scholarly journals The impact of recruitment policies and induction programmes on employee retention : a case study of the Durban Central Fire department in KwaZulu-Natal

2021 ◽  
Author(s):  
◽  
Patience Mutsvairigwa
Keyword(s):  
Significant Relationship ◽  
Quantitative Research ◽  
Employee Retention ◽  
Relevant Literature ◽  
Fire Department ◽  
Future Research ◽  
Chi Square ◽  
Positive Work Relationships ◽  
The Impact

The main aim of the study was to investigate the impact of recruitment policies and induction programmes on employee retention. The Durban Central Fire Station was used as a case study for this investigation. Relevant literature from periodicals, journals, textbooks, theses and dissertations was reviewed. A quantitative research design was adopted for this study through the administration of a pre-coded structured closed-ended questionnaire to the 126 employees at the Durban Central Fire Department. Only 110 of the 126 administered questionnaires were returned. However, of the returned questionnaires, 5 were discarded due to incomplete responses and the final questionnaire returns numbered 105, which resulted in an 83.3% response rate. The data collected from respondents were analysed using the Statistical Package for Social Sciences (SPSS) version 24.0 in order to conduct non-parametric tests for testing the generated hypotheses. In total, 13 hypotheses were formulated for this study’s empirical analysis. Furthermore, the Pearson’s Chi-square and Spearman correlation tests were carried out on the formulated hypotheses to ascertain whether a statistically significant relationship existed between the variables. The study’s notable findings showed that a positive relationship existed between recruitment policies and employee retention, hence recruitment policies do have an impact on employee retention. The findings also showed that a moderately significant relationship existed between induction programmes and employee retention at the Durban Central Fire Department. Based on the findings, the researcher then recommended that the Durban Central Fire department should clarify expectations to its employees, encourage socialisation and positive work relationships, increase the duration of the induction programme and conduct exit interviews. The researcher concluded the study with suggestions for future research.

scholarly journals Leadership: A Case Study on the Importance of Ethics and Trust

2016 ◽  
Vol 1 (2) ◽  
pp. 17
Author(s):  
Sunday E. Igoni ◽  
Eric L. Prentis
Keyword(s):  
Quantitative Research ◽  
Code Of Conduct ◽  
Business Leaders ◽  
Future Research ◽  
Font Size ◽  
Chi Square ◽  
Cultural Economic ◽  
Leadership Ethics ◽  
Quantitative Research Methods

<p><span style="font-family: Times New Roman;"><span style="font-size: medium;">This research is important because it empirically tests why ethical behavior by business and government leaders is essential for good management</span><span style="font-size: medium;">—</span><span style="font-size: medium;">which is to earn trust from customers and constituents</span><span style="font-size: medium;">—</span><span style="font-size: medium;">thus ensuring organizations are successful</span><span style="font-size: medium;">, </span><span style="font-size: medium;">for the greater good,</span><span style="font-size: medium;"> over the long term, </span><span style="font-size: medium;">especially in the global marketplace</span><span style="font-size: medium;">. L</span><span style="font-size: medium;">aw and morality</span><span style="font-size: medium;"> are </span><span style="font-size: medium;">two standards by which business and government leaders are judged, but these norms fail whenever laws are not enforced and morality is disregarded.</span><span style="font-size: medium;"> Five research questions on leadership are statistically tested, using </span><span style="font-size: medium;">a </span><span style="font-size: medium;">Likert-scale response </span><span style="font-size: medium;">measure questionnaire—</span><span style="font-size: medium;">based on </span><span style="font-size: medium;">“perceptions of societal corruption” and “trust levels,” using Bandura’s “aggressive behavior modification theory,” as the model for analysis. Nigeria is selected as the location of this case study on leadership ethics and trust, because Nigerian government officials have a long history of unethical and corrupt behavior. Descriptive statistics, along with chi-square quantitative research methods</span><span style="font-size: medium;"> reveals </span><span style="font-size: medium;">“perceptions of societal corruption” in Nigeria are high and “trust levels”</span><span style="font-size: medium;"> for government leaders are very low. Leaders in Nigeria are only as ethical as the code-of-conduct prevalent in their country</span><span style="font-size: medium;">—</span><span style="font-size: medium;">where</span><span style="font-size: medium;"> cultural, economic and legal factors contribute to the nation’s corrupt society—which may cause Nigeria to become a failed state. To change the Nigerian culture of societal corruption—</span><span style="font-size: medium;">education is</span><span style="font-size: medium;"> necessary—</span><span style="font-size: medium;">to instruct elected officials, civil servants, business leaders and Nigerian society, at large, on the importance of ethics and trust.</span><span style="font-size: medium;">Nigerian</span><span style="font-size: medium;"> government and business leaders should institute an ethics policy—and implement five suggested reforms presented in this paper—which will help establish government leader’s ethical integrity and improve citizens’ trust and confidence in their government. Recommendations for future research on government and business leadership ethics and trust are offered. </span></span></p><p><strong><em><span style="font-family: Times New Roman; font-size: medium;"> </span></em></strong></p>

