<p><font face="Times New Roman"> <p align="left">The results emanating from the study indicate that Work Environment variables played the most crucial role in retaining Black talent in the organisation at which the research was undertaken. There were significant relationships between some of the biographical variables and retention, and the four retention factors significantly explained the variance in retention. Recommendations based on the data were made to various stakeholders in order to address the existing problem, while simultaneously protecting the rights to confidentiality of the respondents.</p> </font></p>

Arbetstillfredsställelse kan definieras som ”en positiv (eller negativ) evaluerande värdering av arbetet eller arbetssituationen” (Kaufmann, G.,  &amp; Kaufmann, A.  2005 s. 269). Denna studie fokuserar på delaktighet,  arbetsinriktning, fysiska betingelser, lön, ledarskap och sociala betingelser som delar i arbetstillfredsställelse. Syftet med studien var att undersöka hur extraarbetande högskolestudenter på lager uppfattade sin arbetstillfredsställelse, därför intervjuades nio studenter varav tre kvinnor i åldern 21-33. Meningskoncentrering användes som analysmetod och undersökningen visade att studenterna hade en låg arbetstillfredsställelse men genom att få en bra kontakt med arbetskollegor skapades trivsel. Studien verifierar tidigare teorier om arbetstillfredsställelse och tillför hur extraarbetande studenter kan uppleva trivsel då de arbetar på lager.

This paper is the compared analysis of on the young and old generations. It is focused on the achievement motivations and job characteristics of which influenced on job involvement. As the times changed, people were born on different backgrounds that cause a discrepancy in values and specialities of each generation. This paper is hypothesized the worker¡¦s hard-working level is different when with different achievement motivation and different job characteristics. The sample consisted of the workers in business or government organizations. All data collected and tested by the statistical methods with factor analysis, independent-sample t test, analysis of variance, regression analysis, and hierarchical regression. Conclusions and suggestion are based with the analysis results. Firstly, some significant differences had been found among different personal variables analysis. Secondly, the independent variable and dependent variable were found a significant difference that they to be interrelated. Finally, the interference effects of achievement motivation and job characteristics on job promise among the young and the old generations. Parts of all hypotheses were found, but there are only partially effects upon interference analysis. This paper aimed at workers of the young and the old generations compared analysis for an integrated conclusion of which offers the best practice reference.

It is normal for the personnel to quit job in the organization . The turnover of employee can give Organization new energy , but on the other hand they may influence the employee¡¦s working morale and bring negative impact . In this way, how to keep excellent employee in organization is important course to management level and human resources department. Especially When turnover rate is high, it is the duty of human resource department to fine the key point of problem and to solve possible negative influence. This essay want to research the influence within working character and turnover to fine personnel¡¦s working character for organization reference to know the factors of employee turnover on job character. Besides, add to factors of job satisfactions and organizational commitment to research, to understand whether the mediating effective existing increase or decrease effective on turnover intention .

Previous investigations regarding the health- and wellbeing-related outcomes of performance-based pay systems have been scarce and ambiguous so far. Considering the huge economic and organizational impact of stress-related health problems, it is important to further investigate this relation, including the impact of different variables that can help to explain the variation in the relationship between performance-based pay and job strain. The main purpose of this study is to challenge the research gap and to understand the effect of organizational justice and job control on the relation between performance-based pay and job satisfaction and stress. A quantitative research method in form of a survey is applied. To test the structural model and its hypotheses, the study uses an approach to partial least squares path modeling (PLS). The main results have shown that organizational justice moderates the relation between performance-based pay and stress. Moreover, performance-based pay increases job satisfaction when employees perceive high job control. It is furthermore revealed that gender, family responsibilities, experience and the type of performance evaluation can have an impact on the relationship as well. The study has contributed to fill the research gap above and has provided new, theoretical insight. Managers are recommended to provide organizational justice and to ensure high autonomy for employees. Instead of applying “one size fits all” solutions, managers should take demographic, organizational and situational factors into account when designing the compensation scheme.

The purpose of the study was to determine if a relationship existed among perceived stressful situations in the classroom and the amount of perceived stress among female secondary classroom teachers in Indiana.The population of the study consisted of 268 female secondary classroom teachers randomly selected by computer at the Indiana Department of Education.Three instruments were used in the study. The first instrument, General Information, was used to gather demographic data pertaining to Age Group, Years of Experience, Type of School System, Population of School System, Enrollment of Secondary School, Subject Area taught, and Grade Level(s) taught. The second instrument, Perceived Stress Questionnaire, was used to indicate the amount of perceived stress experienced by respondents. The third instrument, Perceived Needs in Stress Counseling, was used to indicate the type of counseling respondents perceived needed in order to help teachers deal with stress. The Perceived Stress Questionnaire and Perceived Needs in Stress Counseling Questionnaire employed a Likert-type scale with five degrees provided from which to choose: About 10% or less of the time, About 25% of the time, About 50% of the time, About 75% of the time, and About 90% or more of the time.The data were analyzed by frequency response percentages and cross tabulation for the General Information items, Perceived Stress Questionnaire items, and for Perceived Needs in Stress Counseling items.The following findings and conclusions were based on a review of the literature as presented in the study and the results of the data collected:1. Student threats and physical attacks are major sources of stress among discipline problems for teachers.2. Administrators not supportive of teachers in conflict situations in the presence of students are a predominant stress factor.3. Students not cooperative in class are a major source of stress for responding teachers.4. Student Apathy and lack of volunteerism in class are not major sources of stress among respondents.5. Parents defending their child's misbehavior are a major source of stress among Lack of Parental Support items.6. The majority of teachers responding did not desire stress counseling to assist them in dealing with classroom stress.

