 330 for the sample. We tested three hypotheses with SEM-AMOS after retrieving those questionnaire administered through simple random sampling method. The study discovered a link between operational efficiency and innovation as measures of corporate non-financial performance and green pay/reward system while the same link could not be established between employee satisfaction and green pay/reward system in Nigeria South-West deposit money banks. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Universal Excellence (JUE) / Revija za Univerzalno Odličnost (RUO) is the property of Fakulteta za Organizacijske Studije v Novem mestu 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.)

This study proposes a two-stage MCDM model that combines Delphi and decision-making trial and evaluation laboratory methods based on spherical fuzzy sets (SF-Delphi and SF-DEMATEL) to analyze the motivation and demotivation factors affecting employee satisfaction in the Vietnamese logistics service industry. In the first stage, the SF-Delphi approach is used to gather expert opinions and develop consensus on the significance of criteria. In the second stage, the SF-DEMATEL technique explores causal linkages between the criteria and identifies root causes of the issues. Based on a comprehensive literature review and feedback from 40 experts, this study identified crucial factors affecting employee satisfaction related to both motivation and demotivation aspects. The findings of this study provide recommendations for managers to improve employee satisfaction, such as establishing clear and detailed wage and bonus rules, offering training courses, developing a positive work culture, recognizing employee efforts, and addressing poor treatment by supervisors and inadequate leadership support. Furthermore, the proposed model accurately identifies essential elements, represents uncertainty, adapts to various contexts, has resilience and accuracy, and has practical implications for mitigating demotivating factors and enhancing motivation, thereby positively influencing employee satisfaction in the logistics service industry. [ABSTRACT FROM AUTHOR]

The Covid-19 virus has triggered a worldwide pandemic and therefore many employees were required to work from home which caused numerous challenges. With the Covid-19 pandemic now in its third year, there are already several studies available on the subject of home offices. To investigate the impact of remote work on employee satisfaction and trust, this quantitative study aims to review existing results and formulate hypotheses based on a conceptual model created through a qualitative study and extensive literature review. The research question is as follows: Does home office during Covid-19 affect employee satisfaction and trust? To test the hypotheses, a structural equation model was constructed and analyzed. The culture of trust and flexibility are identified as the biggest influencing factors in this study. [ABSTRACT FROM AUTHOR]

Annual turnover of home care workers represents a huge loss of revenue and is a key source of inefficiency in the home health care industry. In this article, we propose a data-driven approach to monitor employee churn and to capture the evolution of employee intent to leave. Unlike most papers in the literature, we use machine learning techniques to analyze over 2 million visits in the US, Canada, and Australia between 2016 and 2019. Results show that the gap between the number of hours worked and in the contract is the most important factor to predict employee intent to leave, which means an employee should be given as many hours as requested in the contract to improve retention. Secondary results show that having diverse shift lengths and continuity in services and patients seem to be associated with less turnover. [ABSTRACT FROM AUTHOR]

Employee treatment is an important but challenging element of corporate environmental, social, and governance policies. Satisfying employee needs can increase corporate productivity, but is also costly to shareholders. Using unique data of Chinese publicly listed firms, we show that having satisfied employees is valuable to the firm. Specifically, firms with higher employee satisfaction scores withstand COVID-19 better, in terms of stock market performance. Such an effect is more pronounced for firms with more intangible assets and in knowledge-based industries. Moreover, higher employee satisfaction scores predict better operating performance. While not fully revealed in tranquil times, the effect of employee satisfaction is materialized when the firms experience negative shocks, such as COVID-19. Our findings suggest that firms can do well in crisis periods by doing good in normal times. [ABSTRACT FROM AUTHOR]