The Effect of Internal Corporate Social Responsibility on Job Satisfaction: An Empirical Study on Jordanian Pharmaceutical Companies

2020 ◽  
Vol 8 (2) ◽  
pp. 112
Author(s):  
Sura Altheeb ◽  
Kholoud Sudqi Al-Louzi
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Quantitative Research ◽  
Skills Development ◽  
Future Research ◽  
Pharmaceutical Companies ◽  
Corporate Social ◽  
The Impact ◽  
Positive Results

The current research investigates the impact of internal corporate social responsibility on job satisfaction in Jordanian pharmaceutical companies. Quantitative research design and regression analysis were applied on a total of 302 valid returns that were obtained in a questionnaire based survey from 14 pharmaceutical companies among employees, supervisors and managers. The results showed that internal corporate social responsibility was significantly related to job satisfaction and three of its dimensions, namely working conditions, work life balance and empowerment contributed significantly to job satisfaction, whereas employment stability and skills development had no contribution. This study implies that Jordanian pharmaceutical companies have to try their best to promote and facilitate internal corporate social responsibility among their employees in an effort to improve their job satisfaction, which will eventually yield positive results for the company as a whole. In light of these results, the research presented many recommendations for future research; the most important ones were the application of this study in other sectors, cultures, and countries, and using of multi method for collecting data.

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

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.

Gedeeld leiderschap en proactiviteit in Het Nieuwe Werken

2015 ◽  
Vol 28 (4) ◽  
Author(s):  
Martine J.H. Coun ◽  
Cees J. Gelderman ◽  
José Pérez-Arendsen
Keyword(s):  
Leadership Styles ◽  
Significant Relationship ◽  
Shared Leadership ◽  
Insurance Company ◽  
New Ways Of Working ◽  
Feedback Culture ◽  
Indirect Impact ◽  
The Individual ◽  
The Impact

Shared leadership and proactivity in the New Ways of Working Shared leadership and proactivity in the New Ways of Working Increasingly, employees are experiencing so-called New Ways of Working (NWW), facilitated by advanced ICT. They must deal with more autonomy and responsibilities in combination with flexibility in time and location of work. It has been argued that NWW combine well with novel leadership styles, such as shared leadership, although this relationship has not been studied before. Similarly, the expected consequences of NWW on proactivity of employees and teams requires academic investigation. This paper reports on a study on the impact of NWW implementation on shared leadership and the proactivity within SNS REAAL (a large banking and insurance company in the Netherlands). The case study is particularly interesting since NWW employees (N = 51) are compared with non-NWW employees (N = 77). The results confirm that NWW have a positive, significant relationship with team proactivity behaviour. In addition, the implementation of NWW can have an indirect impact on the individual proactivity of employees, which is only effective if team proactivity is promoted. Merely implementing NWW will not result in shared leadership. The findings suggest that NWW characteristics, such as an open feedback culture, more autonomy, and internal entrepreneurship, are most effective in the pursuit of proactivity and shared leadership.

