Factors Influencing Employee Satisfaction of Educational Institutions

Generally speaking, education plays a potential role in shaping the economy. Like other organizations and education, employee development initiatives play a vital role in employee satisfaction. Therefore, this paper aims to study the influence of employee development on employee satisfaction in the education sector. Employee development is attached to empowerment, motivation, and training as independent variables. The data collected from 261 sample respondents from the education institutions of the Kingdom of Saudi Arabia. To prove the construct's hypothesis, SmartPLS 3.3.2 was utilized to analyze the measurement model and the structural model. Therefore, the study utilized the combinative PLS method that fulfills the characteristics of the model. Empowerment, motivation, and training were found to be conducive to employee satisfaction. Employee development (empowerment, motivation, and training) measures on employee satisfaction can help decision-makers emphasize their actions. The findings revealed that employee development positively influences employee satisfaction and commitment among employees in the education sector.

DAIRY INDUSTRY OF UKRAINE COMPETITIVENESS ANALYSIS

Changes of conditions in all markets results discord in the economic development between countries and their social - economic systems. This is related to the development of the agro-food market—in particular, the livestock products market; the participants of economic relations (end consumer, agro-food sector employee, and a rural community). In the economic literature, competitive advantage often equated with the ability of a company more efficiently manage available resources, which result in increased competitiveness. However, having separate competitive advantages does not automatically mean preference. Only in a combination and synergy its can have a decisive influence of choosing the best development way.

Organizational Politics and Organizational Citizenship Behavior: Interaction and Analysis

Perceptions of organizational politics are an essential aspect of organizational life for its members because they impact different practices, which eventually affect employee efficiency. This article is explored the relationship between Organizational Politics (OP) and Organizational Citizenship Behavior (organizational citizenship behavior for organization (OCB-O) and organizational citizenship behavior for individuals (OCB-I). Survey data is gathered from 200 employees work in Jordanian public sector. Partial least square (PLS-SEM) is employed to test the research hypotheses. Outcomes uncovered that OP has a negative relationship with OCB-O and OCB-I. Accordingly, the current study recommends that governments abolish or restrict OP activities in their organizations as much as possible. Besides, the findings show that OP activities harmed public-sector employee behavior. The study's limitations and recommendations for future studies are also considered.

FORECASTING THE INFLUENCE OF THE IT SECTOR EMPLOYEE POTENTIAL ON HIS SALARY

The development of the modern economy in the world and in Ukraine is inextricably linked with the field of information technology, which is undoubtedly the fastest growing sector of the economic system at the moment. A clear indicator of this is the steady growth in demand for employees in the IT sector and the rapid increase in their salaries. Active work of personnel managers in determining the level of qualification and establishing a decent and appropriate salary is a necessary prerequisite for successful prosperity of the IT market. It leads to higher professional level of employees, improved productivity and is a key factor in attracting new employees. The presence of such a trend necessitates the creation of a tool that would help managers make decisions about determining the possible salary of the employee and his level of professional qualification. The main purpose of the research is to develop an econometric model and decision support system based on it to determine the salary level of an IT company employee. The developed decision support system is a really effective application to help the user in determining the possible level of salary, qualification level and has a huge number of advantages. DSS is easy to use, because the application does not require knowledge of economic and mathematical modeling and provides a really simple algorithm, from the user's point of view, to determine the level of wages. Also, application has the ability to process large data sets, because all you need to process data – is to load them into the application and perform calculation in a few actions.

Penempatan SDM Penyandang Disabilitas di Sektor Pariwisata

The existence of a negative stigma in society’s view for persons with disabilities makes them unable to show their optimal self-existence even though they competently have them. Not all industries or government agencies have implemented the rules whereby the agencies they manage should implement rules for employing persons with disabilities (the proportion is private sector 1 %, and government agencies 2%) referring to the rules mandated in Law no. 8 of 2016 concerning Persons with Disabilities. According to the perspective of Human Resources management, this is a challenge how the existence of persons with disabilities can get space without discrimination from all parties. The resultsof research showed that the inoptimal placement of human resources with disabilities occurred due to several factors, both from the person and the employer. The involvement of stakeholders has an important role in solving problems from associations, universities, communities and the government. Keywords: Disabilities, Human Resources, Tourism Sector, Employee Placement

Research Insights: Public Sector Employee Behavior and Attitudes during a Pandemic

New data on public sector employees from 18 Latin American countries shed light on the role of trust in the performance of government agencies. An original survey conducted during the first COVID-19 wave includes randomized experiments with pandemic-related treatments. Individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors and policy attitudes. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries.

