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Journal articles on the topic 'Job and Organisation Attributes'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Adedapo Alagabi, AbdGhaffar, Abdul-Halim Abdul-Majid, and Rosemaliza Rashid. "WINNING THE TALENT WAR: UNDERSTANDING MALAYSIAN ISLAMIC FINANCE GRADUATE TALENTS JOB AND ORGANIZATION ATTRIBUTES PREFERENCES USING CHOICE BASED CONJOINT ANALYSIS." International Journal of Engineering Technologies and Management Research 4, no. 10 (2020): 99–108. http://dx.doi.org/10.29121/ijetmr.v4.i10.2017.110.

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The talent crunch and consequent war of talent poses serious risk for the success and sustainability of industries all over the globe. This is most especially so in the Malaysian Islamic finance industry which has been witnessing huge talent gap and fierce competition for limited talent. This study, unlike past research, employs discrete choice conjoint analysis, a new quantitative method to provide information on the relative importance of identified job and organisation attributes in determining the job preference or choice of graduate talents of Insaniah university college Malaysia. All ide

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AbdGhaffar, Adedapo Alagabi, Abdul-Majid Abdul-Halim, and Abd Rashid Rosemaliza. "WINNING THE TALENT WAR: UNDERSTANDING MALAYSIAN ISLAMIC FINANCE GRADUATE TALENTS JOB AND ORGANIZATION ATTRIBUTES PREFERENCES USING CHOICE BASED CONJOINT ANALYSIS." International Journal of Engineering Technologies and Management Research 4, no. 10 (2017): 99–108. https://doi.org/10.5281/zenodo.1045861.

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<strong><em>The talent crunch and consequent war of talent poses serious risk for the success and sustainability of industries all over the globe. This is most especially so in the Malaysian Islamic finance industry which has been witnessing huge talent gap and fierce competition for limited talent. This study, unlike past research, employs discrete choice conjoint analysis, a new quantitative method to provide information on the relative importance of identified job and organisation attributes in determining the job preference or choice of graduate talents of Insaniah university college Malay

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Abdul Halim, Norhaily, Aminuddin Hassan, Ramli Basri, Aminuddin Yusof, and Seyedali Ahrari. "Job Satisfaction as a Mediator between Leadership Styles and Organisational Commitment of Teachers in Malaysia." Asian Journal of University Education 17, no. 2 (2021): 61. http://dx.doi.org/10.24191/ajue.v17i2.13398.

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Abstract: To better understand the organisational commitment of teachers, the current study examined job satisfaction as a mediator between organisational commitment and the three dimensions of leadership, namely transformational, transactional and passive-avoidant. The study involved 381 school teachers in Malaysia, and the multiple-model analysis used showed partial mediation on the negative association of passive-avoidant leadership style with teachers’ commitment to their organisation. The study found a relationship between transformational leadership and organisational commitment through

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Mihalca, Loredana, Christoph Mengelkamp, Gabriela Brendea, and Daniel Metz. "Job Attribute Preferences of Incoming University Students and Newly-Hired Employees in the Context of the Romanian Labour Market." Journal of East European Management Studies 27, no. 1 (2022): 31–63. http://dx.doi.org/10.5771/0949-6181-2022-1-31.

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The purpose of this study is to investigate which job and organisational attributes incoming first-year students prefer in a job, and whether their preferences differ from those of newly-hired employees. Factor analysis of the job attributes reveal four underlying factors: job itself, firm attributes, compensation and rewards, and supportive work environment. Results show that students’ perceptions differ from those of employees only with regard to the importance of firm’s attributes. This study also examines whether preferences for job attributes differ when students’ growth need strength, ac

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Pehlivanli, Edib Ali. "Dynamics of organisational attractiveness and perceived attributes: Evidence from Turkish construction sector." Organization, Technology and Management in Construction: an International Journal 16, no. 1 (2024): 275–88. http://dx.doi.org/10.2478/otmcj-2024-0019.

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Abstract This study explores the relationship between organisational attractiveness and perceived organisational attributes, focusing on how job seekers’ urgency and long-term orientation (LTO) affect their perceptions, specifically within the construction sector. Using data from 270 participants in Central Anatolia’s employment agencies, the research employs analysis of variance (ANOVA) and regression analyses to understand how these motivational states impact views of potential employers. Findings indicate that organisational attractiveness significantly influences perceived organisational a

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Mafini, Chengedzai. "Factors influencing job satisfaction among public sector employees: an empirical exploration." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 38, no. 1 (2019): 116–35. http://dx.doi.org/10.25159/2520-3223/5903.

