scholarly journals Job Satisfaction Level of Teachers’ Working in Private Institutes of Rahim Yar Khan (Pakistan)

2013 ◽  
Vol 3 (3) ◽  
pp. 264
Author(s):  
Muhammad Rizwan ◽  
Kashif Sagheer Rao ◽  
Muhammad Hassan ◽  
Abdul Majid
Keyword(s):  
Job Satisfaction ◽  
Peer Support ◽  
Significant Relationship ◽  
Training And Development ◽  
Private Institutions ◽  
Satisfaction Level ◽  
Best Interest ◽  
Leadership Support ◽  
The Family ◽  
The Impact

The objective of present study was to analyze the job satisfaction level of teachers working in private institutions in Rahim Yar Khan Pakistan. For this purpose researchers build a conceptual model taking peer support, family insight, Intrinsic rewards, training and development as independent variables.For the data collection researchers developed five likerd scale questionnaires which have been distributed to the teachers working in private institutions. Total 145 questionnaire was distributed from which 122 questionnaire returned to us. From the filled questionnaires 14 were incomplete and rejects from analysis.Researchers use linear regression to analyze the impact of independent variables on the dependent variable job satisfaction. The results shows that intrinsic reward and leadership support have positive significant relationship with job satisfaction, but the family insights show negative significant relationship. Peer support training and development have positive insignificant relationship with our dependent variable job satisfaction.The researchers concludes that the teachers working in private institutions in Rahim yar Khan (Pakistan) demand respect from their head of institutes which are consider more valuable instead of monitory rewards. The insignificant impact of Peer support, training and development on our dependent variable job satisfaction which means that peer cannot support in the best interest of institution. The results proves as like experienced by the researchers working as a teacher in private institutes in Rahim Yar Khan (Pakistan).

scholarly journals Parental perspective: The role of prostheses and prosthetics services in adjusting to a child’s upper limb difference

2020 ◽  
pp. 1-7
Author(s):  
Tara Sims
Keyword(s):  
Coping Strategies ◽  
Peer Support ◽  
Upper Limb ◽  
Family Members ◽  
Parental Adjustment ◽  
Prosthetic Devices ◽  
The Family ◽  
The Impact

BACKGROUND: The impact of paediatric upper limb difference may extend beyond the child themselves to their parents and other family members. Previous research has found that feelings of shock, numbness and loss are common amongst parents and that peer support can be a buffer against stress. OBJECTIVE: The current study aimed to explore the experiences of parents of children with limb difference, and the role of services and prosthetic devices in these experiences. METHODS: Nine parents of children with limb difference participated in either a group (n= 2) or individual (n= 7) interview. RESULTS: Analysis of the interview transcripts revealed four themes – ‘grief and guilt’, ‘prosthesis as a tool for parental adjustment’, ‘support’ and ‘fun and humour’. CONCLUSIONS: Parents may employ coping strategies to help them adjust to their child’s limb difference, including use of a prosthesis, accessing support from statutory services and peers, and use of fun and humour within the family.

scholarly journals Motivational factors and job satisfaction of employees in agriculture in the context of performance of agricultural companies in Slovakia

2020 ◽  
Vol 66 (No. 9) ◽  
pp. 402-412 ◽  
Author(s):  
Nadežda Jankelová ◽  
Zuzana Joniaková ◽  
Anita Romanová ◽  
Katarína Remeňová
Keyword(s):  
Job Satisfaction ◽  
Influencing Factors ◽  
Significant Relationship ◽  
Business Performance ◽  
Direct Relationship ◽  
Employee Motivation ◽  
Analysis Of Covariance ◽  
Mediation Model ◽  
Significant Extent ◽  
The Impact

