This paper aimed at examining the impact of threat of professional obsolescence, updating as play or work, perceived work overload, work exhaustion, affective commitment, on turnover and turnaway intentions of IT professionals in Mauritius. A quantitative, self-administered questionnaire was used to collect data from 158 IT professionals. Contrary to previous studies, perceived work overload was negatively related to work exhaustion and updating as work was not related to turnover intentions, but was positively correlated to turnaway intentions. While 80.5% of survey participants felt they worked more at home during the COVID-19 lockdown, 62.3% were able to spend more time with their family and would work mostly from home if possible. The affective commitment of professionals towards their organization and the IT profession reduced their turnover and turnaway intentions, respectively. By rewarding their affective commitment and implementing adequate work from home strategies, the retention of IT professionals could be positively enhanced.
{"title":"Turnover and Turnaway Intentions of IT Professionals and the Impact of COVID-19 on Their Work","authors":"R. Jeetah, Ved Greedharry Rampadaruth","doi":"10.5296/hrr.v6i1.20163","DOIUrl":"https://doi.org/10.5296/hrr.v6i1.20163","url":null,"abstract":"This paper aimed at examining the impact of threat of professional obsolescence, updating as play or work, perceived work overload, work exhaustion, affective commitment, on turnover and turnaway intentions of IT professionals in Mauritius. A quantitative, self-administered questionnaire was used to collect data from 158 IT professionals. Contrary to previous studies, perceived work overload was negatively related to work exhaustion and updating as work was not related to turnover intentions, but was positively correlated to turnaway intentions. While 80.5% of survey participants felt they worked more at home during the COVID-19 lockdown, 62.3% were able to spend more time with their family and would work mostly from home if possible. The affective commitment of professionals towards their organization and the IT profession reduced their turnover and turnaway intentions, respectively. By rewarding their affective commitment and implementing adequate work from home strategies, the retention of IT professionals could be positively enhanced.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"12 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125369507","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Covid19 has created a care economy collapse. As a result of the pandemic, salary incentive programs have been created to encourage Licensed Vocational Nurses (LVNs) to participate in Covid related programs. Many of these programs pay significantly more than the typical salary for LVNs working in home care. As a result, there has become a storage of available LVNs to work with vulnerable populations that need in-home care. Diving into the reasons for the shortage, this study also points to a secondary cause in a salary analysis within Los Angeles County. Results indicate that the average salary LVN salary in LA County is unsustainable for a single parent home. Research has previously shown that keeping people with disabilities in the home results in better outcomes than institutional placement. We will examine what can be done to address the shortage of at home LVN support before there is forced institutionalization.
{"title":"The COVID Care Economy Collapse","authors":"Kristina Khederlarian","doi":"10.5296/hrr.v6i1.20197","DOIUrl":"https://doi.org/10.5296/hrr.v6i1.20197","url":null,"abstract":"Covid19 has created a care economy collapse. As a result of the pandemic, salary incentive programs have been created to encourage Licensed Vocational Nurses (LVNs) to participate in Covid related programs. Many of these programs pay significantly more than the typical salary for LVNs working in home care. As a result, there has become a storage of available LVNs to work with vulnerable populations that need in-home care. Diving into the reasons for the shortage, this study also points to a secondary cause in a salary analysis within Los Angeles County. Results indicate that the average salary LVN salary in LA County is unsustainable for a single parent home. Research has previously shown that keeping people with disabilities in the home results in better outcomes than institutional placement. We will examine what can be done to address the shortage of at home LVN support before there is forced institutionalization.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"25 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122314447","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The study aims to identify the effect of work characteristics on employees’ engagement and the role of appropriate workload in government hospitals in the city of Amman. To achieve the aim of the study, the descriptive analytical approach is used through a stratified random sample of (269) individuals. The questionnaires have been electronically distributed using Google Drive and the questionnaire is used as a tool to collect study data. After conducting the statistical analysis, the study shows that there is a statistically significant effect at the level of significance (α≤0.05) for the characteristics of work in its dimensions (independence, diversity of skills, importance of work, and feedback) on participation in government hospitals in the city of Amman. Also, the study shows that there is a statistically significant effect at the level of significance (α≤0.05) for the characteristics of work in its dimensions (independence, diversity of skills, importance of work, and feedback) on empowerment in government hospitals in the city of Amman. The study has recommended the necessity of making use of the expertise and experience of experts by attracting them to train employees in modern methods in a way that leads to improving performance and working in hospitals.
