This study examines the relationship between HR practices and employee outcomes in order to provide insight into the crucial role HR practices play in organisational dynamics. The results show that HR procedures significantly affect workers' engagement with their work and their ability to decide whether or not to stay with their current employer. In order to improve staff retention rates and achieve sustained organisational effectiveness, this study's findings stress the significance of well-crafted human resource policies. Purpose: The purpose of this study is to investigate the multifaceted relationship between human resource practices and employee outcomes, specifically focusing on compensation, performance appraisal, and recognition programs. By delving into these dynamics, the research aims to enhance our understanding of how these HR strategies influence job embeddedness and the intention to quit among employees, ultimately providing valuable insights for organizations to optimize their HR policies and employee retention strategies. Design/Methodology: This research adopts a quantitative approach, utilizing a structured survey instrument administered to a diverse sample of employees across various industries. Data collected will be analyzed using advanced statistical techniques, including regression analysis, to examine the associations between compensation, performance appraisal, recognition programs, job embeddedness, and intention to quit. Additionally, qualitative data such as open-ended responses will be analyzed to gain deeper insights into employee perceptions and experiences. Findings: Reveal significant correlations are identified as key determinants of job embeddedness, with higher levels of job satisfaction and commitment associated with these practices. Moreover, employees exposed to effective HR strategies exhibit a decreased intention to quit, highlighting the role of these practices in retaining talent. The study also identifies nuanced interactions between these variables, shedding light on the complexity of HR practices' impact on employee attitudes and behaviours. Practical Implications: By recognizing the importance of compensation, performance appraisal, and recognition programs in promoting job embeddedness and reducing intention to quit, organizations can design and implement more effective HR policies. This, in turn, can lead to improved employee retention rates, increased job satisfaction, and ultimately contribute to organizational success and stability. Originality/Value: The originality of this research lies in its ability to provide organizations with a comprehensive understanding of the interconnectedness of these variables, thus offering valuable insights and practical recommendations for HR practitioners and organizational leaders striving to retain talent and foster a positive workplace culture.
This study examines the relationship between team effectiveness, organizational commitment, and job satisfaction among employees in the construction industry in Batangas City. A survey was conducted of employees at IKM BatcHING Plant Corp to understand their perceptions of team effectiveness, organizational commitment, and job satisfaction. The findings showed that employees agreed their teams were effective. Employees also agreed with their level of organizational commitment but only partially agreed or disagreed with aspects of job satisfaction. A significant relationship was found between team effectiveness, organizational commitment and job satisfaction. The study recommends training and strategies to further improve these factors.
This document summarizes a case study on employee engagement initiatives at Eisai Pharmatechnology & Manufacturing Pvt. Ltd. in India. The study found that Eisai had a 95% employee engagement rate, high levels of compliance culture, pride in working at Eisai, and passion for the company's mission and goals. Leadership qualities and work-life balance policies also contributed to engagement. Older employees were found to contribute more to engagement levels. The study concluded that Eisai has clear vision and objectives and considers engagement an ongoing improvement process. While current HR initiatives are effective, Eisai should continue measuring and improving engagement to sustain high performance.
Effects of reward strategies on employee performance at kabete technical trai...Alexander Decker
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
Exploring the Relationship between HR Practices and Employee Retention: A Stu...AI Publications
This academic article investigates the relationship between HR practices and employee retention within the tech industry. The study aims to analyze how specific HR practices impact employee retention and provide insights into effective strategies for organizations. The research sample includes 338 administrative staff members from various tech companies. The study employs a quantitative approach, conducting reliability analysis and regression analysis using SPSS to analyze the collected data.
The document discusses employee engagement at Eisai Pharmatechnology & Manufacturing Pvt Ltd in India. It finds that Eisai has very high levels of employee engagement, with 95% of employees engaged. Several factors contribute to this high engagement, including a strong compliance culture (99%), employees feeling pride in working at Eisai (over 99%), and a focus on quality and safety (over 98%). Employee surveys found high ratings for leadership (96%) and policies/procedures (93%). The study concludes that Eisai has clear vision and considers engagement an ongoing process, though it recommends continuing to measure and track engagement over time to sustain these high levels.
The document discusses employee engagement and its importance for organizational effectiveness. It focuses on HR initiatives taken by Eisai Pharmatechnology and Manufacturing Private Limited in India to engage employees. The objectives are to understand Eisai's HR initiatives for engagement, examine their strategies and practices, review the initiatives' progress, and how it has impacted organizational performance through engagement. Previous research highlighted links between engagement and business success factors like performance, productivity and customer satisfaction. Effective change management, support for managers, communication and leadership are important for engagement. HR practices like training and competitive pay can improve engagement.
An empirical review of Motivation as a Constituent to Employees' Retentioninventy
This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and non-managers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.
Investigating the main factors that influence employee retention at private u...AI Publications
This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
This study examines the relationship between team effectiveness, organizational commitment, and job satisfaction among employees in the construction industry in Batangas City. A survey was conducted of employees at IKM BatcHING Plant Corp to understand their perceptions of team effectiveness, organizational commitment, and job satisfaction. The findings showed that employees agreed their teams were effective. Employees also agreed with their level of organizational commitment but only partially agreed or disagreed with aspects of job satisfaction. A significant relationship was found between team effectiveness, organizational commitment and job satisfaction. The study recommends training and strategies to further improve these factors.
This document summarizes a case study on employee engagement initiatives at Eisai Pharmatechnology & Manufacturing Pvt. Ltd. in India. The study found that Eisai had a 95% employee engagement rate, high levels of compliance culture, pride in working at Eisai, and passion for the company's mission and goals. Leadership qualities and work-life balance policies also contributed to engagement. Older employees were found to contribute more to engagement levels. The study concluded that Eisai has clear vision and objectives and considers engagement an ongoing improvement process. While current HR initiatives are effective, Eisai should continue measuring and improving engagement to sustain high performance.
Effects of reward strategies on employee performance at kabete technical trai...Alexander Decker
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
Exploring the Relationship between HR Practices and Employee Retention: A Stu...AI Publications
This academic article investigates the relationship between HR practices and employee retention within the tech industry. The study aims to analyze how specific HR practices impact employee retention and provide insights into effective strategies for organizations. The research sample includes 338 administrative staff members from various tech companies. The study employs a quantitative approach, conducting reliability analysis and regression analysis using SPSS to analyze the collected data.
The document discusses employee engagement at Eisai Pharmatechnology & Manufacturing Pvt Ltd in India. It finds that Eisai has very high levels of employee engagement, with 95% of employees engaged. Several factors contribute to this high engagement, including a strong compliance culture (99%), employees feeling pride in working at Eisai (over 99%), and a focus on quality and safety (over 98%). Employee surveys found high ratings for leadership (96%) and policies/procedures (93%). The study concludes that Eisai has clear vision and considers engagement an ongoing process, though it recommends continuing to measure and track engagement over time to sustain these high levels.
The document discusses employee engagement and its importance for organizational effectiveness. It focuses on HR initiatives taken by Eisai Pharmatechnology and Manufacturing Private Limited in India to engage employees. The objectives are to understand Eisai's HR initiatives for engagement, examine their strategies and practices, review the initiatives' progress, and how it has impacted organizational performance through engagement. Previous research highlighted links between engagement and business success factors like performance, productivity and customer satisfaction. Effective change management, support for managers, communication and leadership are important for engagement. HR practices like training and competitive pay can improve engagement.
An empirical review of Motivation as a Constituent to Employees' Retentioninventy
This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and non-managers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.
Investigating the main factors that influence employee retention at private u...AI Publications
This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
This document discusses high performance work systems (HPWS) and their impact on employee satisfaction and organizational performance. It notes that HPWS aim to motivate employees through team building, good compensation and benefits. The implementation of HPWS can improve operational performance by increasing employee competency. It also positively impacts employee attitudes by enhancing job challenges, communication, trust, innovation and social cohesion within the workplace. Overall, the use of HPWS can transform organizational culture and human resource practices to boost employee satisfaction and company competitiveness.
The document discusses factors that affect employee efficiency, including compensation management, organizational climate, and education/training. It presents a model linking these factors to employee motivation and organizational effectiveness. A study of employees in the sales department of a mobile network operator tested three hypotheses: 1) Compensation management positively impacts employee efficiency, 2) Organizational climate impacts employee efficiency, and 3) Education/training positively impacts employee job performance and efficiency. The results supported all three hypotheses, showing relationships between the factors and increased employee and organizational outcomes. The document recommends organizations monitor employee satisfaction and address different group needs to maintain high performance.
7011EHR_3155_35437387_52963_Journal_Reflection_-_FinallMomo Scott
The document contains a journal reflection from weeks 4, 5, 6 and 8 of a course. It discusses several topics related to human resource management systems and their impact on organizational performance. Key points include: different HR systems are associated with different organizational structures; high involvement work systems can positively impact performance but depend on factors like industry; and the role of HR is changing and becoming more strategic through partnerships with business units. Cultural factors and global talent management are also addressed.
