The Impact of Working Environment on Job Satisfaction of Software Professionals in Software Industry: A Case Study of Wipro Technologies, Greater Noida, India

2019 ◽  
Author(s):  
Geeta Kumari ◽  
Gaurav Joshi ◽  
Ashfaque Alam ◽  
K. M. Pandey
Keyword(s):  
Job Satisfaction ◽  
Software Industry ◽  
Working Environment ◽  
Software Professionals ◽  
The Impact

scholarly journals The Impact of Training on Employees’ Performance: The Case of Banking Sector in Lesotho

2018 ◽  
Vol 8 (2) ◽  
pp. 16
Author(s):  
Mamofokeng Eliza Motlokoa ◽  
Lira Peter Sekantsi ◽  
Rammuso Paul Monyolo
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Human Resources Management ◽  
Sampling Technique ◽  
Blood Stream ◽  
Working Environment ◽  
Skill Gaps ◽  
Management Literature ◽  
The Impact ◽  
Self Administered Questionnaire

Human Resources Management literature regards training as the blood stream of any organization because the success of an organisation to achieve its objectives and goals heavily highly depends on its workforce. For this reason, organizations should invest in employees’ training in an effort to enhance their performance and that of an organisation. Nonetheless, some organizations regard training as unnecessary expenditure and always cut training budgets in an effort to improve their financial standing to the detriment of their employees’ welfare because that action incapacitate staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 171 employees from a population of 300 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job-satisfaction in the banking sector in Lesotho. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the banking sector in Lesotho. Therefore, the banking sector in Lesotho should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities in order to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job-satisfaction.

scholarly journals Quality of Work-Life for Job Satisfaction in Nepalese Commercial Banks

2019 ◽  
Vol 22 (1) ◽  
pp. 79-88
Author(s):  
Pitri Raj Adhikari
Keyword(s):  
Job Satisfaction ◽  
Commercial Banks ◽  
Multiple Regression Model ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Regression Result ◽  
Quality Of Work ◽  
The Impact

 This paper is concerned with the examination of the impact of quality of work life for job satisfaction in Nepalese commercial banks. To achieve the purpose of the study, structured questionnaire is prepared and collected from 225 respondents. Descriptive and casual comparative research design have been used in this study. The multiple regression model has been used to test the relationship. The results show that working environment, work life balance, compensation and reward, training and development, and job design are positively related to job satisfaction. The regression result shows that the beta coefficients for all variables are positive and significant with job satisfaction.

Challenge of Millennials in Project Management

2020 ◽  
pp. 255-282
Author(s):  
Nihan Yıldırım ◽  
Yeliz Korkmaz
Keyword(s):  
Project Management ◽  
Software Development ◽  
Generation Y ◽  
Software Industry ◽  
Development Project ◽  
Working Environment ◽  
Project Teams ◽  
Motivation Factors ◽  
Software Companies ◽  
Software Professionals

The need for understanding Generation Y employees' attitudes and expectations that considerably differed from previous generations had been a focus of researchers in the last decades. IT industry and specifically software industry had been among the most popular employment areas of Generation Y professionals and hence Generation Y Software Developers constitutes the majority of the work force in the software industry. As known, software development is a project-based business where the project management methodologies and principles are utilized. Similar to other project based works, the effectiveness of human resources management and team development is the determinant of project success in software development. Therefore, to effectively manage and to adapt appropriate approaches for leading the project teams which include Generation Y software professionals, managers and leaders prior in need to understand their perspective. In this context, research aims to understand the expectations and attitudes of Generation Y Software Developer professionals in projects. The research is structured in two parts reflecting these dual aims. The first part of the research addresses the expectations of Y generation employees from project management and project environment in software development projects. The second part of the research explores the attitudes of Y generation Employees in software development project teams. Survey is conducted with the participation of 113 Generation Y Software Professionals who are employed in major software companies in Turkey. Basic concepts that are explored in the study are expectations from working environment, expectations from project type and content, leadership, motivation factors, challenges faced, perceptions on generation conflicts and the attitudes of Generation Y professionals towards project-based work and work environments. Software industry is dominated by project based management methods, perceptions and attitudes of Generation Y in projects are expected to provide practical guidelines to policy makers and HR professionals in developing solutions and tools for improving motivations and effectiveness of Generation Y employees.

scholarly journals The Impact of Training and Development on Employee Performance and Productivity: An Empirical Study on Private Bank of Noakhali Region in Bangladesh

2021 ◽  
pp. 1-18
Author(s):  
Fatema Akter Jeni ◽  
. Momotaj ◽  
Md. Al-Amin
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Job Training ◽  
Employee Performance ◽  
Human Resources Management ◽  
Training And Development ◽  
Working Environment ◽  
Private Bank ◽  
Private Banking ◽  
The Impact

Human Resources Management literature regards training as the bloodstream of any organization because the success of an organization to achieve its objectives and goals highly depends on its workforce. For this reason, organizations should invest in employees’ training to enhance their performance and that of an organization. Nonetheless, some organizations regard training as an unnecessary expenditure and always cut training budgets to improve their financial standing to the detriment of their employees’ welfare because that action incapacitates staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 60 employees from a population of 70 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job satisfaction in the banking sector in Private bank  of Noakhali region in Bangladesh. This results show that the mean for on the job training and development located from 3.23 to 4.4 and for off the job training and development from 2.36 to 4.05. The overall impact of training and development from the perspective of employees of private banking sector in Noakhali region has mean and standard deviation respectively 3.54 and 0.95 in total. This result indicates that training and development has a high impact on the employee’s performance and productivity in the perspective of employees of private bank in Noakhali region. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the  Private banking sector in Bangladesh Therefore, the banking sector in Bangladesh should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job satisfaction.

scholarly journals The Islamic Banking Sector Of Pakistan: The Impact Of Leadership Opportunities, Gender Differences, Working Conditions And Employee Performance On Job Satisfaction Of Female Employees Of The Industry

2020 ◽  
Vol 20 (2) ◽  
pp. 139-158
Author(s):  
Sobia Iqbal ◽  
Khalid Mehmood Iraqi
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Banking Sector ◽  
Employee Performance ◽  
Positive Association ◽  
Working Environment ◽  
Islamic Banking ◽  
Upper Management ◽  
Leadership Opportunities ◽  
The Impact

The findings of this research study is constructed depending the role of women in Islamic Banking industry of Pakistan. It has been conducted with an objective to determine the contrast of leadership opportunities, gender differences, working condition, employee performance with Job Satisfaction. The data has been collected from 200 male and female participants, representing the Islamic Banking Sector of Pakistan (Meezan Bank, Dubai Islamic Bank and Bank Islami). The result of the research shows a positive association in the selected dependent and independent variables. The study result further supports that in the current scenario the male gender participation for authoritative and leadership position is comparatively high as paralleled to female in the Pakistani Islamic Banking Sector of Pakistan. Further, it reveals that male working employees in the Islamic banking sector of Pakistan are far more satisfied as compared to female working participants. The result has reflected that the constructed model is significant (at the p < 0.001 level).  The findings of this particular study possibly may assist the upper management to revisit their working environment policies and practices to consider females as equally responsible for challenging leadership roles, providing career path opportunities, and to promote Equal Employment Opportunities (EEO) in organizations.

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