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Performance problems in public sector organisations in South Africa may be partially attributed to employee-related factors, including low job satisfaction levels. This study set out to examine factors influencing the job satisfaction of employees in a South African public sector organisation. A two-section survey questionnaire was administered to 246 government employees based in the Gauteng province of South Africa. The data were analysed using descriptive statistics of the sample and factor analysis to establish the factors that contributed to the job satisfaction of public sector employees

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Mafini, Chengedzai. "Factors influencing job satisfaction among public sector employees: an empirical exploration." African Journal of Employee Relations 38, no. 1 (2019): 116–35. http://dx.doi.org/10.25159/2664-3731/5903.

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Performance problems in public sector organisations in South Africa may be partially attributed to employee-related factors, including low job satisfaction levels. This study set out to examine factors influencing the job satisfaction of employees in a South African public sector organisation. A two-section survey questionnaire was administered to 246 government employees based in the Gauteng province of South Africa. The data were analysed using descriptive statistics of the sample and factor analysis to establish the factors that contributed to the job satisfaction of public sector employees

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Rafikul, Islam, Ali Md. Yousuf, and Osmani Noor Mohammad. "Time management for better job performance: An analysis from al-wasatiyyah perspective." Asian Academy of Management Journal 26, no. 1 (2021): 171–96. http://dx.doi.org/10.21315/aamj2021.26.1.7.

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Managing time means engaging activities that generate greater benefits to human beings. To a Muslim, benefits encompass for both worlds, i.e., life in this mundane world as well as life in the hereafter. Previous research on time management resulted in a variety of findings depending on the aspects under study. The objective of this research is to investigate the components of time management that have significant relationship with job performance, especially in the context of Malaysian employees. This research also intends to relate the concepts and attributes of “al-wasatiyyah” that have dir

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Tiro, Freddy, and Ravinder Rena. "INVESTIGATING THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEES JOB SATISFACTION AND TURNOVER INTENTION IN THE SOUTH AFRICA PUBLIC SECTOR." Journal of Psychology & Sociology 90, no. 3 (2024): 52–74. http://dx.doi.org/10.26577/jpss.2024.v90.i3.05.

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This study sought to investigate the influence of transformational leadership style on employees’ job satisfaction and turnover intention in the South Africa Public Sector. Surprisingly, only fewer studies have been conducted in South Africa to find the reasons behind public sector employees job satisfaction and turnover intention. This study employed a quantitative research approach, and a self-administered structured questionnaire was used to collect data from 250 participants around the North West province of South Africa. The Statistical Package for the Social Sciences (SPSS) was used to a

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Arasanmi, Christopher N., and Aiswarya Krishna. "Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment." Industrial and Commercial Training 51, no. 3 (2019): 174–83. http://dx.doi.org/10.1108/ict-10-2018-0086.

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PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support

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Agbogunleri, B., S.N. Deekae, S.A. Ngah, B. B. Otene, and H. I. Ogan. "Sustainability of Black Soldier Fly Cultivation in Port Harcourt, Rivers State Nigeria: Expert Opinion." International Journal of Innovative Science and Research Technology (IJISRT) 8, no. 12 (2024): 10. https://doi.org/10.5281/zenodo.10889482.

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This study evaluated the environmental, social, economic and technical dimensions of sustainability of black soldier fly (Hermetiaillucens) larvae (BSFL) using expert opinion in Port Harcourt. Rivers State. Using questionnaire to elicit responses from agricultural practitioners, academia and regulators. The environmental sustainability index was 59.02% with utilization of different waste as the most influencing attributes (9.11%) of this dimension. The social sustainability however was 42.86% with potential for job creation as most influencing attribute with 10.71%. Economic sustainability rec

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Fedoseev, B. V., and T. V. Fedoseeva. "Approaches Applied by HR Services in Assessment of Critical Thinking." Humanities and Social Sciences. Bulletin of the Financial University 11, no. 5 (2022): 121–28. http://dx.doi.org/10.26794/2226-7867-2021-11-5-121-128.

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The article presents the analysis of role-playing by critical thinking as a selection criterion applied by HR services aiming to assess the employees and candidates for vacant positions. The article’s authors show facts proving the growing significance of the ability to think critically as demonstrated in the business and industrial relations system and outline scientific views on the content and attributes of critical thinking. The article undertakes an analysis of different stages and forms of critical thinking applied in a professional context. A thoroughly analysed example of an IT company

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Hoek, Janneke, Paula O'Kane, and Martin McCracken. "Publishing personal information online." Personnel Review 45, no. 1 (2016): 67–83. http://dx.doi.org/10.1108/pr-05-2014-0099.