Background; Effective leadership is essential for the success of healthcare organizations, particularly in Saudi Arabia where the healthcare sector is undergoing rapid transformation. Leadership styles within health administration roles play a significant role in shaping employee satisfaction and organizational outcomes. Understanding prevalent leadership styles and their impact on employee satisfaction is crucial for enhancing the overall performance of healthcare organizations in Saudi Arabia. Purpose; The study aimed to evaluate prevalent healthcare leadership styles and their impact on employee satisfaction in health administration roles in Saudi Arabia's healthcare sector. Method; A cross-sectional descriptive research design was employed, and data were collected from healthcare employees in government hospitals in Taif, Saudi Arabia. A structured questionnaire was used to assess leadership styles and employee satisfaction, and data were analyzed using descriptive statistics, correlation coefficient analysis, independent t-tests, and multiple linear regressions. Results; The study identified three prevalent healthcare leadership styles; Autocratic, Democratic, and Laissez-Faire. Significant positive correlations were found between these leadership styles and employee satisfaction. Autocratic, Democratic, and Laissez-Faire leadership styles were all positively associated with employee satisfaction. Gender differences in leadership styles and job satisfaction were also explored, revealing variations across genders within healthcare administration roles. Conclusion; The study underscores the importance of effective leadership in healthcare administration for promoting employee satisfaction. Healthcare organizations in Saudi Arabia should prioritize leadership development programs tailored to enhance leadership skills and foster positive leadership practices. By understanding and implementing effective leadership strategies, healthcare administrators can create supportive work environments that contribute to overall employee satisfaction and organizational success. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to investigate the effect of a pharmaceutical sales representative's experience with new product launches influences a preference for leadership style, a need for independence, and organizational satisfaction. New product launches are standard throughout the pharmaceutical industry, often creating stressful and tense work environments for employees. Lofty corporate goals, pressure, and expectations have led managers to lead through an authoritarian leadership approach, which may negatively impact employee performance, motivation, confidence, and organizational commitment. Relational and authentic leadership styles will be considered an alternative to generate positive and influential working environments among pharmaceutical sales representatives. Design/methodology/approach: The participants of this study included active pharmaceutical sales representatives that have participated in a recent new product launch within the pharmaceutical industry within the past 2 years. Each participant completed an anonymous survey to evaluate their preference for leadership style. Data was evaluated through a quantitative analysis utilizing a Pearson's correlation coefficient and multiple linear regression to determine the significance and correlation between the surveyed variables. Findings: The findings of this research indicate that pharmaceutical sales representatives have a preference for leaders that allow for representatives to have the autonomy and independence to make decisions within their roles. Authoritative leadership was found to have an unfavorable impact that decrease individual creativity. Representatives prefer a less hands-on approach. A micromanagement leadership style may not be an effective approach during a new product launch. Representatives prefer to utilize their experience, creativity, and have trust from their leadership team to perform at an optimal level. Originality: The originality of this research provides leaders with a reasonable approach to empowering employees through their work. While this study focuses on the pharmaceutical industry, the findings can be applicable across various industries. Employees strive to feel trusted and supported in their roles, which can be best aligned through an authentic or relational leadership style. [ABSTRACT FROM AUTHOR]

This study aims to identify the common and distinct factors affecting the dis/satisfaction of employees in two different industries, namely tourism and sports, and develop a model. The study was carried out using the qualitative method. A total of 118 employees in five-star hotels and sports centers participated in the study. Common factors affecting employee satisfaction were thematized as relationship with co-workers, nature of the job, relationship with superiors, salary, working hours, career opportunities, and job security. The factors affecting the dissatisfaction were thematized as inefficient salary, lack of relationship with superiors, job insecurity, and lack of relationship with co-workers. In the context of satisfaction in tourism, the theme of "Facilities and benefits" differs from sports. In the context of dissatisfaction with sports, the theme of "lack of career opportunities" differs from tourism. Based on the study findings, practical implications are presented for the two industries in an aim to increase the performance and productivity of their businesses. The study conveys its originality by identifying the employee dis/satisfaction factors in the tourism and sports industries. [ABSTRACT FROM AUTHOR]

Employee Health and Safety Measures is one of the major importance that helps in the good working of the organization. Employers frequently set up an occupational and safety management system to handle problems, guarantee a safe working environment, and ensure that the employees are in the best possible health. The manufacturing industry has received relatively little attention thus far compared to other working categories, and this study aims to address the need for increased research on safety hazards and worker wellness in this industry. This study is to understand the Satisfaction on health and safety measures for diversified workforce during the pandemic in a sizing mill. This study also done to analyze factors that influence employee satisfaction. A descriptive study has been conducted through a structured questionnaire method. The primary data is collected from the 239 respondents. The data collected were analyzed using Statistical Package for Social Sciences(SPSS) Software using different statistical tools such as Percentage Analysis, Correlation, Regression, Chi-Square, and Independent T-test Analysis. The study says that the independent variables like Employee Awareness and Employee Measures have a positive relationship with the dependent variables Employee Satisfaction. From the findings we suggested that these sizing mills should provide more training on the use of PPE Equipment and the company should educate the diversified workforce on the health and safety measures of the pandemic. Further research can be done with more factors deeply. It can also increase the respondent size to have clear cut results. [ABSTRACT FROM AUTHOR]