{"title":"The Impact of Job Characteristics in Employee's Involvement: The Moderating Role of Appropriate Workload in the Government Hospitals in Amman City","authors":"Bara'ah Abu Oleim","doi":"10.5296/hrr.v5i1.19347","DOIUrl":"https://doi.org/10.5296/hrr.v5i1.19347","url":null,"abstract":"The study aims to identify the effect of work characteristics on employees’ engagement and the role of appropriate workload in government hospitals in the city of Amman. To achieve the aim of the study, the descriptive analytical approach is used through a stratified random sample of (269) individuals. The questionnaires have been electronically distributed using Google Drive and the questionnaire is used as a tool to collect study data. After conducting the statistical analysis, the study shows that there is a statistically significant effect at the level of significance (α≤0.05) for the characteristics of work in its dimensions (independence, diversity of skills, importance of work, and feedback) on participation in government hospitals in the city of Amman. Also, the study shows that there is a statistically significant effect at the level of significance (α≤0.05) for the characteristics of work in its dimensions (independence, diversity of skills, importance of work, and feedback) on empowerment in government hospitals in the city of Amman. The study has recommended the necessity of making use of the expertise and experience of experts by attracting them to train employees in modern methods in a way that leads to improving performance and working in hospitals.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121196440","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Michael T. Miller, David V. Tolliver, III, G. Gearhart
The study explored the concept of disagreement within family and societal structures, hypothesizing that for certain individuals to dramatically break with family and social traditions, they must have a high level of disagreement. Using McCroskey’s Tolerance for Disagreement scale, the findings indicated that those African American men who were included in the study had significantly higher levels of Tolerance for Disagreement than African American men who did not pursue postsecondary education.
{"title":"Correlation Between Tolerance for Disagreement and Postsecondary Enrollment Among African American Men","authors":"Michael T. Miller, David V. Tolliver, III, G. Gearhart","doi":"10.5296/hrr.v4i1.17979","DOIUrl":"https://doi.org/10.5296/hrr.v4i1.17979","url":null,"abstract":"The study explored the concept of disagreement within family and societal structures, hypothesizing that for certain individuals to dramatically break with family and social traditions, they must have a high level of disagreement. Using McCroskey’s Tolerance for Disagreement scale, the findings indicated that those African American men who were included in the study had significantly higher levels of Tolerance for Disagreement than African American men who did not pursue postsecondary education.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"338 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115461168","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
With an increasing level of attention given to the concept of motivation in the workforce, anecdotal evidence suggests that many employers have a preference towards hiring individuals with athletic backgrounds. While only limited research, at best, has studied this phenomenon to demonstrate any empirically supported framework of why former high school or college athletes may be perceived as more ideal employees, the following proposes a logical path forward to begin to empirically test the accuracy of the belief that sport participants and athletes could make better employees by specifically studying the transfer of a person’s motivational outlook from the athletic experience to the workplace.