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Purpose – The purpose of this paper is to examine employers’ use of social networking sites (SNSs) within employee selection. Design/methodology/approach – In-depth interviews were conducted with 15 organisations to gain an understanding of how they accessed, observed and utilised data from SNSs in their selection procedures, as well as gaining an insight into employers’ perceptions of candidate privacy and discrimination. Findings – SNS profiles were either accessed as part of an organisation’s official selection process, through integrating internet screening as part of the formal process an

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Buckley, Peter F. "Leadership development: more than on-the-job training." Psychiatric Bulletin 33, no. 11 (2009): 401–3. http://dx.doi.org/10.1192/pb.bp.108.023523.

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SummaryThe effective psychiatric leader in clinical administration must possess organisational knowledge, financial acumen, negotiation and conflict resolution skills, and a broad knowledge of our field. Team building, motivating others, mentorship, and the ability to hire excellent colleagues are all important attributes of leadership. It is opportune for our profession to promote training and skill acquisition in leadership development.

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Wambura, Julius Chacha. "A Literature Review on the Influence of Training on Improving Employee Performance." African Journal of Empirical Research 6, no. 1 (2025): 554–59. https://doi.org/10.51867/ajernet.6.1.47.

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Numerous studies have been undertaken to explore the influence of training on employee performance on a global scale. Findings from these studies consistently indicate that training significantly improves employee performance. This study sought to extrapolate insights on this subject matter based on a comprehensive literature review. The study was grounded in Human Capital Theory, emphasising the critical nature of investing in employee training. The literature revealed that training positively impacts performance by augmenting employee knowledge and skills, enhancing motivation, alleviating a

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Barišić, Ivana, Ana Novak, and Sanja Sever Mališ. "Skills required of professional accountants." Ekonomski vjesnik 35, no. 2 (2022): 383–96. http://dx.doi.org/10.51680/ev.35.2.11.

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Purpose: The main purpose of this paper is to develop a further understanding of professional accountants’ attributes and professional skills required by employers. This paper analyses the requirements of the labour market of the Republic of Croatia using the framework derived from IFAC’s International Education Standard (IES) 3 from 2015 to identify the specific dimensions of professional skills in job advertisements. Methodology: This study uses a qualitative data collection method to analyse the required professional skills of professional accountants from the accounting employers’ percepti

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Van Der Vyver, Lieza. "Sustained Success: Evaluating the Enduring Effects of Leadership Training on Professional Growth." International Conference on Education Research 1, no. 1 (2024): 356–64. http://dx.doi.org/10.34190/icer.1.1.2726.

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The focus of this longitudinal study is on the long-term effectiveness of leadership training modules on the professional growth of graduates, with a particular emphasis on the strategic management and leadership training modules in postgraduate management education programmes. The study aims to track a cohort of graduates over five years post-module completion, assessing their leadership skills, career progression, and their impact on organisational performance. The first phase of the study focused on the initial assessment of the ongoing influence of leadership training over time, highlighti

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Vigan, Fanou Arsène, and David Giauque. "Job satisfaction in African public administrations: a systematic review." International Review of Administrative Sciences 84, no. 3 (2016): 596–610. http://dx.doi.org/10.1177/0020852316651693.

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In this study, we present a review of public agents’ job satisfaction in Africa between 1990 and 2014. Using the systematic review methodology, we analyse and put in perspective 22 English and French publications on this subject. Results suggest that work environment attributes are the most important antecedents of job satisfaction among African public servants, whereas the effects of personal and work characteristics are marginal. We also found that most of the research dedicated to job satisfaction in Africa relied primarily on theoretical frameworks developed in Western countries. This lead

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Gableta, Małgorzata, Anna Cierniak‑Emerych, and Agata Pietroń‑Pyszczek. "Working Conditions in the Context of Building Employer Image." Kwartalnik Ekonomistów i Menedżerów 45, no. 3 (2017): 87–98. http://dx.doi.org/10.5604/01.3001.0010.6273.

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Differentiation of job expectations maintained by persons employed in business entities is also evident with regard to working conditions. Proper realisation of these expectations does have a notable impact upon employer image – an attribute of growing significance in the modern Polish labour market. The focus of this paper is placed on the process of building the employer image, as expressed in the employer’s observance of employee interests and other activities designed to increase their job satisfaction. The research is based, predominantly, on the results of empirical studies on observance

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Seliti, Odumetse, Christopher Dick-Sagoe, Stanley Ehiane, Daniel Odoom, and Kofi Nkonkonya Mpuangna. "Influence of Training on Employee Performance in African Public Sector Organizations- A Systematic Review." Journal of Management World 2025, no. 3 (2025): 96–111. https://doi.org/10.53935/jomw.v2024i4.1068.

