Improving employee job satisfaction in aviation industry

Job satisfaction is an important issue in an organization. Job satisfaction has been talked about over and over again because of the importance it has in both individual and group behaviour, which will affect in the productivity of an organization. Even though the role of job satisfaction is important in an organization, it is sometimes unnoticed and ignored by the management which in turn results in a decrease of organizational work performance. This study aims to answer why job satisfaction is important and how to improve it in aviation industry. The method used in this research is a literature review by finding specific researches that corresponds to the topic discussed, which is job satisfaction, to integrate them into a concise conclusion. This research uses samples from published journals in the last 10 years (2011 – 2021) found through google scholar with the main variable job satisfaction. The result of this study shows that based on the literature reviews of different journals, job satisfaction proves to strengthen employee engagement and organizational commitment, decreases the rate of employee turnover and improves employee productivity. There are a few proven ways to increase job satisfaction in aviation industry which is creating a conducive/positive work environment, applying reward and recognition management, developing the potential skills of employees and continuous evaluation and measurement of employee job satisfaction.

Exploring Managers’ Perspective on Factors Affecting Generation Y Retention

The study explores factors behind Generation Y employees' retention from the perspective of managers in a financial services sector. A qualitative method was employed, by interviewing eight managers as informants. The results show ten factors affecting Generation Y employees’ retention are compensation and pay, personal development, job security, job satisfaction, work-life balance, reward and recognition, training, leadership, relationship and communication, and work environment. Seven main challenges to retain Generation Y employees identified are loyalty, their love for a challenging job, communication, strategy, working style, satisfaction, and traits. The study discusses implications and suggestions for organisational level strategies to retain Generation Y employees.

Devising Sustainable Growth in the Organisation through Digital Leadership

Modern organizations must respond to an increased pace of the workplace, and the nature of executives’ tasks is increasingly complex. We know that many leadership dimensions have a causal relationship with desirable organizational outcomes, and that the foundational pillars of leadership, such as shared values and vision, talent development, change management, and reward and recognition, will likely continue to drive these outcomes. However, how we lead in these areas is changing. This paper provides a comprehensive analysis of the contribution of studies on leadership and digitalization, identifying patterns of thought and findings across various social science disciplines, such as management and psychology. Specifically, the present article reviews the literature on how the advent of digital technologies has changed leaders and leadership roles.

The Influence of Employee Empowerment on Competitive Advantage in Hospitals within Nairobi, Kenya

Background: The study examined the influence of implementation of employee empowerment on competitive advantage in hospitals within Nairobi. The study looked at the following aspects of employee empowerment; competence, teamwork, motivation, reward and recognition. Employee empowerment is derived from the Total Quality Management (TQM) principles bringing forth competitive advantage that results from high customer satisfaction levels, employee satisfaction and operations efficiency. Methods: A descriptive correlational research design that applied positivism philosophy. Data was collected from both private and public hospitals within Nairobi targeting patients who were admitted in these hospitals for more than three days during the study period and senior employees of the respective hospitals. There were 308 participants, 154 hospital employees and 154 patients from 31 hospitals within Nairobi. After institutional and individual consent was obtained, participants filled a self-administered questionnaire. The collected data was coded into SPSS Version 23 software and the analysis was done using descriptive and inferential statistics. Results: The findings illustrated that employee empowerment significantly predicted competitive advantage. High responsiveness and good attitude, being reliable, empathy and assuring the patients of their state best enhance patients’ and employee satisfaction. Conclusion: This brings out the importance of realigning the staff inputs towards improving patient experiences, as well as considering employees’ performance as individual instead of considering them as teams.

On Folklore Archives and Heritage Claims: the Manas Epic in Kyrgyzstan

In this article I focus on the importance of folklore archives in staking heritage claims and in disputes over cultural “ownership.” I use as a case study the Manas epic which is shared by post-Soviet Kyrgyzstan and China’s Kyrgyz minority. By analyzing the actors who took part in the transcription of the epic, the conditions under which these transcriptions were conducted, and the results they yielded, I show how, in the case of Kyrgyzstan, turning the epic from an oral tradition into a literary monument that could be claimed as national heritage was a long story of suffering and coercion, aspirations for reward and recognition, disaccords between holders of official authority and subordinates, and never-ending personal conflicts, all under the constantly looming threat of political repression. I contrast the uses of collections of transcripts under Soviet rule and in the post-independence period which overlapped with the UNESCO-driven heritage rush worldwide. I argue that while under Soviet rule the transcripts of the epic were “raw data” which editors, translators and scholars could bend according to their needs or their expertise, after independence these transcripts have been used both as a means of authenticating the epic and claiming it as heritage. I conceptualize this process as the “transvaluation” of folklore archives, or a process in which transcripts were turned into valuable historical artefacts by downplaying the agencies involved in their production and the circumstances under which it took place.

