scholarly journals Human Resource Practices, Job Satisfaction and Perceived Discrimination(s) at the Workplace

2020 ◽  
Vol 13 (9) ◽  
pp. 63
Author(s):  
Tullia Russo ◽  
Tindara Addabbo ◽  
Ylenia Curzi ◽  
Barbara Pistoresi
Keyword(s):  
Job Satisfaction ◽  
Negative Impact ◽  
Positive Impact ◽  
Work Group ◽  
Human Resources Management ◽  
Policy Implications ◽  
Hrm Practices ◽  
Selection Of Variables ◽  
European Working ◽  
The Impact

This research contributes to the debate in the human resources management (HRM) literature by examining the impact of some HRM practices on workers’ overall job satisfaction and the determinants of workers’ perception of discrimination. The novelty of our study consists in the deepening of the relation between HRM practices and the employees’ perception of discrimination in workplace: a largely unexplored topic, until now. Our aim is to add value to existing literature by assessing the synergy effect between perception of discrimination and HRM practices on workers’ job satisfaction, performing a probit regression analysis of a selection of variables drawn from the sixth wave of European Working Condition Survey data, collected in 2015. We also provide a comparison of different types of discrimination, examining the moderating effect of the perception of discrimination on the relationship between HRM practices and employees’ job satisfaction, assuming that the strength of the above relation is weaker for discriminated workers. Our findings highlight that HRM practices we analysed (except for autonomy of the work-group and job-intensity) have a positive impact on workers’ satisfaction and reduce the perception of discrimination. Moreover, we find that the perception of every kind of discrimination have a negative impact on workers’ job satisfaction. Our results also suggest that the perception of discrimination has a moderator role in the relation between HRM practices and job satisfaction. Policy implications are finally discussed.

The Impact of the Business Environment on the Formalization of Informal Firms. The Case of Kosovo

Südosteuropa ◽  
2020 ◽  
Vol 68 (4) ◽  
pp. 505-529
Author(s):  
Kujtim Zylfijaj ◽  
Dimitar Nikoloski ◽  
Nadine Tournois
Keyword(s):  
Negative Impact ◽  
Positive Impact ◽  
Business Environment ◽  
Positive Influence ◽  
Policy Implications ◽  
Tax Reforms ◽  
Firm Level ◽  
Characteristics Analysis ◽  
Significant Negative Impact ◽  
The Impact

AbstractThe research presented here investigates the impact of the business environment on the formalization of informal firms, using firm-level data for 243 informal firms in Kosovo. The findings indicate that business-environment variables such as limited access to financing, the cost of financing, the unavailability of subsidies, tax rates, and corruption have a significant negative impact on the formalization of informal firms. In addition, firm-level characteristics analysis suggests that the age of the firm also exercises a significant negative impact, whereas sales volume exerts a significant positive impact on the formalization of informal firms. These findings have important policy implications and suggest that the abolition of barriers preventing access to financing, as well as tax reforms and a consistent struggle against corruption may have a positive influence on the formalization of informal firms. On the other hand, firm owners should consider formalization to be a means to help them have greater opportunities for survival and growth.

scholarly journals The Impact of Supervisor Support on Employees’ Psychological Wellbeing: A Parallel Mediation Analysis of Work-To-Family Conflict and Job Satisfaction

2020 ◽  
Vol 13 (11) ◽  
pp. 41
Author(s):  
Erasmus Keli Swanzy
Keyword(s):  
Job Satisfaction ◽  
Mediation Analysis ◽  
Family Conflict ◽  
Negative Impact ◽  
Positive Impact ◽  
Supervisor Support ◽  
Psychological Wellbeing ◽  
Cape Coast ◽  
The Impact ◽  
The Relationship

This study tries to examine the influence of work-to-family conflict and job satisfaction on the relationship between supervisor support and the psychological wellbeing of 290 administrative workers at the University of Cape Coast, Ghana. The results of the parallel mediation analysis showed that supervisor support had a significant positive impact on employees’ psychological wellbeing and job satisfaction and also had a significant negative impact on employees’ work-to-family conflict. Moreover, the study found a direct positive effect of employees’ job satisfaction on their psychological wellbeing but did not find a direct negative effect of employees’ work-to-family conflict on their psychological wellbeing. In addition, job satisfaction mediated the association between supervisor support and the psychological wellbeing of employees. The study however found no evidence of the mediating influence of work-to-family conflict on the relationship between supervisor support and employees’ psychological wellbeing. Both theoretical and practical implications were further discussed.