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This systematic review assessed the influence of staff training on employee performance in African public sector organisations. A comprehensive search strategy was employed, yielding 32 studies from various African countries with diverse research designs and sample sizes. This review evaluated the effectiveness of different types of training programmes, examined the relationship between training and key employee performance metrics, identified challenges and limitations in public sector staff training programs, providing recommendations for improvement. The findings suggest that various traini

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Benedict, MARTINS Adebayo, and TABITI Kehinde. "AN EMPIRICAL STUDY OF PERFORMANCE MANAGEMENT AS A MANAGERIAL TOOL FOR THE DEVELOPMENT AND IMPROVEMENT IN EMPLOYEES' JOB PERFORMANCE IN ORGANISATION." Australian Journal of Business and Management Research 04, no. 12 (2015): 01–20. http://dx.doi.org/10.52283/nswrca.ajbmr.20150412a01.

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Employee performance is significant for the development and increases in organisation productivity, employee performance is determined by the goals employees set to achieve and it can also be attributed to internal factors in the organisation that can improve performance. The study find that employees motivation, leadership role, training programme and effective feedback information management have significant influence in improvement of employees performance. The study conclude that employees performance can be improve where the leadership role in organisation ensure effective employee motiva

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Messum, Diana, Lesley Wilkes, Kath Peters, and Debra Jackson. "Content analysis of vacancy advertisements for employability skills: Challenges and opportunities for informing curriculum development." Journal of Teaching and Learning for Graduate Employability 7, no. 1 (2017): 72–86. http://dx.doi.org/10.21153/jtlge2016vol7no1art582.

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The process of curriculum development can be informed by seeking the views of stakeholders, including employers, academics, students and recent graduates, about the skills, attributes and personal characteristics required by various professions. The views of several stakeholders may also be compared to help ensure reliability of results and identify areas of agreement or variance. However, there are documented limitations regarding the perceptions of academics and students of employability skills, and also problems with employers’ and recent graduates’ views. Another approach to identifying th

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Prof, Shailaja Kheni. "COMPETENCY MAPPING –A TOOL FOR CAREER AND SUCCESSION PLANNING." International Journal of Human Resource & Industrial Research (IJHRIR) 1, no. 2 (2014): 55–62. https://doi.org/10.5281/zenodo.10686083.

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<em>In this world of cut throat competition, companies are putting tremendous effort to hire competent employees and to develop relevant competencies in their existing employees.  In this slowing economy where so many companies are fighting for limited resources and talent, it is very important for organizations to incessantly reassess their competencies, update it and have the courage to make the necessary changes. It is equally imperative for a firm to define a set of core competencies which corresponds with its key market differentiators. This is where competency mapping plays a key ro

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Mallon, Anita, Gary Mitchell, Gillian Carter, Derek McLaughlin, Mark Linden, and Christine Brown Wilson. "Exploring Resilience in Care Home Nurses: An Online Survey." Healthcare 11, no. 24 (2023): 3120. http://dx.doi.org/10.3390/healthcare11243120.

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Resilience is considered a core capability for nurses in managing workplace challenges and adversity. The COVID-19 pandemic has brought care homes into the public consciousness; yet, little is known about the resilience of care home nurses and the attributes required to positively adapt in a job where pressure lies with individuals to affect whole systems. To address this gap, an online survey was undertaken to explore the levels of resilience and potential influencing factors in a sample of care home nurses in Northern Ireland between January and April 2022. The survey included the Connor–Dav

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Chen, Xuelin, Abdullah Al Mamun, Wan Mohd Hirwani Wan Hussain, Gao Jingzu, Qing Yang, and Sayed Samer Ali Al Shami. "Envisaging the job satisfaction and turnover intention among the young workforce: Evidence from an emerging economy." PLOS ONE 18, no. 6 (2023): e0287284. http://dx.doi.org/10.1371/journal.pone.0287284.

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As the economy evolves and markets change after Covid-19, demand and competition in the labor market increase in China, and employees become increasingly concerned about their career opportunities, pay, and organizational commitment. This category of factors is often considered a key predictor of turnover intentions and job satisfaction, and it is important that companies and management have a good understanding of the factors that contribute to job satisfaction and turnover intentions. The purpose of this study was to investigate the factors that influence employees’ job satisfaction and turn

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Sage, Rosemary JOY WYSALL. "ONE FUNERAL AT A TIME! Why we hold on to old ideas." Buckingham Journal of Language and Linguistics 11 (November 27, 2018): 53–63. http://dx.doi.org/10.5750/bjll.v11i0.1633.

