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Orientation: Addressing employee needs in a competitive market for independent financial advisor (IFA) skills is becoming increasingly important in the South African long-term insurance industry to strengthen IFA commitment and reduce their turnover intention. Research purpose: To explore the interrelationships between internal marketing mix elements and IFA employees’ perceived value, employee satisfaction and turnover intention. In addition, the study also explores the moderating role of brand commitment on the employee satisfaction and turnover intention relationship in the South African long-term insurance industry. Motivation for the study: Numerous scholars have investigated internal marketing in multiple contexts in a business-to-consumer setting (B2C). However, no previous study on internal marketing explored its linkage to outcomes such as perceived value, employee satisfaction and turnover intention among IFAs in the South African long-term insurance industry. Research approach/design and method: A total of 410 responses were obtained for data analysis. The measurement and structural models were measured through structural equation modelling. Main findings: Perceived value positively influences employee satisfaction, while the latter has a positive relationship with turnover intention. Furthermore, brand commitment moderates the employee satisfaction-turnover intention relationship. Practical/managerial implications: By considering this study’s findings, South African financial services providers can design internal marketing activities that enhance the value financial advisors perceive in the employment exchange, increase their satisfaction, and thus reduce the high employee turnover characteristic of the industry. Contribution/value-add: This study provides an enhanced understanding of the need for internal marketing and its relationship to perceived value, employee satisfaction and turnover intention in a B2C context in South Africa.

This study aims to explore the relationship between employee feedback and the possibility to change and improve the organizational performance appraisal process for clearer evaluation results and process, more efficient appraisal meetings, higher employee engagement and motivation, better work performance, while using digitalization as a method to evaluate performance but also to collect, analyse and understand employee feedback information. Our research on enhancing performance management is grounded in a series of surveys conducted via Lime Survey platform between 2020 and 2023, involving 1,400 employees from an international insurance company. We consider that these survey results could lead to organizational changes and future improvements in performance management systems.

This research, drawing on dyadic data, is one of the first to assess the significance of employee satisfaction in driving customer satisfaction and service quality within a utilitarian context. Multi-level structural equation modelling is employed to analyse 974 customers directly matched to 95 employees across 15 retail grocery stores. Our key empirical finding is that within a utilitarian context, and using a multi-level approach, employee satisfaction does not have a significant direct effect on either customer satisfaction or customer service quality perceptions. Perceptions of price competitiveness assume a more significant role in both customer satisfaction and service quality perceptions than employee satisfaction. Utilitarian store managers should focus their efforts on appropriate service strategies where employee satisfaction still plays a key role. [ABSTRACT FROM AUTHOR]

The main objective of this study was to investigate the impact of servant leadership on employee’s satisfaction in the hospitality industry. A quantitative approach was used, and a self-administered questionnaire was employed during the data collection process. Correlation and regression analyses were performed to determine the relationship between servant leadership and employee’s satisfaction. The Cronbach’s alpha was used as a measure of reliability. The results of the study revealed that servant leadership significantly positively impacts on employee’s satisfaction in the hospitality industry. While existing studies have explored the indirect effect of servant leadership on employee attitudes through diversity climate, this study investigated the impact of servant leadership on employee’s satisfaction in the hospitality industry. Recommendations to improve the leadership in the hospitality are suggested. These recommendations offered meaningful insights into hotel owners, government, nongovernment organisations and other organisations for the improvement of their businesses while providing room for future research studies.