Human resource management practices of selected companiesAlexander Decker
This document discusses a study that assessed the human resource management (HRM) practices of selected companies to develop a comprehensive HRM program. The study tested whether the extent of HRM tool usage differed based on company size (large, medium, small). It was found that there were no significant differences in HRM practices related to acquisition, maintenance, and relations. However, significant differences were found in development practices. The study concluded some companies lacked performance evaluation systems and recommended implementing such systems to improve training and development.
This document discusses emerging trends in talent management practices for new economy organizations. Traditional talent management practices focused on lifetime employment are no longer effective given changes like shorter employee tenures, more transactional employee relationships, and a more global and diverse workforce. The study examines how talent attraction, performance management, learning and development, rewards, and other practices impact employee motivation, engagement, and retention. It aims to determine the effect of high-performance talent management on organizational outcomes like productivity and financial performance. Data was collected through surveys from Indian companies and analyzed to identify relationships between practices and outcomes.
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
Human resources engagement as a competitive strategy for performance in small...Alexander Decker
This document summarizes a study on human resource engagement as a competitive strategy for small and medium enterprises (SMEs) in Kenya, using Jirani Engineering Services as a case study. It finds that effective strategies for communication, equal pay, opportunities, and recognition positively impact employee engagement, productivity, and the firm's competitive advantage. While Jirani Engineering Services adopted human resource engagement strategies, the value added was not clearly assessed. The study aims to determine the value added by these strategies and recommend how Jirani can better implement strategic human resource planning to improve engagement and performance.
This summary examines the role of human resource development (HRD) practices in fostering organizational citizenship behavior, with affective organizational commitment serving as a mediator. The study utilized surveys from employees at two public universities in Saudi Arabia. Results from structural equation modeling found significant relationships between HRD practices and affective commitment, HRD practices and citizenship behavior, and affective commitment and citizenship behavior. The findings suggest HRD practices are important for enhancing affective commitment and citizenship behavior among employees, and higher commitment also leads to greater citizenship. Affective commitment was found to partially mediate the relationship between HRD practices and organizational citizenship behavior.
The document discusses emerging trends in talent management practices for new economy organizations. These trends are being shaped by factors like the rise of new economy organizations, changing worker aspirations, expanding opportunities, and a shortage of skilled talent. Effective talent management is critical for these organizations' success as it allows them to attract, retain, and utilize high quality talent. Past talent practices focused on lifetime employment are no longer suitable given today's dynamic workforce which expects short-term assignments and a more transactional relationship with employers. New talent practices must align with these new professional values and address challenges like balancing collaboration and competitiveness. The study examines the impact of high performance talent management practices on organizational outcomes like productivity and financial performance.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
This document summarizes a study that examines the relationship between human resource practices and employee performance, with employee welfare and rewards acting as mediating and moderating variables. The study was conducted on employees in manufacturing companies located in industrial areas in Tangerang, Indonesia. The study found that human resource practices positively influence employee welfare and performance, and that employee welfare mediates the relationship between human resource practices and performance. Rewards were also found to strongly correlate with and moderate the relationship between employee welfare and performance.
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...Sandra Valenzuela
1) The document summarizes research on the relationship between employee engagement and job satisfaction in the IT sector.
2) It reviews several studies that have found links between factors like motivation, rewards, career development opportunities, and job design with both employee engagement and job satisfaction.
3) The literature review covers 10 research papers that studied topics like the impact of employee engagement practices in Indian BPO industries, the role of job demands and autonomy on engagement, and relationships between job satisfaction, retention and performance.
Research Paper Writing
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
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Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
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In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
This document discusses human resource (HR) models of architecture and their influence on employee retention. It describes Atkinson's model of labour flexibility, which categorizes employees as either "core" or "secondary" based on their role. Core employees provide functional flexibility through their skills and ability to adapt. Retaining core employees is important to avoid disruption. The document also discusses factors that influence an organization's ability to attract and retain core staff, including HR factors like compensation, and organizational factors like culture. The study aims to examine which HR factors most impact employees' decisions to stay and help organizations develop effective retention policies.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
This document presents a study that examines the relationship between different types of employee participation (delegative, consultative, worker director, worker union) and employee retention, and the moderating role of employee compensation. The study was conducted in Pakistan across the manufacturing and services sectors. The objectives were to analyze what types of participative practices are used for retention, explore the association between participative practices and retention, and examine the moderating effect of compensation. The document provides background on employee participation and retention, outlines the significance and objectives of the study, and reviews relevant literature. The study aims to provide insights for organizations in developing countries on using participative practices and compensation for retaining skilled employees.
ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKI...indexPub
This study employs an exploratory and quantitative research approach to systematically investigate the impact of Human Resource Management (HRM) practices on Organizational Performance within the Indian Banking sector. The research approach combines exploratory research, aimed at gaining insights into HRM practices, with a quantitative approach using a purposive sampling technique. Data is collected through a questionnaire from employees in both public (SBI) and private banks (HDFC Bank) who work in HR departments or are involved in HR activities. The Likert scale is utilized in the questionnaire to measure participant perceptions of HRM practices. The study utilizes two statistical tools: Neural Network and Exploratory Factor Analysis (EFA). The findings of the study highlight the significance of promotion and transfer policies, considered paramount in influencing organizational performance in both public and private banks. Additionally, the study underscores the importance of training and development initiatives in enhancing employee skills and competencies. Clear and effective communication within HR policies is identified as pivotal in improving organizational performance. Lastly, aligning HRM practices with sector-specific goals is recognized as a significant contributor to improved employee satisfaction and overall performance in the banking sector. The findings offer guidance for HR practitioners and policymakers in optimizing HRM practices to achieve better organizational performance.
This document discusses compensation strategy and its effect on employee retention in the baking sector of Peshawar. It begins with an introduction and literature review on the topic. It then outlines the theoretical framework, operational definitions, hypotheses, scope, purpose, objectives, significance, methodology, limitations, and references. The methodology section specifies that data will be collected through observations, interviews and questionnaires from 100 employees at private banks in Peshawar using simple random sampling. The data will then be analyzed in SPSS to examine correlations between compensation and retention.
GREEN TAXES POLICY IN AID TO SUSTAINABLE DEVELOPMENT & HUMAN HEALTHindexPub
Sustainable development goals, brought out under Agenda 2030, list the exhaustive coverage of areas that require the attention of countries across the globe. SDG 3 is dedicated to the health of human beings across all ages. Target 3.9 of SDG 3 aims to reduce the number of deaths caused by air, water, and soil pollution. The Research paper suggests adopting fiscal measures as an essential step in reducing global pollution. The combustion of petroleum products has been responsible for the significant emission of particulate matter in the atmosphere. The overall study of the health hazards caused by pollution suggests an urgent need to control the widespread pollution. Apart from other available measures, the researcher suggests that the levy of Green Taxes can play a vital role in minimizing the health hazards due to pollution. Principle 16 of the Rio Declaration suggests fiscal policy measures that can assist in internalising the social costs due to pollution. The researcher proposes to study the health hazards caused by different kinds of pollution and aims to suggest a policy framework for Green Taxes that can assist governments across the globe in mitigating the adverse effects of pollution on human health.
CLEANING, SHAPING AND OBTURATION PROTOCOLS FOLLOWED BY DENTISTS IN INDIA – A...indexPub
Introduction: The main objective of endodontic therapy is the complete elimination of microbes and
their by-products from the root canal system. Despite the high success rate of root canal treatment,
there are failures too. Hence, our survey aimed to investigate the differences in cleaning, shaping, and
obturation protocols followed among general dentists and endodontists in India. Method: A multiple
choice questionnaire was designed and distributed to 700 dentists in India through a social media
application. The questions covered all the protocols and techniques for root canal treatment. The
collected data was analyzed using descriptive statistics at a 0.05 level of significance to get the results
as frequencies and percentages. Results: A total of 332 dentists among 700 participated in the
survey. Among 332 dentists, 181 were non-endodontists and 149 were endodontists. The highest
number of participants used K- hand files for instrumentation followed by NiTi rotary instruments in a
torque with gear reduction handpiece following the Step-back technique. Participants polled for calcium
hydroxide as a choice of interappointment intracanal medicament in case of lesion and the patients
were recalled after 7 days. 99.69% of participants favored the usage of gutta-percha with zinc oxide
eugenol for root canal obturation. Most of the participants used composite restoration as postendodontic restoration and advocated crowns in all cases Conclusions: Though there were only 332
participants in this survey, the study was able to provide the details of the dental practice among the
population. This survey could also show the standard of care, knowledge, and skills that have improved
due to continual dental education through conferences, seminars, and workshops. However, further
studies are necessary to evaluate this trend.