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This article discusses how easily we lock ourselves into established theories, which are often promoted within our formal education. They can blind us to new developments, influencing our professional practice and progress by narrowing thinking. Chomsky’s theory of Universal Grammar is an example, since this paradigm has dominated teaching and learning for over 50 years. It has led to a focus on the form of language, rather than its content and use, restricting learning approaches and contributing to lower standards of UK Education when compared with other countries. The Organisation for Econo

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Rani, Seema, and Ajay Suneja. "Enhancing Talent Acquisition and Retention: Insights from Anticipatory Psychological Contracts of MBA Graduates." Journal of Management and entrepreneurship 18, no. 2 (2024): 49–59. https://doi.org/10.70906/20241802049059.

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Master of Business Administration (MBA) graduates are valued for their adeptness in critical thinking, problem-solving, and innovation, crucial skills demanded by the globalised business environment. Amidst the “great resignation,” retention of this talent poses challenges, as evidenced by high turnover rates among professionals, which often stems from unmet expectations regarding the job. Anticipatory psychological contracts (APCs) offer insights into managing these expectations and fostering productive employee relationships. The present study aims to explore the expectations of MBA graduate

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Viljoen, A., S. Kruger, and M. Saayman. "Understanding the role that Quality of Work Life of food and beverage employees plays in perceived service delivery and productivity." Southern African Business Review 18, no. 1 (2019): 27–52. http://dx.doi.org/10.25159/1998-8125/5644.

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The purpose of this article is to determine the role that Quality of Work Life plays in the perceived service delivery and productivity of food and beverage employees in Potchefstroom, South Africa. The questionnaires were distributed at selected food and beverage establishments, and a total of 224 questionnaires were included in the statistical analysis. The data analysis consisted of a demographic profile, a factor analysis and a structural equation model. The results indicated that job, creativity and aesthetics, actualisation, organisational support and employee commitment attributes each

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Howe, Anna L., Debra S. King, Julie M. Ellis, Yvonne D. Wells, Zhang Wei, and Karen A. Teshuva. "Stabilising the aged care workforce: an analysis of worker retention and intention." Australian Health Review 36, no. 1 (2012): 83. http://dx.doi.org/10.1071/ah11009.

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Concerns about the capacity of the aged care industry to attract and retain a workforce with the skills required to deliver high quality care are widespread, but poor conceptualisation of the problem can result in strategies to address turnover being poorly targeted. A census of residential and community aged care services conducted by the National Institute of Labour Studies (NILS) in 2007 provided a comprehensive empirical account of the workforce, and estimated turnover on the basis of retention: that is, the proportion of the workforce who had been in their job for 1 year or less. This pap

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Auadhati Datta. "Decoding Gen Y and Z: The Impact of Commitment and Job Satisfaction on Employee Attributes." Journal of Information Systems Engineering and Management 10, no. 17s (2025): 1–12. https://doi.org/10.52783/jisem.v10i17s.2701.

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A diverse range of individuals from a variety of backgrounds are working together in today's contemporary enterprises. In the present day, the majority of India's labour force is comprised of individuals belonging to the generations Y and Z. The following study was driven by an interest in the dynamics of generational differences in attitudes towards work and how such perspectives interact with one another in the workplace. We came up with the idea of assessing workers' work drive and organisational commitment as a method of gauging generational gaps and prospective conflicts. This was done af

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Ejebu, Ourega-Zoé, Joanne Turnbull, Iain Atherton, et al. "What might make nurses stay? A protocol for discrete choice experiments to understand NHS nurses’ preferences at early-career and late-career stages." BMJ Open 14, no. 2 (2024): e075066. http://dx.doi.org/10.1136/bmjopen-2023-075066.

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IntroductionLike many countries, England has a national shortage of registered nurses. Employers strive to retain existing staff, to ease supply pressures. Disproportionate numbers of nurses leave the National Health Services (NHS) both early in their careers, and later, as they near retirement age. Research is needed to understand the job preferences of early-career and late-career nurses working in the NHS, so tailored policies can be developed to better retain these two groups.Methods and analysisWe will collect job preference data for early-career and late-career NHS nurses, respectively u

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Angelen S, Dr Jenifer, and Dr Ayisha Jothi T. "EXPLORING EMPLOYEE ENGAGEMENT AND WORK RELATIONSHIP DYNAMICS IN CHENNAI'S IT SECTOR A QUANTITATIVE ANALYSIS." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 008 (2024): 1–14. http://dx.doi.org/10.55041/ijsrem37131.

