A CONCEPTUAL STUDY OF JOB OPPORTUNITY IN JHARKAND

EPRA International Journal of Economic and Business Review ◽

10.36713/epra6682 ◽

2021 ◽

pp. 1-4

Author(s):

Dr.Sanjay Prasad ◽

Srinath Koley

Keyword(s):

Job Satisfaction ◽

Turnover Intentions ◽

Job Turnover ◽

Future Research ◽

Oil Companies ◽

Job Opportunity ◽

Oil Sector ◽

Conceptual Study ◽

The Relationship

Job turnover has been a longstanding concern to academic researchers whereby numerous researchers have resulted in the classification of factors that cause turnover intentions among employees. Indian context has been well explored, but the literature remain scant on the issue in the context of Indian countries especially Libya. This study is an attempt to address the gap in literature and aimed at determining the relationship amid training, job satisfaction and alternative jobs on employee turnover in the Libyan oil sector. The correlation findings revealed that training has insignificant relationship with job turnover, whereas job satisfaction and alternative job are positively related to job turnover. Finally, recombination are made for future research and implications for Sail, Bhel and Many more oil companies to improve their practices. Performance. This discussion in literature provides the impetus to examine the relationship between training, job satisfaction, and job opportunity with job turnover in private Sectors. KEYWORDS: - job satisfaction, Sail, Bhel, turnover.

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The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions

Career Development International ◽

10.1108/cdi-02-2014-0018 ◽

2014 ◽

Vol 19 (5) ◽

pp. 494-507 ◽

Cited By ~ 20

Author(s):

Martha C. Andrews ◽

K. Michele Kacmar ◽

Charles Kacmar

Keyword(s):

Job Satisfaction ◽

Regulatory Focus ◽

Structural Equation ◽

Turnover Intentions ◽

Equation Modeling ◽

Future Research ◽

Snowball Sampling ◽

Prevention Focus ◽

Content Type ◽

The Relationship

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job satisfaction is also examined as a mediator of the mindfulness-turnover intentions relationship. Design/methodology/approach – The model was tested using data collected via a snowball approach. Online surveys were distributed to undergraduate students enrolled in a business course. Students were then given the opportunity to earn extra credit by sending the survey to potential respondents. The relationships were tested using structural equation modeling. Findings – Support was found for four of the six hypotheses. Prevention focus did not negatively mediate the relationship between mindfulness and job satisfaction as well as the relationship between mindfulness and turnover intentions. Research limitations/implications – One limitations of this research is the placement of mindfulness as an antecedent to promotion and prevention focus. Another plausible alternative is to consider mindfulness as a consequence. An additional limitation is the use of a snowball sampling technique. Future research should examine these findings using employees of a single organization. Originality/value – This research theoretically and empirically links RFT and mindfulness. This study also adds to the limited research empirically linking RFT and turnover intentions, both directly and indirectly via job satisfaction. Finally, this research extends previous research that established the positive relationship between mindfulness and job satisfaction by examining the mindfulness-job satisfaction-turnover intentions relationship.

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Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000185 ◽

2017 ◽

Vol 16 (3) ◽

pp. 155-159 ◽

Cited By ~ 4

Author(s):

Peizhen Sun ◽

Jennifer J. Chen ◽

Hongyan Jiang

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Future Research ◽

Satisfaction Scale ◽

Primary School Teachers ◽

Mediating Role ◽

Regulation Of Emotion ◽

The Relationship ◽

Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

European Journal of Multidisciplinary Studies ◽

10.26417/ejms.v5i1.p370-383 ◽

2017 ◽

Vol 5 (1) ◽

pp. 370

Author(s):

Chiemeke Kingsley Chiedu ◽

Choi Sang Long ◽

Hapriza BT Ashar

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Performance ◽

Employee Turnover ◽

Turnover Intentions ◽

Pearson Correlation ◽

Negative Relationship ◽

Survey Method ◽

Employee Turnover Intentions ◽

The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

Management Insight - The Journal of Incisive Analysers ◽

10.21844/mijia.v12i02.6974 ◽

2016 ◽

Vol 12 (02) ◽

Cited By ~ 1

Author(s):

Reeta Yadav

Keyword(s):

Job Satisfaction ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Turnover Intentions ◽

Research Work ◽

Citizenship Behavior ◽

Future Research ◽

Antecedents And Consequences ◽

And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

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Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

Criminal Justice and Behavior ◽

10.1177/00938548211036177 ◽

2021 ◽

pp. 009385482110361

Author(s):

Ivan Y. Sun ◽

Yuning Wu ◽

Smart E. Otu ◽

Gilbert C. Aro ◽

Ikechukwu Charles Akor ◽

...

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Justice ◽

Police Officers ◽

Structural Equation ◽

Equation Modeling ◽

Future Research ◽

African Countries ◽

Mediating Mechanisms ◽

The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

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Exercise Addiction and Perfectionism: A Systematic Review of the Literature

Current Addiction Reports ◽

10.1007/s40429-021-00358-8 ◽

2021 ◽

Vol 8 (1) ◽

pp. 144-155 ◽

Cited By ~ 1

Author(s):

Gizem Çakın ◽

Ignatius Darma Juwono ◽

Marc N. Potenza ◽

Attila Szabo

Keyword(s):

