scholarly journals A Survey on the Role of Fringe Benefits in Employee Satisfaction – An Analysis of Organizations of Pakistan

2019 ◽  
Vol 9 (1) ◽  
pp. 232
Author(s):  
Sahar Nisar ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Job Satisfaction ◽  
Sampling Technique ◽  
Working Hours ◽  
Good Health ◽  
Health Protection ◽  
Primary Data ◽  
Fringe Benefits ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Relationship

This study investigates the relationship between fringe benefits and employee’s job satisfaction. More specifically, following variables were taken as fringe benefits (i) Health Protection Benefits, (ii) Recreation Leaves, and (iii) Flexible Working hours. The primary data is gathered through questionnaire from the sample size of 200 respondents based on non-probability convenience sampling technique. The results were later analyzed through exploratory factor analysis and multiple regression. This study showed positive and significant relationship of Recreation Leaves and Health protection benefits on job satisfaction whereas in case of flexible working hours, the relationship seems to be insignificant. Through results, it may be concluded that if a good number of leaves and a good health Protection plan is provided by the employer, the employees tend to be more satisfied and committed towards their job. Whereas, flexible working hours does not much contribute much towards their level of satisfaction towards job. This study might help employers in Pakistan to add commendable benefits programs to their schedule in order to retain their loyal employees and increase firm’s productivity.

scholarly journals Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia

2019 ◽  
Vol 9 (4) ◽  
pp. 306 ◽  
Author(s):  
Oscar Dousin ◽  
Ngan Collins ◽  
Balvinder Kaur Kler
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Working Hours ◽  
Work Life ◽  
Supportive Supervision ◽  
Life Balance ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Relationship ◽  
Doctors And Nurses

In this era, the concepts of human resource management (HRM) practices have evolved to the implementation of work-life balance (WLB) practices, such as: flexible working hours and supportive supervision. WLB practices have shown a great influence on employee attraction, retention, motivation and development. This study examines the relationship between WLB practices on employee job performance as well as the mediating effect of job satisfaction in the relationship between work-life balance practices and employee job performance among doctors and nurses in East Malaysia. The study surveys 491 doctors and nurses in the East Malaysia states of Sabah and Sarawak in 2016-2017. Four hypotheses were tested with validated measures of WLB practices (flexible working hours and supportive supervision), job satisfaction and job performance. Findings revealed that flexible working hours and supportive supervision has a significant and positive impact to job performance. Job satisfaction positively mediates the relationship between flexible working hours and supportive supervision towards job performance. An effective WLB practices will improve employees’ job satisfaction which eventually increase their job performance and productivity. This study’s findings aim to assist the Malaysian healthcare industry in improving doctors’ and nurses’ attraction, retention and motivation.

What influences the job satisfaction of staff and associate specialist hospital doctors?

2007 ◽  
Vol 20 (3) ◽  
pp. 153-161 ◽  
Author(s):  
Fiona French ◽  
Divine Ikenwilo ◽  
Anthony Scott
Keyword(s):  
Job Satisfaction ◽  
Clinical Training ◽  
Working Hours ◽  
Postal Survey ◽  
Clinical Team ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Quality Of Patient Care ◽  
Hospital Doctors

Despite their rising numbers in the National Health Service (NHS), the recruitment, retention, morale and educational needs of staff and associate specialist hospital doctors have traditionally not been the focus of attention. A postal survey of all staff grades and associate specialists in NHS Scotland was conducted to investigate the determinants of their job satisfaction. Doctors in both grades were least satisfied with their pay. They were more satisfied if they were treated as equal members of the clinical team, but less satisfied if their workload adversely affected the quality of patient care. With the exception of female associate specialists, respondents who wished to become a consultant were less satisfied with all aspects of their jobs. Associate specialists who worked more sessions also had lower job satisfaction. Non-white staff grades were less satisfied with their job compared with their white counterparts. It is important that associate specialists and staff grades are promoted to consultant posts, where this is desired. It is also important that job satisfaction is enhanced for doctors who do not desire promotion, thereby improving retention. This could be achieved through improved pay, additional clinical training, more flexible working hours and improved status.

scholarly journals ARBEJDE ER LIVET: Refleksioner over „det grænseløse arbejde“

2005 ◽  
Author(s):  
Charlotte Baarts
Keyword(s):  
New Technologies ◽  
Leisure Activities ◽  
Working Hours ◽  
Working Life ◽  
Task Orientation ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Time Work ◽  
The Individual ◽  
The Relationship

The boundaries between working life and other life are shifting. The post-modern employee has become personally responsible for organising his own work in both time and space. This may lead to the experience of increased mobility between working life and other life. Flexible working hours, as well as an overlap between working activities and leisure activities, veil the distinction between working time and other time. Furthermore, individuals experience time differently, connecting time not only to linearity but also to events and tasks at work. The physical frames of work are also undergoing dramatic changes. New technologies enable the individual to carry out his job anywhere and at any time. Work is not only performed at specific workplaces, but also at home, in trains, planes - almost anywhere. As such tasks, rather than time and place, have become the organising principle when it comes to the relationship between working life and other life. And task-orientation makes it difficult to distinguish between the categories “working life” and “other life” in practice. In fact, work is not just a part of life. Work becomes life, just as life becomes work.  

scholarly journals An Investigation of Psychological Contract in Undergraduate Students

2021 ◽  
Vol 16 (9) ◽  
pp. 98
Author(s):  
Li Li ◽  
Jingya Zhang
Keyword(s):  
Undergraduate Students ◽  
Psychological Contract ◽  
Working Hours ◽  
Delegation Of Authority ◽  
Working Lives ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Study Participants ◽  
The Relationship ◽  
New Hires

