The Relationship between Organizational Loyalty and Professional Loyalty among Academic Staff

2021 ◽  
Vol 21 (2) ◽  
pp. 61-80
Author(s):  
Obaid Al Subaie ◽  
Mohammed Al Mekhlafi
Keyword(s):  
Academic Staff ◽  
Organizational Loyalty ◽  
The Relationship

The relationship between staff organizational loyalty and job satisfaction and enthusiasm

2020 ◽  
Vol 2-3 (20) ◽  
pp. 101-110
Author(s):  
Andrii Trofimov ◽  
◽  
Alina Strymetska ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Relationship Satisfaction ◽  
Market Economy ◽  
Significant Relationship ◽  
Work Conditions ◽  
Satisfaction Questionnaire ◽  
Organizational Loyalty ◽  
The Relationship

Introduction. In a market economy, staff organizational loyalty is one of the key challenges. Aim. To explore the relationship between staff organizational loyalty and their job satisfaction and enthusiasm. Methods: J. Meyer and N. Allen Scale of Organizational Loyalty, Utrecht Scale of Work Enthusiasm, and Integral Job Satisfaction questionnaire. Results. There is a statistically significant relationship between staff job satisfaction and organizational loyalty. Overall staff organizational loyalty has been shown to relate with such scales of work enthusiasm as "energy", "commitment", and "general enthusiasm". Conclusions. Staff organizational loyalty significantly correlates with staff job satisfaction (in particular, with such components of job satisfaction as job achievement satisfaction, colleagues relationship satisfaction, and work conditions satisfaction) and work enthusiasm (in particular, with staff organizational commitment).

scholarly journals The effect of individual factors on user behaviour and the moderating role of trust: an empirical investigation of consumers’ acceptance of electronic banking in the Kurdistan Region of Iraq

2020 ◽  
Vol 6 (1) ◽  
Author(s):  
Yadgar Taha M. Hamakhan
Keyword(s):  
Structural Equation ◽  
Academic Staff ◽  
Individual Factors ◽  
Kurdistan Region ◽  
Electronic Banking ◽  
Online Questionnaire ◽  
User Behaviour ◽  
The Relationship ◽  
Moderating Role

Abstract The popularity of self-service technologies, particularly in the banking industry, more precisely with electronic banking channel services, has undergone a major change as individuals' lifestyles develop. This change has affected individuals’ decisions about accepting any new Information Technology, and Information Communications Technology services that are electronically mediated, for example, E-Banking channel services. This study investigates the effect of Individual Factors on User Behaviour, and the moderating role of Trust in the relationship between Individual Factors, and User Behaviour based on the Unified Theory of Acceptance and Use of Technology. This research proposes a model, with a second-order components research framework. It improves current explanations of the acceptance of electronic banking channel services. Furthermore, this study highlights the role of trust on the acceptance of electronic banking channel services, which is the most crucial consideration in customers’ decisions to accept electronic banking channels services. Thus, trust is the spine of the system in the Kurdistan Region of Iraq. Data were collected using an online questionnaire that received 476 valid responses from academic staff who work at the University of Sulaimani. The model tested data using the Partial Least Squares-Structural Equation Modelling approach. The results show that Individual Factors have a positive effect on User Behaviour. Besides, results show that trust moderates the relationship between Individual Factors and User Behaviour.

