International Journal of Human Resource Studies 

About: International Journal of Human Resource Studies is an academic journal. The journal publishes majorly in the area(s): Job satisfaction & Human resource management. It has an ISSN identifier of 2162-3058. Over the lifetime, 610 publications have been published receiving 4471 citations.

The impact of knowledge sharing on the relationship between organization culture and job satisfaction: the perception of Information Communication and Technology (ICT) practitioners in Hong Kong

Abstract: Purpose - The purpose of this article is to analyze the impact of knowledge sharing on the relationship between organizational culture and job satisfaction of ICT industry in Hong Kong so that appropriate strategies can be put in place by relevant decision-makers to enhance corporate performance. Design/Methodology/Approach - The research includes items of culture dimension, knowledge sharing dimension, job satisfaction dimension and demographic information. Data collected from 228 valid respondents by an internet-based self-administrative anonymous questionnaire survey were analyzed by factor analysis and multiple regressions; validity, reliability and the mediating effect of knowledge sharing were also tested. Findings - Research findings revealed that organizational culture significantly influences knowledge sharing and job satisfaction and that knowledge sharing plays an important mediating role between organizational culture and job satisfaction. Practical Implications - The insightful results provide empirical evidence as potential guidance to employers of ICT industries and management to establish appropriate strategies to retain valuable staff and improve the efficiency of their human resources including incentive and reward policies. Originality/Value - This research studied the relationships between organizational culture, knowledge sharing and job satisfaction in Hong Kong context since most of the previous studies has focused on western countries. It is unique in that it investigated the mediating effects of knowledge sharing on job satisfaction of ICT practitioners in Hong Kong. The results of this research provide empirical evidence to guide employers and managers towards a collaborative and beneficial organizational culture, enhancement of knowledge sharing practices, and sustainable human resource strategies. Keywords Organizational Culture, Knowledge Sharing, Job Satisfaction , China insurance Industry, Foreign Fund, Challenge

Effect of motivation on employee performance of commercial banks in Kenya: A case study of Kenya Commercial Bank in Migori County

Abstract: This study sought to assess the effect that motivation had on the job of workers of the Kenya Commercial Bank in Migori County. The study also focused on the demotivating factors like delay of promotion, no clear career progression, unreasonable load, long working hours and lack of appreciation from the managers. This study adopted a descriptive design because it involved interviewing or administering questionnaire to a sample of individuals ( Orodho, 2003). Simple random sampling was used as no complexities were be involved. All that was needed was a relatively small, clearly defined population (Orodho and Okombo, 2002).. The study employed the use of self administered questionnaire to collect the required primary data. Descriptive statistical analysis technique was employed to obtain useful summary of responses. Statistical Programme of Social Scientists (SPSS) version 17 tool was used to generate data that was presented in tables and piecharts as was necessary. Simple random sampling was used and total sample population was forty five employees. In conclusion, managers should know that employees are motivated by monetary rewards. It is recommended that there is need for managers to have a comprehensive motivation scheme in all aspects of an organization as this is directly proportional to the output of the employees.

Millennials in the Workplace: A Conceptual Analysis of Millennials' Leadership and Followership Styles

Abstract: The Millennial Generation in the workplace has received increasing attention as it has been shown that Millennials demonstrate different attitudes, values, beliefs, and aspirations in the workplace compared to the previous generations. Although a number of studies have devoted to the investigation of Millennials, the leadership and followership styles exhibited by Millennials at work has been largely neglected. Thus, the major purpose of this article is to develop a conceptual framework that explores Millennials’ leadership and followership styles in the workplace. By examining Millennials in the context of leadership and followership, this article provides important theoretical and practical implications.

The Influence of Work Life Balance and Job Satisfaction on Organizational Commitment of Healthcare Employees

Abstract: The study examines the effects of perceived work-life balance and job satisfaction on organizational commitment among healthcare employees. It was predicted that perceived work-life balance fosters job satisfaction which leads to the organizational commitment among employees in the long run. The degree of work-life balance is measured using the five statements from Chaney (2007) and eight statements from Gutak et. Al. (1991). Short version of the Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Organizational commitment was measured by selecting 11 items from Blau et.al.’s (1993) work commitment index. 275 respondents completed the survey. Results showed that respondents have moderate level of perceived work-life balance, job satisfaction and commitment. Significant relationship is found among work-life balance, job satisfaction and organizational commitment. A regression analysis revealed that 37% variance in organizational commitment and job satisfaction is attributed to work-life balance.

The Impact of Organizational Commitment on Job Satisfaction: A Study of Employees at Nigerian Universities

Abstract: Researchers have hypothesized that there is a significant difference in the degree of Organizational commitment in Public and Private Universities This was tested in the Public and Private University system to ascertain the veracity of this hypothesis Data were collected from 150 employees consisting of academic and Administrative and technical staff from both the public Universities and the Private Universities The results revealed that employees in Public Universities have greater degree of organizational commitment in comparison to Private Universities Also, job satisfaction increases or decreases based on increase or decrease in organizational commitment Obtained results were in the line of the hypotheses In terms of organizational commitment; a significant difference was noticed between Public and Private Universities Against expectation, employees of Public Universities exhibited higher degree of organizational commitment as compared to those of Private Universities Most importantly, organizational commitment is being proven as the catalyst for enhancing job satisfaction level of employees Keywords: Organization’s Goals, Performance, Effectiveness, Leadership Styles, Trust within the Organization, Employment Status, Training, Turnover Intentions