UNIVERSITY CHUKA COLLEGE Telephones: 020 2310512/18 P. O.BOX 109 Fax Line: 020 2310302 Chuka REPORT ON EMPLOYEES SATISFACTION AND WORK ENVIRONMENT EXIT SURVEY Submitted by Peak Network Consultants Ltd P.O. Box 7309- 00100 Tel. No: +254 20 2123964/9 E-mail: info@pnclimited.com Website: www.pnclimited.com JUNE 2011 Table of Contents LIST OF TABLES ............................................................................................................... iii LIST OF FIGURES ...........
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examine the factors that affecting warehouse (logistic) employee turnover intention in SGA Techcordia (M) Sdn Bhd. The findings will help to identify which factors that have strong effect over the turnover intention and its relationship with job satisfaction among the warehouse (logistic) employees. The study is important because it will help to effectively solve the current problems faced by the organization‚ enables the Human Resource Manager to focus planning on the strategic employee retention
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throughout their lives. Nowadays‚ there are jobs offer for new graduates‚ unemployed and those who are searching for a better job. As stated in the saying‚ everyone should have an honest occupation‚ meaning that the job must fit in their professionalism. Sometimes they might be confused or unsatisfied to their career and this will cause stress for them and also in businessman. When people think about career choices several things immediately come to mind- job description‚ training and education required
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SUMMARY OF TOP 08 RESEARCHERS S# Research Topic & Researcher Research Qs: Objectives Literature review content Findings 1 Job Satisfaction and Employees’ Turnover Intentions in total Nigeria plc. in Lagos State‚ Samuel Emeka Mbah C. O . Ikemefuna Employee job satisfaction has influence on employee turnover in organizations. Poor management of employee turnover adversely affects the organization in terms of personnel costs and in the long run affects liquidity position. No significant
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The current issue and full text archive of this journal is available at www.emeraldinsight.com/0959-6119.htm Job satisfaction and organizational commitment of hotel managers in Turkey Ebru Gunlu Tourism Management Department‚ Faculty of Business‚ Dokuz Eylul University‚ Buca‚ Turkey Job satisfaction and commitment 693 Received 30 March 2009 Revised 13 August 2009‚ 23 September 2009‚ 12 October 2009 Accepted 12 October 2009 Mehmet Aksarayli Econometrics Department‚ Faculty of Economics
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employee for performing a particular job. The major outcome of training is learning. A trainee learns new habits‚ refined skills and useful knowledge during the training that helps him improve performance. Training enables an employee to do his present job more efficiently and prepare himself for a higher-level job. The essential features of training may be stated thus: * Increases knowledge and skills for doing a particular job; it bridges the gap between job needs and employee skills‚ knowledge
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productivity and profits. Employee engagement represents a two-way process of reinforcement and reward between the employer and the employee. Role of clarity‚ perceived control over job performance‚ identification with job are various antecedent of Employee Engagement and health & well-being and Job Performance (job satisfaction and organizational commitment) are consequences of Employee Engagement. Since computers have become a ubiquitous feature in every home‚ office‚ industry‚ and government department
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COMM 222 – Organizational Behavior [Book Notes] Chapter 1 – Organizational Behavior and Management What are Organizations? Social inventions for accomplishing common goals through group effort Goal Accomplishment The field of organizational behavior is concerned with how organizations can survive and adapt to change Certain behaviors are necessary for survival and adaptation. People have to Be motivated to join and remain in the organization Carry out their basic work reliably‚ in terms
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as an ill-defined science. This paper analysis previous literature done on OCB in parallel with conducting field research in a large multinational in Egypt – in attempt to measure their employees’ OCB and bring the suggested evaluation method into practice. It has been concluded that OCB is not consistent among all employees. However‚ guidelines to effective evaluate it across different employees have been suggested. Adding to this‚ the questionnaires in this paper provides a jumpstart for future
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differentiating variable is how strongly one holds the attitude. Being an aspect of psychology that is widely researched‚ there are numerous definitions of an attitude some of which seem to compete with or contradict one another. The scope of this paper covers two of those definitions. The first definition is that given by Clark and Miller (1970) as “…disposition acquired through previous experience‚ to react to certain things‚ people or events in positive ways.” It goes on to say that attitudes
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