Generation “X” and “Y” knowledge sharing behaviour

2017 ◽  
Vol 9 (2) ◽  
pp. 325-342 ◽  
Author(s):  
Muhammad Sabbir Rahman ◽  
Nuraihan Mat Daud ◽  
Hasliza Hassan
Keyword(s):  
Knowledge Sharing ◽  
Generational Differences ◽  
Structural Equation ◽  
Academic Staff ◽  
Peninsular Malaysia ◽  
Higher Learning ◽  
Cross Sectional ◽  
Content Type ◽  
Learning Institutions ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between employee motivation and intention for knowledge sharing behaviour. Inter-generational differences (generations X and Y only) were assumed to moderate in the relationship between intention and knowledge sharing behaviour of non-academic staff of higher learning institutions. This research also aims to test the role of behavioural intention as mediation between motivation and knowledge sharing behaviour. Design/methodology/approach This research tested a conceptual framework derived from widely accepted theories. This study was carried out on non-academic staff working at the different higher learning institutions in Malaysia. Respondents from private and public higher learning institutions in Peninsular Malaysia were asked to complete a self-administered questionnaire. This research also applied confirmatory factor analysis and structural equation modelling to examine the proposed hypothesis of this inquiry. Findings Results indicate that non-academic staff knowledge sharing behaviour was significantly mediated by intention between motivation and knowledge sharing behaviour relationship. More specifically, inter-generational differences (generations X and Y) play a significant moderation role between intention and knowledge sharing behaviour. Research limitations/implications The generalizability of this cross-sectional study can be strengthened by adopting a longitudinal approach in the next phase of the study. Practical implications The results of this research highlighted that the higher learning institutions need to institutionalize knowledge sharing behaviour among their non-academic staff (executive and non-executive) by facilitating knowledge sharing-oriented work environment. Originality/value This paper has attempted to furnish a comprehensive understanding of knowledge sharing behaviour among the non-academic staff of higher learning institutions.

The Relationship between Job Stressors and Organizational Change Among Academic Staff at Universiti Teknologi Mara (UiTM) Cawangan Kelaantan.

2021 ◽  
Vol 7 (2) ◽  
pp. 201
Author(s):  
Nik Mohd Faris Nik Min ◽  
Intan Nurul ‘Ain Mohd Firdaus Kozako ◽  
Muhammad Ammar Haidar Ishak ◽  
Mohd Hafeez Al-Amin Abdul Wahab ◽  
Ayu Kamareenna Abdullah Thani ◽  
...  
Keyword(s):  
Organizational Change ◽  
Working Conditions ◽  
Role Ambiguity ◽  
Academic Staff ◽  
Product Diversification ◽  
Role Overload ◽  
Job Stressors ◽  
Peer Relation ◽  
Job Stressor ◽  
The Relationship

Change usually occurs when an organization replaces its management, technological change or product diversification, et cetera. However, organizational change can increase work stress levels, and employees need to cope with new and old stressors.  This research emphasizes the factors of job stressors, such as role overload, role ambiguity, unprofitability, poor peer-relation, and strenuous working conditions. The purpose of this research was to identify the relationship between job stressors and organizational change among academic staff at Universiti Teknologi MARA (UiTM) Cawangan Kelantan (Machang Campus) and to identify the most affected job stressor during the organizational change. The research was non-experimental which was categorized by correlation. Quantitative data was collected using a questionnaire contained three separate sections and was distributed to 155 academic staff at UiTM Cawangan Kelantan (Machang Campus). The reliability analysis was conducted and the Cronbach Alpha value ranged from 0.529 to 0.852. Pearson Correlation was used to examine the relationship between job stressors and organizational change, and it was found that all variables of job stressors had a significant relationship with organizational change except for unprofitability. It was also found that the most affected job stressor during organizational change was poor peer-relation. The researchers hope that this study would educate employees regarding factors affecting job stressors towards organizational change.  Keywords: Organizational change, role overload, role ambiguity, unprofitability, poor peer-relation, strenuous working conditions.

scholarly journals The Moderating Effects of Organizational Culture on the Relationship between Work Motivation and Work Commitment of University Academic Staff

2018 ◽  
Vol 8 (1) ◽  
pp. 137
Author(s):  
Saira Irfan ◽  
Najib Ahmad Marzuki
Keyword(s):  
Organizational Culture ◽  
Work Motivation ◽  
Survey Design ◽  
Academic Staff ◽  
Work Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Settings ◽  
The Relationship

The link between the work motivation and work commitment is well established in a variety of work settings. However, the role of organizational culture is not explored in depth, especially as a moderator between work motivation and work commitment. The present study undertakes an examination of the above explained model. The sample consisted of 351 academics from nine public universities in the state of Punjab, Pakistan. Cross-sectional survey design was employed to collect the data. The statistical analyses were performed with Partial Least Squares technique using the Smart PLS 3.0. The findings revealed that adhocracy culture moderates the link between non-self-determined work motivation and work commitment among university academic staff. The study has implications for authorities to capitalize on organizational culture to boost work motivation that will ultimately improve work commitment among academics.

scholarly journals THE RELATIONSHIP between COURSE MANAGEMENT and EXAMINATION ATTRITION RATES among UNDERGRADUATE MEDICAL STUDENTS at the UNIVERSITY OF ZAMBIA