Amaç: Bu makalenin amacı, organizasyonlara değişim için bir ‘Reorganizasyon Modeli’ önermek, modelin uygulanmasına yardımcı olacak bir yol haritası sunmak ve modelin yerel yönetimlerde uygulandığında verimliliği artırdığını, kurumsal performans ve çalışan memnuniyeti sonuçları üzerinden göstermektir. Yöntem: Reorganizasyon modelindeki her bir kavramın literatür taraması yapılmış, taslak bir model ve yol haritası hazırlanmıştır. Modeli kısmen uygulamış ve EFQM ödülünü kazanarak başarılı olmuş bir kuruluştaki üst düzey yöneticilerle yapılandırılmamış görüşme tekniği yapılarak taslaklara son hali verilmiştir. Modelin kurumsal verimliliği artırdığını göstermek için, uygulama sonuçları, aynı kuruluşta belge analizleri metoduyla incelenmiştir. Bulgular: Önerilen modeli uygulayan organizasyonun kurumsal performans ve çalışan memnuniyeti göstergelerinde yıllara sâri bir artış gözlemlenmiş ve modelin kurumsal verimliliği artırdığı ispatlanmıştır. Özgünlük: Bu makaleyi diğerlerinden farklılaştıran nokta, reorganizasyon modelinin literatüre dayalı bütünsel ve kapsayıcı bir şekilde ele alınması, ortak bir dil oluşturacak ve kuruluşlara değişim süreçlerinde yardımcı olacak ilk ve tek model olması, modelin tüm aşamalarının sistemsel bakış açısına sahip olması ve uygulanabilmesi için bir yol haritası önermesidir.

BACKGROUND AND OBJECTIVES: Today, human resources play a key role in the success of organizations and leading organizations have creative, motivated and capable employees. In addition to the characteristics of the employees, the measures and practices related to strategic human resources management planned and implemented by organizations are effective mechanisms to attract employees who believe in their abilities and create energy and motivation in the Khuzestan Regional Water Organization, like any other organization. Also, it requires the deployment of the strategic human resources management capacity and its subsystems to improve the perceived organizational fairness of employees in order to improve work behavior and employee satisfaction, which the present study has dedicated to this important topic. The aim of the study is therefore to examine the relationship between performance appraisal measures and employee satisfaction and to investigate the mediating role of procedural and distributive justice in the relationship. METHODS: The research population were employees of the Khuzestan Regional Water Organization. The sample size was selected based on Morgan's table as 297 people. Data were collected using simple random sampling method. Data were analyzed by descriptive and inferential statistics using SPSS25 and AMOS24 software.FINDINGS: Based on the quantitative data analysis, the results of testing the research hypotheses show that financial measures are significantly related to procedural fairness (C.R.= 6.009) and distributive fairness (C.R.= 5.748), non-financial measures are significantly related to procedural fairness (C.R. = 3.643) and Distributive Justice (C.R.= 5.196). Financial metrics have a significant correlation with employee satisfaction (C.R.= 4,080), non-financial metrics have a significant correlation with employee satisfaction (C.R.= 2,569). Procedural fairness has a significant association with employee satisfaction (C.R.= 2.786), distributive fairness has a significant association with employee satisfaction (C.R.= 2.084). Procedural and distributive justice play a partially mediating role in the relationship between financial and non-financial measures and employee satisfaction.CONCLUSION: The results showed that the use of the comprehensive performance evaluation system is effective on organizational justice and the result will lead to the improvement of the job satisfaction of the employees and the results of this research can be used and generalized in governmental organizations and public non-governmental organizations that have almost the same organizational structure. The use of non-financial measures is suggested to evaluate employee performance, in addition to using traditional financial objective measures to evaluate performance.

The presence of psychological ownership in a work environment can result in enhanced commitment, increased motivation and a strong sense of loyalty towards the organization. The purpose of this paper is to identify if the smart workspaces, that promote the idea of “our” space, can lead to psychological ownership. Specifically, we investigated how the work environment influences three mechanisms through which psychological ownership emerges: the control over the ownership target, the level of knowledge gained over the target and the investment of the self into the target. We collected the data by conducting 20 in-depth interviews and the results highlight that most of the employees do not feel like they have their own place mainly due to the lack of privacy and the impossibility to personalize the workspace according to their needs. Regarding the three mechanisms studied, the results reveal that employees perceive a restricted level of control over the workspace. Nevertheless, they acknowledge that such an environment actually promotes knowledge sharing and communication among team members. This study also provides recommendations for companies on how to improve employee satisfaction and to foster the psychological ownership.