More Related Content
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This document discusses high performance work systems (HPWS) and their impact on employee satisfaction and organizational performance. It notes that HPWS aim to motivate employees through team building, good compensation and benefits. The implementation of HPWS can improve operational performance by increasing employee competency. It also positively impacts employee attitudes by enhancing job challenges, communication, trust, innovation and social cohesion within the workplace. Overall, the use of HPWS can transform organizational culture and human resource practices to boost employee satisfaction and company competitiveness.
The document discusses factors that affect employee efficiency, including compensation management, organizational climate, and education/training. It presents a model linking these factors to employee motivation and organizational effectiveness. A study of employees in the sales department of a mobile network operator tested three hypotheses: 1) Compensation management positively impacts employee efficiency, 2) Organizational climate impacts employee efficiency, and 3) Education/training positively impacts employee job performance and efficiency. The results supported all three hypotheses, showing relationships between the factors and increased employee and organizational outcomes. The document recommends organizations monitor employee satisfaction and address different group needs to maintain high performance.
7011EHR_3155_35437387_52963_Journal_Reflection_-_FinallMomo Scott
The document contains a journal reflection from weeks 4, 5, 6 and 8 of a course. It discusses several topics related to human resource management systems and their impact on organizational performance. Key points include: different HR systems are associated with different organizational structures; high involvement work systems can positively impact performance but depend on factors like industry; and the role of HR is changing and becoming more strategic through partnerships with business units. Cultural factors and global talent management are also addressed.
Human resource management practices of selected companiesAlexander Decker
This document discusses a study that assessed the human resource management (HRM) practices of selected companies to develop a comprehensive HRM program. The study tested whether the extent of HRM tool usage differed based on company size (large, medium, small). It was found that there were no significant differences in HRM practices related to acquisition, maintenance, and relations. However, significant differences were found in development practices. The study concluded some companies lacked performance evaluation systems and recommended implementing such systems to improve training and development.
This document discusses emerging trends in talent management practices for new economy organizations. Traditional talent management practices focused on lifetime employment are no longer effective given changes like shorter employee tenures, more transactional employee relationships, and a more global and diverse workforce. The study examines how talent attraction, performance management, learning and development, rewards, and other practices impact employee motivation, engagement, and retention. It aims to determine the effect of high-performance talent management on organizational outcomes like productivity and financial performance. Data was collected through surveys from Indian companies and analyzed to identify relationships between practices and outcomes.
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
Human resources engagement as a competitive strategy for performance in small...Alexander Decker
This document summarizes a study on human resource engagement as a competitive strategy for small and medium enterprises (SMEs) in Kenya, using Jirani Engineering Services as a case study. It finds that effective strategies for communication, equal pay, opportunities, and recognition positively impact employee engagement, productivity, and the firm's competitive advantage. While Jirani Engineering Services adopted human resource engagement strategies, the value added was not clearly assessed. The study aims to determine the value added by these strategies and recommend how Jirani can better implement strategic human resource planning to improve engagement and performance.
This summary examines the role of human resource development (HRD) practices in fostering organizational citizenship behavior, with affective organizational commitment serving as a mediator. The study utilized surveys from employees at two public universities in Saudi Arabia. Results from structural equation modeling found significant relationships between HRD practices and affective commitment, HRD practices and citizenship behavior, and affective commitment and citizenship behavior. The findings suggest HRD practices are important for enhancing affective commitment and citizenship behavior among employees, and higher commitment also leads to greater citizenship. Affective commitment was found to partially mediate the relationship between HRD practices and organizational citizenship behavior.
The document discusses emerging trends in talent management practices for new economy organizations. These trends are being shaped by factors like the rise of new economy organizations, changing worker aspirations, expanding opportunities, and a shortage of skilled talent. Effective talent management is critical for these organizations' success as it allows them to attract, retain, and utilize high quality talent. Past talent practices focused on lifetime employment are no longer suitable given today's dynamic workforce which expects short-term assignments and a more transactional relationship with employers. New talent practices must align with these new professional values and address challenges like balancing collaboration and competitiveness. The study examines the impact of high performance talent management practices on organizational outcomes like productivity and financial performance.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
This document summarizes a study that examines the relationship between human resource practices and employee performance, with employee welfare and rewards acting as mediating and moderating variables. The study was conducted on employees in manufacturing companies located in industrial areas in Tangerang, Indonesia. The study found that human resource practices positively influence employee welfare and performance, and that employee welfare mediates the relationship between human resource practices and performance. Rewards were also found to strongly correlate with and moderate the relationship between employee welfare and performance.
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...Sandra Valenzuela
1) The document summarizes research on the relationship between employee engagement and job satisfaction in the IT sector.
2) It reviews several studies that have found links between factors like motivation, rewards, career development opportunities, and job design with both employee engagement and job satisfaction.
3) The literature review covers 10 research papers that studied topics like the impact of employee engagement practices in Indian BPO industries, the role of job demands and autonomy on engagement, and relationships between job satisfaction, retention and performance.
Research Paper Writing
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This document discusses human resource (HR) models of architecture and their influence on employee retention. It describes Atkinson's model of labour flexibility, which categorizes employees as either "core" or "secondary" based on their role. Core employees provide functional flexibility through their skills and ability to adapt. Retaining core employees is important to avoid disruption. The document also discusses factors that influence an organization's ability to attract and retain core staff, including HR factors like compensation, and organizational factors like culture. The study aims to examine which HR factors most impact employees' decisions to stay and help organizations develop effective retention policies.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
This document presents a study that examines the relationship between different types of employee participation (delegative, consultative, worker director, worker union) and employee retention, and the moderating role of employee compensation. The study was conducted in Pakistan across the manufacturing and services sectors. The objectives were to analyze what types of participative practices are used for retention, explore the association between participative practices and retention, and examine the moderating effect of compensation. The document provides background on employee participation and retention, outlines the significance and objectives of the study, and reviews relevant literature. The study aims to provide insights for organizations in developing countries on using participative practices and compensation for retaining skilled employees.
ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKI...indexPub
This study employs an exploratory and quantitative research approach to systematically investigate the impact of Human Resource Management (HRM) practices on Organizational Performance within the Indian Banking sector. The research approach combines exploratory research, aimed at gaining insights into HRM practices, with a quantitative approach using a purposive sampling technique. Data is collected through a questionnaire from employees in both public (SBI) and private banks (HDFC Bank) who work in HR departments or are involved in HR activities. The Likert scale is utilized in the questionnaire to measure participant perceptions of HRM practices. The study utilizes two statistical tools: Neural Network and Exploratory Factor Analysis (EFA). The findings of the study highlight the significance of promotion and transfer policies, considered paramount in influencing organizational performance in both public and private banks. Additionally, the study underscores the importance of training and development initiatives in enhancing employee skills and competencies. Clear and effective communication within HR policies is identified as pivotal in improving organizational performance. Lastly, aligning HRM practices with sector-specific goals is recognized as a significant contributor to improved employee satisfaction and overall performance in the banking sector. The findings offer guidance for HR practitioners and policymakers in optimizing HRM practices to achieve better organizational performance.
This document discusses compensation strategy and its effect on employee retention in the baking sector of Peshawar. It begins with an introduction and literature review on the topic. It then outlines the theoretical framework, operational definitions, hypotheses, scope, purpose, objectives, significance, methodology, limitations, and references. The methodology section specifies that data will be collected through observations, interviews and questionnaires from 100 employees at private banks in Peshawar using simple random sampling. The data will then be analyzed in SPSS to examine correlations between compensation and retention.
Similar to HR STRATEGIES AND EMPLOYEE OUTCOMES: A STUDY ON COMPENSATION, APPRAISAL, RECOGNITION, JOB EMBEDDEDNESS, AND INTENTION TO QUIT (20)
GREEN TAXES POLICY IN AID TO SUSTAINABLE DEVELOPMENT & HUMAN HEALTHindexPub
Sustainable development goals, brought out under Agenda 2030, list the exhaustive coverage of areas that require the attention of countries across the globe. SDG 3 is dedicated to the health of human beings across all ages. Target 3.9 of SDG 3 aims to reduce the number of deaths caused by air, water, and soil pollution. The Research paper suggests adopting fiscal measures as an essential step in reducing global pollution. The combustion of petroleum products has been responsible for the significant emission of particulate matter in the atmosphere. The overall study of the health hazards caused by pollution suggests an urgent need to control the widespread pollution. Apart from other available measures, the researcher suggests that the levy of Green Taxes can play a vital role in minimizing the health hazards due to pollution. Principle 16 of the Rio Declaration suggests fiscal policy measures that can assist in internalising the social costs due to pollution. The researcher proposes to study the health hazards caused by different kinds of pollution and aims to suggest a policy framework for Green Taxes that can assist governments across the globe in mitigating the adverse effects of pollution on human health.