2020 ◽  
Vol 7 (1) ◽  
Author(s):  
Harrison Daka ◽  
Sekelani S. Banda ◽  
Charles M. Namafe
Keyword(s):  
Medical Students ◽  
Academic Staff ◽  
Comparative Method ◽  
Group Discussion ◽  
Course Management ◽  
Undergraduate Medical Students ◽  
Attrition Rates ◽  
Training Programmes ◽  
The University ◽  
The Relationship

This study investigated the relationship between course management and examination attrition rates among undergraduate medical students at the University of Zambia, School of Medicine between the years 2008 to 2016. An explanatory sequential research design was used for data collection. Data were captured using an evaluation survey instrument, students’ Focus Group Discussion schedule and an interview schedule for key informants. Quantitative data from the first set were analysed using descriptive and inferential statistics while qualitative data from the second set were analysed using constant comparative method. The findings indicate that there was significant statistical difference in the course workloads in all programmes (p = 0.000, F = 4, 596, d f = 8.53). The course loads were heavy, had little time allocated to them. Course concepts were not taught in depth and led to students’ perceptions that the courses were difficult. As such, there is urgent need to revise or review course contents (i. e. curricular) of several programmes to be in accordance with the time allocated to them and that the Department of Medical Education and Development (DMED) should consider organizing specific pedagogical training programmes for existing and newly employed academic staff.

scholarly journals The establishment of Irkutsk Fire-Technical School of the Ministry of Internal Affairs of USSR: historical-pedagogical retrospective

2020 ◽  
pp. 1-7
Author(s):  
Mikhail Aleksandrovich Vasil'ev
Keyword(s):  
Academic Staff ◽  
Educational Institution ◽  
Technical School ◽  
Staff Members ◽  
Formative Stage ◽  
Initial Stage ◽  
Internal Affairs ◽  
Relationship Of ◽  
The Relationship ◽  
Academic Personnel

The subject of this research is the process of establishment of Irkutsk Fire-Technical School during the 1960’s – 1970’s and its professional-pedagogical transformation in the later period of 1990’s. The article covers in the details the question of historical-pedagogical peculiarities in recruitment of the faculty staff of the school with academic personnel at the initial stage. The author explores the question of professional skills of the temporary and permanent academic staff in realization of training, marching drill and combat activities. In the course of this research the author determines and analyzes the factors that influenced the establishment and development Irkutsk Fire-Technical School of the Ministry of Internal Affairs of USSR during the 1960’s – 1970’; as well as peculiarities of pedagogical activity in the formative stage of the educational institution. The article examines the relationship of the cadets and staff members of the school with the service branches. The presented research is relevant for broad audience, since the establishment and development of departmental institution of system of the Ministry of Internal Affairs of USSR in the territory of Baikalia during the 1960’s became a milestone event for education system of the entire Siberian Region.

Generational Encounters with Higher Education

2020 ◽  
Author(s):  
Jennie Bristow ◽  
Sarah Cant ◽  
Anwesa Chatterjee
Keyword(s):  
Higher Education ◽  
Coming Of Age ◽  
Academic Staff ◽  
Prospective Students ◽  
Policy Changes ◽  
Structured Interviews ◽  
Observation Study ◽  
Personal Investment ◽  
The Impact ◽  
The Relationship

The 21st century has witnessed significant changes to the structures and policies framing Higher Education. But how do these changes in norms, values, and purpose shape the generation now coming of age? Employing a generational analysis, this book offers an original approach to the study of education. Drawing on a British Academy-funded study, comprising a policy review, semi-structured interviews and focus groups with students and with academics of different generations, and an analysis of responses to the Mass Observation Study, the book explores the qualitative dimensions of the relationship between academics and students, and examines wider issues of culture and socialisation, from tuition fees and student mental health, to social mobility and employment. The book begins with a discussion of the emergence of a ‘graduate generation’, in a context where 50 per cent of young people are encouraged to go to University, on the basis that this is a personal investment in their future careers. Subsequent chapters review the policy changes that have led to this framing of Higher Education as an increasingly individualised experience, where ‘student choice’ is operationalised as the means by which Universities are funded and held to account; historical differences in the experience of Higher Education; and the impact of these changes on the role and status of academic staff and the experience of current and prospective students.

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