Post-occupancy evaluation of outdoor spaces on the campus of the Federal University of Juiz de Fora, Brazil

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Clara Carvalho Tourinho ◽  
Sabrina Andrade Barbosa ◽  
Özgür Göçer ◽  
Klaus Chaves Alberto
Keyword(s):  
Critical Role ◽  
Future Research ◽  
Content Type ◽  
University Campuses ◽  
Post Occupancy Evaluation ◽  
Outdoor Spaces ◽  
The University ◽  
The Impact ◽  
Practical Implications

PurposeUsing the campus of a Brazilian university as case study, this research aims to identify which aspects of the outdoor spaces are the most significant in attracting people.Design/methodology/approachThis research relies on the application of different post-occupancy evaluation (POE) methods, including user tracking, behavioural mapping and questionnaires, on one plateau of the campus.FindingsThree group of aspects (socialization, proximity and infrastructure) were identified as key elements in explaining the impact of the campus physical characteristics on users’ behaviour. The results indicate that having characteristics of at least one group of aspects in those spaces can guarantee their vitality and, if there is presence of attributes of more than one group, liveliness can be increased.Research limitations/implicationsFurther studies should be conducted on an entire campus to identify other spatial elements in the three groups.Practical implicationsThis research contributes to the planning of future campuses and to solutions to the existed ones, indicating the most relevant spatial characteristics to be considered. Additionally, the combination of different methods may be useful to future research.Originality/valueMost of the investigations on the university campuses focus on the buildings, and little research has investigated the outdoor spaces, although they play a critical role in learning and academic life, where people establish social, cultural and personal relationships. In addition, studies using several POE allowed a consistent and complete diagnostic about the aspects of the campus, giving recommendations for future projects.

The Impact of Attending and Participating in Translation Conferences on Translation Education: A Quantitative Study

2018 ◽  
Vol 10 (5) ◽  
pp. 21
Author(s):  
Fayyad Amin Odeh
Keyword(s):  
Random Sample ◽  
Quantitative Study ◽  
Research Method ◽  
Quantitative Research ◽  
Future Research ◽  
Tertiary Level ◽  
New Horizons ◽  
Positive Attitudes ◽  
Research Questions ◽  
The Impact

This piece of research was specifically carried out in the field of translation pedagogy. It aims to measure the impact of attending and participating in translation conferences on translation education as perceived by a random sample of thirty-three translation instructors working at several universities in different countries. To this end, quantitative research method was employed in the study to yield answers to a couple of research questions. On this, the instructors were reached online to participate in responding to a researcher-made questionnaire of 18 - closed items. An SPSS analysis (version 24) was used to interpret the data elicited from the aforementioned research instrument. Having the data processed, the findings revealed that attending and participating in translation conferences is to be considered a major source for university translation programs to develop the implementation of translation didactics and pedagogies. Moreover, positive attitudes were developed in the study towards the practicality of integrating what could be seen innovative of translation conferences proceedings into translation education at the tertiary level. In the light of the study's findings, the researcher presents a number of pedagogical implications that would be taken into consideration to overhaul the existing university translation programs. Finally, a glance at some practical ideas is made for future research to explore new horizons in translation education in various teaching contexts.

scholarly journals Introductory Information Systems Course Redesign: Better Preparing Business Students

10.28945/4058 ◽  
2018 ◽  
Vol 17 ◽  
pp. 113-126
Author(s):  
Gina Harden ◽  
Robert M. Crocker ◽  
Kelly Noe
Keyword(s):  
Information Systems ◽  
Course Design ◽  
Business Students ◽  
Relevant Literature ◽  
Advisory Council ◽  
Future Research ◽  
Course Redesign ◽  
College Of Business ◽  
The Impact ◽  
Complete Overhaul