This study aims to investigate the relationship between green human resource practices, employee satisfaction, job satisfaction, and the recruitment process in the manufacturing sector of Pakistan. The research methodology employed a positivism philosophy with a deductive research approach and quantitative research strategy. Primary data was collected through a closed-ended questionnaire from 195 participants working in manufacturing organizations. The findings indicate a significant positive association between green human resource practices and employee performance, job satisfaction and employee performance, and the recruitment process and employee performance. The study concludes that implementing green human resource strategies in Pakistani industrial businesses yields favorable benefits and leads to increased employee satisfaction and performance. [ABSTRACT FROM AUTHOR]

In the fiercely, overcrowded competitive business environment, the most valuable assets for the organization to adapt and survive are well-trained and developed employees who have skill, knowledge, and a positive attitude. Talent Training and development is vital to achieving a long-term competitive advantage and organizations are trying to improve employee performance by investing in employee training and development. This study aims to analyze the impact of training and development on employee performance in the Myanmar internet service provider industry. A descriptive research method was used, and a sample size of 250 employees was taken for the study representing 25% of the entire population. Disproportionate stratified random sampling is used to divide and examine the groups within the population. A structured questionnaire was delivered to employees of Stream Best Net ISP Co., Ltd. and Global Welink ISP Co., Ltd. to collect the data. Quantitative and qualitative research approaches are used to gather the primary data and to design the questionnaire. For data analysis, SPSS version 25 was used. Percentages, means, frequency, and standard deviations were computed. Pearson correlation coefficient (r) was used to define the relationship between independent and independent variables. The result showed that there is a positive correlation between training and development and employee performance.

Improving patient care has become a priority for all healthcare providers, with the overall goal of achieving a high degree of patient satisfaction. The quality of patient care is essentially determined by the quality of the infrastructure, the quality of training, the competence of the staff and the efficiency of the operating systems. Staff constraints often compromise the quality of care. This can be corrected by introducing efficient and coherent human resources management policies. The capacity of hospitals to provide quality health care to all patients is based on competence, work and commitment. The medical challenges of recent years make it necessary to renew the approach to human resources management, seen as a major factor in organizational performance. The paper aims to analyse from a theoretical point of view the management of human resources as the main factor of increasing the performance of public hospitals. The article analyses the challenges of human resources management, the strategic management of human resources, the particularities of hospital services, the satisfaction and motivation of employees at the hospital workplace. Finally, a series of findings on the issue addressed are presented, highlighting a series of challenges on modernizing human resources policy in public hospitals.

In the context of Industry 5.0, this long-term study assesses the significant influence of AI-based sustainability metrics. It also illuminates a novel paradigm in which artificial intelligence (AI) and human expertise work together to jointly drive sustainability, financial performance, employee satisfaction, and overall ecological responsibility. AI-driven sustainability efforts produced a surprising 12% reduction in trash creation, an amazing 7% reduction in energy usage, and an 8% drop in CO2 emissions over a five-year period. Financially speaking, these actions showed up as a steady 4% annual revenue growth, $2 million in cost reductions on average each year, and a cumulative 3.4% gain in return on investment. The human factor is even more notable, with employee satisfaction ratings rising from 4.2 to 4.7 and work-life balance scores significantly rising from 4.1 to 4.6. By 2024, 70% of workers will have adopted AI, demonstrating how essential AI has become to the working. An all-encompassing sustainability score that included these dynamic components increased from 60 to 75 in 2024, indicating a general improvement in sustainability. This study emphasizes the mutually beneficial relationship between artificial intelligence (AI) and sustainability in Industry 5.0. It shows how AI fosters a sustainable and balanced industrial future by improving environmental responsibility and workforce satisfaction while also producing significant financial benefits.