Introduction/Main Objectives: This study discusses the factors that have implications for job satisfaction in e-commerce companies. The focus of the study is to analyze the organizational commitment, spiritual leadership, and technological advancement, which are mediated by employee engagement. Background Problems: Some e-commerce companies have problems with their employees’ level of satisfaction. This study provides recommendations for dealing with the satisfaction factors of employees working in e-commerce. Novelty: The novelty of this study is that it offers a different model for measuring job satisfaction. Employee engagement is used as a mediating variable to measure the implications for employee satisfaction in e-commerce companies. One of the variables used is technological advancement. Research Methods: This study uses the PLS-SEM method. The total respondents is 250 employees who work in e-commerce companies. Purposive sampling is used, according to the research needs, with a total of 207 respondents. The object of this study is a business organization that is engaged in e-commerce. Finding/Results: The direct and indirect effects of employee satisfaction are implied by spiritual leadership and organizational commitment. Technological advancement has no direct or indirect effect on employee satisfaction. Employee engagement has a mediating role in both the direct and indirect effects on employee satisfaction. Conclusion: E-commerce organizations should pay more attention to their employees’ development through building their technological capabilities. This research can explain the improvement in a business’s quality through its employees’ satisfaction. This adds value to human resources manage­ment.

Purpose: The pandemic has brought new challenges for management and the labor market all over the world, among which the most significant is the transition to remote work. As remote work changes working conditions and communication methods, it is essential to investigate how organizational factors impact the attitudes of remote workers, including satisfaction, which leads to numerous positive outcomes. Design/methodology/approach: This study analyzes the relationship between remote employee satisfaction and organizational culture, exploring the role of specific organizational dimensions. The research is based on a sample of 811 participants- 511 employees from Poland and 300 from the United States. The data was collected online through validated questionnaires: The Denison Organizational Culture Survey (Denison, 1990) and Brief Job Satisfaction Measure (Judge et. al.,1998) Findings: results highlight a positive relationship between remote employee satisfaction and organizational culture’s dimensions. The most significant dimensions are: Involvement and Mission, which means that building engagement and teamwork, as well as sharing a clear mission and vision positively impacting overall satisfaction. Interestingly, in the American sample, organizational culture dimensions explained variability in satisfaction over twice as much as in the Polish sample, and the Mission trait has significantly stronger impact on satisfaction than in the Polish group. Research limitations/implications: In future research, it is worth expanding the sample and compare more countries. Also introducing more variables into the model, both organizational and individual (like technical possibilities for remote work, level of social support, as well as personality traits) would be beneficial to comprehensively explain the model of remote work satisfaction. Practical implications: The results provide valuable guidance for cultivating a satisfied remote workforce- managers of dispersed teams can influence satisfaction primarily through transparent communication, setting a clear vision and achievable goals, as well as mutual understanding, promoting teamwork and ensuring that employees feel valued and empowered. It is also essential to analyze the national culture of employees, as it can also influence their satisfaction. Originality/value: The results fill the cognitive gap in the field of remote employees’ satisfaction and organizational factors affecting it, taking into account cultural differences, allowing for an interdisciplinary perspective on job satisfaction. [ABSTRACT FROM AUTHOR]

The purpose of this research is to determine the mediating role of perceived organizational support in the effect of ethical leadership on employee satisfaction. Leadership styles are an issue that closely concerns the employees of the organization. Many leadership styles have been revealed in the literature. Ethical leadership, which is one of them, seems to have gained popularity in recent years. The food sector is one of the leading sectors in our country and in the world, and it creates employment for many people. It is known that in this sector, where the success of the employee is very important, this is due to the fact that the person is happy and satisfied with her work. In this study; It will be determined whether ethical leadership positively affects employee satisfaction, and if it does, whether perceived organizational support mediates this. In this context, the mediating role of perceived organizational support in the effect of ethical leadership on employee satisfaction was examined in this study; While doing this, food businesses operating in Karaman O.S.B. were determined as samples. According to the data obtained from 326 employees working in related companies, it was concluded that employee satisfaction is high in organizations that have adopted the ethical leadership style, and organizational support also plays a partial mediator role in the relationship between these two variables. [ABSTRACT FROM AUTHOR]