Aim/Purpose: The dynamic nature of the information systems (IS) field presents educators with the perpetual challenge of keeping course offerings current and relevant. This paper describes the process at a College of Business (COB) to redesign the introductory IS course to better prepare students for advanced business classes and equip them with interdisciplinary knowledge and skills demanded in today’s workplace. Background: The course was previously in the Computer Science (CSC) Department, itself within the COB. However, an administrative restructuring resulted in the CSC department’s removal from the COB and left the core course in limbo. Methodology: This paper presents a case study using focus groups with students, faculty, and advisory council members to assess the value of the traditional introductory course. A survey was distributed to students after implementation of the newly developed course to assess the reception of the course. Contribution: This paper provides an outline of the decision-making process leading to the course redesign of the introductory IS course, including the context and the process of a new course development. Practical suggestions for implementing and teaching an introductory IS course in a business school are given. Findings: Focus group assessment revealed that stakeholders rated the existing introductory IS course of minimal value as students progressed through the COB program, and even less upon entering the workforce. The findings indicated a complete overhaul of the course was required. Recommendations for Practitioners: The subject of technology sometimes requires more than a simple update to the curriculum. When signs point to the need for a complete overhaul, this paper gives practical guidance supplemented with relevant literature for other academicians to follow. Recommendation for Researchers: Students are faced with increasing pressure to be proficient with the latest technology, in both the classroom where educators are trying to prepare them for the modern workplace, as well as the organization which faces an even greater pressure to leverage the latest technology. The newly designed introductory IS course provides students, and eventually organizations, a better measure of this proficiency. Future Research: Future research on the efficacy of this new course design should include longitudinal data to determine the impact on graduates, and eventually the assessment of those graduates’ performance in the workplace.

scholarly journals Instructors’ ideas on the use of code-switching in EFL in Turkey: A case study

2017 ◽  
Vol 7 (1) ◽  
pp. 9-17
Author(s):  
Engin Evrim Onem
Keyword(s):  
Rank Order ◽  
Relevant Literature ◽  
Code Switching ◽  
State Universities ◽  
Future Research ◽  
Efl Teachers ◽  
Language Classrooms ◽  
Foreign Language Instructors ◽  
Teaching Ideas

Abstract   Code switching is a very common phenomenon in EFL language classrooms. The goal of this case study is to find out the possible reasons why EFL instructors employ code switching in ELT classes in Turkey. To achieve this, a brief questionnaire composed of the most common seven reasons mentioned in the relevant literature on code switching in language classrooms was compiled by the researcher and administered to ten EFL teachers working at different state universities in Turkey. The participants were asked to rank order the reasons from the most ideal to the least ideal purpose of employing code switching in classrooms for themselves and were later asked to write the reasons for their choices. It was found that “leaving no confusion about the topic” was the most common reason for the participants and the teachers who prioritized that reason seemed to have similar ideas about employing code switching in EFL. Discussion of the results and implications for future research are presented. Keywords: Code switching, language teaching, ideas about code switching, foreign language instructors.    

scholarly journals Impact of labour turnover on organizational effectiveness in selected industries in Lagos State, Nigeria

2008 ◽  
Vol 5 ◽  
pp. 69-83
Author(s):  
D. I. Akintayo
Keyword(s):  
Organizational Effectiveness ◽  
Significant Relationship ◽  
Linear Regression Analysis ◽  
Management Strategies ◽  
Sampling Technique ◽  
Working Environment ◽  
Chi Square ◽  
Lagos State ◽  
The Impact ◽  
Labour Turnover

This study investigated the impact of labour turnover on organizational effectiveness in selected industries in Lagos State, Nigeria. This was with the view to determining the appropriate management strategies through which the problem of labour turnover could be reduced to the nearest minimum in work organizations in Nigeria. The survey research method was adopted for the study. A total of 640 respondents were selected for the study using proportionate stratified sampling technique. The major instruments used for the study were questionnaire and interview schedule. The reliability coefficient of 0.84 was obtained for the research instrument. The four hypotheses generated for the study were tested using chi-square and linear regression analysis statistical methods at 0.05 alpha levels. The findings of the study reveals that there was a significant relationship between labour turnover and organizational effectiveness. Also, a significant relationship was found dissatisfaction and labour turnover. There was a main effect of interaction of occupational variables and labour turnover on organizational effectiveness. Finally, a positive significant relationship was found among career mobility, labour turnover and organizational effectiveness. Based on the findings of the study, it is recommended that the working environment of the workers need to be improved upon in order to reduce the alarming rate of labour turnover that impact organizational effectiveness. Also, career development and promotion opportunities have become a rare phenomenon in most of the organisations, individuals who feel their contributions go unrewarded often feel undervalued which can lead to dissatisfaction and virtually an increase of unwarranted turnover. p>

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