This research examines the impact of ergonomic adjustments on production settings, focusing specifically on the concept of biodegradable plastic. The study used a mixed-methods approach, combining quantitative and qualitative analyses derived from the collected data. The Life cycle assessment data reveal a department-specific improvement of 28.57% in the Degradable department, demonstrating the efficacy of the implemented ergonomic solutions. Research on biodegradable plastic in workstations uncovers inconsistencies and advocates for the standardization of features to provide uniform ergonomic comfort. The Productivity and Comfort Survey demonstrates a significant correlation between perceived comfort and productivity. Based on the survey findings, there is a direct correlation between a 10% increase in productivity and a one-point increase in comfort ratings. Analysis of Training and Feedback data reveals that the introduction of training initiatives resulted in a 20% improvement in outcomes linked to attention. The analysis of this information necessitates the integration of ergonomic interventions as a fundamental aspect of Life cycle industrial practices. This integration has the potential to enhance both workplace comfort and productivity, as well as job satisfaction.

In this paper, the authors aimed to examine the relationship between the process of employee job satisfaction and the quality of work life. The main hypothesis, which is confirmed in the paper, is that there is a statistically significant correlation between the elements of job satisfaction and the quality of work life. Based on the suggested hypothesis, the main objective of the paper was to identify the concerns within the job satisfaction processes in the organizations where the research was conducted. The research involved 127 respondents who are employed at all three management levels in the organization (top management, middle management and the first- line management) in 86 business entities in the Rasina District. For the purpose of implementing this research, a questionnaire was used and its results were subsequently processed by using several statistical methods. The results of the research indicate, among other things, the concerns in the job satisfaction process, which are the basis for measuring and improving the quality of work life.

Employee engagement becomes the most important driving factor for a company's business processes due to its ability to increase the positive employees’ motivation, and both individual and companies’ performances. Some studies explain the positive influence of leadership and POS on employee engagement, though, some research results otherwise. This inconsistency is predicted due to another variable that mediates the influence of leadership and POS on employee engagement. This study aims to analyze the direct and indirect influence of leadership and POS on employee engagement with employee satisfaction as a mediation variable. Data were collected by using a questionnaire instrument distributed to a total of 77 employees of the travel company. Data was analyzed using SEM PLS with the assistance of Smart PLS software. The results showed that only leadership and employee satisfaction have a direct and significant effect on employee engagement. In contrast, POS has no direct effect on employee engagement, due to the inexistence of the supporting process, such as employees' intrinsic and extrinsic motivation. Employee engagement therefore could be an antecedent factor toward employee satisfaction or performance. Both leadership and POS had a positive and significant indirect influence on employee engagement by being mediated by employee satisfaction.

Employee engagement becomes one of the most important driving factors in the success of business processes because it can provide high motivation for the employees' positive behavior and support the achievement of the travel company goals. Positive behavior includes striving to provide the best service and ensure consumer satisfaction. Various studies explain the relationship of employee engagement with leadership and employee satisfaction factors. This study aims to analyze the effect of leadership and employee satisfaction on fostering employee engagement. The research instrument used questionnaires as a data-gathering tool. About 77 travel agency employees participated as respondents based on accidental sampling techniques. Data analysis used SEM-PLS with Smart PLS software. The results showed that leadership affects employee satisfaction and engagement. Leadership having fair behavior and being accommodative to the employees’ needs and interests will foster employee satisfaction, which ultimately affects employees engagement. Therefore, it is important for the company to improve the leadership factor.

Tourism in one of the most important sectors in Greece and it has been a key element of the economic activity in the country. Before the pandemic of COVID-19 tourism represented almost 30% of GDP and 25% of employment in Greece. This research paper aims to study the employee satisfaction in tourism, an important part of human resource management. For the purposes of this study an empirical analysis is conducted to tourism employees of the prefecture of Halkidiki. The findings support that the employees are not satisfied with their salaries, they accept their evaluation but there are no rewards, they are satisfied in general with their employment and they believe that they will be employed for the next tourism season.

