scholarly journals The Impact of Organization’s Leadership and Training and Development on Employees’ Satisfaction in Casual Dining Restaurants in Egypt: The Mediating Role of the Work Environment

2020 ◽  
Vol 3 (1) ◽  
pp. 103-121
Author(s):  
Ahmed Rady ◽  
Michael Zaki
Keyword(s):  
Work Environment ◽  
Training And Development ◽  
Mediating Role ◽  
Casual Dining ◽  
Employees Satisfaction ◽  
The Impact ◽  
And Training

scholarly journals The Impact of Training and Development and Supervisor Support on Employees Retention in Academic Institutions: The Moderating Role of Work Environment

2018 ◽  
Vol 20 (1) ◽  
pp. 113 ◽  
Author(s):  
Palwasha Bibi ◽  
Ashfaq Ahmad ◽  
Abdul Halim Abdul Majid
Keyword(s):  
Work Environment ◽  
Supervisor Support ◽  
Training And Development ◽  
Faculty Members ◽  
Path Modeling ◽  
Pls Path Modeling ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

This study investigated the impact of training and development and supervisors support on employees retention. Furthermore, the current study also investigates the moderating effect of the work environment on the relationship between training and development, supervisors support, and employees’ retention. A survey was undertaken to collect data from 250 faculty members working in public sector universities in Pakistan. PLS path modeling was employed to analyze the data. The results revealed that training and development and the support of the supervisors had a significant relationship with the retention of employees. Similarly, the results also revealed that the work environment moderated the relationship between training and development, supervisors support, and employees’ retention. Finally, the implications, limitations and recommendations for further research were discussed.

scholarly journals Mediating Role of Perception of Job Insecurity on the Relationship between Despotic Leadership and Work Engagement: Pakistani Perspective

2020 ◽  
Vol 6 (2) ◽  
pp. 377-388
Author(s):  
Riffut Jabeen ◽  
Nazahah Rahim
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Job Insecurity ◽  
Leadership Behavior ◽  
Employee Performance ◽  
Resource Theory ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

The importance of work engagement (vigor, dedication, absorption) in enhancing employee performance is a recognized area of research. In this competitive and hyper turbulent work environment, disengaged workforce is costly for any organization. Despite its importance, a very low rate of work engagement (i.e.5%) has been found in Pakistan. Drawing on conservation of resource theory (COR), this paper proposes a conceptual framework to find out the impact of despotic leadership behavior on work engagement of employees with a mediating mechanism of employee’s perception of job insecurity. In previous literature little research has been done on despotic leadership and no study has found on this relationship before.

scholarly journals Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

2016 ◽  
Vol 9 (3) ◽  
pp. 612 ◽  
Author(s):  
Umamaheswari S ◽  
Jayasree Krishnan
Keyword(s):  
Work Environment ◽  
Supervisor Support ◽  
Training And Development ◽  
Sanitary Ware ◽  
Mediating Effect ◽  
Organization Commitment ◽  
Ceramic Sanitary Ware ◽  
The Impact ◽  
The Relationship ◽  
And Training

Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention.Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling.Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable   influence on retention.Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations.Implications: This paper offers recommendations to HR(Human resource) managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their likelihood of leaving the company.Originality/value: This article makes significant contribution to most turnover prone Indian environment, highlighting the important factors to be given priority for employee’s retention.

The relationship of social capital with objective career success: the case of Tunisian bankers

2019 ◽  
Vol 38 (2) ◽  
pp. 74-86
Author(s):  
Emna Gara Bach Ouerdian ◽  
Nizar Mansour
Keyword(s):  
Social Capital ◽  
Career Success ◽  
Training And Development ◽  
Network Resources ◽  
Content Type ◽  
Mediating Role ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

PurposeAlthough much research has investigated the impact of social capital on objective career success, the process through which this relation is established remains under-explored. In addition, studies conducted in the Middle East and North Africa region are scarce. The purpose of this paper is to examine and potentially bridge these gaps.Design/methodology/approachData were collected via survey from 348 Tunisian bankers. Path analysis using AMOS was used to explore the relationships between mentoring received, network resources training and development and objective career success. For testing the mediating hypotheses, the authors employed bootstrapping.FindingsResults support the conjecture that social capital is useful for career success. The authors found that when the employees receive mentoring, they seem to develop more instrumental network resources, and consequently they have wider access to training and development, which, in turn, will be related to better promotion outcomes. However, expressive network resources were not related to objective career success, and training and development did not mediate the relationship between these network resources and career success.Originality/valueTo the authors’ knowledge, this is one of the first studies to explore the relationship between social capital and objective career success in the Tunisian context. This paper also reveals the mediating role of training and development in the above relationship. These findings add to the cross-cultural literature on careers.

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