Current Issue : April - June Volume : 2014 Issue Number : 2 Articles : 5 Articles
This study explores the factors that affect overall job satisfaction and intentions to stay among\r\n432 employees in public research and development (R&D) center in Saudi Arabia. Five\r\norganizational characteristics variables: pay, promotion, supervision, coworkers, and nature of\r\nwork, were considered as antecedents to overall job satisfaction and intentions to stay. Results\r\nshow that pay has direct effect on overall job satisfaction and indirect effect on intentions to\r\nstay through overall job satisfaction; promotion has direct effect on overall job satisfaction; and\r\nsupervision, co-workers, and nature of work have direct effects on both overall job satisfaction\r\nand intentions to stay among R&D center employees. Implications for R&D center management\r\nand future research are discussed...
Hospital waste management is one of the great importances due to its infectious and hazardous nature that can cause undesirable effects on humans and the environment. The main objective of this study was to analyze the awareness of hospital waste management about the hospital staffs. The waste generation rate ranges between 0.5 kg. to 2.5 kg. per bed per day. It is estimated that annually about 0.33 Million tonnes of hospital wastes are generated in India. The solid hospital waste from the hospitals generally consists of bandages, linen and other infectious wastes 30 to 35 per cent, plastics wastes are 7 to 10 per cent, disposable syringes are 0.3 to 0.5 per cent, glasses are 3 to 5 per cent and other general wastes including food wastes are 40 to 45 percent. In general, the wastes are collected in a mixed form, transported and disposed of along with municipal solid wastes. The problematic areas of hospital waste management in Chennai city is addressed by proposing some recommendations that will ensure that potential health and environmental risks of hospital wastes are minimized. The hospital waste management plan for hospital is also proposed, which includes institutional arrangements, appropriate technologies, operational plants, financial management and the drawing up of appropriate staff training programmes....
Purpose: The purpose of this study is to check the impact of technological advancement on\r\nemployee performance in banking sector.\r\nMethodology: This paper was completed with the help of extensive literature on\r\ntechnological advancement and employee performance available on the databases and\r\nwebsites. Primary data has been used in this paper to check the impact of technological\r\nadvancement on employee performance. SPSS 16 software package is used to analyze the\r\nemployee responses and statistical technique Regression analysis is used to check the impact\r\nof technological advancement on employee performance.\r\nFindings: Total of 140 questionnaires has been distributed among different banks and out of\r\nwhich 100 were get completed and returned. After analyzing the data very efficiently, we find\r\nthat technological advancement has significant impact on motivation and training of\r\nemployees. Motivation has significant impact on employee performance but training has no\r\nsignificant impact on employee performance. Moreover as the concerned for technological\r\nadvancement and employee performance, there is significant relationship among them.\r\nResearch limitations / Implications: More research will be require on this theory ââ?¬Å?impact of\r\ntechnological advancement on employee performance in banking sectorââ?¬Â...
The purpose of the present study was to investigate the occupational stress experienced\r\nby bank employees in Greece and its connection with emotional intelligence and\r\ndemographic factors. More specifically, the feeling of occupational stress and the level of\r\nemotional intelligence among Greek bank employees are investigated both separately and in\r\ncorrelation. In addition, it is investigated how demographic characteristics are likely to affect\r\nthe feeling of occupational stress and the level of emotional intelligence of employees in bank\r\ninstitutions in Greece. In addition, the study investigates whether the individual dimensions\r\nof emotional intelligence are likely to predict the level of occupational stress experienced by\r\nGreek bank employees. The sample of the present study consisted of 192 employees of Greek\r\nbanks and credit institutions. The instruments used for data collection were the Perceived\r\nStress Scale (Cohen et al., 1983) (Cronbach�s a =0.85) and the Schutte Self Report Emotional\r\nIntelligence Test (Schuutte et al., 1998) (Chronbach�s a = 0.90). The Perceived Stress Scale\r\nconsisted of 10 questions, six of which were formulated negatively and measured the level of\r\nstress experienced by the employees, while the rest four were formulated positively and\r\nmeasured the employees� control of stress. The answers for the first six questions were given\r\nin a five-level likert scale: 0 = Never, 4 = Very often, while the remaining four in another five\r\nlevel-Likert scale: 0 = Very Often, 4 = Never. The Schutte Self Report Emotional Intelligence\r\nTest consisted of 33 questions measuring the level of the employees� emotional intelligence.\r\nThe responses were given in a five-level Likert scale: 0 = Never, 4 = Very often. The results of the study showed that occupational stress among Greek bank employees was likely to be\r\naffected by some demographic factors and partially predicted by some dimensions of\r\nemotional intelligence. However, further investigation should be carried out in the Greek\r\npopulation, so that the phenomenon of occupational stress is well studied and decreased....
Concerns about executive compensation have been raised by corporate governance scholars and\r\npractitioners over the past 20 years, and the popular press is replete with sensational stories\r\ninvolving what the public views as excessive CEO pay. This paper attempts to go beyond these\r\nreports and determine trends in average CEO and CFO pay from 2006 through 2011. Research on\r\n70 Fortune 500 companies reveals an increase in CEO base pay, while annual bonuses slightly\r\ndeclined. A non-linear trend existed for CEO equity-based compensation. All elements of CFO pay\r\nshowed a more erratic pattern. A discussion and implications for future research conclude the\r\npaper....
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