In this study, we examine whether audit fees are associated with job satisfaction among accounting firms' employees. We use novel data obtained from social media site Glassdoor.com and find negative associations between audit fees and accounting firms' job satisfaction. Our results are robust to alternative measures of employee satisfaction and correct for potential endogeneity problems using 2SLS regression models with instrumental variables (IVs), audit office fixed effects, and changes analysis. Our additional analysis reveals that compared to former employees' ratings, current employees' ratings play a more important role in determining the pricing of audit services. Moreover, audit fees are higher for firms audited by accounting firms with greater employee satisfaction and providing more nonaudit services. We further find that employee satisfaction at any audit level is associated with lower audit fees. Our study extends the extant literature on employee satisfaction and provides useful information for accounting firms regarding the importance of employee satisfaction to audit fees. [ABSTRACT FROM AUTHOR]

Copyright of Financial & Business Studies Journal / Maǧallaẗ Al-Dirāsāt Al-Māliyyaẗ wa Al-Tiǧāriyyaẗ is the property of Beni Suef University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Monatsschrift Kinderheilkunde is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

BACKGROUND: Improving employee performance has been crucial in different organizations for it reflects the company's product and service quality. OBJECTIVE: The purpose of this study was to determine the factors affecting employee performance in the engineering and technology department in the Philippines during the COVID-19 pandemic. METHODS: The effects of these factors such as communication, empathy, encouragement, growth and rewards to employee performance were analyzed. RESULTS: Structural equation modeling (SEM) revealed that among the five factors, the encouragement, growth, and rewards were found to have a significant effect on employee performance in the engineering and technology department. Surprisingly, communication and empathy were found to have no significant effect to employee performance. CONCLUSIONS: This was the first study that investigated the factors affecting employee performance in the engineering and technology department in the Philippines during the COVID-19 pandemic. The results could serve as a guideline for the management under this type of department. The framework could also be helpful for sustaining the elevated performance of the employees in the engineering and technology department. [ABSTRACT FROM AUTHOR]

This study examines the effects of an autonomy-supportive climate on employee satisfaction and organizational performance at the organizational level. It also extends self-determination theory by applying this theory to the differential interaction effects of individual and group incentives with an autonomy-supportive climate on employee satisfaction and organizational performance. Employees may differently utilize autonomy granted to them depending on whether or not they are granted financial incentives and depending on the type of financial incentives granted to them, if any. The hypotheses were tested by moderated mediation models using nationally representative panel data that were collected from 2009 to 2015. The moderation analyses provide evidence that while individual incentives strengthened the effect of an autonomy-supportive climate on employee satisfaction, group incentives weakened that effect. Furthermore, individual incentives resulted in little change to the effect of an autonomy-supportive climate on organizational performance, but group incentives strengthened that effect. Since the results do not identify specific best practices for the combination of an autonomy-supportive climate and financial incentives, this study implies that top management should make strategic choices with regard to which combination of practices they adopt among less or more autonomy-supportive practices and individual or group incentives. [ABSTRACT FROM AUTHOR]

This article discusses a study on the relationship between transformational leadership and job satisfaction among public sector employees in Jordan during the COVID-19 pandemic. The study found that transformational leaders positively influenced job satisfaction and employee well-being, leading to increased commitment to the organization. Effective communication, risk management, and teamwork were also identified as factors contributing to job satisfaction. The study recommends further research on leadership during global crises and emphasizes the importance of leadership in implementing administrative procedures. The document also includes a list of references and citations from various academic articles and journals on topics such as e-marketing, social media, leadership, job satisfaction, and the impact of COVID-19 on work and education. These references provide insights and perspectives from different countries and industries for further exploration. [Extracted from the article]

This research provides information related to ethical behavior as it applies to businesses. Tom Love, founder and owner of Love's Travel Stops, lived by the principles of integrity, honesty, and faith. As a tangible result, he left a legacy of great ethical practices. The purpose of this research is to share the ethical philosophies that embody Tom Love's legacy. His family history is included because it was an integral part of his practices and the Love's Travel Stops chain is still a "family business". [ABSTRACT FROM AUTHOR]

