This paper considers how utilizing a model of job-related affect can be used to explain the processes through which perceived training and development influence employee retention. We applied Russell’s model of core affect to categorize four different forms of work attitude, and positioned these as mediators of the relationship between perceived training and development and intention to stay. Using data from 1,191 employees across seven organizations, multilevel analyses found that job satisfaction, employee engagement, and change-related anxiety were significantly associated with intention to stay, and fully mediated the relationship between perceived training and development and intention to stay. Contrary to our hypotheses, emotional exhaustion was not significantly associated with intention to stay nor acted as a mediator when the other attitudes were included. These findings show the usefulness of Russell’s model of core affect in explaining the link between training and development and employee retention. Moreover, the findings collectively suggest that studies examining employee retention should include a wider range of work attitudes that highlight pleasant forms of affect.

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The relationship between perceived training and development and employee retention: the mediating role of work attitudes

Purpose




Cyberloafing has been reported as a prevalent practice among employees and has been called the hidden epidemic killing business productivity. Given the importance of this issue, this study aims to propose and empirically test a research model to investigate the relationships between private demands, job stress and cyberloafing, premised on border theory, conservation of resources theory and general strain theory.




Design/methodology/approach




A total of 301 usable data were collected from employees who work in the ICT sector, using self-reported questionnaires that are subsequently analysed using Partial Least Square (PLS) structural equation modelling.




Findings




The results of this study have revealed that both private demands and job stress are positively related to cyberloafing. In addition, job stress is positively related to private demands and also partially mediates the relationship between private demands and cyberloafing. Therefore, the findings are suggestive of employee’s job resources being depleted when they cross between work and non-work domains as they attempt to satisfy their private demands. As a result, insufficient job resources channelled towards handling job-related demands results in job stress, followed by their engagement in cyberloafing behaviour as a coping mechanism.




Originality/value




The main theoretical contribution of this research is to expand upon the existing knowledge of the relationship between private demands and cyberloafing by demonstrating the mediating effect of job stress. Interestingly, the findings revealed that employees’ non-work domain can have a significant influence on both emotions and behaviours at work.

Do employees' private demands lead to Cyberloafing? The mediating role of job stress

Aim/Purpose: This research aims to examine the role of Knowledge Management (KM) infrastructure (technological, structural, and cultural) in enhancing job satisfaction in the context of developing countries, as exemplified by Jordan.\n\nBackground: Despite the presence of job satisfaction studies conducted in educational institutions across the world, knowledge management issues have not been taken into consideration as influencing factors. \n\nMethodology: A total of 168 responses to a questionnaire survey were collected from the academic staff at Zarqa University in Jordan. Multiple regression analysis was conducted to test the research hypotheses. \n\nContribution: This study offers deeper understanding about the role that knowledge management infrastructure plays in enhancing job satisfaction from a developing country perspective. The proposed model is tested the first time in Jordan. \n\nFindings: Results of the current study revealed that there are significant positive impacts of technological and cultural KM infrastructures on job satisfaction, whereas structural KM infrastructure does not have a significant impact on job satisfaction. Also, the results revealed significant gender difference in perception of the impact of knowledge management infrastructure on job satisfaction. On the other hand, an ANOVA test found no significant difference in the impact of knowledge management infrastructure on job satisfaction among groups by age, experience, and academic rank.\n\nRecommendation for Researchers: Our findings can be used as a base of knowledge for further studies about knowledge management infrastructure and job satisfaction following different criteria and research procedures.\n\nFuture Research: The current model can be applied and assessed further in other sectors, including public universities and other services sectors in developed and developing countries. \n\n

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The Role of Knowledge Management Infrastructure in Enhancing Job Satisfaction: A Developing Country Perspective

Mobile banking (m banking) is the breakthrough technology in banking sector which has significantly improved efficiency of banks and people’s quality of life. Banks seem particularly interested in ...

https://journals.sagepub.com/doi/pdf/10.1177/2158244019844084

Predicting Mobile Banking Acceptance and Loyalty in Chinese Bank Customers

A comprehensive review and analysis of supervised-learning and soft computing techniques for stress diagnosis in humans.

Purpose – The purpose of this paper is to examine whether job satisfaction and job-related stress differ among employees of different banking sectors. Design/methodology/approach – Questionnaire were administered to 337 employees from various banks belonging to private sector, public sector and new generation banks. One way ANOVA was conducted to find out whether job satisfaction and job relates stress varied on the basis of three different sectors of banks. Further post hoc test was conducted to find out which sector differs significantly. Findings – Results indicated that employees of different sectors of bank had different level of job satisfaction and job-related stress. Further it was revealed that public sector banks have lower job-related stress when compared to private sector banks and new generation banks; and higher job satisfaction when compared to new generation banks. Practical implications – With the rapid developments and competition in banks, measures should be taken in private sector bank...

Job related stress and job satisfaction: a comparative study among bank employees

Psychological Empowerment and Job Satisfaction in the Banking Sector

Job satisfaction is the employee’s positive attitude or feeling towards his or her job. It is a very important motivator for employees to remain with a job, and hence an organisation. Briefly defined, job-related stress arises when there is mismatch between the employee and the work environment. The reduction of stress levels among employees is crucial in an organization. These two concepts—job satisfaction and job-related stress—are examined in relation to psychological empowerment with theoretical and research support. Apart from stating the definitions, significance, types, models and factors determining these concepts, the authors have provided a comprehensive review of the research literature for both variables, job satisfaction and job-related stress in relation to the construct of psychological empowerment, and the consequences of job satisfaction are discussed. Various scales established by different researchers for measuring job satisfaction and job-related stress are reported and discussed.

Job Satisfaction and Job-Related Stress

This chapter describes the origin, evolution, concept, definitions, antecedents and implications of employee empowerment to give a clear understanding of the significance and practical applications of the concept of employee empowerment in managing organisational effectiveness. The benefits of empowerment to the organisation are detailed by explaining their contribution towards stakeholders and the society within which the organization operates. Authors also touch on various theoretical perspectives on employee empowerment, such as relational perspective and motivational perspective of empowerment and the major barriers for initiating empowerment in organisations. Authors describe the various initiatives taken by organisations in general and the service sector in particular to implement empowerment practices for improving organisational effectiveness.

An Overview of Employee Empowerment

The present study explains how empowerment is perceived by employees in the service sector based on an empirical study conducted in the banking sector The study also examines the level of psychological empowerment and its cognitions – meaning, competence, self-determination and impact among employees of different sectors of banks 337 employees from private sector, public sector and new generation banks participated in this study One way ANOVA was conducted to find out whether psychological empowerment and its cognitions vary on the basis of three different sectors of banks Post-hoc test was conducted to find out which sector differs significantly The findings from the study indicate that employees’ psychological empowerment does not differ on the basis of different sectors of banks, but there is a difference in cognitions of psychological empowerment It was found in meaning cognition and impact cognition of employees

Elizabeth George

Papers

Job related stress and job satisfaction: a comparative study among bank employees

Psychological Empowerment and Job Satisfaction in the Banking Sector

Job Satisfaction and Job-Related Stress

An Overview of Employee Empowerment

Employees’ perception of empowerment: a comparative study among different sectors of banks