scholarly journals TELAAH FUNGSIONAL KONSEPSI INSENTIF TERHADAP KEPUASAN KERJA PEGAWAI

2020 ◽  
Vol 10 (2) ◽  
pp. 187-196
Author(s):  
Fahmiah Akilah ◽  
Danial Rahman
Keyword(s):  
Nonprofit Organizations ◽  
Employee Satisfaction ◽  
Educational Institutions ◽  
It Employees

Employee satisfaction of the suitability between the business and the outcome of his work is not necessarily felt by the employees, but not separated from the affect it. Employees will feel satisfied when their work is appreciated. The satisfaction felt by the employees can be determined by various factors, among them is giving incentives. Providing incentives will make employees feel the attention and recognition of achievements that are achieved so that the spirit of work and loyalty will be better. Employee will feel the satisfaction of his job if achievement achieved can be rewarded by giving incentives. Giving incentives to improve employee satisfaction does not only apply to organizations with profit, but also on nonprofit organizations (including educational institutions). Therefore, giving incentives is an important element that needs to be considered when trying to give satisfaction to the employees in their work.

scholarly journals Reward Management Strategies and Employee Satisfaction in the Colleges of Kathmandu Valley

2021 ◽  
pp. 52-56
Author(s):  
Jitendra Prasad Upadhyay ◽  
◽  
Pitri Raj Adhikari ◽  
Keyword(s):  
Employee Satisfaction ◽  
Positive Impact ◽  
Management Strategies ◽  
Learning Opportunities ◽  
Survey Method ◽  
Educational Institutions ◽  
Kathmandu Valley ◽  
Set Up ◽  
The Impact ◽  
Recognition Learning

Background: Educational institutions set up a reward management system with the hope that it makes the employees perform their activities to the satisfaction of all concerned stakeholders. However, there are many contradictions and complaints about the performance of employees in colleges, compelling the undertaking the studies. Objectives: This study aims to examine the impact of reward management strategies on employee satisfaction in colleges of Kathmandu valley. Methods: This paper uses a questionnaire survey method of 300 respondentsof different 30 colleges/campuses of Kathmandu valley and descriptive statistics and multiple regression models are used to analyze the data. Results: The beta coefficients are positive and significant for promotion, compensation, recognition, learning opportunities, and career development opportunity with employee satisfaction which indicates these variables have a positive impact on employee satisfaction. Conclusion: It is found that reward management is positively related to employee satisfaction and it is a powerful motivational factor that leads to job satisfaction. Implications: College management including universities may focus on identifying better reward management strategies to motivate the employees to enhance better productivity.

scholarly journals Reward Management Strategies and Employee Satisfaction in the Colleges of Kathmandu Valley

2021 ◽  
Vol 1 (2) ◽  
pp. 52-56
Author(s):  
Jitendra Prasad Upadhyay ◽  
Pitri Raj , Adhikari
Keyword(s):  
Employee Satisfaction ◽  
Positive Impact ◽  
Management Strategies ◽  
Learning Opportunities ◽  
Survey Method ◽  
Educational Institutions ◽  
Kathmandu Valley ◽  
Set Up ◽  
The Impact ◽  
Recognition Learning

Background: Educational institutions set up a reward management system with the hope that it makes the employees perform their activities to the satisfaction of all concerned stakeholders. However, there are many contradictions and complaints about the performance of employees in colleges, compelling the undertaking the studies. Objectives: This study aims to examine the impact of reward management strategies on employee satisfaction in colleges of Kathmandu valley. Methods: This paper uses a questionnaire survey method of 300 respondents of different 30 colleges/campuses of Kathmandu valley and descriptive statistics and multiple regression models are used to analyze the data. Results: The beta coefficients are positive and significant for promotion, compensation, recognition, learning opportunities, and career development opportunity with employee satisfaction which indicates these variables have a positive impact on employee satisfaction. Conclusion: It is found that reward management is positively related to employee satisfaction and it is a powerful motivational factor that leads to job satisfaction. Implications: College management including universities may focus on identifying better reward management strategies to motivate the employees to enhance better productivity.

scholarly journals Factors Influencing Employee Satisfaction of Educational Institutions

2021 ◽  
Vol 13 (2) ◽  
pp. 327-336
Author(s):  
Jayendira P Sankar ◽  
V.E. Kesavan ◽  
R. Kalaichelvi ◽  
Mufleh Salem M. Alqahtani ◽  
May Abdulaziz Abumelha ◽  
...  
Keyword(s):  
Employee Satisfaction ◽  
Structural Model ◽  
Employee Development ◽  
Measurement Model ◽  
Vital Role ◽  
Education Sector ◽  
Educational Institutions ◽  
Kingdom Of Saudi Arabia ◽  
Sector Employee ◽  
And Training

Generally speaking, education plays a potential role in shaping the economy. Like other organizations and education, employee development initiatives play a vital role in employee satisfaction. Therefore, this paper aims to study the influence of employee development on employee satisfaction in the education sector. Employee development is attached to empowerment, motivation, and training as independent variables. The data collected from 261 sample respondents from the education institutions of the Kingdom of Saudi Arabia. To prove the construct's hypothesis, SmartPLS 3.3.2 was utilized to analyze the measurement model and the structural model. Therefore, the study utilized the combinative PLS method that fulfills the characteristics of the model. Empowerment, motivation, and training were found to be conducive to employee satisfaction. Employee development (empowerment, motivation, and training) measures on employee satisfaction can help decision-makers emphasize their actions. The findings revealed that employee development positively influences employee satisfaction and commitment among employees in the education sector.