scholarly journals HRM Practices and its Impact on Employee Performance: A Study on the Cement Industry in Bangladesh

2013 ◽  
Vol 2 (2) ◽  
pp. 192-199
Author(s):  
Mst. Momena Akhter ◽  
Md. Nur-E-Alam Siddique ◽  
Md. Asraful Alam
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Negative Impact ◽  
Positive Impact ◽  
Stock Exchange ◽  
Employee Performance ◽  
Cement Industry ◽  
Hrm Practices ◽  
The Impact

In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource practices. If the human resources are managed properly, they can contribute to the success for the company. The effective management of human resource is possible through the implementation of sound HRM practices. . The main objective of this research is studying the impact of HRM practices on employee performance in the context of cement industry in Bangladesh.  For this purpose the researchers have tried to investigate impact of the various components of HRM practices on employee performance of a sample of 160 employees from seven cement companies listed in the Dhaka Stock Exchange. The data were analyzed by a regression analysis to determine the impact of HRM practices on employee performance. The result shows that training & development and opportunity for career development have a significant positive impact on employee performances. On the other hand, Performance appraisal, Compensation & Benefits, and Leadership Practices have a positive impact on employee performance but the impact is not significant in the context of cement industry in Bangladesh. Moreover, work life balance has a negative impact on employee’s performance. Furthermore, efficient management of human resources can increase the performance of the employees of the cement companies in Bangladesh. JEL Classification Code: M12; J53  

The effect of the employee perceived training on job satisfaction: the mediating role of workplace stress

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Harun Sesen ◽  
Senay Sahil Ertan
Keyword(s):  
Job Satisfaction ◽  
Negative Impact ◽  
Positive Impact ◽  
Workplace Stress ◽  
Nursing Assistants ◽  
Full Time ◽  
Certified Nursing Assistants ◽  
Content Type ◽  
Mediating Role ◽  
The Impact

Purpose This study aims to mediate the impact of workplace stress and job satisfaction on nurses’ perception of training. It sheds light on the links between job satisfaction, Certified Nursing Assistants’ perception of training and workplace stress in nursing homes. Design/methodology/approach A cross-sectional questionnaire was distributed in 12 different elderly home care centres in Northern Cyprus during September to October 2017. The sampling frame consists of 317 full-time Certified Nursing Assistants who completed measures of perception of training, job satisfaction and workplace stress. This paper used structural equation modelling to test a theoretical model and hypothesis. Findings The findings emphasize that Certified Nursing Assistants’ perception of training has a positive impact on their job satisfaction and negative impact on workplace stress while workplace stress mediates the relationship between their perception of training and job satisfaction. The results indicate that while the motivation for training and support for training have an effect on job satisfaction, access to training and benefits for training do not yield any significant impact on it and workplace stress plays a mediating role. Originality/value This study confirms that the CNAs’ perception of training and job stress affect the emergence of job satisfaction, and workplace stress mediated the relation between training and satisfaction posited by social exchange theory.

Determinants of job satisfaction in a lean environment

2017 ◽  
Vol 8 (2) ◽  
pp. 134-152 ◽  
Author(s):  
Denise Rodríguez ◽  
Hendrik Van Landeghem ◽  
Virginia Lasio ◽  
Dirk Buyens
Keyword(s):  
Job Satisfaction ◽  
Negative Impact ◽  
Positive Impact ◽  
Job Demands ◽  
Research Approach ◽  
Job Autonomy ◽  
Content Type ◽  
Action Research Approach ◽  
Core Self ◽  
The Impact

Purpose The purpose of this paper is to analyze the situational and dispositional determinants of job satisfaction in environments created by implementing employee-supportive lean. Design/methodology/approach The research uses a questionnaire to measure the determinants of job satisfaction (perceived job demands, perceived job autonomy and core self-evaluations) and job satisfaction. Afterwards, the paper proposes a conceptual framework and uses hierarchical multiple regression to test the relationships among perceived job demands, perceived job autonomy, core self-evaluations and job satisfaction. Additionally, the study describes the implementation of employee-supportive lean in four small companies using an action research approach. Findings The findings reveal that perceived job demands has a negative impact on job satisfaction. In addition, the authors find that perceived job autonomy and core self-evaluations have a positive impact on job satisfaction. Finally, the results show that core self-evaluations buffer the impact of perceived job demands on job satisfaction. Originality/value The present research underscores the importance of work and personal characteristics for employees’ job satisfaction in an environment created by implementing employee-supportive lean.