{"title":"Do Athletic Experiences Lead to Desirable Workplace Motivation? A Proposed Exploratory Framework","authors":"Robert W. Lion","doi":"10.5296/HRR.V3I1.14793","DOIUrl":"https://doi.org/10.5296/HRR.V3I1.14793","url":null,"abstract":"With an increasing level of attention given to the concept of motivation in the workforce, anecdotal evidence suggests that many employers have a preference towards hiring individuals with athletic backgrounds. While only limited research, at best, has studied this phenomenon to demonstrate any empirically supported framework of why former high school or college athletes may be perceived as more ideal employees, the following proposes a logical path forward to begin to empirically test the accuracy of the belief that sport participants and athletes could make better employees by specifically studying the transfer of a person’s motivational outlook from the athletic experience to the workplace.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129041282","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Saudi Arabia is in the limelight with relation to gender equality throughout the globe. It is said that they exist a shift in the way in which KSA is attempting to alter its society. It is suggested that this is pushed on by globalization, modernization and westernization. One factor that the rest of the globe is focused on relates to the way in which Saudi women viewed treated. This has resulted in drastic changes in policies for women in Saudi Arabia due to both internal and external forces. Saudi Arabia is secretive with relation to the way it conducts its internal policies. With the large number of Saudi students who are studying abroad there is a suggestion this can aid in tackling gender equality issues within Saudi Arabia. This study looks at whether Saudi male student’s opinions have changed due to the exposure of other societies and in particular with that of the UK. It is concluded that Saudi male students are in fact altering their perceptions and that exposure to new social environments are pushing these changes in thoughts. Although small in size, the participants of the study support this notion. Ultimately, further analysis is required so as to promote reliability and validity but these results seem somewhat promising to Saudi women.
{"title":"Understanding the Social Perceptions of Male Saudi Nationals: A Glimpse Into Gender Inequality in the Kingdom of Saudi Arabia","authors":"Ali S. Alharethi","doi":"10.5296/HRR.V3I1.14326","DOIUrl":"https://doi.org/10.5296/HRR.V3I1.14326","url":null,"abstract":"Saudi Arabia is in the limelight with relation to gender equality throughout the globe. It is said that they exist a shift in the way in which KSA is attempting to alter its society. It is suggested that this is pushed on by globalization, modernization and westernization. One factor that the rest of the globe is focused on relates to the way in which Saudi women viewed treated. This has resulted in drastic changes in policies for women in Saudi Arabia due to both internal and external forces. Saudi Arabia is secretive with relation to the way it conducts its internal policies. With the large number of Saudi students who are studying abroad there is a suggestion this can aid in tackling gender equality issues within Saudi Arabia. This study looks at whether Saudi male student’s opinions have changed due to the exposure of other societies and in particular with that of the UK. It is concluded that Saudi male students are in fact altering their perceptions and that exposure to new social environments are pushing these changes in thoughts. Although small in size, the participants of the study support this notion. Ultimately, further analysis is required so as to promote reliability and validity but these results seem somewhat promising to Saudi women.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128617951","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Although studies in Organizational Behavior has been increasing, a gap exists in the literature about individuals’ performance and its final influence on the organizational outcomes. There might be a number of factors with physical and psychological contents which would influence the employees’ behavior in organizations and low employee performance would decrease organization’s success. This study examines the literature on psychological performance and its influences upon work. Psychological performance is not well known in organizational behavior. Many studies supported that a lot of factors influence the individual’s performance which affects the organizational outcomes. Although the psychological performance of the employees has an important role in a working environment no significant research are found in the available literature. Thus, the importance of psychological performance for organizations is discussed in this paper.