The aim of our research is to identify how the effectiveness of motivation and job satisfaction of employees contribute to the success of agricultural companies in Slovakia. The research sample consists of 757 employees in agricultural companies in Slovakia. Baron and Kenny’s mediation model and regression ANCOVA (analysis of covariance) were also used. The hypothesis that the dependence of the business performance on the effectiveness of motivation of the employees is mediated by their job satisfaction has been confirmed. An important finding is that the direct relationship between the business performance of agricultural companies and the effectiveness of employee motivation is not significant. However, the variable that transmits this effect, respectively mediates the impact of the effectiveness of employee motivation on business performance, is the job satisfaction of employees. A significant relationship between the effectiveness of motivation was found mainly among financial motivators, which points to the problematic nature of this motivational setting. Significant influencing factors include age, education and job position. As the effectiveness of financial motivation and satisfaction was highest in these groups, it is possible to start applying new trends in employee remuneration to other groups that have not shown such a connection to such a significant extent.

scholarly journals The Impact of Training and Development on Employee Performance and Productivity: An Empirical Study on Private Bank of Noakhali Region in Bangladesh

2021 ◽  
pp. 1-18
Author(s):  
Fatema Akter Jeni ◽  
. Momotaj ◽  
Md. Al-Amin
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Job Training ◽  
Employee Performance ◽  
Human Resources Management ◽  
Training And Development ◽  
Working Environment ◽  
Private Bank ◽  
Private Banking ◽  
The Impact

Human Resources Management literature regards training as the bloodstream of any organization because the success of an organization to achieve its objectives and goals highly depends on its workforce. For this reason, organizations should invest in employees’ training to enhance their performance and that of an organization. Nonetheless, some organizations regard training as an unnecessary expenditure and always cut training budgets to improve their financial standing to the detriment of their employees’ welfare because that action incapacitates staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 60 employees from a population of 70 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job satisfaction in the banking sector in Private bank  of Noakhali region in Bangladesh. This results show that the mean for on the job training and development located from 3.23 to 4.4 and for off the job training and development from 2.36 to 4.05. The overall impact of training and development from the perspective of employees of private banking sector in Noakhali region has mean and standard deviation respectively 3.54 and 0.95 in total. This result indicates that training and development has a high impact on the employee’s performance and productivity in the perspective of employees of private bank in Noakhali region. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the  Private banking sector in Bangladesh Therefore, the banking sector in Bangladesh should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job satisfaction.

scholarly journals Impact of Family Pathology on Behavioural and Emotional Problems of Children

2017 ◽  
Vol 4 (4) ◽  
Author(s):  
Dr. Antara Ghosh ◽  
Pramita Chakraborty
Keyword(s):  
Problem Behavior ◽  
Significant Relationship ◽  
Emotional Problems ◽  
General Information ◽  
T Test ◽  
Age Group ◽  
Significant Difference ◽  
The Family ◽  
The Impact ◽  
Behavioural And Emotional Problems

The aim of the present study is to find out the impact of family pathology on behavioural and emotional problems of children. The data has been taken from the parents, both father and mother of 60 boys and 60 girls (120 children) between the age group of 9-12 years using the Family Pathology Scale (FPS) and Problem Behavior Checklist (PBCL) questionnaire along with a General Information Schedule . The data obtained from the sample was statistically analysis by using Frequency, Percentage, Mean, SD, Correlation and ‘t’-test. The obtained result showed that both of the boys (M-75) and girls (M-73.05) parents have moderate family pathology and mothers’ placed their children at moderate level (M-104.22) in PBCL but the fathers’ placed them at mild level (M-77.12) in PBCL. The analysis reveals that there is a significant difference between father of boys and girls (p<0.05, 3.92/(p>0.05, 2.53) as well as mother of boys and girls (p<0.05,12.38/(p>0.05, 20.2) in respective of FPS and PBCL. Finally the study reveals that there is a slightly significant relationship with family pathology (with father and children-0.06 and with mother and children-0.09) on the behavioural and emotional problems of children.

scholarly journals Relationship between Motivation and Job Satisfaction: A Study of Higher Educational Institutions