In the effective fight against SARS Cov-2 cases, which have started to be seen in our country since March 2020, the filiation studies conducted for resource detection and contact isolation facilitated the control of the epidemic and increased the success in epidemic control in the early period. After the definitive case detection, contact detection and tracing by the filiation teams, and when necessary, contact persons are tested and asymptomatic individuals are followed up by family physicians for 14 days. In our study, we aimed to determine the anxiety-depression levels and employee satisfaction of the healthcare workers in the filiation team during the pandemic process. For the evaluation, the Health Anxiety Scale (short version), Hospital Anxiety and Depression Scale (HAD) and the Employee Satisfaction Scale organized by the Ministry of Health were used. Study data were collected using face-to-face interview technique. Our study was conducted by interviewing all of 25 healthcare professionals working in the filiation team. Employee satisfaction of participans was determined at a medium level during the pandemic. In our study, it was seen that 24% of the participants and 40% of the participants were at risk for depression, and the risk of anxiety in women was higher than in men (p0.05). In our study, the risk of anxiety was found to be higher in women than in men. We think that women's high sensitivity to stress factors increase the risk. There was no significant risk of depression in both genders, but we think that the fact that the study was conducted in the early period. This effect was only reflected in the results as an increase in anxiety; long-term effects need to be observed. Our study is significant because it is the first study about the questionnaire widely used by the Ministry of Health and in terms of evaluating employee satisfaction, it has provided a methodologically unique perspective to the literature by reducing the data collected from scoring to four levels for each sub-category. Employee satisfaction is moderate and is linked to experience about filiation management and assessment done early in the pandemic. The increased burden of the filiation team, as well as the continuous risk of getting the disease, may lower employee satisfaction over the lengthy pandemic phase. By improving moderate employee happiness, efficiency and disease management can be improved. Multicenter studies with a high number of participants are required in this regard. [Med-Science 2022; 11(2.000): 800-4]

This study examines the varied effects of individual-based pay for performance and group-based pay for performance on three measures of employee satisfaction: pay satisfaction, organizational satisfaction, and job satisfaction in the public sector. Examining a twelve-year panel data set, this study finds that individual-based pay for performance has a significantly positive relationship with organizational and job satisfaction, but group-based pay for performance has a significantly negative relationship with pay satisfaction. Meanwhile, the results show that the perceived fairness of performance evaluations has significantly positive relationships with pay satisfaction, organizational satisfaction, and job satisfaction. [ABSTRACT FROM AUTHOR]

Copyright of Afyon Kocatepe University Journal of Social Sciences / Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi is the property of Afyon Kocatepe University (AKU) Sosyal Bilimler Enstitusu 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.)

Our study addresses whether a chief executive officer's (CEO) personality can mitigate financial constraints' negative effect on employee satisfaction. We draw on extant research that establishes this negative effect but add an upper echelon's perspective by examining the potential influence of the CEO's personality traits. Using a multi-source dataset of 1516 observations of S&P 500 firms, novel measures of employee satisfaction based on Glassdoor reviews, and a machine-learning-based linguistic tool on the Five-Factor Model's personality traits, our study reveals that a CEO who has a high level of openness to experience and/or a low level of conscientiousness buffers the negative impact of financial constraints on employee satisfaction. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Building on person-supervisor fit and implicit leadership theories, we examined the effect of the fit between expected and observed leadership behaviors on employee satisfaction in a cross-cultural context. The data we analyzed had been collected from 237 Chinese employees who reported directly to 40 expatriate senior managers. The results of the polynomial regression analyses and response surface modeling showed that a high degree of fit was associated with a high degree of supervisor satisfaction and that such satisfaction was higher when the expected and observed leadership behaviors exhibited a high level of alignment. Our study's theoretical contributions and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Though the average employee spends a third of their day inside an office, designing a productive workspace can be challenging for designers. However, lighting design is a critical factor for the wellbeing of the employee. With the increasing number of local and international companies opening in Saudi Arabia, it is important to study the effect of natural and artificial lighting on the productivity of employees in the office environment. It is essential to consider that employee productivity leads to economic productivity. A questionnaire was shared with the employees of the head office of Ensan Charity for Orphans Care to collect data on the preferences of staff on the current lighting design in their offices. Office design is one of the most important aspects in need of special attention, since employees spend more than eight hours daily at their offices. Lighting design is one of the key aspects of office design that has a direct impact on employees' satisfaction and productivity. The aim of this study was to discover employees' preferences for office design in Saudi Arabia. The collected data are analyzed to uncover employee preferences as well as to predict two key design aspects using machine-learning techniques. The two design aspects of concern are direct sunlight in the office environment and manual control of light intensity. This research aimed to help improve the design of the office environment according to employees' preferences and international standards through investigating sustainable lighting design elements. A further challenge to be overcome was the need for further data collection as it relates to the two design aspects mentioned above. This paper demonstrates relatively high prediction accuracies of the mentioned design considerations using a variety of machine-learning algorithms. [ABSTRACT FROM AUTHOR]