CLEANING, SHAPING AND OBTURATION PROTOCOLS FOLLOWED BY DENTISTS IN INDIA – A...indexPub
Introduction: The main objective of endodontic therapy is the complete elimination of microbes and
their by-products from the root canal system. Despite the high success rate of root canal treatment,
there are failures too. Hence, our survey aimed to investigate the differences in cleaning, shaping, and
obturation protocols followed among general dentists and endodontists in India. Method: A multiple
choice questionnaire was designed and distributed to 700 dentists in India through a social media
application. The questions covered all the protocols and techniques for root canal treatment. The
collected data was analyzed using descriptive statistics at a 0.05 level of significance to get the results
as frequencies and percentages. Results: A total of 332 dentists among 700 participated in the
survey. Among 332 dentists, 181 were non-endodontists and 149 were endodontists. The highest
number of participants used K- hand files for instrumentation followed by NiTi rotary instruments in a
torque with gear reduction handpiece following the Step-back technique. Participants polled for calcium
hydroxide as a choice of interappointment intracanal medicament in case of lesion and the patients
were recalled after 7 days. 99.69% of participants favored the usage of gutta-percha with zinc oxide
eugenol for root canal obturation. Most of the participants used composite restoration as postendodontic restoration and advocated crowns in all cases Conclusions: Though there were only 332
participants in this survey, the study was able to provide the details of the dental practice among the
population. This survey could also show the standard of care, knowledge, and skills that have improved
due to continual dental education through conferences, seminars, and workshops. However, further
studies are necessary to evaluate this trend.
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
CHALLENGING INJUSTICE STRETCHING THE ‘ACADEMIC BOYCOTT’ AFTER WAR ON GAZA 2023indexPub
The academic boycott of Israeli universities is a pivotal and contentious aspect of the broader Boycott, Divestment, Sanctions (BDS) movement, which seeks to apply pressure on Israel to change its policies and actions regarding the occupation of Palestinian territories and the treatment of Palestinians. This paper explores the academic boycott’s origins, implementation, and impact, focusing on the role of Israeli universities in supporting military and state policies deemed oppressive and discriminatory against Palestinians. The history and rationale behind the academic boycott are examined, tracing its roots back to the early 2000s and highlighting key moments and subsequent international endorsements. The literature review explores the complicity of Israeli academic institutions in occupying state policies and the significant actions by global academic bodies and universities severing ties with Israeli institutions. The methodology involves a comprehensive analysis of elite university websites, boycott-related sites, mainstream news, and social media channels to assess the boycott's impact and the ongoing debate surrounding it. The discussion addresses the challenges faced by academics supporting the boycott, such as career repercussions and political backlash, and critiques the perceived double standards of boycott opponents. The conclusion focuses on Arab academics' in the East and not only in the West to get closely involved and engaged in the academic boycott movement, emphasizing their role in both raising awareness and advocating this boycott in a time when their governments are normalising relations with the Israeli apartheid regime. The authors also call for continued advocacy, education, and solidarity among academics worldwide to sustain the momentum of the academic boycott and achieve the goals of promoting Palestinian rights and ending Israeli occupation and apartheid practices.
CHALLENGING INJUSTICE STRETCHING THE ‘ACADEMIC BOYCOTT’ AFTER WAR ON GAZA 2023indexPub
The academic boycott of Israeli universities is a pivotal and contentious aspect of the broader Boycott, Divestment, Sanctions (BDS) movement, which seeks to apply pressure on Israel to change its policies and actions regarding the occupation of Palestinian territories and the treatment of Palestinians. This paper explores the academic boycott’s origins, implementation, and impact, focusing on the role of Israeli universities in supporting military and state policies deemed oppressive and discriminatory against Palestinians. The history and rationale behind the academic boycott are examined, tracing its roots back to the early 2000s and highlighting key moments and subsequent international endorsements. The literature review explores the complicity of Israeli academic institutions in occupying state policies and the significant actions by global academic bodies and universities severing ties with Israeli institutions. The methodology involves a comprehensive analysis of elite university websites, boycott-related sites, mainstream news, and social media channels to assess the boycott's impact and the ongoing debate surrounding it. The discussion addresses the challenges faced by academics supporting the boycott, such as career repercussions and political backlash, and critiques the perceived double standards of boycott opponents. The conclusion focuses on Arab academics' in the East and not only in the West to get closely involved and engaged in the academic boycott movement, emphasizing their role in both raising awareness and advocating this boycott in a time when their governments are normalising relations with the Israeli apartheid regime. The authors also call for continued advocacy, education, and solidarity among academics worldwide to sustain the momentum of the academic boycott and achieve the goals of promoting Palestinian rights and ending Israeli occupation and apartheid practices.
MORPHOMETRIC ANALYSIS OF BURHIGANG AND SADHARU RIVER BASIN WITH THE APPLICATI...indexPub
The morphometric analysis of drainage basins and channel networks is crucial for understanding the geo-hydrological nature of the area, reflecting the prevailing climate, geology, geomorphology, and structural antecedents of the catchment area (Rao et al., 2009). Geographical Information System (GIS) offers an effective tool for image processing, identification of morphological features, and analyzing basin properties. This study aims to evaluate morphometric parameters such as stream order (Nu), stream length (Lu), bifurcation ratio (Rb), drainage density (Dd), stream frequency (Fs), etc., of the Burhigang and Sadharu basins, two adjoining basins situated in the newly created Biswanath district of Assam, including a small part in Arunachal Pradesh. The basins are located between 26°57'17.10" N and 26°38'10.75" N latitudes and 93°06'32.85" E and 93°16'42.25" E longitudes.The GIS-based morphometric analyses reveal that both Burhigang and Sadharu are 4th order basins covering 160.68 km² and 74.91 km² area, respectively. Utilizing SRTM data rectified with topographic data of 1:50000 scales obtained from the Survey of India toposheet, this paper presents an analysis of morphometric parameters using digital analysis and standard formulae suggested by Horton (1932, 1945), Miller (1953), Schumm (1956), and Strahler (1964).
FOREIGN DIRECT INVESTMENT AND ECONOMIC GROWTH IN INDIA-WITH REFERENCE TO TRAD...indexPub
Purpose: Inconclusive results from a slew of earlier empirical research on the link between foreign direct investment (FDI) and economic development inspired the present inquiry. The paper acknowledges that past research has relied most heavily on the shaky premise that a correlation between FDI inflows and economic development can be drawn without treating the inflows separately according to sectors. Design/Methodology/Approach: The purpose of the study is based on Trading Sector (Top 10 Sectors) in India and the data is secondary data collected from the DPIIT website for the period 2022-2023. We are Using stalactitical tools like ADF Stationarity, VECM, VAR, MIDAS Originality/Value: Utilizing a period shifting boundary model with a vector autoregressive particular, this study explores the expected effect of FDI on the extension of explicit businesses in India, a nonindustrial country. The study's findings are supported by da number of econometric tests, including the Johansen's cointegration test, the vector blunder rectification model, the Granger causality test, the fluctuation disintegration examination, and the drive reaction investigation. Findings: Growth and investment from outside the country, both now and in the future. According to the report, in order to attract and absorb more FDI and maintain sustained economic development, economic policymakers in India should revitalize the primary sector. Furthermore, the agricultural sector may be more dependent on the government's economic growth policies than the more volatile Trading sector.
CONSISTENCY IN THE CREDIT RATING METHODOLOGY – A STUDY OF INDIAN CREDIT RATIN...indexPub
Purpose: The effective allocation of money in the financial sector is greatly aided by credit rating agencies (CRAs). A number of scholars, however, definitely stand out to the way that CRAs contain flaws that contributed to disastrous outcomes like the financial crisis of 2008. One of the main causes of the problems affecting the credit rating business is the rivalry among credit reporting agencies (CRAs), which is the main topic of this article. This article examines how competition affects a company's credit rating using quantitative and regression methods. Design/Methodology/Approach: In this study, we use dual ratings to see whether rating inflation and shopping are effects of industry competitiveness. Findings from the study indicate that CRAs artificially boost a company's credit rating in order to stay competitive. Competition among credit reporting agencies (CRAs) for new customers fuels rating shopping in the credit rating sector as well. In this analysis, we look at the scores given by CRISIL, CARE, ICRA, and INDIA RATINGS India, the four main credit rating agencies recognised by SEBI. Originality/Value: We use descriptive statistics, analysis of variance, and various appropriate ratios with companies to determine their credibility. Data from different sources shows that CRISIL primarily considers business risk, financial risk, management risk, and project risk when evaluating issuers and instruments. We also found that Crisil had lower default rates and the BBB rating grade had the highest stability. Findings: Regulatory agencies and financial institutions should pay close attention to the consequences of the paper's conclusions. Previous attempts by authorities to fix the credit rating industry's problems have included opening up the market to additional competitors. In 2006, the Credit Rating Agency Reform Act was established by President Bush and the United States Congress.
