Current Issue : July - September Volume : 2016 Issue Number : 3 Articles : 8 Articles
The main purpose of the study is to assess the role of work motivation on employee�s performance\nlevel in private schools in Saudi Arabia. The research aims to determine the factors that affect employees�\nmotivation and its impact on job performance. In recent years, research showed that\nthere was a direct relation between employees� motivation and business performance. In the field\nof education, which is a service business, it is very important for business profit and productivity\nto identify motivational factors that increase employees� performance. The research is based on a\nquantitative research method. The data in this research were mainly obtained by using questionnaires.\nMoreover, the research was conducted on a selection of private schools in Dammam that\nare located in the Eastern Province of Saudi Arabia. 150 employees were selected as a sample from\nthree different schools. Only 119 questionnaires were suitable for a statistical analysis that equals\nto 79% of the total sample. The data were collected via a questionnaire covering four variables\nsuch as leadership style, organizational environment, salary, and stable future. The research\ntested the effect of these variables mentioned above on employees� performance....
A research model for the organizational motivation and outcome variables of the ââ?¬Å?Post-80sââ?¬Â is established\nin this article for large-sample survey. Through Exploratory Factor Analysis and Confirmatory\nFactor Analysis, the author has discovered that the organizational motivation of the ââ?¬Å?Post-\n80sââ?¬Â is comprised of five dimensions including career development, salary and benefits, leadership\ncharacteristics, institutional environment and colleague relationships; the perception of organizational\nmotivation has a positive impact on job satisfaction, organizational commitment and\nemployee engagement and a negative impact on turnover intention; and job satisfaction is the\ncomplete mediation between the perception of organizational motivation and turnover intention,\nwhile organizational commitment is the complete mediation between the perception of organizational\nmotivation and employee engagement. In the end, countermeasures for the motivation of\nthe ââ?¬Å?Post-80sââ?¬Â are put forward in this article....
This paper focuses on what type of laborers chooses which of the six types of uses of paid vacations.\nIn this paper, we conduct a multinomial logistic regression analysis with the ââ?¬Å?six types of\nuses of paid vacationsââ?¬Â which are ââ?¬Å?share methodââ?¬Â, ââ?¬Å?progressive methodââ?¬Â, ââ?¬Å?regressive methodââ?¬Â,\nââ?¬Å?self-pay method (advance)ââ?¬Â, ââ?¬Å?self-pay method (arrears)ââ?¬Â, and ââ?¬Å?self-pay method (work at home)ââ?¬Â\nas object variables. As a result, many of the independent variables did not influence which type\nwas chosen, but interesting variables ââ?¬Å?information is not sharedââ?¬Â and ââ?¬Å?those around me take paid\nvacationââ?¬Â were influential, revealing that different types of choices are made depending on how\nparticipants work....
The world of employment has changed dramatically, technology is impacting practices and experiences,\nand societies are becoming more global and multicultural. With the rise of globalization,\nemployability is becoming one of the main goals for education systems. Today�s employers require\nemployees to have soft or non-technical skills in addition to technical skills. The purpose of the\nstudy was to explore employability skills as perceived by employers and university faculty of human\nresource development (HRD) and management for entry level graduate jobs. As a result of\nthis research, types of employability skills may be identified which are common among the faculty\nof HRD programs and employers of HRD graduates both in the U.S. and internationally. To evaluate\nthe interrelationships between the variables of interest among employees and faculty members,\nboth in the U.S. and internationally, one way analysis of variance (ANOVA) was utilized. The\noverall results of this study indicate that with the exception of communication skills and the use of\ntechnology, there is a significant relationship between 16 of the 18 variables investigated and the\ntype of respondents....
Previous research has examined the influence of organizational factors on individual innovation,\nenvironmental stimulants and obstacles to innovation. However, environmental qualities are not\nsufficient; the abilities and wishes of employees to perform is also a factor. Thus, the link between\nmotivation and individual innovation is seemingly important. This study explores what the job related\nmotivators are stimulating employeesââ?¬â?¢ innovation and how they can be enhanced to help\nthe hoteliers. A questionnaire was developed to conduct this study. The results indicated that\nââ?¬Å?Training and Developmentââ?¬Â was the most important factor that could most motivate staff to be\ninnovative, followed by ââ?¬Å?Support and Motivation from the Topââ?¬Â, ââ?¬Å?Open Policyââ?¬Â, ââ?¬Å?Recognitionââ?¬Â and\nââ?¬Å?Autonomy and Flexibilityââ?¬Â....
This study conducted a review of the meta-analytic literature which correlated leadership and job\nsatisfaction. Twenty-five meta-analytic correlations were extracted and analyzed in order to focus\nspecifically on how leadership affected worker job satisfaction. Results indicated that charismatic\nand transformational leadership behaviors had the highest positive correlations with worker job\nsatisfaction while non-contingent punishment and abusive supervision showed low negative relationships\nto worker job satisfaction. Implications to both overall job satisfaction and specific applications\nto satisfaction and attrition in the financial industry are discussed....
Along with the developing of the research on Organizational Behavior, more and more scholars\npay attention to the unethical pro-organizational behavior. It gives us a more depth and a new aspect\nin understanding in all sorts of phenomenon of organizational behavior. This article firstly\nreviews the current research about the concept and measurement of unethical pro-organizational\nbehavior; some relevant researches are also mentioned. Then in the second part, this article lists\nsome relevant empirical research especially in the relationship between UPB and employee attitude\nand the relationship between UPB with leadership style. To promote the development of UPB,\nthis article also provides some advises which can be enforced in the future....
The study aimed at examining the perceived importance of human resource information system\n(HRIS) in business. A structured questionnaire was used to get an opinion from human resource\nend-users from the 55 scheduled banks consisted of 8427 branches. A total of 1200 responses\nwere returned as the complete form. The study then extracted the perceived important reasons of\nusing HRIS in business through principal component (PCA) analysis. In addition, one-way analysis\nof variance (ANOVA) was tested to examine the variance levels among the responses. The results\nof the existing study revealed that HRIS only automates the repetitive HR functions but also facilitates\nHR end-users in allocating workforces effectively, promoting suitable corporate culture, designing\nemployees� career plan and improving services to the employees. Further, it found no significant\nvariances among HR end-users� responses on the perceived importance of HRIS according\nto their demographic variables. Albeit many studies had been conducted on the importance of\nHRIS, there was hardly any study that had gone through factor analysis. However, this study provided\nbroad evidence to enrich the existing literature in the respective field, with improved methodological\nand measurement issues including factor analysis over the previous studies, to unleash\nthe importance of HRIS in business....
Loading....