Organizations are encouraged to integrate sustainability into their HRM practices to enhance their attractiveness as employers to prospective employees and to motivate employees to excel, which allows them to recognize the contribution they make to society and the lasting impact they create. Establishing a trusting relationship between employees and leaders emerges as a crucial factor when organizations opt to implement sustainable HRM practices across diverse contexts. Thus, this study examines the role of trust in leaders on the relationship between sustainable HRM practices and employee job performance. Consequently, we employed a quantitative approach in which a simple random sampling technique was used to collect data from 156 academic staffs of three private universities across Kyrenia in Northern Cyprus. The research hypotheses were examined through the application of Smart PLS 3.0. Our results indicated a significant impact of sustainable HRM practices on employees' job performance, emphasizing the importance of judiciously selecting these practices while fostering a trusting relationship between leaders and employees. These findings offer organizations the opportunity to not only enhance their comprehension and awareness of strategic resource allocation but also to tailor their policies in congruence with the company's objectives and strategies, thereby ensuring the efficient utilization of resources to enhance employee satisfaction and well-being, ultimately leading to an improvement in job performance. [ABSTRACT FROM AUTHOR]

Copyright of Business Administration Quarterly / Kwartalnik Nauk o Przedsiebiorstwie is the property of SGH Warsaw School of Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of this study is to determine the level of employee satisfaction with the performance of tasks assigned by the employer in remote form, to explore the discrepancy between employee expectations and the experience of remote working and to identify the characteristics shaping employee preferences, together with an attempt to identify and classify the requirements of IT staff carrying out their professional duties remotely. Employee job satisfaction is a source of benefits both for the employees themselves and for companies operating in a dynamically changing environment. The issue of remote working is the subject of public debate and is a particularly current and important research topic. Satisfaction with remote working is a multidimensional phenomenon encompassing different aspects of the work experience, as well as a subjective experience that varies from person to person, considered in relation to a variety of factors. The paper is theoretical and methodological in nature, using a variety of research methods and techniques, such as a survey questionnaire, the Kano model and the Servqual approach. These methods were supported by a classical literature review, which served as a supporting tool and starting point for further analysis and critique of the literature, as well as structural and causal analysis. The primary data collected through the survey questionnaire were analysed and inferred, and the results showed that IT employees' expectations of remote working are not fully met, especially in the areas of career development and adaptation. Significant differences relate to bonuses, recognition and job stability. The largest unfulfilled expectations are related to job stability, bonuses, allowances to cover the costs of remote working and workplace flexibility. Remote working has positive aspects such as less environmental stress, higher productivity, reduced costs and commuting-related stress. Most of the identified features of remote working (20 out of 24) directly influence job satisfaction. Access to global projects attracts potential employees the most. Three features - subsidised equipment, coverage of remote working costs, and the environmental impact of remote working - are irrelevant to employee satisfaction. This study addresses a topical and relevant contemporary issue in the field of remote working and job satisfaction. It is a pioneering study focusing on the links between remote working and IT employee satisfaction. To date, research has considered the issue from the perspective of remote working, the IT sector or job satisfaction in relation to various factors. However, there is a lack of research combining these three issues. Furthermore, analysis based on the Servqual method and the Kano model has so far been used to measure service quality in various industries and to analyse and categorise customer needs in relation to satisfaction. The application of this tool to the study of employee satisfaction with remote working in the IT industry is a new and unique approach. The findings may be relevant to employers, IT employees, HR professionals and regulators alike. [ABSTRACT FROM AUTHOR]

Undeniably, this new normality brought about by COVID-19 represents an extraordinary challenge for universities, from strengthening infrastructure, technology, and quality of services, to achieving happiness in their collaborators. In response, this study aims to examine the effect of servant leadership on happiness at work, with emotional salary as a moderating variable. The paper adopted a quantitative methodological perspective with a non-experimental design whose study sample consisted of 269 collaborators among teachers and support staff of the Peruvian Union University, Peru. An exploratory factor analysis was performed to determine the latent structure of the constructs, presenting an adequate internal consistency (α > 0.7). On the other hand, the confirmatory factor analysis presented an adequate fit. The results showed a significant effect (β = 0.306; p < 0.001) of servant leadership on emotional salary, as well as a significant effect of emotional salary on happiness at work (β = 0.724; p < 0.001). This study provides a valuable perspective for universities seeking to improve the happiness of their employees in the context of the new normal. It emphasizes the importance of servant leadership and emotional salary to achieve this goal. By implementing these strategies, universities can increase employee satisfaction and improve the quality of their services and the student experience.