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This study aims to understand the factors influencing employee engagement and assesses the relationship between experience levels and their views on work-related aspects within the IT sector. With globalization amplifying talent mobility, the study delves into the competitive landscape of the IT industry, emphasizing the significance of specialized skills and training for job roles. The study gathers opinions from IT industry employees to identify the factors impacting their engagement levels. A survey of 82 respondents, employing a descriptive research design and convenient sampling technique

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Mlilo, Thembelani, Mark Bussin, and Maria Magdalena Bounds. "Perceptions of Intrinsic and Extrinsic Rewards as a Motivator amongst Managers at a Furniture Retail Organisation." WSEAS TRANSACTIONS ON ENVIRONMENT AND DEVELOPMENT 18 (May 25, 2022): 575–83. http://dx.doi.org/10.37394/232015.2022.18.56.

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Managers are increasingly expressing their anxiety about their future security and are more concerned than ever about their job security and a stable set of rewards. This concern has been triggered by the employers who are having to make increasingly difficult decisions about their workforce compensation and its relationship to performance. The aim of this study was to determine whether rewards are perceived as a motivator by managers at a retail company. Non-probability sampling was employed as the intent was to survey lower-level and middle managers only. SPSS Version 15 was used to analyse

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Becker, Karen, and Adelle Bish. "Management development experiences and expectations: informal vs formal learning." Education + Training 59, no. 6 (2017): 565–78. http://dx.doi.org/10.1108/et-08-2016-0134.

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Purpose Many organisations are reconsidering their investment in formal education and training, in favour of more informal approaches to learning such as mentoring, temporary assignments, stretch assignments, and job rotation. The purpose of this paper is to explore the ways in which managers have developed capabilities for their roles thus far and their preferred approaches for future development with particular consideration given to a comparison of formal and informal learning. Design/methodology/approach This paper reports on a case study conducted within an Australian nonprofit organisati

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Karadzhov, Dimitar, Laura Sharp, and Julie Langan Martin. "Integrating disciplinary practices to optimally deliver alternative assessments and embed graduate attributes in a Global Mental Health Master’s programme." Journal of Perspectives in Applied Academic Practice 9, no. 1 (2021): 18–35. http://dx.doi.org/10.14297/jpaap.v9i1.438.

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The routes to optimising the authenticity of assessments in different organisational and disciplinary contexts have been ambiguous and challenging. This paper offers a case study of diversifying the assessments in a taught Master’s Programme by integrating disciplinary practices to design alternative assessments. Embedding discipline-specific principles and perspectives was found to be key to achieving authenticity of assessments. This paper reports on a descriptive mixed-method study that the authors conducted to evaluate current students’ perceptions of and experiences with the diversified a

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Rafferty, Anne Marie, Julia Philippou, Joanne M. Fitzpatrick, Geoff Pike, and Jane Ball. "Development and testing of the ‘Culture of Care Barometer’ (CoCB) in healthcare organisations: a mixed methods study." BMJ Open 7, no. 8 (2017): e016677. http://dx.doi.org/10.1136/bmjopen-2017-016677.

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ObjectiveConcerns about care quality have prompted calls to create workplace cultures conducive to high-quality, safe and compassionate care and to provide a supportive environment in which staff can operate effectively. How healthcare organisations assess their culture of care is an important first step in creating such cultures. This article reports on the development and validation of a tool, the Culture of Care Barometer, designed to assess perceptions of a caring culture among healthcare workers preliminary to culture change.Design/setting/participantsAn exploratory mixed methods study de

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Chepkirui, Towett Lily, Daniel M. Kitonga, and Judith A. Pete. "Transactional Leadership Style and Job Satisfaction among Multimedia University Employees, Nairobi - Kenya." Eastern African Journal of Humanities and Social Sciences 2, no. 2 (2023): 61–68. http://dx.doi.org/10.58721/eajhss.v2i2.329.

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This study explores the transactional leadership styles and job satisfaction among the employees of the Multimedia University of Kenya (MMU) of Kenya. A descriptive survey research design was used. The study was guided by contingency leadership theory. Out of 386 employees of MMU, 197 supervised employees and 115 supervisor samples were drawn. This represented 83% of the total population was issued with a questionnaire. Purposive sampling was used to select the study location and the study population, while stratified random sampling was used to select the individual respondents. Two sets of s

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Ajayi, Saheed O., Lukumon O. Oyedele, Kabir O. Kadiri, et al. "Competency-based measures for designing out construction waste: task and contextual attributes." Engineering, Construction and Architectural Management 23, no. 4 (2016): 464–90. http://dx.doi.org/10.1108/ecam-06-2015-0095.