USING STRUCTURAL EQUATION MODELING ON FOREIGN DIRECT INVESTMENT OF INDIAN ECO...indexPub
Purpose: Foreign direct investment (FDI) altogether influences the beneficiary country's financial development, making it more stable, high-quality, and healthy, according to this empirical study based on the present stage of economic development. Thus, every country encountering financial globalization is attempting to lay out a serious business climate to increment worldwide speculation. Design/Methodology/Approach: the main objective of this study is based on Institutional quality or Evidence and I selected 5 factors Institutional Metrics like Voice and Accountability, Civil liberties, Women in parliament, Corruption perceptions, Political rights from DPIIT website (Secondary Data) for the period 2018-2023. Static analysis methods such as the Unit Root Test, the ARDL Approach, and SEM are being used. Originality/Value: The experts in this study used OLS (Least Squares) regression: Foreign direct investment (FDI) streams were the focal point of the exploration. The impact of institutional qualities on unfamiliar direct speculation streams has been explored utilizing the customary least square methodology. Findings: Institutional metrics of government efficacy and corruption have shown a shortrun link with foreign direct investment (FDI) flows, according to the research, which used the ARDL model to find that these indicators had positive coefficient values. As far as institutional markers like law and order, administrative quality, and voice and responsibility, the review found that political stability had a long-term association with foreign direct investment flows (7.4578 > 4.16), placing it above the upper peasant table.
SUSTAINABLE INVESTING UNVEILED: THE ROLE OF BOND RATINGS IN GUIDING GREEN BON...indexPub
The increasing urgency to address climate change has propelled sustainable investing into the spotlight, with green bonds emerging as a pivotal instrument for mobilizing the capital required for environmental projects. This study delves into the critical role that bond ratings play in guiding investments in green bonds, shedding light on how these ratings influence investor confidence and the allocation of funds towards sustainable initiatives. By employing a mixed-methods approach, combining quantitative analysis of green bond performance with qualitative interviews from industry experts, this research offers a comprehensive overview of the interplay between bond ratings and green bond investments. The findings suggest that higher bond ratings, often indicative of lower risk and better sustainability credentials, significantly impact the attractiveness of green bonds to investors. Additionally, the study examines the evolution of rating criteria to encompass environmental, social, and governance (ESG) factors, highlighting the shift towards more holistic assessments of investment risk and potential. This research contributes to the broader discourse on sustainable finance by providing insights into the mechanisms through which bond ratings can facilitate more informed and impactful green bond investments.
AN EXPLONATORY ANALYSIS OF HR ANALYTICS MODEL OVER BIG DATA PROCESS IMPACT ON...indexPub
By generating pertinent indicators, Human Resource Analytics (HRA) can provide HR personnel with a broader perspective on their contribution to the organization's financial objectives. There is a scarcity of research, however, regarding the impact of HRA on business outcomes, specifically in the context of organisations based in India and Vietnam. Within this particular framework, the current study investigates the impact of HRA big data capabilities on business outcomes. The study also investigates the discrepancy between the actual and perceived levels of big data expertise possessed by human resources analysts in Indian and Vietnamese organisations. The current study constructs a conceptual framework in order to examine the hypotheses formulated for assessing the interconnections between the variables being investigated. Utilising the Capability, Motivation, and Opportunity (CMO) framework, it accomplishes this. The data were collected using a quantitative approach, which entailed integrating the various components of HRA expertise and assessing their influence on business outcomes through the utilisation of big data. A systematic questionnaire was developed and distributed to 230 human resources professionals employed by various organisations located in Ho Chi Minh City, Vietnam, and Hyderabad, India. In addition to HR administrators, users of HRAs comprised the participants. A variety of statistical methods were applied to the data to assess the disparity between HRA's anticipated and realised big data capabilities, as well as the impact of HRA on business outcomes. It appears, based on the data that offering incentives and opportunities to employees with HR analytical skills could result in enhanced performance for the organisation. Research has demonstrated that providing opportunities and incentives to skilled employees is crucial for encouraging the development of their analytical abilities. Possessing these types of analytical abilities significantly influences the outcomes of an organisation.
EVOLUTION OF EXPECTATION VIOLATIONS THEORY (EVT) FROM FACE-TO FACE COMMUNICAT...indexPub
The promotion carried out by Holywings in the religious community is a promotional strategy that carries a big risk considering that the majority of Indonesian people are Muslims where liquor is an unlawful item. This was considered a violation and sparked various reactions in society. In the digital era, data sourced from social media is important data to understand the response of the Indonesian people to the violation of the Holywings issue. The research method used is explorative because marketing communication research based on social media data is still new. The research method is descriptive and quantitative by describing variables such as user volume, reach, conversation trends, top tweets, sentiments, influencers, and communication networks between social media users. The research sample uses the period from 23 June 2022 to 30 June 2022. The results of this research indicate that the issue of the Holywings violation is viral compared to other issues. The scope of the issue of violations at Café Holywings spreads throughout Indonesia and is dominant in DKI Jakarta Province. Even though Bali is the biggest branch of Café Holywings, there was very little reaction to the violation of Café Holywings. This is following the theory of expectation violations that the size of the violation reaction on social media is highly dependent on individual characteristics, context, and reaction.
ANTECEDENT OF ORGANIZATIONAL PERFORMANCE IN PT “XXX” PHARMA, TBKindexPub
The objective of this study is to investigate the influence of information technology capability on knowledge management capability, the influence of information technology capability on organisational performance, the influence of knowledge management capability on organisational performance, and the indirect impact of information technology capability on organisational performance through knowledge management capability in PT. "XXX" Pharma, Tbk. The research is based on the understanding of the interconnectedness between information technology cap. The present study utilised a quantitative approach, employing both explanatory and survey methodologies. The process of data collection involved the distribution of a questionnaire to a sample of 44 respondents, which was selected using the purposive random sampling technique. The data processing was performed using route analysis, utilising the IBM Predictive Analytic Software (PASW) version 24. The empirical evidence suggests a statistically significant and positive correlation between the capability of information technology and the capability of knowledge management. Additionally, there is a positive and significant impact of information technology capability on organisational performance. Furthermore, knowledge management capability is found to have a positive and significant effect on organisational performance. Lastly, it is observed that information technology capability positively and significantly influences organisational performance through its impact on knowledge management capability.
UNRAVELLING THE MENTAL HEALTH LANDSCAPE: EXPLORING DEPRESSION AND ASSOCIATED ...indexPub
Introduction: The prevalence of depression and its correlates in Bangladeshi rural university students have been rarely investigated. We draw a literature review, a cross-sectional study and analysis of the rural students’ depression natures and mechanisms that influence their academic performance and health and well-being. Methods: A cross-sectional research was conducted during the period august 2019 to January 2020 in a university. We employed Beck Depression Inventory scale to collect data from 200 undergraduate and graduate students. Data were analysed using chi-square association test and ordinal logistic regression. Results: We discovered that mild to severe depression affected 60% of rural students [mild (16%), borderline (10%), moderate (12%), severe (11.5%), and extreme (10.5%)]. Family expectations, smoking, bad academic achievement, inability to enroll in a particular program, and inadequate household finances were significant risk factors for depression. When it comes to depression, male students scored noticeably higher than female pupils. The decreased depression was linked to both strong household economics and intellectual achievement. Conclusions: The intricate interactions among the risk factors influence the character and processes of depression in rural students.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
EXTERNAL BEHAVIOURAL FACTORS IMPACT ON INVESTMENT DECISIONS OF INDIVIDUAL INV...indexPub
The study collects data from a sample of individual investors and analyses their responses to recent financial events, changes in market trends, and economic forecasts. By examining factors such as demographic profiles, financial literacy, risk tolerance, and market perceptions, the research aims to identify significant predictors of investment decisions in this demographic. The findings suggest that investors are predominantly influenced by financial news, peer influence, past investment performance, and the economic stability of the region. This study contributes to the field by highlighting the localized factors impacting investment choices and providing insights for financial advisors and investment firms to tailor their strategies according to investor needs and regional specifics.