{"title":"Employees’ Psychological Performance","authors":"Ozgur Demirtas, Harika Suklun","doi":"10.5296/HRR.V3I1.12998","DOIUrl":"https://doi.org/10.5296/HRR.V3I1.12998","url":null,"abstract":"Although studies in Organizational Behavior has been increasing, a gap exists in the literature about individuals’ performance and its final influence on the organizational outcomes. There might be a number of factors with physical and psychological contents which would influence the employees’ behavior in organizations and low employee performance would decrease organization’s success. This study examines the literature on psychological performance and its influences upon work. Psychological performance is not well known in organizational behavior. Many studies supported that a lot of factors influence the individual’s performance which affects the organizational outcomes. Although the psychological performance of the employees has an important role in a working environment no significant research are found in the available literature. Thus, the importance of psychological performance for organizations is discussed in this paper.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"69 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130297280","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
A. Syed, Muhammad Bilal Ahmad, Hafiz Fawad Ali, Mian Muhammad Arif, Amna Gohar
In this research, the relationship between work-family conflicts of female doctors with turnover intentions is examined along with the moderating role of perceived organizational support and taking job stress as a mediator. A self-administered questionnaire was used to collect data from 270 female doctors who were practicing in different tertiary care hospitals of Lahore. For analyzing the data, the researcher used IBM SPSS and PLS-SEM. Results of the study confirmed that a positive relationship exists between WFC and intention to quit jobs in female doctors. Results also revealed that POS acts as a moderator between WFC and quit intentions but rejected the hypothesis of stress as a mediator between work-family conflict and intentions to leave the profession in the case of female doctors of Lahore. The past studies on work-family conflict were mostly conducted on the scenario of western countries particularly in America but the present study gives an insight of the relationship between work-family conflict and turnover intention of female doctors in Pakistan
{"title":"Work-Family Conflict and Turnover Intentions: Moderated Mediation Model","authors":"A. Syed, Muhammad Bilal Ahmad, Hafiz Fawad Ali, Mian Muhammad Arif, Amna Gohar","doi":"10.5296/HRR.V2I1.13925","DOIUrl":"https://doi.org/10.5296/HRR.V2I1.13925","url":null,"abstract":"In this research, the relationship between work-family conflicts of female doctors with turnover intentions is examined along with the moderating role of perceived organizational support and taking job stress as a mediator. A self-administered questionnaire was used to collect data from 270 female doctors who were practicing in different tertiary care hospitals of Lahore. For analyzing the data, the researcher used IBM SPSS and PLS-SEM. Results of the study confirmed that a positive relationship exists between WFC and intention to quit jobs in female doctors. Results also revealed that POS acts as a moderator between WFC and quit intentions but rejected the hypothesis of stress as a mediator between work-family conflict and intentions to leave the profession in the case of female doctors of Lahore. The past studies on work-family conflict were mostly conducted on the scenario of western countries particularly in America but the present study gives an insight of the relationship between work-family conflict and turnover intention of female doctors in Pakistan","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122001722","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This article examines how service organizations can enhance employees’ customer orientation, often exhibited through the display of service-oriented citizenship behaviors. The study, in this respect, quantitatively analyses the relationships between organizational distributive justice, leader-member exchange (LMX), and team-member exchange (TMX) on customer orientation. Data were gathered through a survey of 658 middle managers working in a Pakistani bank and were analyzed via full structural equation modelling. The findings reveal that organizational distributive justice, LMX, and TMX are key predictors of customer orientation. Specifically, the analysis suggests that the relationships between organizational distributive justice and LMX with customer orientation are mediated partially and fully, respectively, by TMX. Simultaneously, TMX partially mediates the relationship between organizational tenure and customer orientation. Our study contributes to both theory and practice of service organization functioning by signifying the importance of the organization’s fair distribution of rewards as well as it’s leader’s and co-worker’s behaviors in affecting organizationally desired employee behaviors and thereby, arguably, enabling positive organizational outcomes. Service organizations can, based on our findings, create a culture of service excellence by placing emphasis on specific elements at the organizational, leadership, and team level.