scholarly journals Fragility of State in Central African Republic: An Econometric Approach to Efficiency Understanding

2018 ◽  
Vol 21 (3) ◽  
pp. 681-697
Author(s):  
Yapatake Kossele Thales Pacific
Keyword(s):  
Central African Republic ◽  
Negative Impact ◽  
Positive Impact ◽  
The State ◽  
Policy Implications ◽  
Long Run ◽  
Short Run ◽  
High Level ◽  
The Impact ◽  
Control Of Corruption

A fragile state contributes to the underdevelopment of the nation and its consequences can be very devastating on the state’s cohesion, characterized by a high level of corruption which led the country to an incessant political instability and the continuous presence of foreign troops. 1 This article used the vector autoregresssion (VAR) model covering the period of 2005–2015 to examine the impact of control of corruption on the fragility of the state in the Central African Republic (CAR). The results show that control of corruption is significant and has a negative impact on the fragility of the state in the short run. The impulse response shows a negative impact of control of corruption in the short run but a positive impact in the long run on the fragility of the state. The policy implications of this fragility are that the CAR must pursue better governance as well as in the investment choices. Unless the CAR leaders and citizens recognize their own fragility, things can only get worse.

Remittance Behavior of Migrants and its Macroeconomic Effects in Four Developing Countries

2012 ◽  
Vol 1 (1) ◽  
pp. 41-59 ◽  
Author(s):  
Anupam Das
Keyword(s):  
Economic Growth ◽  
Developing Countries ◽  
Negative Impact ◽  
Positive Impact ◽  
Estimation Procedure ◽  
Policy Implications ◽  
Self Interest ◽  
Macroeconomic Effects ◽  
The Impact ◽  
Remittance Behavior

The literature on the macroeconomic effects of remittances is inconclusive. This study establishes a relationship between remittances and other important macroeconomic variables, such as consumption, investment and economic growth in Bangladesh, Egypt, Pakistan, and Syria over the period 1975-2006. Overall results suggest that remittances have a positive impact on economic growth in Pakistan and Syria but a negative impact in Bangladesh and Egypt. Negative remittance-growth coefficients in those two countries suggest a counter-cyclical relationship. A key objective of this paper is to identify how the remittance behavior of migrants varies across countries. Results from panel estimation procedure shows that a combination of self-interest and enlightened self-interest behavior of migrants is responsible for the growth impact in Bangladesh. The enlightened self-interest motivation is also the most likely cause of the growth impact in Egypt. Finally, the self-interest behavior explains the growth impacts in Pakistan and Syria. Results from this paper have policy implications for developing countries which face dilemmas and debates on the impact of remittances on economic growth.

scholarly journals Empirical Evidence Regarding the Impact of Economic Growth and Inflation on Economic Sentiment and Household Consumption

2021 ◽  
Vol 14 (7) ◽  
pp. 336
Author(s):  
Larissa Batrancea
Keyword(s):  
Economic Growth ◽  
Fixed Effects ◽  
Negative Impact ◽  
Positive Impact ◽  
Generalized Method Of Moments ◽  
Household Consumption ◽  
Global Market ◽  
Policy Implications ◽  
The European Union ◽  
The Impact

The dynamics of the interconnected global market and consumption behavior has recently changed considerably. Using a sample of 28 nations within the European Union, the study examined the degree to which economic growth and inflation impacted economic sentiment and household consumption during the time frame of December 2019 up to October 2020. The results estimated via panel generalized method of moments and panel least squares (with cross-section weights, time fixed effects) showed that economic sentiment and household consumption were significantly shaped by the proxies of economic growth and inflation. Moreover, in the case of economic sentiment, the negative impact of inflation was much stronger than the positive impact of economic growth. The reverse applied in the case of household consumption. The study draws policy implications regarding the strategies that public authorities, companies, and individual consumers could apply for stimulating national economies amid challenging times.

