quality performance appraisals (PA) on three human resource management outcomes ( job satisfaction‚ organisational commitment and intention to quit). Design/methodology/approach – Using data from 2‚336 public sector employees clusters of PA experiences (low‚ mixed and high) were identified. Regression analysis was then employed to examine the relationship between low quality PA experiences and job satisfaction‚ organisational commitment and intention to quit. Findings – Employees with low quality
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1.0 Introduction The tourism industry in Malaysia has grown immensely due to its potential and unique competitive edge. The sector has increased its importance within the Malaysian economy‚ since the 1990’s according to Bashir‚ M. and Ahmad‚ N.‚ et al. (2008). It carries on to be a leading foreign exchange achiever‚ continually acting as a crucial contributor to the Gross Domestic Product (GDP) growth‚ business and employment opportunity‚ investments‚ and empowering the balance of payments
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motivating employees through job characteristics model: job characteristics model Definition A theoretical concept concerning how the fundamental features of an employee’s assigned tasks affect mental states and yield different workplace outcomes. The job characteristics model applicable to a business identifies the job characteristics of skill variety‚ autonomy‚ task significance‚ task identity and feedback‚ and the outcomes of high job performance‚ high job satisfaction‚ high intrinsic motivation
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Study on employee job satisfaction at liberty garments by Hemanth CRPatna on Nov 02‚ 2010 • 3‚109 views Study on employee job satisfaction at liberty garments More… Study on employee job satisfaction at liberty garments Less Accessibility • View text version Categories • Fashion & Beauty • Business & Mgmt Tags mba Upload Details Uploaded via SlideShare as Microsoft Word Usage Rights © All Rights Reserved Flagged as inappropriate Flag as inappropriate
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PROBLEM AND ITS BACKGROUND INTRODUCTION The way trade and commerce is conducted nowadays has evolved. Everything involving the operations of the organisation demands a more expeditious means of addressing issues and changes in the external environment. Though this apparently would drive weak companies into the verge of exiting the market‚ the good ones find a way for this intense demand for constant improvement to their advantage. There are some who find a way to make these incessant demands for
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4 relatively independent factors; the most predictive was Perceived Control of Time. Students who perceived control of their time reported significantly greater evaluations of their performance‚ greater work and life satisfaction‚ less role ambiguity‚ less role overload‚ and fewer job-induced and somatic tensions. Findings are consistent with theory and advice on time management (e.g.f Schuler‚ 1979) but also indicate that the dynamics of time management are more complex than previously believed.
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investigates the relationships among the different ways of enacting emotional labor and their consequences‚ and addresses the question of whether organizational characteristics and job characteristics have buffering effects on the perceived consequences of emotional labor‚ which are emotional exhaustion and job satisfaction. This study involves the rigorous development of a 10-item scale‚ the Hospitality Emotional Labor Scale‚ to measure the emotional labor that employees perform. The results of the
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paper also supports and further solidifies the concept that there is a direct correlation between total compensation and job satisfaction Introduction A well-built body of research suggests that employee turnover is directly related to compensation and Job satisfaction. Job satisfaction is the feeling that an individual gets regarding their work and the nature of their job. This can be affected by the working conditions‚ supervisor-worker relationships‚ and compensation. While these are the
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organization‚ administrative system and relationship between life on and off the job. QWL consists of opportunities for active involvement in group working arrangements or problem solving that are of mutual benefit to employees or employers‚ based on labor- management cooperation. People also conceive of QWL as a set of methods‚ such as autonomous work groups‚ job enrichment‚ high-involvement aimed at boosting the satisfaction and productivity of workers. It requires employee commitment to the organization
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CHAPTER 5 ATTITUDE AND BEHAVIOUR AT WORK 1.0 Case Study: Discipline at APS Company Aliya and Zuraidah were the only two clerks handling payments from customers in the office of APS Company. They reported to the owner of the business. Aliya had been employed for 18 months while Zuraidah for 14 months. Both were college graduates‚ about 23 years old and single. By manipulating the accounts in a rather ingenious way that would not normally be detected‚ Aliya was stealing from account payments as they
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