This column reports on sessions from the virtual Electronic Resources and Libraries 2022 conference. Four reports are about data in academic libraries including: text and data mining licensing and discovery, acquisition processes for datasets, EBSCO's data visualization product, Panorama, and their development partners, and case studies using collections data science to demonstrate library value. Two reports cover working cross-departmental collaborations, one to better manage evidence-based acquisition and demand-driven acquisition ebook programs, and the other about overall library reorganization. The other reports summarize conference presentations on problematic language in subject headings and discovery tools, tracking perpetual access rights in license agreements, implementation of cyclical renewal assessments, and a pilot to test whole ebook interlibrary loan. [ABSTRACT FROM AUTHOR]

The principle of culture is reason and character is one of its products. Therefore, it can be said that the concept of culture is civilization, which reflects the strength and firmness of thought to create products that are enjoyed by many people. In this study using qualitative research methods. Organizational culture is a system of values, beliefs, assumptions, or a norm that is already in force, agreed upon and followed by human resources in an organization as principles or guidelines and solutions to problems that arise in an organization. Organizational culture indicators are: innovation and risk taking, attention to detail, result orientation, people orientation, team orientation, aggressiveness, stability. Job satisfaction is an emotional attitude that pleases and loves his job. [ABSTRACT FROM AUTHOR]

Corporate Social Responsibility (CSR) is an emerging strategy for organizations to secure their status in the market that they serve. It is thought that the increase in CSR activities within and outside the organization, especially for maritime organizations, will positively affect the image of the institution. The current research aims to reveal the relationship between CSR perceptions of the employees in the maritime industry and corporate image (CI), employee satisfaction (ES), employee loyalty (EL) and word of mouth (WOM). The data obtained through a questionnaire from 284 office workers in a Turkish ship-owner company were tested with the Structural Equation Model using SPSS 24.0 AMOS 21.0 statistical package program. As a result, it was found that there is a positive relationship among CSR and ES, CI, WOM and EL. In addition, it has been concluded that CSR has a very high effect on CI, also CI has a very high effect on WOM communication. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to present the benefits of telework for businesses and outline a four-point deployment strategy comprised of preparing the required infrastructure, fostering employee engagement, mitigating the risks, and developing a clear communication plan. This four-point deployment strategy is designed to assist organizations in developing a post-Pandemic remote work strategy. Furthermore, this paper provides the strategic relevance of telecommuting and presents a plan for implementation. This paper is significant because it argues that telecommuting is an environmentally sound practice for gaining a competitive advantage. In addition, telework offers a work environment protecting the employee and organization in times of crisis while also having a positive impact on the environment. Additionally, two phenomena that emerged after the pandemic include, "the great resignation" and "quiet quitting" which seem to be fueled by employees' desires for more work-life balance and are contributing to increases in remote work. Access to talent and the ability to retain talent are benefits of telework contributing to competitive advantage. Furthermore, the cost savings related to telework is another strategy to assist organizations in the post-Pandemic economic environment. The advances in the technology available to businesses including access to the Internet and cloud computing are necessary for telework to be successful. Therefore, a solid framework for embedding telecommuting strategically is needed to ensure the long-term satisfaction and success of telework for both the employer and employee. This paper is significant because it contributes to the business strategy and sustainability literature by providing a prescriptive approach to implementing a workplace practice, of telecommuting to improve operations. The future of telework will be dependent on businesses' strategic implementation. While flexible work arrangements such as remote and hybrid working have been around for years, their significance has grown since 2020 due to the global COVID-19 pandemic. Research indicates that telework has benefits for both the employer and the employee. Some of the benefits of telework are work-life balance, flexibility, increased cash flow, higher morale, and climate change. However, such a strategic change in the way a company conducts business needs an appropriate infrastructure, the right culture, the ability to communicate, and methods to mitigate risks. The four-point deployment strategy presented provides a roadmap for this post-Pandemic strategic change. [ABSTRACT FROM AUTHOR]

