Training & Development and Employee Retention Rates in Listed Insurance Companies in Nigeria (Published)
This study investigates the impact of Training and Development on Employee Retention in Listed Insurance Companies in Nigeria, guided by the Human Capital Theory. A cross-sectional survey design was employed, targeting management staff from 23 insurance firms. Data was collected using structured questionnaires, and validity and reliability were ensured through rigorous testing. Multivariate Analysis of Variance (MANOVA) was conducted to test hypotheses, revealing that while training frequency and quality significantly influence job satisfaction, they do not significantly affect turnover intention. Development opportunities moderately impact job satisfaction but have no significant effect on turnover intention. The findings underscore the importance of continuous and high-quality training programs in enhancing job satisfaction, supporting the Human Capital Theory. Future research should explore additional factors influencing retention and satisfaction within the insurance sector, including organizational culture, employee engagement, and career aspirations.
Keywords: Employee Retention, Job Satisfaction, Organizational Culture, Turnover Intention, development opportunities, training frequency, training quality
Effect of Talent Management Practices on Employee Performance in Selected Commercial Banks in Nigeria (Published)
Employee performance, which has become a source of concern for many Nigerian companies, especially in the banking industry influences organizational performance, work quality, and customer satisfaction, since organizational success heavily depends on employee performance. To this end, talent management and job satisfaction have become so pivotal that both success and failure of any organization are attributed to the quality and productivity of the human capital it possesses. Therefore, this study will examine the mediating role of job satisfaction in the relationship between these three talent management practices (recruitment and selection, training and development, and performance management) and commercial banks’ employees’ performance in Nigeria. The study employed the proportionate random sampling method. The study identified thirteen (13) commercial banks in Nigeria that are listed on the Nigerian Stock exchange. PLS-SEM path modelling was employed to analyze the data. Six hypotheses were developed in alternate form and result supported the hypotheses. Statistical evidence shows that there is a significant relationship between recruitment and selection and employee performance. it also shows that there is a significant relationship between, training and development, performance management, and employee performance. Finally, the study found that job satisfaction mediates the relationship between talent management practices and job satisfaction. The study therefore recommends that bank managers should adopt and recommend green recruitment and selection process for their banks’ employee as this will reveal new ways of recruitment and selection pattern that devour of influence and favouritism given to friends and relatives. It also recommends that managers give due consideration to the performance management, training and development, and job satisfaction of employee as this may still generate a positive impact on the organization performance on the long round.
Keywords: Employee Engagement, Job Satisfaction, Performance Management., Recruitment and Selection, Talent management, learning and development
Emotional Intelligence, Job Satisfaction and Mentoring Support as Facilitators of Correctional Officers’ Career Resilience in Ibadan, Oyo State, Nigeria (Published)
Career resilience entails developing and utilizing positive responses when one faces with challenges in one’s place of work. Nigeria prison officers are faced with several challenges which include, few number of prison officers compare with a larger population of inmates in congested prisons across the country, inadequate funding, flaw on the extant prison laws, lack of rehabilitative and correctional facilities, ever-increasing problems of prison administration, corruption among few high ranking officers, the prison system which was designed for correction of prison inmates through counselling, rehabilitations and reform of inmates, has turned out to be a breeding ground for hardened criminals who become worse than they were when they got into prison. In today’s world it has become very important in any organisation prison inclusive to have innovative ideas and be creative on how to overcome the challenges so as to be efficient and productive in one’s day to day activities. This study, therefore, investigated the influence of emotional intelligence, job satisfaction and mentoring support on the career resilience of Correctional officers in Ibadan, Oyo state, Nigeria. The study adopted a descriptive survey research design and purposive sampling in the selection of two hundred prison officers. Three research questions were raised and answered in the study. The variables were measured with relevant standardized instruments. These include: Emotional Intelligence Scale (EIS), Job Satisfaction Scale (JSS), Mentoring Support Scale (MSS) and Career Resilience Scale (CRS). Data from the study were analyzed using the Pearson Product Moment Correlation (PPMC) and multiple regression analysis (ANOVA). The finding showed that there was a significant relationship between the dependent and independents variables. Emotional intelligence is the most potent contributor to career resilience followed by job satisfaction and mentoring support. Based on the findings of this study, recommendations and suggestions were offered to various stakeholders.
Keywords: Emotional Intelligence, Job Satisfaction, career resilience, mentoring support, prison officers
Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk (Published)
This study examines the effect of organizational culture, transformational leadership, compensation, and career development on job satisfaction and its implications for turnover intention, in employees of PT Kalbe Farma Tbk. The instrument used in this research is a questionnaire to 100 respondents, then analyzed descriptively and quantitatively. Descriptive analysis in this study is used to provide an overview of the characteristics of respondents and an overview of research variables. In contrast, quantitative analysis conducted by SEM – PLS (Partial Least Square) will test the hypothesis in this study. Based on the results of the analysis in this study, the results obtained are that:1) Organizational Culture has a positive effect on Job Satisfaction; 2) Transformational Leadership has a positive effect on Job Satisfaction; 3) Compensation has a positive effect on job satisfaction; 4) Career development has a positive effect on job satisfaction; 5) Organizational Culture has a negative effect on Turnover Intention; 6) Transformational Leadership has a positive effect on Turnover Intention; 7) Compensation has a negative effect on Turnover Intention; 8) Career Development has a negative effect on Turnover Intention; 9) Job Satisfaction has a negative effect on Turnover Intention.