GLOBAL RESEARCH TREND AND FUTURISTIC RESEARCH DIRECTION VISUALIZATION OF WORK...indexPub
Purpose – The purpose of this research is to undertake a bibliometric analysis of working capital management. The study examines papers from time period 1974-2023and performed performance analysis, co-citation analysis, bibliographic coupling and scientific mapping. Design/methodology/approach – The study examines 174 articles retrieved from the Scopus database using bibliometric analysis, performance analysis and thematic clustering. The study looked at the scientific productivity of papers, prolific authors, most influencing papers, institutions and nations, keyword co-occurrence, thematic mapping, co-citations and authorship and country collaborations. VOSviewer was as a tool in the research to conduct the performance analysis and thematic clustering.The watchword "Working Capital Management" was used to include only English-language articles. Findings – The most productive year was 2022 with 26 publications. Martínez and García- are the most protuberant authors with 708 citations. The findings of the study shows that the most influential institutions are ‘The Department of Management and Finance, Faculty of Economy andBusiness and Department of Management and Finance, Faculty of Economics and Business, The University of Murcia, Spain with 381 & 297 citations. Among,thecountry analysis,Spain with 744 citations stands first of all other nations for publication on Working Capital Management. Kärri is the most productive author with 7 documents. Country-wise analysis reveals that the United States is the most productive country for Working Capital Management research with 40 documents.The authors also identified seven thematic clusters of Working Capital Management. Research limitations/implications – It informs and directs researchers on the current state of study in the field of Working Capital Management.The present study has quite a few implications forSmall & Medium enterprise managers, entrepreneurs, financial managers, academicians and scholars. It also outlines future research directions in this field.Present study provides an inclusive acquaintance about the working capital management till date. Originality/value – This is the first study which provides the performance analysis and scientific mapping of the all published documents on working capital management between the time periods 1974-2023
A SOCIAL CAPITAL APPROACH TO ENTREPRENEURIAL ECOSYSTEM AND INNOVATION: CASE S...indexPub
Despite being recognised as drivers of innovative development, Micro, Small, and Medium-Sized Enterprises (MSMEs) frequently confront resource limitations. Therefore, enhancing the ecosystem is contingent on the entrepreneurs’ social capital, which is crucial for the success of MSMEs. This study applies the social capital approach to analyse the entrepreneurial ecosystem enrichment and its impact on the innovation process of cosmetics MSMEs. The qualitative case study of six cosmetic manufacturing MSMEs explores that social capital is a multifaceted asset to MSMEs. Through an in-depth thematic analysis of three dimensions of social capital (structural, relational, and cognitive), this study states that the innovation process is supported by the synergistic transformation of one dimension of social capital into another. Entrepreneurs sharing the common norms, rules, and language enrich their cognitive as well as relational aspects of ecosystem. The study suggests that as network ties, trust, and norms collectively influence innovation in firms, hence, social capital needs to be studied with its contextualization in the ecosystem.
CORRELATION BETWEEN EMPATHY AND FRIENDSHIP QUALITY AMONG HIGH SCHOOL STUDENTS...indexPub
In this research were used two questionnaires Empathy Formative questionnaire and Friendship Quality Scale. The aim of this study is to see the relationship between empathy and friendship quality among adolescent, to find out if there are gender differences in empathy and friendship quality, and to see if there are any differences between younger and older students on examined variables. This research was done with 65 high school students. Age of the students were 15 to 17 years old. Results show that there is a correlation between empathy and friendship quality. The results of t test show that there are not significant differences between females and males on variable empathy. Girls and boys have significant difference in friendship quality in Kosovo. There are no significant differences between older students and younger students in the level of empathy and also there are no significant differences between older students and younger students in the level of friendship quality.
LEVELS OF DEPRESSION AND SELF-ESTEEM IN STUDENTSindexPub
Introduction: among the most worrying problems in recent years are low self-esteem, family and friends problems, anxiety, stress, and depression, which are taking on alarming proportions in students and young people in general. Purpose: the study is a prediction, which focuses on analyzing and evaluating students' self-esteem and level of depression. Methodology: the population is 332 students (13-15 years old) in high schools in the Gjakova region. The study describes the analysis, classification, and evaluation of the collected data by doing the analysis and real examination of the findings. Results: in terms of gender there is no significant difference in self-esteem, while in depression there is a significant difference. The level of depression is higher in women (11.9) than in men (9.5). Economic status shows that students with employed fathers have lower depression (6.77) compared to those with unemployed fathers (10.80). Conclusions: The level of depression and self-esteem and parental reflection affect students. A link has been found between economic status and emotional problems and student behavior. To prevent it, the psychological service in schools should function, and together with families and the community should be as close as possible to the problems of students.
Press Release - Invisible Disease June 21, 2024Purdue Global
Invisible Disease
PRESS RELEASE: 21 June 2024 / Lenawee County
When I moved my family to Clinton Village in 2021, I had no idea how much our lives would change. I was drawn in by the cute Victorian homes, and the historical presence of the rural community. Little did I know that the reality of a family like mine moving into the community would have so many immediate negative repercussions. Despite my love of our new home and the idealism of a country lifestyle, only a few people wanted us to share in their same happiness. Life over the past couple of years has changed drastically.
We first came to Michigan to take care of my then nine-year-old son Ben. Ben was diagnosed with incurable brain cancer at the age of 2. He has had three reocurrences and one aneurysm during that time. In 2020, he had his last reocurrence which resulted in seven weeks of gamma knife radiation treatment to a little over a quarter of his brain in the front left parietal lobe. The remaining scar tissue affects various aspects of the brain. He also has 36 staples, bolts, and plates in his brain and parts that are keeping his skull together.
Ben looks like a regular boy. His disease is what we call invisible because to look at him, you would never know he has brain trauma. He is the epitome of a cancer warrior! I thought Clinton Village was perfect for us. The motto is exactly what I’ve always said about Raising Ben. “It takes a Village.”
My naivete was shattered because of the constant turmoil we’ve encountered with the Clinton school system, The Village Inc. and the local police. The problems started immediately after living in the village for only a few weeks. The police became a consistent presence at our front door, prompted by our neighbors who felt we needed formal reprimands for a variety of reasons which included having a dangerous carport, owning a loud pocket dirt bike, and complaints that our front and backyard lawns were apparently too long. These are just a few of the supposed violations that were cited by our neighbors and that compelled them to report us to The Village headquarters and/or the police department.
During this time, we as a family tried to be good neighbors, were always friendly, smiled, said hello, and continued to offer baked goods whenever possible. They weren’t having it!
The Clinton elementary school held an IEP meeting, upon my request, to help Ben in school when we arrived in 2021. Ben had a few minor needs that required attention such as additional breaks during class time to give his over-stimulated brain a rest, extra help on assignments, assistance from a paraprofessional a few hours a day for redirecting and fine motor skill attention, as well as ADHD and non grand mal seizures (Epilepsy). The control factor for the implementation of Ben’s IEP is ongoing. He needs brakes when he feels overwhelmed, and that time cannot be scheduled.
Imagine a child swimming underwater. The child needs to breathe, so he comes up f
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HR STRATEGIES AND EMPLOYEE OUTCOMES: A STUDY ON COMPENSATION, APPRAISAL, RECOGNITION, JOB EMBEDDEDNESS, AND INTENTION TO QUIT
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HR STRATEGIES AND EMPLOYEE OUTCOMES: A STUDY ON
COMPENSATION, APPRAISAL, RECOGNITION, JOB
EMBEDDEDNESS, AND INTENTION TO QUIT
K. Vijaya Laxmi
Assistant Professor, Department of MBA, Geethanjali College of Engineering and
Technology, Hyderabad. Email: vijayamba.k@gmail.com
DOI: 10.5281/zenodo.11503092
Abstract
This study examines the relationship between HR practices and employee outcomes in order to provide
insight into the crucial role HR practices play in organisational dynamics. The results show that HR
procedures significantly affect workers' engagement with their work and their ability to decide whether
or not to stay with their current employer. In order to improve staff retention rates and achieve sustained
organisational effectiveness, this study's findings stress the significance of well-crafted human resource
policies. Purpose: The purpose of this study is to investigate the multifaceted relationship between
human resource practices and employee outcomes, specifically focusing on compensation,
performance appraisal, and recognition programs. By delving into these dynamics, the research aims
to enhance our understanding of how these HR strategies influence job embeddedness and the
intention to quit among employees, ultimately providing valuable insights for organizations to optimize
their HR policies and employee retention strategies. Design/Methodology: This research adopts a
quantitative approach, utilizing a structured survey instrument administered to a diverse sample of
employees across various industries. Data collected will be analyzed using advanced statistical
techniques, including regression analysis, to examine the associations between compensation,
performance appraisal, recognition programs, job embeddedness, and intention to quit. Additionally,
qualitative data such as open-ended responses will be analyzed to gain deeper insights into employee
perceptions and experiences. Findings: Reveal significant correlations are identified as key
determinants of job embeddedness, with higher levels of job satisfaction and commitment associated
with these practices. Moreover, employees exposed to effective HR strategies exhibit a decreased
intention to quit, highlighting the role of these practices in retaining talent. The study also identifies
nuanced interactions between these variables, shedding light on the complexity of HR practices' impact
on employee attitudes and behaviours. Practical Implications: By recognizing the importance of
compensation, performance appraisal, and recognition programs in promoting job embeddedness and
reducing intention to quit, organizations can design and implement more effective HR policies. This, in
turn, can lead to improved employee retention rates, increased job satisfaction, and ultimately contribute
to organizational success and stability. Originality/Value: The originality of this research lies in its
ability to provide organizations with a comprehensive understanding of the interconnectedness of these
variables, thus offering valuable insights and practical recommendations for HR practitioners and
organizational leaders striving to retain talent and foster a positive workplace culture.
Keywords: Organizational Dynamics, Performance Assessment, Job Continuity, Employee Retention,
Organizational Success.