Effective and efficient organisations are not built merely on investment and return. But they are made upon the quality of the workforce and its commitment to the organisational objectives. Investments are also necessary to attract, train and retain superior human capital. Human Resources (HR) constitute the most valuable asset in any organisation with a developmental perspective. Recruitment is defined as a process of searching for prospective employees and stimulating them to apply for the job. Organisational performance is the product of the individual contribution of the employees through the impact of leadership competency and organisational culture. The potential success of a business enterprise depends on its organisational performance which means its ability to effectively implement to achieve the strategic organisational objectives. It is a known fact that talented employees are the backbone for the success of any organisation. They have the capability to plan the emerging environment in the right perspective and as such new business opportunities could be explored well. There is a direct and positive relationship between effective recruitment process and higher organisational performance in the form of productivity, customer satisfaction, profitability and corporate reputation. [ABSTRACT FROM AUTHOR]

A competitive edge enjoyed by an organization today over other market players is likely to vanish tomorrow. Organizations are increasingly becoming aware of this challenge. To keep ahead of others, they are required to constantly innovate. So, diligent harnessing of knowledge has become the new mantra for them. In its pursuit, businesses are leaning heavily towards cross functional teams; process and product based teams or simply work groups. Organizations are encouraging team members to capture new ideas and spread knowledge across the organization for an overall increase in efficiency. High performing businesses are known to gather more and better information about their business and that of their competitors. They use information so collected and its analysis for decision making. They monitor their performances critically and use their feedback to continuously improve their business processing. In the process, people have become the critical input for organizational growth. Thus every organization is today looking for the best, brightest, most dynamic and the mostproductiveworkers.Indeed,locatingknowledgeworkers,hiringandretainingthemintheorga nization has become the prime function of organizations. Simultaneously, employees too have become choosier of their employees. Today, they look for organizations which offer them the chance to use their skills to the maximum, an employer who can tell them what they can do better, an organization that offers them excellent scope to do better, an organization that offers them excellent scope to grow intellectually, a job that challenges their wisdom, a leadership that can be relied upon. It is often noted, particularly in the field of IT that the attitude of an employee and the way it is being respected by the employer play a significant role in Building commitment to work and loyalty for a company. For instance, incubators often feel that the best way to learn developing a business idea is to do it oneself something which good organizations encourage their employees to do. Organizations are known to consider failure as a positive input as it helps ensure that the same mistake would not recur. Having said that, the penalty for failure in India is very high. Thus, "employee satisfaction" at a given job has become the prime determinant of "employee performance " and " employee loyalty". [ABSTRACT FROM AUTHOR]

Burnout is a product of working conditions, which also occurs in the field of information technology (IT). The IT industry is known for high-stress levels due to high-quality requirements in writing programs, testing programs and demonstrating their functionality and quality within a limited time period, as the process is made to meet the customer's needs. Thus the employee and his company need to identify the specifications and exceed the expectations of the customers. At the same time, IT organizations face an accelerated pace of technological change, increased demands and a complex diversity of resources. Thus, IT professionals tend to burn out due to high levels of stress and there is as well a high probability of triggering early burnout syndrome in this professional field. Since the appearance of the term in the scientific literature, several approaches have appeared that have tried to answer the question of why burnout occurs and how it develops. The present research focuses on detailing the most current and supported explanatory theories of burnout, which are complementary and offer a global view of this syndrome: socialcognitive theory, social exchange theory, organizational theory, structuralist theory, job demands theory - resources, emotional contagion theory. By reviewing the factors that contribute to burnout, the review is aiming to draws attention to the fact that burnout is not an inevitable syndrome; it can be prevented before it occurs and treated during its development. [ABSTRACT FROM AUTHOR]

This study seeks to investigate the connection between spiritual and recreational leadership and the performance and contentment of employees. In addition, it examines the moderating function of altruism between spiritual and recreational leadership and its influence on employee performance and satisfaction. The data was gathered from 126 employees of Saudi companies to achieve the objectives and produce effective results. Spiritual leadership (SL) is positively associated with employee satisfaction (ES) and employee performance (EP), according to the study’s findings. Moreover, recreational leadership (RL) significantly impacts both ES and EP. In the context of altruism, the relationship between SL and EP is substantially moderated by altruism, whereas the relationship between SL and ES is not positively moderated by altruism. In addition, altruism substantially moderates the relationship between RL and EP and RL and ES. These findings demonstrate the need for programs and policies encouraging organizations to implement SL and RL to maximize employee performance and satisfaction. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Economy Business & Management is the property of Journal of Economy, Business & Management 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.)