Role of JD-R model in upticking innovative work behaviour among higher education faculty

Purpose In the backdrop of job demands-resources model, the purpose of this paper is to investigate the effect of selected job resources (job autonomy and rewards and recognition) and job demands (problem with work) on innovative work behaviour through the mediation of employee engagement in the higher education sector of India. Design/methodology/approach The sample consists of randomly selected 275 teachers from higher education institutions from a city in India. This study used PLS-SEM for data analysis. Findings The results suggest that employee engagement associates closely with innovative work behaviour. Job autonomy, one of the resources, affects innovative work behaviour directly and its effect does not move via employee engagement. Further, reward and recognition does not impact innovative work behaviour directly, rather, its effect moves through employee engagement. Finally, the work suggests that employee engagement mediates between selected job resources and job demands and innovative work behaviour. Research limitations/implications This study can be extended to include more demands and resources which are unique to academic institutions. For example, a transparent career path to all teachers or a high-octane research culture can serve as a boon. Additionally, their interaction effect can also be studied. The present study being a cross-sectional study, at best, offers a snap-shot view of relationship among the variables. Practical implications This study shall help organizations to use job resources and job demands to enhance teachers’ engagement and innovative work behaviour. Specifically, results of this study offer a reason to academic institutions to give more autonomy and rewards to their teachers to eke out innovative work behaviour. Social implications Firstly, this study will have a positive outcome for students who will be the prime beneficiaries of innovative work behaviour of teachers. Secondly, broadly the society and its constituents will get benefited by improvement in research outcomes. Originality/value The outcome of this study proposes that job autonomy and reward and recognition do not connect with employee engagement and innovative work behaviour in a known way.

HUMAN RESOURCE MANAGEMENT PRACTICES AND THEIR INFLUENCE ON SERVICE DELIVERY AMONG THE STATE CORPORATIONS IN KENYA

The study focused on the utilization of human resource management practices in enhancing service delivery among state corporations in Kenya. Critique of existing literature on the human resource management practices revealed that only few studies have focused on the relationship between human resource management practices and service delivery. This study, therefore, was guided by two variables namely: reward and recognition programs and HR audits as human resource management practices and their influence on service delivery in State Corporations in Kenya. The study adopted a descriptive survey research design to gather data from the sampled respondents of the state corporations. Stratified random sampling was applied to select respondents from the state corporations to participate in the study. Information was gathered by use of questionnaires which were subjected to a pre-test to ensure both validity and reliability. Data analysis was done using both descriptive and inferential statistics with the aid of analysis tool statistical package for social Sciences (SPSS). The study found that reward and recognition programs have a positive influence on service delivery among state corporations in Kenya. Further, HR audit practices were found to have a significant positive effect on service delivery. The implication is that adoption of these hrpractices can drive service delivery in state corporations.Itis, therefore, recommended that state corporations in Kenya put in place appropriate reward and recognition programs and periodically carry out HR audits since they significantly influence service delivery.

“Impact of technology on different leadership styles to support distanced working: A study of India's service sector with reference to Delhi / NCR area”

Indian service sector has witnessed the growth of technology at unprecedented pace that has impacted the creation and development of remote working environment. This changing organizational environment and market demands require an alignment between technology and leadership. In this context the current study aims to find the impact of technology on different leadership styles to support distanced working, particularly, after the spread of the global pandemic. For this, 328 respondents working in service sector of Delhi &NCR were surveyedthrough structured questionnaire. Findings of the study revealed that technology has an influence on different leadership styles in supporting distanced working by providing clear communication, skill management, participation, or guiding work behavior. Additionally, technology plays significant role of enabling distanced working through contribution of technology in supporting communication and mobility, determination of technology task-fit, or creating of sense of unity. Thus, using the practices like cloud based internal communication portal or the reward and recognition facility, the benefit of technology could be derivedandbusiness continuity.