The Covid 19 epidemic has forced many organizations to move to remote work (RW), and this trend is expected to continue even later in the post-epidemic period. Employees of the organization are at the heart of this transi-tion to RW, so identifying the factors that affect employee satisfaction with RW is very important for organizations to increase employee commitment and motivation. Therefore, the main objective of this study was to identify and prioritize the factors affecting employee satisfaction with RW using an innovative method.

Purpose: The compensation practices in the case of retailing and manufacturing companies of Pagadian City. When a company fails to have a structure and transparency on how pay choices are made, it may be at a disadvantage when it comes to keeping employees motivated and preserving employee pay fairness. This explores the compensation practices implemented especially by the retailing and manufacturing companies and how these practices help improve the company’s employee performances. Design/Methodology/Approach: The researcher used a qualitative approach to make the chosen participants able to describe their Compensation Practices. The researchers distributed a Consent for Participation letter to the chosen participants of the research study before proceeding to the interview proper. Findings: The results show that the Compensation Practices of Manufacturing & Retailing companies in Pagadian City includes monetary benefits such as cash gifts, an increase in sales credit, and non-monetary benefits such as leave with pay, all-expense-paid services, and certificates and recognition. Implications/Originality/Value: So, it is concluded that the Compensation Practices is essential in increasing work productivity within the organization, providing fair compensation to employees, improving their performance, and keeping them motivated, which is an excellent advantage for the business.

This study aims to determine the analysis of job satisfaction in order to improve the quality of work at BhayangkaraTK II Hospital Sartika Asih Bandung. The research method used is qualitative with a descriptive approach. Data collection techniques used are field observations, literature studies, interviews and questionnaires. The sampling technique used purposive sampling technique with the number of respondents as many as 2 hospital employees. From the research results, it was found that job satisfaction analysis was quite effective on the quality of employee work. However, there are a few problems that arise, including: 1) Supporting facilities that are felt to be dissatisfied will hinder employees in their work and reduce job performance (work results in terms of quality and quantity) will decrease and it could be that an employee cannot carry out their duties in accordance with their responsibilities. the answer given to him. 2) Lack of appreciation for work, where appreciation is very important because it can provide enthusiasm and motivation which can produce quality and accomplished workers. The author provides suggestions for these problems, namely: 1) It is better if the Byangkara Hospital tk II sartika asih Bandung strives to create a database of the number and condition of supporting items such as computers and printers in each room and make submissions to the renmin/ICT subsection if the condition of these items badly damaged, but if the item is still possible it can be used and repaired, you can submit it to the ICT department, 2) As an important part of the institution, employees at BhayangkaraTK II Sartika Asih Bandung Hospital must be able to develop a professional attitude and mentality and know the risks of work so that maintaining work safety. So that the positive image of the hospital towards the environment is formed by itself.

AbstractThis study aims to examine whether the main job attitudes (job satisfaction, job involvement, employee engagement, organizational commitment, and perceived organizational support) mediate the relationship between emotional intelligence and Quality of Work Life (QWL) or not. This study employed a survey design involving employees from various industries at various levels around Indonesia. We distributed 400 questionnaires to the respondents, and the response rate was 81%. Path analysis using SmartPLS 3.0 was used to check the validity and reliability of the questionnaires. Findings. Findings confirmed that employee satisfaction, employee involvement, and perceived organizational support mediated emotional intelligence and quality of work-life. However, employee engagement and organizational commitment did not mediate the relationship between emotional intelligence and the quality of work-life. Limitations. Our study covered a relatively small scope; thus, it is suggested that further studies involve more respondents and regions. Uniqueness. This research explained the mediation effect of major job attitudes based on the Robbins Model, and this was the first time the model was tested in Indonesia.