Impact of Exploitative Leadership on Workplace Incivility: Role of Psychological Distress -Evidence from Banking Sector

Aim: The present study investigated the effect of exploitative leadership on workplace incivility banking Sector employee with the role of psychological stress as a moderator Background: Destructive leadership, the mostly exploitative leadership, had been less thoughtful earlier in banking research. Additionally, fundamental mechanisms and boundary conditions that occur between exploitative leadership and employee outcomes such as workplace incivility were also missing in the banking literature with the context of psychological distress. Methods: This present research quantitative nature in which data had collected from the banking Sector (N = 310) working in the Pakistani banking sector through self-administrative questionnaires. Results: psychological distress moderate the relationship between exploitative leadership and workplace incivility among banking sector employees when psychological distress was high. Conclusions: Exploitative leadership had a significant impact on outcomes in the form of workplace incivility and psychological distress significantly moderating between exploitative leadership and workplace incivility when psychological distress was high at the banking sector in Pakistan Implications for Banking Sector Management: It is among the pioneer studies to unveil the exploitative side of leadership and its negative consequences for banking sector employees. Psychological distress in the banking sector can be reduced by discouraging leader exploitative behavior. Banking can utilize workplace incivility from work as a tool to reduce destructive outcomes of leader exploitative behavior.

The Legitimacy of the Public-Sector Employee’s Strike in the Jordanian Legislation: A Study Case

The national and international have endorsed the act of striking as a basic common right that is carte blanche but confined to local laws and regulations. The issue, however, has been an area of controversy; a number of countries have been diverse in their stance in terms of banning such an act or legalize I. Jordan is one of the countries which ban the public-sector employee to strike in order to ensure the public facilities and services necessary fir the citizen’s daily-life activities and needs, noting that this ban in exempted from the private-sector employees in accordance to the labour law. So many legislators have highlighted the right and obligations of the pubic-sector employee, focusing the attention on his right in striking to a great extent that might expose his right to be confined in case of a conflict with the principle of public utility. Over history, many countries have been legitimizing the right of striking for the public-sector employees because of several reasons. First, conducting a strike might be harmful for the stream of public utitlity. In addition, this act represents in a way one of the vital features of the state’s sovereignty. Despite the fact that many countries have joined the international conventions that ensure the public-sector employee, known as public official, in striking, the Jordanian legislator has not exercised this right on real grounds in the space of the employee’s profession, but he has been satisfied with the words that ban employees to strike as documented in the Civil Service Regulations. The legislator considers striking as any illegal conduct resulting in dangerous consequences and disruption in the public utility regularly and steadily. This study will tackle the legitimacy of the public-sector employees in the Jordanian law. The attention will be focused on the Jordanian teachers;’ strike as a study case with reference to the Jordanian Constitution, including the relevant bylaws and regulations, the provisions of Jordanian courts like the Constitutional Court of Jordan and the Supreme Administrative Court of Jordan.

Public Sector Employee Well-Being

This chapter deals with an important issue in every public organization: employees’ well-being, which the academic literature consistently relates to organizational performance. After addressing the definition of well-being, the chapter presents the two main theoretical lenses through which well-being is considered: the job demands–resources (JD–R) and the person–environment (P–E) fit models. With respect to these two theoretical models, the main empirical findings, specifically for public organizations, are described and discussed. Thus, variables are identified that can be considered as levers for or obstacles to well-being in public organizations. This permits an “institutional” reading of the antecedents of well-being, highlighting, among other characteristics, environmental, organizational, and task characteristics that are particularly important to consider when studying public organizations. Finally, the chapter also points out some gaps in the current literature and proposes new avenues of research for the study of well-being in public organizations.