scholarly journals Formation of readiness for employment among university students

2020 ◽  
pp. 86-95
Author(s):  
Tatiana Aleksandrovna Mikhailova ◽  
Yana Surenovna Gabrielyan
Keyword(s):  
University Students ◽  
Nonprofit Organizations ◽  
Job Search ◽  
Professional Education ◽  
Professional Training ◽  
Independent Solution ◽  
Educational Institutions ◽  
University Graduates ◽  
Higher Educational Institutions ◽  
Higher Educational

This article is dedicated to one of the relevant problems of modern society – employment of the graduates of higher educational institutions and reduction of unemployment rate among youth. The object of this research is the readiness for employment. The subject of this research is the process of formation of readiness for employment among university students. The author determines and describes the key factors of unemployment among university graduates. The article reveals the concept of “readiness for employment among students”, lists the components of readiness that affect the independent solution of practical tasks in job search and employment. Special attention is given to the theoretical aspects of the formation of readiness for employment. The importance of arrangement of special conditions in the university aimed at the formation of students’ readiness for employment in the process of receiving professional education as inseparable part of professional training of a specialist is demonstrated. The novelty of this research consists in description of essence of the concept of “formation of readiness for employment among students”, identification of reasons of unemployment of the graduates, substantiation of the conditions of formation of readiness for employment. The conclusion is made on the need for implementation of elective course “The Art of Employment” for senior students, which would contain the algorithm for arrangement of stages with regards to formation of students ' readiness for employment. The determined correlation between the implementation of this course and the formation of competent and competitive graduates who can independently solve practical tasks in terms of job search and employment, was proven by the conducted experimental work. This article is of interest to executives, pedagogues and staff members of human resource department in higher educational institutions, personnel of employment centers, and representatives of nonprofit organizations.

scholarly journals An Examination of Internal Audit Function Size: Evidence from U.S. Government and Nonprofit Sectors

2020 ◽  
Author(s):  
Sarah A. Garven ◽  
Audrey N. Scarlata
Keyword(s):  
Nonprofit Organizations ◽  
Internal Audit ◽  
Organizational Characteristics ◽  
Educational Institutions ◽  
Organization Size ◽  
Factors Associated ◽  
Small Organizations ◽  
Staffing Model ◽  
Internal Audit Function ◽  
To Receive

We examine factors associated with internal audit function (IAF) size in U.S. government and nonprofit (GNP) entities. Our results, based on responses from 345 GNP participants, indicate several factors related to organizational characteristics, IAF characteristics, IAF responsibilities, and information technology (IT) tools and audit activities that are associated with IAF size. Specifically, we find IAF size is positively associated with: (1) mandated IAFs, (2) activity related to audits of general IT risks, (3) use of a rotational staffing model, (4) degree of fraud detection responsibility, (5) conduct of performance audits, (6) extent of sophisticated audit technologies, (7) organization size, (8) opportunity to receive a bonus, and (9) age of the IAF. IAF size is negatively related to (1) extent of access to records and property appropriate for the performance of audits, (2) nonprofit organizations, (3) healthcare institutions, and (4) educational institutions. Additional analysis reveals variation between large and small organizations.

Twitter Usage Using Common Reference to Tinnitus

2020 ◽  
Vol 29 (2) ◽  
pp. 206-217
Author(s):  
Jianyuan Ni ◽  
Monica L. Bellon-Harn ◽  
Jiang Zhang ◽  
Yueqing Li ◽  
Vinaya Manchaiah
Keyword(s):  
Nonprofit Organizations ◽  
Temporal Trends ◽  
Temporal Analysis ◽  
Cross Sectional ◽  
For Profit ◽  
Common Reference ◽  
Personal Experiences ◽  
Twitter Users ◽  
Sectional Analysis ◽  
Share Information

Objective The objective of the study was to examine specific patterns of Twitter usage using common reference to tinnitus. Method The study used cross-sectional analysis of data generated from Twitter data. Twitter content, language, reach, users, accounts, temporal trends, and social networks were examined. Results Around 70,000 tweets were identified and analyzed from May to October 2018. Of the 100 most active Twitter accounts, organizations owned 52%, individuals owned 44%, and 4% of the accounts were unknown. Commercial/for-profit and nonprofit organizations were the most common organization account owners (i.e., 26% and 16%, respectively). Seven unique tweets were identified with a reach of over 400 Twitter users. The greatest reach exceeded 2,000 users. Temporal analysis identified retweet outliers (> 200 retweets per hour) that corresponded to a widely publicized event involving the response of a Twitter user to another user's joke. Content analysis indicated that Twitter is a platform that primarily functions to advocate, share personal experiences, or share information about management of tinnitus rather than to provide social support and build relationships. Conclusions Twitter accounts owned by organizations outnumbered individual accounts, and commercial/for-profit user accounts were the most frequently active organization account type. Analyses of social media use can be helpful in discovering issues of interest to the tinnitus community as well as determining which users and organizations are dominating social network conversations.

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