INTRODUCTION
In fiercely competitive business landscape, organizations are increasingly recognizing
that their most valuable asset is their workforce (Becker & Gerhart, 1996). The
effectiveness of human resource (HR) strategies, including compensation,
performance appraisal, and employee recognition, is crucial in shaping employee
attitudes and behaviors (Pfeffer, 1994). These strategies play an integral role in
influencing job satisfaction, engagement, and retention, all of which are paramount for
organizational success (Cascio, 2018; O'Neil & Pfeffer, 2000).
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Within the context of the Information Technology (IT) sector, characterized by high
demand for skilled professionals and intense competition for talent (Davenport, Harris,
& Shapiro, 2010), the significance of understanding the impact of HR strategies on
employee outcomes cannot be overstated. Hyderabad, India, a thriving IT hub, serves
as an ideal backdrop for such an investigation, as it houses numerous IT firms and a
diverse IT workforce (Maitra, 2021).
This study embarks on a comprehensive exploration of the intricate relationships
between HR practices and employee outcomes in the IT sector in Hyderabad.
Specifically, it seeks to elucidate how compensation, performance appraisal, and
recognition programs influence job embeddedness and the intention to quit among IT
professionals. These variables have been chosen due to their recognized significance
in shaping employee experiences and, subsequently, organizational performance
(Allen & Meyer, 1990; Rynes, Gerhart, & Minette, 2004).
Consequently, organizations can achieve their strategic objectives and maintain a
competitive edge in an increasingly dynamic market (Barney & Wright, 1998; Wright,
McMahan, & McWilliams, 1994).
This study is guided by the overarching research question: How do HR strategies,
encompassing compensation, performance appraisal, and recognition programs,
impact job embeddedness and the intention to quit among IT professionals in
Hyderabad? To address this question, a robust research design and methodology will
be employed, incorporating both quantitative and qualitative data analysis.
The anticipated findings of this research are poised to offer invaluable insights to HR
practitioners, organizational leaders, and policymakers not only within the IT sector
but also across industries. By unveiling the intricate relationships between HR
practices and employee outcomes, this study aims to provide actionable
recommendations for organizations to optimize their HR policies, foster job
embeddedness, mitigate turnover rates, and ultimately contribute to sustained
organizational excellence (Collins & Smith, 2006; Huselid, 1995).
Objectives:
1. Assess the impact of HR Compensation practices on organizational attachment
and their consequent influence on employees' Intention to Quit.
2. Investigate how Performance Appraisal processes contribute to employees'
workplace connection and its effect on reducing turnover intentions.
3. Analyze the role of Employee Recognition programs in fostering a sense of
belonging and, consequently, reducing employees' inclination to leave their
current positions.
Problem Statement: The problem at hand pertains to the need for a comprehensive
understanding of the combined impact on job embeddedness in organizational
settings. Existing research predominantly examines these variables in isolation,
overlooking their interconnected nature. Consequently, organizations lack effective
strategies to simultaneously enhance job stability and attachment among their
employees, which can lead to increased turnover rates. This study addresses this gap
by investigating how these HR practices collectively influence job embeddedness and
provides insights for organizations to optimize their talent retention strategies.
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Research Gap: Individual impacts on employee outcomes have received the bulk of
the attention in the current literature. Unfortunately, there is a dearth of literature that
takes a holistic look at the interplay between these HR practices and the idea of work
embeddedness. Additionally, there is a lack of knowledge regarding the precise ways
in which HR policies might improve job security by decreasing intents to leave and
increasing feelings of belonging and compatibility inside the company. By offering a
comprehensive examination of these interconnected aspects, our research seeks to
fill these gaps.
LITERATURE REVIEW
Compensation:
Research reveals pay is crucial to job embeddedness. Job embeddedness includes
an employee's connections to the job, community, and organisation (Mitchell et al.,
2001). Compensation is a major aspect in work embeddedness' 'connection'
dimension.
Mowday et al. (1982) found that competitive financial reward increases organisational
attachment. High pay and benefits can boost employee loyalty and retention (Boswell
et al., 2009). Fair compensation can also build trust and reduce quitting (Rynes et al.,
2004).
Recognition and career advancement are also important. Employee Recognition
Programmes, in particular, increase the 'connection' feature of job embeddedness by
fostering organisational belonging and recognition (Eisenbeiss et al., 2014).
Few studies directly link job embeddedness to remuneration practices. Future study
should examine the complex links between pay components and job embeddedness's
three dimensions—'fit,' 'link,' and 'sacrifice' (Mitchell et al., 2001 Understanding how
salary affects organisational attachment, work embeddedness, and employee
community can provide a more complete picture.
Performance Appraisal
Performance appraisal, a key component of HRM, has attracted attention from
researchers and practitioners. It evaluates and provides comments on employees' job
performance to improve productivity and development (DeNisi & Murphy, 2017). This
review highlights performance appraisal trends and findings.
Performance appraisal helps with administrative choices, staff development, and
promotions and compensation (DeNisi & Murphy, 2017).
Many studies have examined performance appraisal system efficacy. DeNisi &
Murphy (2017) found that well-designed appraisal processes boost employee
motivation, engagement, and performance. Smither et al. (2005) revealed a moderate-
to-strong link between performance appraisal feedback and job performance.
Performance appraisal systems have drawbacks despite their benefits. Rating biases,
subjectivity, and unfairness are common (Pulakos et al., 2015). Ineffective appraisal
processes may appear unfair and demotivating to employees (DeNisi & Murphy,
2017).
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Performance appraisal requires positive comments and defined goals (Locke &
Latham, 1990). Feedback motivates and improves employee performance, according
to Kluger and DeNisi (1996).
Performance appraisal now incorporates 360-degree feedback from peers,
subordinates, and supervisors (London & Beatty, 1993). This method provides a larger
view of employee performance, improving evaluation accuracy.
Performance appraisal systems now emphasise employee development as well as
administration (DeNisi & Murphy, 2017). Competitive organisations value continual
learning and improvement (Tannenbaum & Yukl, 1992).
Employee Recognition:
Effective HRM strategies include employee appreciation, which boosts motivation,
engagement, and work satisfaction. This paper summarises employee recognition
research and trends.
Employee appreciation includes official and informal methods of rewarding employees'
efforts and accomplishments (Gibson, 2004). Recognition is known to boost morale,
dedication, and performance (Eisenbeiss et al., 2014; Kohn, 1993).
Verbal praise, certificates, rewards, bonuses, and public recognition are all forms of
recognition (Eisenbeiss et al., 2014). Recognition methods vary by organisational
culture, values, and achievements (Gibson, 2004).
Numerous studies show that employee recognition programmes work. Regular
acknowledgment boosts staff engagement and productivity, according to Grant
(2008). Additionally, appreciated and recognised personnel are more likely to stay with
their companies (Gibson, 2004).
Employee recognition affects people psychologically. It boosts self-esteem and social
validation (Eisenbeiss et al., 2014). This boosts job satisfaction and commitment
(Eisenbeiss et al., 2014).
Recognition culture in an organisation depends on leadership (Eisenbeiss et al.,
2014). Team leaders who actively recognise efforts set a good example and inspire
others.
Cultural employee recognition traditions differ. Gelfand et al. (2007) emphasise the
importance of cultural differences in global recognition programmes. Cultural norms
and values affect recognition.
Intention to Quit
Turnover intention, or intention to quit, is a major topic in organisational behaviour and
human resource management. It's when an employee considers quitting (Lee &
Mitchell, 1994). This literature review summarises intention to quit study findings and
trends.
Many things affect an employee's resignation. Job happiness, perceived job
alternatives, and organisational commitment are intensively examined. Research
reveals that employees are more likely to resign if they are dissatisfied with their
employment, see better career chances elsewhere, or feel detached from their
company.
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Psychological factors influence quitting intention. Job stress, role conflict, and work-
family conflict promote turnover intentions (Lee & Ashforth, 1996). These variables
cause stress and emotional depletion, making workers consider quitting.
Leader-Member Exchange (LMX) between supervisors and employees is a key factor
in turnover intentions (Eisenbeiss et al., 2014). Research reveals that employees with
good supervisor-employee connections are less likely to resign.
Quitting intention is also affected by organisational support (POS) (Eisenbeiss et al.,
2014). Companies that value their employees' contributions and well-being are more
likely to retain them. HR practises like recognition and development can boost POS
(Eisenbeiss et al., 2014).
It is important to recognise that quitting motivations differ by industry, organisational
culture, and location. Cultural influences like collectivism and individualism might affect
how employees view their workplaces and job prospects (Hofstede, 1980).
Job Embeddedness
Organisational behaviour and human resource management have studied job
embeddedness in many ways. The extent to which a person feels connected and
integrated into their employment, organisation, and community (Mitchell et al., 2001).
This review summarises employment embeddedness research findings and trends.