International Classification Of Diseases ◽

Situational Factors ◽

Future Research ◽

Statistical Manual ◽

Exercise Addiction ◽

Diagnostic And Statistical Manual ◽

Classification Of Diseases ◽

The Common ◽

The Relationship

Abstract Background and aims Exercise addiction may be conceptualized as a behavioral addiction in which a person develops an unhealthy obsession with exercise and physical activity. While exercise addiction is not a formally recognized disorder in the Diagnostic and Statistical Manual or the International Classification of Diseases, it has been studied and connected to both personal and situational factors. Perfectionism is a feature that has been strongly linked to exercise addiction. The objective of this systematic literature review, performed by following the PRISMA protocol, was to examine relationships between exercise addiction and perfectionism while also considering the subdimensions of perfectionism in different groups. Methods Three databases (PsycINFO, PubMed/Medline, and SPORTDiscus) were examined. Sixty relevant articles were identified, of which 22 met inclusion criteria. Results The findings substantiate that perfectionism and its dimensions are weakly or moderately related to exercise addiction. This relationship has been observed in adults, adolescents, athletes, and patients with eating disorders. Of the 22 studies examined, only one did not identify an association between perfectionism or its subdomain(s) and exercise addiction. However, in most studies, the common variance between perfectionism and exercise addiction is relatively small, raising questions regarding the clinical relevance of the relationship. Conclusion Perfectionism is related to exercise addiction, but the strength of the relationship varies in different circumstances, which should be examined in future research.

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Exploring the relationship between corporate social responsibility actions and employee retention: A human resource management perspective

Human Systems Management ◽

10.3233/hsm-211202 ◽

2021 ◽

pp. 1-13

Author(s):

Hajar Boutmaghzoute ◽

Karim Moustaghfir

Keyword(s):

Job Satisfaction ◽

Organizational Identification ◽

Employee Retention ◽

Employee Commitment ◽

Theoretical Framework ◽

Theoretical Research ◽

Future Research ◽

Behavioral Factors ◽

The Relationship

BACKGROUND: This study builds on the little guidance in the existing literature to analyze the relationship between employee-oriented CSR actions and employee retention in a business context, while using Freeman stakeholders’ model as a theoretical research framework. This research also aims to shed light on significant behavioral factors facilitating the relationship between CSR endeavors and turnover rate. OBJECTIVE: This paper builds on the existing research gap in the literature and suggests that behavioral factors, including job satisfaction, organizational identification, and motivation facilitate the relationship between employee-oriented CSR actions and employee retention, which contributes to laying the foundations of a theoretical framework that has the potential to advance both theoretical and practitioner debates and disentangle the complexity of such a relationship, while offering strategically-focused development venues in CSR and HRM fields. METHODS: This research uses a single case study design to ensure an in-depth and detailed analysis of the phenomenon under scrutiny, while relying on a triangulation methodology for data collection, including a questionnaire used as exploratory approach, interviews to generate explanatory data, and archival data to bring confirmatory insights. Data analysis followed the procedures of a deductive approach. RESULTS: The research results show a positive relationship between employee-oriented CSR actions and employee retention, while demonstrating the facilitating role of job satisfaction, organizational identification, and motivation in moderating such a relationship. The findings also stress the importance of framing CSR interventions within the organization’s strategy and goals, while ensuring employee participation in such decision making processes to maximize the effect of CSR interventions on employee commitment and reduce turnover. CONCLUSIONS: This research has the potential to better clarify the nature of the relationship involving CSR interventions, from an employee perspective, retention, and turnover, while laying the foundations of a theoretical framework linking such constructs and other behavioral factors that underpin and support such a relationship. Building on the study’s findings and assumptions, future research is needed to gain a more comprehensive understanding of how HR-related CSR actions affect behavioral performance dimensions, resulting in employee commitment and retention. Future research should also consider multiple case study, multicultural, and ethnographic approaches for the sake of generalizability and theory building.

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Trade Union Membership and Job Satisfaction

South African Journal of Psychology ◽

10.1177/008124638701700407 ◽

1987 ◽

Vol 17 (4) ◽

pp. 160-164 ◽

Cited By ~ 4

Author(s):

Stephen D. Bluen ◽

Caroline van Zwam

Keyword(s):

Job Satisfaction ◽

Union Membership ◽

Research Priorities ◽

Future Research ◽

Non Union ◽

Study Results ◽

Worker Satisfaction ◽

The Relationship ◽

Moderating Role

The relationship between union membership and job satisfaction, and the moderating role of race and sex is considered in this study. Results show that both race and sex interact with union membership in predicting job satisfaction. A significant 2 × 2 × 2 (union membership × race × sex) interaction showed that white, non-unionized females were less satisfied with their work than black, non-unionized females. In addition, sex moderated the relationship between union membership and co-worker satisfaction: Whereas unionized males were more satisfied with their co-workers than unionized females, the opposite was true for the non-unionized subjects. Finally, union members and non-members differed regarding promotion opportunities: Union members were more satisfied with their promotion opportunities than non-union members. On the basis of the findings, implications and future research priorities are discussed.

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A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v24i1.75-102 ◽

2011 ◽

Vol 24 (1) ◽

pp. 75-102

Author(s):

Junho Lee ◽

Jihwan Park

Keyword(s):

Job Satisfaction ◽

Turnover Intentions ◽

Mediating Effect ◽

Task Conflict ◽

Mediating Effects ◽

Intragroup Conflict ◽

Chinese Workers ◽

The Impact ◽

The Relationship ◽

And Task

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

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The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

Journal of Applied Business Research (JABR) ◽

10.19030/jabr.v25i6.995 ◽

2011 ◽

Vol 25 (6) ◽

Cited By ~ 5

Author(s):

Raduan Che Rose ◽

Naresh Kumar ◽

Ong Gua Pak

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Learning ◽

Literature Review ◽

Public Service ◽

Work Performance ◽

Future Research ◽

Font Size ◽

The Relationship ◽

Service Managers

The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper.

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