2011 ◽  
Vol 3 (2) ◽  
pp. 94-100 ◽  
Author(s):  
Ishfaq Ahmed
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Working Conditions ◽  
Significant Relationship ◽  
Faculty Members ◽  
Educational Institutions ◽  
Management Process ◽  
Human Beings ◽  
Business Units ◽  
The Impact

Managing human beings is pivotal part of the management process. Like other business units educational institutes consider human resource as their most vital asset, which might offer them greater returns and consider them a route towards their success. To be successful, organizations should motivate its employees on iterative basis. One way to motivate employees is through satisfying their needs. If employee’s needs are met, they will offer better returns in shape of greater importance. This study is aimed to find the impact of motivated employees on their job satisfaction. This study considers three facets of motivation or job satisfaction i.e. compensation, recognition and working conditions. For this study 269 faculty members were selected from five universities of Pakistan. Questionnaire was used for the data collection. Findings of the study specify the positive and significant relationship among working conditions, recognition and compensation on motivation. Further more motivated employees were found to be satisfied with their job.

scholarly journals The Impact of Employee Commitment and Satisfaction on Training Effectiveness

2021 ◽  
Vol 6 (1) ◽  
pp. 147
Author(s):  
Rumaizah binti Che Md Nor ◽  
Norlina Mohamed Noor ◽  
Sueb Ibrahim ◽  
Hannah Shahirah Shahril Anwar ◽  
Muhammad Akmal Mohamad Azlan
Keyword(s):  
Significant Relationship ◽  
Return On Investment ◽  
Employee Satisfaction ◽  
Employee Training ◽  
Employee Commitment ◽  
Training And Development ◽  
Training Effectiveness ◽  
Significant Difference ◽  
The Impact ◽  
And Training

Employee training and development are essential tools for anorganization’s continuing growth and productivity. Training and development provide benefits to both the individual and organization as a whole that make the cost and time a worthwhile investment. Thus, thesuccess of employee training and development in an organization can only be quantified in a financial term as return on investment (ROI). The main aim of this study was to investigate the impact of employee commitment and satisfaction on training effectiveness. This study utilized quantitative approach in gathering the data. A total of 100 public sector employees participated in this study. The data were analyzed using the IBM SPSS Statistics software. The findings indicate the existence of a significant relationship between employee satisfaction and training effectiveness but there was no significant relationship between employee commitment and training effectiveness. The findings also indicate that there was a significant difference between employee satisfaction and training effectiveness in relation to gender and working experience. However, there was no significant difference between employee satisfaction and trainingeffectiveness in relation to marital status, age, race and education level. From these findings of the study, organizations will be able to identify employee needs for training and development. Organizations will also find this study useful in formulating their internal policies for training and development to gauge training effectiveness and of course, increase return on investment.

scholarly journals Turnover Intention: The Impact of Ethical Climate, Job Satisfaction and Organizational Commitment

2020 ◽  
Vol 3 (1) ◽  
pp. 75
Author(s):  
Nurtati Nurtati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Educational Background ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
The Impact

Human resources have a major role in every activity of the company and are essential to support the success of the organization. It can be damaged directly by employee behavior of intention to turnover. The purpose of this study was to examine the effect of the ethical climate, job satisfaction and organizational commitment on turnover intention. The research method is quantitative with a cross-sectional survey design. Data analysis uses multiple linear regression test. Three hypothesis ware tests and the results showed that thare is a significant relationship between the ethical climate and turnover intention, job satisfaction has a significant relationship with turnover intention, also organizational commitment has a significant effect on the turnover intention of employees. To reduce the risk of turnover intention the company needs to take preventive steps by building a positive work ethic climate, providing rewards. Besides improving the working atmosphere, giving attention, respect, and appreciation to all employees without discriminating the status, expertise and educational background by providing equal opportunities in the promotion of career paths.

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