An Empirical Study on Factors Leading to Employee Retention for Manufacturing Industry in India

2016 ◽  
pp. 24-51
Author(s):  
Rupali Singh ◽  
Anil Sankhi
Keyword(s):  
Job Satisfaction ◽  
Empirical Study ◽  
Significant Relationship ◽  
Employee Retention ◽  
Manufacturing Industry ◽  
Mediation Effect ◽  
Personality Factors ◽  
Work Culture ◽  
Manufacturing Organizations ◽  
Training Compensation

The purpose of this paper is to develop an understanding of employee's retention in manufacturing organizations. The factors identified for the study are work culture, training, compensation, motivation of employee's for their profession, and employee's personality factors which are mediating through job satisfaction of employees. The study established statistically significant relationship between the factors and employee's retention with mediation effect of job satisfaction. Results revealed the importance of job satisfaction as a mediator in predicting employee's retention in manufacturing industry.

An Empirical Study on Factors Leading to Employee Retention for Manufacturing Industry in India

2020 ◽  
pp. 117-144
Author(s):  
Rupali Singh ◽  
Anil Sankhi
Keyword(s):  
Job Satisfaction ◽  
Empirical Study ◽  
Significant Relationship ◽  
Employee Retention ◽  
Manufacturing Industry ◽  
Mediation Effect ◽  
Personality Factors ◽  
Work Culture ◽  
Manufacturing Organizations ◽  
Training Compensation

The purpose of this paper is to develop an understanding of employee's retention in manufacturing organizations. The factors identified for the study are work culture, training, compensation, motivation of employee's for their profession, and employee's personality factors which are mediating through job satisfaction of employees. The study established statistically significant relationship between the factors and employee's retention with mediation effect of job satisfaction. Results revealed the importance of job satisfaction as a mediator in predicting employee's retention in manufacturing industry.

Does the soft aspects of TQM influence job satisfaction and commitment? An empirical analysis

2017 ◽  
Vol 29 (2) ◽  
pp. 385-402 ◽  
Author(s):  
Thiruchelvi Arunachalam ◽  
Yogesh Palanichamy
Keyword(s):  
Job Satisfaction ◽  
Manufacturing Industry ◽  
Shop Floor ◽  
Content Type ◽  
Proposed Model ◽  
Employees Satisfaction ◽  
Manufacturing Organizations ◽  
The Impact ◽  
The Relationship ◽  
Considerable Body

Purpose Previous studies that have attempted to link TQM and employees’ satisfaction are either theoretical without empirical evidence or had limited outcome in scope as they link only few elements of TQM with employees’ job satisfaction and commitment. This study is warranted due to the paucity of insights into the impact of soft strategies on determining job satisfaction and commitment. Despite the considerable body of TQM literature that has evolved to examine the relationship between TQM and employees’ job satisfaction in various countries as well as industries there is no existing literature that recognizes the soft aspects of TQM within the context of the Indian manufacturing industry. The paper aims to discuss these issues. Design/methodology/approach On the basis of the proposed hypotheses a conceptual model was proposed and tested. A questionnaire survey was employed for data collection. The participants were 450 shop floor employees of three Indian manufacturing organizations. Findings The results have shown that six out of the nine soft aspects of TQM played a role in determining job satisfaction and commitment. The results have also shown that the predictors of both job satisfaction and commitment were the same except for the strength of prediction. The proposed model showed an acceptable fit. Originality/value This is the first study to examine the impact of soft aspects of TQM in determining job satisfaction and commitment in the Indian manufacturing organizations.

scholarly journals THE RELATIONSHIP BETWEEN SUSTAINABLE MANUFACTURING PRACTICES AND SUSTAINABLE PERFORMANCE IN MANUFACTURING SECTOR

2021 ◽  
Vol 3 (8) ◽  
pp. 10-30
Author(s):  
Nur Sarah Hidayah Mohd Farid ◽  
Nurazwa Ahmad ◽  
Noor Aslinda Abu Seman
Keyword(s):  
Environmental Sustainability ◽  
Significant Relationship ◽  
Quantitative Methods ◽  
Manufacturing Industry ◽  
Sustainable Manufacturing ◽  
Employee Relations ◽  
Manufacturing Companies ◽  
Sustainable Performance ◽  
Manufacturing Organizations ◽  
The Relationship

The implementation of sustainable manufacturing practices has brought many benefits not only to the manufacturing industry itself but also to the environment. Among the benefits are increasing productivity, bringing a good image, and producing environmentally friendly products. However, there are still many manufacturing organizations that still do not implement sustainable manufacturing practices due to factors such as high cost and organizational culture that does not accept such practices. Thus, this study aims to identify the relationship between sustainable manufacturing practices (SMP) and the sustainable performance of manufacturing organizations. Data were collected based on quantitative methods using a questionnaire survey. This study employed a simple random sampling method and SPSS was used to analyze the descriptive and correlation data for a sample of 51 manufacturing companies in Johor. Clean production practices and employee relations show a significant relationship with sustainable performance. Eco-efficiency practices show no relationship to economic sustainability, yet there is a significant relationship to environmental sustainability and social sustainability. The benefit of this study is that manufacturing organizations can see some SMPs acting as drivers to improve the sustainable performance of the organization because of the long-term benefits it offers.

scholarly journals The Mediation Effect of Job Satisfaction between Reward System and Training and Development on Employee Retention in Yemen’s Banking Sector

2021 ◽  
Vol 4 (4) ◽  
pp. 215-228
Author(s):  
Hareth Abd Al-Wareth Alrazehi ◽  
Noor Aina Amirah ◽  
Ali Salman Mohammed Emam
Keyword(s):  
Job Satisfaction ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Reward System ◽  
Training And Development ◽  
Important Variable ◽  
Mediation Effect ◽  
Cross Sectional ◽  
And Training

This study was conducted to determine the effect of rewards systems and training and development on employee retention, mediated by the effects of job satisfaction, in Yemeni commercial banks. The study used cross-sectional data collection methods. Data was collected from the headquarters of 15 commercial banks. A set of questionnaires using a 5-point Likert scale was distributed to employees; the data was analyzed using the Structured Equation Model (SEM) by IBM SPSS AMOS 25.0. The results indicated that both the rewards system and training and development significantly affect job satisfaction, while job satisfaction has a significant positive effect on employee retention. Training and development themselves have no statistically significant effect on employee retention. The results showed that job satisfaction plays a mediating role because the indirect effect is significant. The mediation is complete because the direct impact is not significant. The result indicates that job satisfaction is an important variable that links the reward system and training and development to employee retention in Yemeni banks. This study is expected to make significant theoretical, practical, and methodological contributions to this field of research due to the development of a model of the effects of the reward system and training and development on employee retention through job satisfaction.

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

Sign in / Sign up

Export Citation Format

Share Document