Sustainable human resource management (SHRM) views employees as a very important resource for the organisation, while paying close attention to their preferences, needs, and perspectives. The individual is an essential element of SHRM. The article focuses on analyzing selected SHRM issues related to the individual employee's level of job engagement and employee satisfaction. The main objective of our study was to identify individual-level correlations between factors affecting employee satisfaction, such as: workplace well-being, employee development, employee retention, job engagement, and employee satisfaction. Based on the results of a systematic literature review, we posed the following research question: is there any relation between factors affecting employee satisfaction (employee workplace well-being, employee development, employee retention, work engagement) and employee satisfaction in the SHRM context? To answer the research question, we have conducted a quantitative study on the sample of 1051 employees in companies in Poland and posed five hypotheses (H1-H5). The research findings illustrate that higher level of employee workplace well-being (H1), employee development, (H2), employee retention (H3) was related to higher level of employee engagement (H4), which in turn led to higher level of employee satisfaction. The results show the mediating role of employee engagement in the relationship between workplace well-being, employee development, employee retention, and employee satisfaction (H5). The presented results contribute to the development of research on work engagement and job satisfaction in the practice of SHRM. By examining the impact of individual-level factors on job satisfaction, we explain which workplace factors should be addressed to increase an employee satisfaction and work engagement. The set of practical implications for managers implementing SHRM in the organization is discussed at the end of the paper. [ABSTRACT FROM AUTHOR]

The main objective of this study was to investigate the impact of servant leadership on employee's satisfaction in the hospitality industry. A quantitative approach was used, and a self-administered questionnaire was employed during the data collection process. Correlation and regression analyses were performed to determine the relationship between servant leadership and employee's satisfaction. The Cronbach's alpha was used as a measure of reliability. The results of the study revealed that servant leadership significantly positively impacts on employee's satisfaction in the hospitality industry. While existing studies have explored the indirect effect of servant leadership on employee attitudes through diversity climate, this study investigated the impact of servant leadership on employee's satisfaction in the hospitality industry. Recommendations to improve the leadership in the hospitality are suggested. These recommendations offered meaningful insights into hotel owners, government, nongovernment organisations and other organisations for the improvement of their businesses while providing room for future research studies. [ABSTRACT FROM AUTHOR]

The hospitality sector is one of the fastest growing sectors in India and has grown at the rate of 7.23 % between 2012 and 2020. Despite the downfall brought about by the COVID-19 pandemic, the industry has again revived and bounced back in the year 2022 and showing positive trends this year. The industry is being given widespread coverage and importance in different Govt. of India schemes. Many international hotel chains including Sheraton, Hyatt, Radisson, Meridien, Four Seasons Regent and Marriott International are already established in the Indian markets and are still expanding. Hotel Industry in India has witnessed tremendous boom in recent years. Hotel Industry is inextricably linked to the tourism industry and the growth in the Indian tourism industry has fuelled the growth of Indian hotel industry [1]. The thriving economy and increased business opportunities in India have acted as a boon for Indian hotel industry. The arrival of low cost airlines and the associated price wars have given domestic tourists a host of options. The 'Incredible India' destination campaign and the recently launched 'Atithi Devo Bhavah' campaign have also helped in the growth of domestic and international tourism and consequently the hotel industry [2]. This industry has great significance in the Indian economy as well as in the global economy [3]. According to Economic Survey of India and Technopak, the Indian hotel industry accounts for USD 19 billion, 71.50% (USD 11.95 billion) which comprises of the unorganized sector and the remaining 29.7% (USD 5.67 billion) from the organized sector. Hospitality industry needs the personnel who enjoy their work, innovate the way of doing their work and committed to their job. The motivated and satisfied employees are the ones who decide the profit or loss of the company as they are in direct contact with the customers which ultimately decides the company's image and quality in the market [4]. The present study has tried to understand the levels of employee satisfaction and operational efficiency which is having impact on hotels in the Shillong region [5]. [ABSTRACT FROM AUTHOR]

Copyright of Formación Universitaria is the property of Centro de Informacion Tecnologica (CIT) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)