Citation: Chrisna William, and Setyo Riyanto (2022) Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk, Global Journal of Human Resource Management, Vol.10, No.1, pp.1-16
Keywords: Career Development, Compensation, Job Satisfaction, Organizational Culture, Transformational Leadership, Turnover Intention
Level of job satisfaction in Agribusiness sector in Bangladesh: An application of Herz-berg two factors motivation theory (Published)
The purpose of this study is to investigate the factors affecting job satisfaction of the employees of agribusiness sector in Bangladesh. In this study the populations are targeted employees of the agribusiness companies. The companies include National Agri Care Ltd, Lal Teer Seed Ltd, ACI Agribusiness Ltd, Krisibid Group Ltd, Kazi farms Ltd, etc. The data was collected and administered by means of a structured questionnaire based on the two factors Herzberg Motivation theory. The sample size is 100 for the purpose of determining the adequacy of Herzberg two factor theories, a stratified random sampling method used to ascertain the satisfaction in agribusiness sectors (entry level, mid-level, top level management) in Bangladesh. The demographic factors including age, sex, education, designation, family size also influence job satisfaction in agribusiness sectors. The research provided a better understanding regarding the factors affecting level of job satisfaction in agribusiness sectors. Thus, emphasizes that there is still a need to conduct additional research to fill the gaps that have not been solved in the current study. In the final chapter, some recommendations were provided for future use to any researcher in this academic field.
Keywords: Autonomy, Hygiene factor, Job Satisfaction, Motivation, company policy., participation in management
Job Satisfaction and Employee Productivity: Evidence from Selected Universities in South-East, Nigeria (Published)
The study examined the effect of job satisfaction on employee productivity of public universities in South-East, Nigeria. Survey research design was adopted for the study. Data were collected though the questionnaires distributed among academic staff of South-East States of Nigerian public universities, and analyzed using five point likert’s scale. Regression analysis was used to test the two formulated hypotheses with aid of SPSS version 20.0. Based on the analysis, the study found that working condition and salary have positive significant effect on the employee productivity of public universities in South-East, Nigeria. Based on the findings, the study recommended amongst others that there is need for the university authorities and government to create a pleasant and supportive working environment for academic staff in terms of provision of physical facilities like infrastructures, laboratories, ventilated classrooms, hostels, teaching facilitators and development of various training programs that will encourage academic achievement.
Keywords: Employee Productivity, Job Satisfaction, Working Condition, salary
The effect of HR practices on job loyalty through psychological empowerment and job satisfaction in Pt. X (Published)
In Indonesia, the growth of the number of construction companies is apparently not in line with the growth of experts. This study aims to analyze the effect of HR Practices on Job Loyalty through Psychological Empowerment and Job Satisfaction at PT. X. This study using quantitative methods with a sample used is 80 employees with the criteria have worked more than two years, have a minimum high school education, at the staff level. Data processing in this study uses SPSS 22.0. From the results of data processing it was found that HR Practices (Training and Reward) had a significant influence on Psychological Empowerment (Job Competence, Job Autonomy, Job Impact). Job Competence and Job Impact does not have a significant effect on Job Satisfaction. Job Autonomy has a significant influence on Job Satisfaction. Job Satisfaction has a significant effect on Job Loyalty.
Keywords: HR practices, Job Satisfaction, job loyalty, psychological empowerment
A Comparison Of Job Satisfaction Scores Of Permanent And Contract Employees In Government And Private Schools & Colleges Of Peshawar (Published)
This study aimed to determine the difference in job satisfaction of permanent and contract employees working in government and private schools and colleges of Peshawar. Sample of 100 teachers were selected from both government and private schools. Generic Job satisfaction questionnaire was administered and results were analyzed through SPSS.The result shows that there is a significant difference in job satisfaction of private and government schools and colleges and also suggests that government employees are more satisfied than private employees.
Keywords: Job Satisfaction, Permanent And Contract Employees
Training Of Human Resources and Job Satisfaction (Published)
This paper presents the results of a quantitative survey conducted in 278 primary school teachers (teachers and kindergarten teachers) in the prefecture of Ilias with the aim of exploring their views on the impact of training on job satisfaction. In addition, it was investigated whether these views differ according to gender, age, seniority, marital status, specifity (primary school teacher or kindergarten teacher), type of employment relationship (permanent, deputy) and service area (urban area, suburban area, rural area). Τhe research results showed that the majority of participants recognize the contribution of training to job satisfaction mainly indirectly. It is also worth mentioning that a great percentage of the respondents of the survey answer in a neutral way on several items of the questionnaire (neither agree nor disagree). These views appear to be statistically significantly different, on the basis of most predefined variables.
Keywords: Job Satisfaction, Teachers, Training
Influence of Job Satisfaction on Employees’ Performance in MTN Nigeria (Published)
Organization usually sees an average worker as the source of quality and productivity gains. Any organization that does not put the welfare of its employee first such organization is endangering its performance and productivity. The study examines the relationship between job satisfaction and employees’ performance and the relationship between job satisfaction and employees’ commitment. The sample size used for the study was drawn from the staff of MTN Nigeria. A structured questionnaires were then used to elicit data from these staff. The chi-square was used to analyse the elicited data and the study findings revealed that job satisfaction has significance influence on both employee performance and employees’ commitment. Thus, the study recommends that organisations should intensify efforts in the area of non-financial rewards as a mean of influencing greater performance from the employees as well as getting the employees to be committed the organisation
Keywords: Employees’ Performance and Employees’ Commitment, Job Satisfaction