Nuclear power production carries potential risks both for the environment and for the work force. Different safety measures are employed and they stem from local rules as well as from regulatory authorities. This work describes the development of a safety promoting tool at Forsmark Power Plant, one of Sweden’s three Nuclear power plants. We describe the development of a computer based system for Pre-Job Briefing and Post-Job Debriefing. The organization at Forsmark did not have satisfactory routines and documentation for these operative work procedures, mainly because the large organization and the different sections function relatively independent from each other. Hence the working culture and organization has prevented the development of a unified work procedure for service and inspection work. This master thesis has two parts. A compilation has been made from multiple interviews in order to develop the requirements of a system for Pre-Job Briefing and Post-Job Debriefing. Following this an IT based system has been developed in order to handle the specified procedures. The concept of the user-centered system design process and usability methods has been used. The developed system has been met with acceptance and will be employed in production. It is concluded that the systematic analysis and the employment of the designed system may augment the ability for the organization at Forsmark to live up to the guidelines set by regulatory authorities and thereby create a more secure work environment and power production.

Title: Construction, Development and Consequences of Job Satisfaction in Banking Sector of PakistanLevel: Second CycleAuthor: Muhammad Naveed Iqbal and Sidra RizviSupervisor: Dr. Maria Fregidou-MalamaDate: 2012, February.Purpose: This study investigates job satisfaction concepts by considering jobs satisfaction factors, leader/manager’s behavior and effects of job satisfaction in the form of organizational efficiency and individual efficiency. It studies the construction, development and consequences of job satisfaction.Design/methodology: The data is collected from commercial bank in Pakistan through a survey by using two different questionnaires, one for employees and one for managers. SPSS technique was used for data analysis.Result &amp; Conclusion: The job satisfaction factors and manager behavior are the input in construction and development of employees’ job satisfaction. Six factors: (promotion, pay, benefit, rewards coworkers and job responsibilities) and managerial style: (middle to the road managerial style) are the most important basis to build the satisfaction level of the employees. Satisfaction/dissatisfaction of an employee affects the organizational efficiency as well as individual efficiency.Contribution: This research helps researchers to use the created model for further extensive research on job satisfaction. It helps the organizations to assess the status of their employee in regard of job satisfaction. Managers can manage polices related to factors and design training accordingly for the desired leadership behavior according to employees preference.Further Suggestion: This research is done in one department of commercial bank in Pakistan. Increase in sample size could produce comprehensive results. National culture effect is ignored in this research that helps to look on different consequences of job satisfaction assessment according to country’s culture. More service sectors such as hospital, insurance, telecommunication etc. should be considered to get more general results.Originality: This research presents construction, development of employee job satisfaction through factors and manager/leader behavior and its results in the form of consequences of satisfaction or dissatisfaction.Keywords: Job Satisfaction, Employees, Job Satisfaction Factors, Manager/Leader

The rise of e-recruiting has change the way of traditional style of recruiting greatly, not only enhancing the efficiency of recruiting , lowering the cost of recruiting and broadening the scope of recruiting market for industries, but also saving more mental and physical efforts getting information about job opening for job seekers .According to a market research conducted by ORC in 2005 , the percentage of industries using internet to recruit people is rising from 56%(2004) to 75%. The statistics released by Insightxplorer company also points out that 80.9% of job seekers is using the internet to seek for employment more than using other tools. Job boards is especially showing its importance as a way of recruiting and applying for a post in Taiwan. This research targets job board that has highest market share in Taiwan, gaining experience and evaluation from job seekers and recruiters viewpoints through case study, in order to obtain a diversified angles of vision and give a thorough description and interpretation of job boards¡¦ using.

In recent years the rapid domestic and foreign environmental change puts a little more pressure on workers of each industry. Moreover, the industry relocation leads to the increase of the unemployment rate. People suffering from depression dramatically increase when facing pressure and uncertainty. Parker (1983) pointed out that high job stress of employee cause uncomfortable feeling and lower satisfaction. Job stress which is a common phenomenon in the general enterprise organization influences not only the employee¡¦s commitment, satisfaction, and the physiological problems but also the organizational productivity. Job stress cause huge negative effect impact on the employee, organization, and society (Tseng, Li-chuan¡A2008). From the prospect of the organizational theory, under the influence of environmental change, environmental change will change the structure, policy of enterprise, or behaviors, and attitudes of people to improve the organization performance. Therefore, it is worthy to explore the correlations between the job stress and job satisfaction generated by the environmental change. This research was conducted based on the individual samples taken from media news workers. In addition to the relevant literature reviews, we designed questionnaire according to the assessment tool. Data were collected to conduct statistical analysis. We aim to explore the relationship among environmental change and job stress, and job satisfaction. This research structure contains three parts. The environmental change is independent variable, job stress is intervening variable, and job satisfaction is dependent variable. The structural relationship is that environmental change influence job stress while job stress and job satisfaction vary from personal attributes to personal attributes. We expect to understand the characteristics of news workers¡¦ job stress and job satisfaction generated by the environmental change according to the finding of this research and to offer as the reference for further studies and decision makers. Our findings include: positive perception of job stress of media news workers show significant effect on job satisfaction, working environment satisfaction, administrative leadership satisfaction, and the entire job satisfaction. It indicated that perception of job satisfaction of employee showed negative correlations with working environment satisfaction, job satisfaction, administrative leadership satisfaction, and the entire job satisfaction; we found difference between the extent of perception of environmental change and job satisfaction but no significant difference between it and job stress.