{"title":"Enhancing Service-Oriented Behaviors in an Asian Business Context: Lessons From a Pakistani Bank","authors":"S. Fuchs, Rea Prouska, Alexandros G. Psychogios","doi":"10.5296/HRR.V2I1.12652","DOIUrl":"https://doi.org/10.5296/HRR.V2I1.12652","url":null,"abstract":"This article examines how service organizations can enhance employees’ customer orientation, often exhibited through the display of service-oriented citizenship behaviors. The study, in this respect, quantitatively analyses the relationships between organizational distributive justice, leader-member exchange (LMX), and team-member exchange (TMX) on customer orientation. Data were gathered through a survey of 658 middle managers working in a Pakistani bank and were analyzed via full structural equation modelling. The findings reveal that organizational distributive justice, LMX, and TMX are key predictors of customer orientation. Specifically, the analysis suggests that the relationships between organizational distributive justice and LMX with customer orientation are mediated partially and fully, respectively, by TMX. Simultaneously, TMX partially mediates the relationship between organizational tenure and customer orientation. Our study contributes to both theory and practice of service organization functioning by signifying the importance of the organization’s fair distribution of rewards as well as it’s leader’s and co-worker’s behaviors in affecting organizationally desired employee behaviors and thereby, arguably, enabling positive organizational outcomes. Service organizations can, based on our findings, create a culture of service excellence by placing emphasis on specific elements at the organizational, leadership, and team level.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"25 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121228011","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Xuezhou Wen, R. Butt, Rabnawaz Khan, Majid Murad, Sheikh Farhan Ashraf, A. Michael
The present study discussed the motivational factors of Herzberg two factor theories in the perspective of the administrative staff of the telecom sector of Pakistan. The study investigates whether these motivational (intrinsic) factors and hygiene (extrinsic) factors affect the job satisfaction of administrative staff and their influence on telecommunication sectors. The motivational (intrinsic) factors i.e. recognition, the job itself, responsibility, professional growth. Hygiene (extrinsic) factors i.e. senior management, the role of supervisor, good relation with coworkers. The study also revealed some other factors of human resource development career development, responsibility, compensation and benefits and working atmosphere which are associated with the job satisfaction of administrative staff in the telecom sector in Pakistan.This paper is more inclined towards an exploratory study, were to explore the more important of the topic; the study used a convenience sampling technique to collect data from the administrative staff of telecom sector of Pakistan. The final sample consisted of 150 respondents who are currently working in the telecom sector. Descriptive statistics, correlational and linear regression analysis was used to test hypotheses.The output of this study is revealed that of telecom motivation factor intrinsic positive significant impact on job satisfaction, compensation and benefits has an impact on job satisfaction, the career development is also associated with the job satisfaction of administrative staff, responsibility of work is positively associated with the job satisfaction of telecom.
{"title":"Effect of Motivational Factors on Job Satisfaction of Administrative Staff in Telecom Sector of Pakistan","authors":"Xuezhou Wen, R. Butt, Rabnawaz Khan, Majid Murad, Sheikh Farhan Ashraf, A. Michael","doi":"10.5296/HRR.V2I1.13672","DOIUrl":"https://doi.org/10.5296/HRR.V2I1.13672","url":null,"abstract":"The present study discussed the motivational factors of Herzberg two factor theories in the perspective of the administrative staff of the telecom sector of Pakistan. The study investigates whether these motivational (intrinsic) factors and hygiene (extrinsic) factors affect the job satisfaction of administrative staff and their influence on telecommunication sectors. The motivational (intrinsic) factors i.e. recognition, the job itself, responsibility, professional growth. Hygiene (extrinsic) factors i.e. senior management, the role of supervisor, good relation with coworkers. The study also revealed some other factors of human resource development career development, responsibility, compensation and benefits and working atmosphere which are associated with the job satisfaction of administrative staff in the telecom sector in Pakistan.This paper is more inclined towards an exploratory study, were to explore the more important of the topic; the study used a convenience sampling technique to collect data from the administrative staff of telecom sector of Pakistan. The final sample consisted of 150 respondents who are currently working in the telecom sector. Descriptive statistics, correlational and linear regression analysis was used to test hypotheses.The output of this study is revealed that of telecom motivation factor intrinsic positive significant impact on job satisfaction, compensation and benefits has an impact on job satisfaction, the career development is also associated with the job satisfaction of administrative staff, responsibility of work is positively associated with the job satisfaction of telecom.","PeriodicalId":267146,"journal":{"name":"Human Resource Research","volume":"58 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127153115","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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