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Purpose – Competency-based measure is increasingly evident as an effective approach to tailoring training and development for organisational change and development. With design stage widely reckoned as being decisive for construction waste minimisation, the purpose of this paper is to identify designers’ competencies for designing out waste. Design/methodology/approach – Due to paucity of research into competency for construction waste mitigation, this study corroborates verbal protocol analyses (VPA) with phenomenological research. Findings – Combining findings from the two methodological app

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Bosa, Nikita, and Trevor Ncamiso Mtetwa. "An investigation into the job Design of construction managers and its impact on employee engagement." Technium Social Sciences Journal 40 (February 8, 2023): 288–98. http://dx.doi.org/10.47577/tssj.v40i1.7961.

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The aim on construction contractors is to increase their output, decrease employee turnover, enhance stakeholder management and ensure that maintain competitiveness. Employee commitment and engagement is a tool that can drive enhance the achievement of these objectives. Disengaged employees have been linked to higher absenteeism and turnover, lower attention to detail and lack of team integration, aspects that all impact negatively on project performance/productivity. This paper assessed employee engagement and perception of job design of construction managers within a major construction contr

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Marchand, Catherine, and Stephen Peckham. "Addressing the crisis of GP recruitment and retention: a systematic review." British Journal of General Practice 67, no. 657 (2017): e227-e237. http://dx.doi.org/10.3399/bjgp17x689929.

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BackgroundThe numbers of GPs and training places in general practice are declining, and retaining GPs in their practices is an increasing problem.Aim To identify evidence on different approaches to retention and recruitment of GPs, such as intrinsic versus extrinsic motivational determinants.Design and setting Synthesis of qualitative and quantitative research using seven electronic databases from 1990 onwards (Medline, Embase, Cochrane Library, Health Management Information Consortium [HMIC], Cumulative Index to Nursing and Allied Health Literature (Cinahl), PsycINFO, and the Turning Research

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M.Ezhilarasan and B.Madhumitha. "A Study of Competency Mapping for the Software Programmer Role, in Information Technology Industry." Shanlax Internatioanl Journal of Management 6, no. 2 (2019): 10–16. https://doi.org/10.5281/zenodo.2591070.

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Competencies are the core behavioural skills, knowledge and personal attributes that are translations of organizational capabilities and are considered essential for success. They go beyond traditional job descriptions because they focus on how the employees perform their jobs, not simply on what they are doing. While job descriptions point out speci c tasks, competencies include the tangible and intangible abilities/skill the employees possess. In today’s environment Competency Mapping is very important for Human Resources professional as the demand for exemplary performance will alway

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Barroso, Margarida. "Workplace relationships in Europe: An analysis by occupation and employment status." Intangible Capital 18, no. 1 (2022): 39. http://dx.doi.org/10.3926/ic.1589.

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Purpose: This article analyses the extent to which two objective attributes of work – employment status, and occupation – influence workplace relationships in Europe. Employing a quantitative and transnational approach, we explore how far the segmentation of the labour market is reflected in the non-material dimensions of working life, seeing the nature of work and the stabilisation of employment as resources that help explain broader dynamics of job quality.Design/methodology/approach: Based on three indicators from the European Working Conditions Survey (support from colleagues; support from

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Ibrahim, Yaacob, and Sok Mui Lim. "Empowering the Next Generation: Navigating Challenges and Opportunities in the Modern Workforce Through Coaching and Mentorship." Singapore Labour Journal 03, no. 01 (2024): 123–34. http://dx.doi.org/10.1142/s2811031524000093.

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Each workforce generation grapples with distinctive challenges, and the contemporary job market introduces new complexities with the integration of artificial intelligence. The impact of artificial intelligence on organisational productivity is noteworthy, especially as it provides opportunities for lower-skilled workers to enhance their capabilities, albeit with potential implications for the development of tacit knowledge. Despite prevailing generational judgements, insights from various studies and reports reveal that the younger generation in Singapore values workforce acceptance and hard

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Griffiths, Andrew. "Sociotechnical Interventions and Teams in Australia: 1970s-1990s." Economic and Labour Relations Review 6, no. 1 (1995): 73–93. http://dx.doi.org/10.1177/103530469500600106.