This study explores Chinese university students’ perception of psychological contract. Using questionnaires and a quantitative approach, the study indicates that money issues, rewarding work, delegation of authority and flexible working hours are of utmost importance to these students. The study participants will start their working lives in one or two years. Knowledge of their perceived psychological contract has implications for human resource management hoping to improve the relationship between employer and new hires.

scholarly journals PENGARUH FLEXIBLE WORK ARRANGEMENT DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS PEKERJA LEPAS DI PROVINSI BALI

2021 ◽  
pp. 817
Author(s):  
Ni Putu Sri Damayanti ◽  
I Gusti Made Suwandana
Keyword(s):  
Job Satisfaction ◽  
Working Hours ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Arrangements ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Family ◽  
Flexible Work Arrangement ◽  
Work Arrangement

Flexible work arrangements have been widely used to meet the needs of workers and manage work. Flexible working hours and methods will make it easier for workers to coordinate their work and social schedules. The purpose of this study was to determine the effect of flexible work arrangements and job satisfaction on the productivity of freelancers. The population is all self-employed workers in Bali Province. The sample used in this study was 100 respondents who were collected during the 7 days of the survey. Data collection was obtained from the results of questionnaires which were distributed directly to all entrepreneurs in the province of Bali. Furthermore, to analyze the data used multiple regression analysis. The results of this study indicate that flexible work arrangements effectively affect the productivity of entrepreneurs. The reaction of the freelancers is that they believe that through this work system, they can manage their work schedule more flexibly and become happier and happier. more efficient and closer to the family. Job satisfaction has an impact on work efficiency. It can be seen that there is a significant positive correlation (correlation) between job satisfaction and productivity of freelancers.

scholarly journals Job Satisfaction and Women’s Turnover Intentions in Pakistan’s Public Universities

2012 ◽  
Vol 1 (1) ◽  
pp. 59-77 ◽  
Author(s):  
Aliya Bushra
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Turnover Intentions ◽  
Working Hours ◽  
Job Security ◽  
Professional Autonomy ◽  
Professional Relationships ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Impact

The aim of this study is to test the impact of women’s job satisfaction on their turnover intentions, specifically for those employed in the education sector. Using a sample drawn from two different universities in Lahore, Pakistan, we measure their levels of job satisfaction by evaluating their general working conditions, pay and potential for promotion, professional relationships, use of skills and abilities, and activities assigned. We find that flexible working hours, workplace location, performance appraisal, and skills utilization have a highly positive significance on turnover intentions, while professional autonomy, job security, and promotion have an inverse impact on job satisfaction and turnover intentions.

scholarly journals The Impact of Flexible Working Hours, Remote Working, and Work Life Balance to Employee Satisfaction in Banking Industry during Covid-19 Pandemic Period

2020 ◽  
Vol 1 (5) ◽  
pp. 341-353
Author(s):  
Kresna Chandra Putra ◽  
Tedo Aris Pratama ◽  
Rionaldo Aureri Linggautama ◽  
Sekar Wulan Prasetyaningtyas
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Banking Industry ◽  
Positive Impact ◽  
Working Hours ◽  
Work Life ◽  
Life Balance ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Impact

During the situation like Coronavirus COVID -19 pandemic that happened in 2020, forcing various banking companies to make adjustments and changes to their work system. The flexible working system is one of the most widely used, which has an impact on workers especially during this pandemic conditions. The impact of the change in work system in banking sector is interesting to study, especially since the banking industry in Indonesia still mostly uses conventional work systems. . This study aims to measure the impact of flexible working hours (FWH), remote working (RW), and work life balance (WLB) on employee job satisfaction in the banking industry during the pandemic. In this study, data were collected using quantitative, non-probability, purposive sampling methods via online questionnaires, which were distributed to employees in the banking sector during the pandemic period in Jabodetabek area. With total of 160 respondents who were used to perform analysis using the PLS-SEM method which was carried out with the SMART-PLS software. This study found that in pandemic conditions, achieving WLB conditions will have a positive impact on job satisfaction. The implementation of the RW system itself has a positive impact in helping to achieve the WLB conditions that are felt by banking workers in the Jabodetabek area, in contrast to the FWH system which does not have a similar effect on WLB. In addition, this study also provides an academic basis for the use of flexible working hour and remote working systems to increase job satisfaction, especially in the banking industry.

scholarly journals Effects of Fringe Benefits on Employee Loyalty: A Study on University Teachers in Khulna City of Bangladesh

2021 ◽  
Vol 10 (3) ◽  
pp. 1
Author(s):  
Prosenjit Tarafdar ◽  
Kajol Karmoker ◽  
Sraboni Akter
Keyword(s):  
Working Hours ◽  
Fringe Benefits ◽  
Employee Loyalty ◽  
Retirement Benefits ◽  
University Teachers ◽  
Welfare Benefits ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Private And Public ◽  
The University

The aim of this study was to examine the effects of fringe benefits on employee loyalty in the context of university teachers. The study sample consisted of 100 university teachers who were randomly selected from both private and public universities situated in Khulna city of Bangladesh. Data were collected through a self-administered questionnaire survey. To test the study hypotheses, data were analyzed employing correlation and multiple regression analysis tools. Results of correlation analysis reveal that fringe benefits (insurance & retirement benefits, payments for time not worked, education & development opportunities, flexible working hours, and employee welfare benefits) are positively related to employee loyalty. Regression statistics shows that 25.6% variance of employee loyalty can be explained by the fringe benefits. The study findings also indicate that flexible working hours (β = 0.296, Sig. = 0.001) has the most significant contribution in explaining employee loyalty among the university faculty members employed in Khulna city of Bangladesh.

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