Job embeddedness includes 'fit,' 'connection,' and'sacrifice' (Mitchell et al., 2001). The
'fit' dimension measures how well an individual's abilities, values, and preferences
match the job, organisation, and community. Fit increases job happiness and
commitment (Rhoades & Eisenberger, 2002). 'Link' measures an individual's
workplace and community connections. Strong ties promote job stability and prevent
turnover (Lee & Mitchell, 1994).The'sacrifice' component measures the perceived cost
of leaving a job, organisation, or community.
High sacrifice suggests that quitting would cause significant personal or professional
losses, making people less likely to leave (Mitchell et al., 2001). Numerous factors
affect job embeddedness. Job satisfaction, organisational support, leadership, and
cultural influences are examples (Meyer & Allen, 1997). Job embeddedness affects
individuals and organisations.
Higher job embeddedness is linked to higher job satisfaction, organisational
commitment, and lower turnover intentions (Meyer & Allen, 1997). People with jobs
are more inclined to stay and contribute to their companies.
Job-integrated employees benefit companies. These personnel are more productive,
have higher organisational citizenship (Lee & Mitchell, 1994), and have lower turnover
(Crossley et al., 2007).
Culture affects work embeddedness. Cross-country studies have shown that cultural
norms and values affect fit, link, and sacrifice (Gibson & Vermeulen, 2003).
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Conceptual Model
Hypothesis:
H1: HR remuneration has a substantial influence on job embeddedness.
H2: A noteworthy correlation exists between performance appraisal and job
embeddedness.
H3: Employee recognition has a beneficial impact on job embeddedness.
H4: There exists a direct correlation between job embeddedness and inclination to
resign.
RESULTS AND DISCUSSIONS
Cronbach Alpha
Table 1: Reliability Analysis of Variables
Variables Numbers of Items Cronbach Alpha
HR Compensation 4 .895
Performance Appraisal 4 .904
Employee Recognition 4 .907
Job Embeddedness 4 .919
Intention to Quit 4 .935
The HR Compensation items demonstrate a high level of internal consistency (α =
0.895), indicating that they accurately measure a single construct. α = 0.904
Demonstrates a significant degree of internal consistency for the Performance
Appraisal elements, suggesting a dependable measurement. The measure of
Employee Recognition (α = 0.907) indicates a strong level of internal consistency
among the items pertaining to Employee Recognition. Job Embeddedness (α = 0.919)
value is slightly higher than the previous ones, suggesting a very high level of
consistency for the Job Embeddedness components. The Intention to Quit variable
has a Cronbach's Alpha value of 0.935, indicating a good level of internal consistency
and reliability for the items measuring this construct.
Confirmatory Factor Analysis
Fit Indices Observed
CMIN 2.096
CFI .949
TLI .933
PNFI .692
RMSEA .069
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The CMIN, sometimes referred to as Chi-Square/df, suggests a satisfactory model fit
if the value is below 3. The model fit, as indicated by the observed value of 2.096, falls
within the acceptable range but does not reach an excellent level. This indicates that
the model adequately conforms to the data. The Comparative Fit Index (CFI) assesses
the goodness of fit of your model by comparing it to a null model. The value of 0.949
is just below the threshold for "excellent" (0.95), and falls within the "acceptable" range.
This implies that the model is adequately satisfactory but may benefit from small
enhancements. The Tucker-Lewis Index (TLI) is a metric that is comparable to the
Comparative Fit Index (CFI), but it takes into account the complexity of the model. The
recorded value exceeds 0.9, which is commonly seen as a reliable indication of a
satisfactory match. Nevertheless, it falls just below the optimal level, suggesting the
potential for enhancement. The Parsimonious Normed Fit Index (PNFI) is a statistical
measure that assesses the balance between model complexity and fit. A PNFI value
greater than 0.5 indicates a good balance between these two factors. The recorded
value of 0.692 indicates that the model is suitably parsimonious. The RMSEA (0.069)
is a statistical measure that evaluates the extent to which a model, using parameter
estimates that are not known but have been ideally chosen, accurately represents the
covariance matrix of the population. The value of 0.069 is into the "acceptable" range,
which is defined as being between 0.06 and 0.08. This suggests a decent level of fit,
although it is not considered optimal.
The observed fit indices indicate that although the model demonstrates an acceptable
fit to the data, there are still areas that could be enhanced. The CMIN, CFI, and TLI
values, although falling within acceptable ranges, do not meet the "excellent" standard.
This suggests that while the model is satisfactory, improvements might be made to
strengthen its fit. The PNFI value indicates a robustness of the model, implying that it
is not excessively intricate.
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The RMSEA value, although within an acceptable range, indicates that the model's fit
should be improved to better align with the population's covariance matrix. To
summarise, although the model is usually satisfactory, it might be improved to
enhance its accuracy in fitting.
Structure Equation Model
Fit Indices Observed
CMIN 4.661
CFI .923
TLI .976
PNFI .622
RMSEA .062
CMIN value of 4.661 is considered acceptable as it falls within the range of values
more than 3 but less than 5. The suggestion is that the model's fit is satisfactory but
not outstanding, implying the possibility of making more enhancements. The
Comparative Fit Index (CFI) value of 0.923 falls just below the threshold of 0.95, which
is considered acceptable. This suggests that the model's fit is somewhat below the
intended level, indicating that there might be certain components of the model that do
not accurately represent the data. The Tucker-Lewis Index (TLI) has a value of 0.976,
which is higher than the recommended threshold of 0.9. This suggests that the fit of
the model is excellent. After accounting for model complexity, it can be inferred that
the model fits the data very well. The PNFI value of 0.622 exceeds the recommended
threshold of 0.5, suggesting a favourable equilibrium between model complexity and
fit. The model is indicated to be both parsimonious and effective in elucidating the
facts. The RMSEA value of 0.062 indicates that the Root Mean Square Error of
Approximation (RMSEA) is within the allowed range. This score shows a satisfactory
fit, implying that the model sufficiently approximates the population covariance matrix
although there is still some discrepancy present.
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The assessed fit indices offer a varied assessment of the model's fit. As indicated by
the acceptable but suboptimal CMIN value, the model may benefit from additional
refinement. The CFI is marginally below the acceptable threshold, suggesting that
there is room for improvement in the model's fit.
Despite this, the TLI is outstanding, demonstrating a satisfactory fit when model
complexity is accounted for. The PNFI signifies an optimal equilibrium between
parsimony and fit, implying that the model maintains its effectiveness without being
excessively intricate.
In conclusion, while the RMSEA falls within the acceptable range, it is not exceptional,
which provides additional evidence that the model's depiction of the data could be
enhanced. In general, although the model demonstrates satisfactory fit in certain
respects, it could be enhanced, specifically with regard to the aspects included in the
CFI and RMSEA.
Hypothesis Testing
With a p-value of 0.00, we can say with confidence that there is a statistically significant
correlation between HR compensation and job embeddedness. Changes in job
embeddedness may be associated with changes in HR remuneration, according to
this.
The p-value of 0.00 indicates that there is a significant association between job
embeddedness and performance appraisal. This could mean that employees' level of
investment in their jobs is greatly impacted by how performance reviews are
conducted.
There is a robust correlation between employee recognition and job embeddedness,
as the p-value of 0.00 suggests a statistically significant association. Employees'
involvement and attention to their work may be greatly affected by noting their
accomplishments, according to this.
Job embeddedness and intention to quit are significantly related, as indicated by the
p-value of 0.00. Amazingly, this finding suggests that workers who feel more invested
in their work are less likely to consider leaving.
DISCUSSION
The results of these hypotheses tests show a significant correlation between human
resources practices like pay, performance reviews, and employee recognition and the
degree of job embedding that employees experience.
Moreover, there appears to be a substantial negative relationship between job
embeddedness and the intention to quit, suggesting that bolstering elements that
enhance job embeddedness could serve as a crucial approach to mitigating employee
turnover. These findings emphasise the significance of HR policies in cultivating a
work climate that promotes employee retention and dedication.
Hypothesis P-Value Result
H1 0.00 Significant
H2 0.00 Significant
H3 0.00 Significant
H4 0.00 Significant
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CONCLUSION
These areas play pivotal roles in shaping employee-organization dynamics and overall
organizational success. Compensation affects motivation, job satisfaction, and
retention, while performance appraisal serves as a critical tool for employee
assessment and development. Employee recognition enhances morale, commitment,
and job satisfaction, and job embeddedness influences turnover intentions and
organizational outcomes. Recognizing the complexity and interconnectedness of
these areas, it is evident that continued research and innovation are crucial to address
evolving challenges and opportunities in HRM.
Future Scope of Research: Lies in exploring the integration of technology,
conducting cross-cultural studies, developing innovative recognition approaches,
understanding job embeddedness in the gig economy, redesigning performance
appraisal methods, examining compensation equity and fairness, focusing on
employee well-being, and conducting longitudinal studies to track the evolving
dynamics of compensation, performance appraisal, employee recognition, and job
embeddedness.
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