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This paper sets out to highlight some of the major sociotechnical and team interventions in Australia from the seventies through to the nineties. The review notes that teamwork interventions have changed over the last two decades and argues that this may be attributed partly to the popularity and influence of Japanese management approaches during the eighties along with changes to the industrial relations institutions. Team interventions associated with earlier sociotechnical and participant design approaches, undertaken in the seventies, concentrated on changing work and jobs as a way to addr

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Trehan, Ruchi, and Justin Paul. "Determinants of attitude of teachers – factor analysis and strategies for success." Competitiveness Review 24, no. 1 (2014): 5–19. http://dx.doi.org/10.1108/cr-08-2013-0070.

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Purpose – Attitude is a major factor affecting behavior. It influences the perception of objects and people, exposure to and comprehension of information, choice of friends, co-workers and so on. Attitudes are subjective attributes of people. Attitude is nothing but conceptualization of human qualities that are formed on the basis of either rational consideration or statistical evidence. Thus, people may vary along each of a number of attitudinal dimensions. Keeping this measurement aspect into consideration, the attitudes might be defined operationally by describing the measurement systems th

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Deery, Margaret, and Leo Jago. "Revisiting talent management, work-life balance and retention strategies." International Journal of Contemporary Hospitality Management 27, no. 3 (2015): 453–72. http://dx.doi.org/10.1108/ijchm-12-2013-0538.

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Purpose – This paper aims to examine the themes of talent management, work-life balance (WLB) and retention strategies in the hospitality industry. The study was undertaken through an analysis of the key themes in the most recent literature. The paper uses a framework incorporating organisational and industry attributes, personal employee dimensions, work-life conflict and organisational strategies and examines these in relation to whether job satisfaction, organisational commitment and employee retention improve. Design/methodology/approach – The paper uses employee turnover literature to und

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Reedy, Natasha, Trish Luyke, Rowena McGregor, et al. "Men in Mental Health: A Scoping Review of Challenges, Contributions, and Future Possibilities of Recruiting into Nursing." Nursing Reports 15, no. 3 (2025): 97. https://doi.org/10.3390/nursrep15030097.

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Background/Objectives: Historically, male nurses were predominant in mental health settings due to their perceived physical strength and ability to manage violent patients. However, societal changes and the evolution of nursing education have led to a decline in male participation. This study aims to explore the characteristics, qualities, and attributes of male mental health nurses, while aiming to identify factors that attract and retain, as well as that deter, men in this field, to inform male recruitment and retention strategies to grow the mental health nursing workforce. Methods: A scopi

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Haupt, Theo C., and Kersey Pillay. "Investigating the true costs of construction accidents." Journal of Engineering, Design and Technology 14, no. 2 (2016): 373–419. http://dx.doi.org/10.1108/jedt-07-2014-0041.

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Purpose The construction industry contributes significantly to national economic growth and offers substantial opportunities for job creation; however, the industry has continually been plagued by workplace accidents. Moreover, employers may not realize the economic magnitude of workplace injury and ill health arising from construction activities. These accidents represent a considerable economic and social burden to employers, employees and to the society as a whole. Despite governments and organisations worldwide maintaining an ongoing commitment towards establishing a working environment fr

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Malik, Romana Fattimah, Martina Buljac-Samardžić, Nesibe Akdemir, Carina Hilders, and Fedde Scheele. "What do we really assess with organisational culture tools in healthcare? An interpretive systematic umbrella review of tools in healthcare." BMJ Open Quality 9, no. 1 (2020): e000826. http://dx.doi.org/10.1136/bmjoq-2019-000826.

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IntroductionA toxic organisational culture (OC) is a major contributing factor to serious failings in healthcare delivery. Poor OC with its consequences of unprofessional behaviour, unsafe attitudes of professionals and its impact on patient care still need to be addressed. Although various tools have been developed to determine OC and improve patient safety, it remains a challenge to decide on the suitability of tools for uncovering the underlying factors which truly impact OC, such as behavioural norms, or the unwritten rules. A better understanding of the underlying dimensions that these to

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Hess, James P. "The latest Millennials (1995-2000): examining within-group work ethic." International Journal of Organizational Analysis 28, no. 3 (2019): 627–42. http://dx.doi.org/10.1108/ijoa-02-2019-1653.

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Purpose The purpose of this study is to examine the latest Millennials, born between 1995 and 2000, to determine any significant impact of gender, employment status and living arrangement on Meriac et al.’s (2013) dimensions of work ethic. Design/methodology/approach A factorial analysis of variance (ANOVA) was used to identify the main and interaction effects between variables. A one-way ANOVA then revealed any statistical significance between factor combinations to determine the meaningfulness of the interactions. Findings Morality/ethics, the centrality of work and hard work were not signif

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