Promoting uncommon use of knowledge in information system departments

2018 ◽  
Vol 31 (5) ◽  
pp. 1008-1034 ◽  
Author(s):  
Shih-Yu Wang ◽  
Jack Shih-Chieh Hsu ◽  
Yuzhu Li ◽  
Tung-Ching Lin
Keyword(s):  
Positive Impact ◽  
Human Resources Management ◽  
Future Research ◽  
Clear Understanding ◽  
Content Type ◽  
Hrm Practices ◽  
Antecedents And Consequences ◽  
Or Team ◽  
Use Of Knowledge ◽  
The Impact

PurposeThe purpose of this paper is to gain a clear understanding of the impact of uncommon use of knowledge (adaptation and augmentation) on the performance of information systems (IS) departments, and to explore the effects of human-resources management (HRM) practices on uncommon use of knowledge.Design/methodology/approachA questionnaire-based survey was used to measure the constructs of the research model. A survey package was delivered to project managers or team leads and 133 responses were returned.FindingsThe empirical results indicate that knowledge adaptation has a significant effect on departmental performance, whereas knowledge augmentation is more important to innovation than to routine departmental performance. The results also show that, while knowledge adaptation can be enhanced by communication and an uncertainty-avoidance culture, knowledge augmentation is an outcome of shared decision-making, the use of teams, and innovation-based policies.Research limitations/implicationsGiven the positive impact of uncommon use of knowledge on IS department performance, future research should explore other factors besides HRM practices to boost it.Practical implicationsThe results can serve as guidance for managers looking to select HRM practices to promote uncommon use of knowledge.Originality/valueThis study introduces knowledge adaptation and knowledge augmentation as the component processes of uncommon use of knowledge to the IS discipline, and empirically validates the antecedents and consequences of uncommon use of knowledge using survey data.

scholarly journals The Impact of Constructive Thinking on Emotional Labour and Job Satisfaction among High School Teachers

2017 ◽  
Vol 4 (4) ◽  
Author(s):  
Deepti K
Keyword(s):  
High School ◽  
Job Satisfaction ◽  
High School Teachers ◽  
Work Experience ◽  
Negative Impact ◽  
Positive Impact ◽  
Constructive Thinking ◽  
School Teachers ◽  
Emotional Labour ◽  
The Impact

National Policy on Education (1986) mentions that the status of the teacher reflects the socio-cultural ethos of a society; it is said that no people can rise above the level of its teachers. The government and the community should endeavor to create conditions that will help motivate and inspire teachers on constructive and creative lines. In light of this the present study is done to see if there is any impact of constructive thinking on the emotional labour and job satisfaction of high school teachers. Constructive thinking refers to the ability to relate to others in an effective way (emotional intelligence), solve interpersonal problems in a proper way (social intelligence) and the ability to effectively solve problems that arise in everyday life (practical intelligence) with minimum amount of stress (Epstein1990). Emotional labour, is the display or constraint of emotional expression as part of the work role to meet organizational, social or occupational expectations, it is an integral aspect of working life for many employees (Mann, 1997) and Job Satisfaction Is a pleasurable or positive emotional state resulting from the appraisal of one‟s job or job experiences (Jex 2002). The study was conducted on 100(50 men & 50 women) high school teachers from the schools in the city of Hyderabad. These teachers had work experience of 10-15 years and were in the age group 35-45 yrs. The findings of the study suggest that there is a negative effect of global constructive thinking on emotional labour indicating that if constructive thinking is high emotional labour will be less among teachers. Positive relation is found between constructive thinking and job satisfaction and no significant relation is found between emotional labour and job satisfaction. On the dimensions of constructive thinking it is found that women are higher on behavioural coping which means women indulge more in action oriented thinking, which deals with thinking in a way that promotes effective action. Whereas men are found high on categorical thinking compared to women. This indicates that they view issues in black-and-white terms, without acknowledging shades of gray something like rigid thinking. On dimensions of emotional labour women are found high on deep acting which indicates that they alter the emotions within themselves rather than faking it. Women are also found high on display on emotions which suggests that they are better in expressing their emotion in comparison with men. As the finding of the study suggest the constructive thinking has a negative impact on emotional labour and positive impact on job satisfaction, it can be said by enhancing constructive thinking by training can help to reduce emotional labour and improve job satisfaction among teachers.

Sign in / Sign up

Export Citation Format

Share Document