Promotional Opportunity Measure

1997 ◽  
Author(s):  
Jean E. Wallace
Keyword(s):  
Promotional Opportunity

scholarly journals Kepemimipinan Millenial Dalam Perpustakaan:Peluang dan Tantangan Dalam Menghadapi Era Revolusi Industri 4.0

2020 ◽  
Vol 6 (1) ◽  
pp. 945
Author(s):  
Abdul Rahman Simatupang
Keyword(s):  
Information Technology ◽  
Technology Development ◽  
Promotional Opportunity ◽  
The Revolution

<p>Millennial leadership is a leadership that has a good innovation, high creativity, also sensitive to technology development and able to increasing employers motivation. Opportunities and challenges in the revolution era 4.0 are make information technology as promotional opportunity, and make information technology as a tools to exchanging ideas to advance the organization or institution being led, while the challenges that occur are the initial challenge of the leader himself, the socialization of design that is innovative, and always to upgrade and accept change as a form of challenges faced by leaders.</p>

scholarly journals Organizational Commitment And Turnover Intentions Of Marketing Managers

2011 ◽  
Vol 10 (3) ◽  
pp. 87 ◽  
Author(s):  
James B. DeConinck ◽  
Duane P. Bachmann
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Equation Model ◽  
Marketing Managers ◽  
Promotional Opportunity ◽  
Antecedents And Consequences

<span>Previous research has increased our understanding of organizational commitment; however, few researchers have analyzed the antecedents and consequences of organizational commitment of marketing managers. A structural equation model explaining the organizational commitment of 335 marketing managers was developed and tested. Higher levels of distribute justice, job satisfaction, promotional opportunity and seniority were significant predictors of organizational commitment. Marketing managers intention to leave their jobs was highly influenced by their degree of organizational commitment. Kinship responsibility was not a significant predictor in the model.</span>

scholarly journals Parliamentary Interpreting in Malaysia: A Case Study

2009 ◽  
Vol 54 (2) ◽  
pp. 357-369
Author(s):  
Noraini Ibrahim
Keyword(s):  
Continuing Education ◽  
Professional Associations ◽  
The Public ◽  
Promotional Opportunity ◽  
Professional Environment ◽  
Ethics Code ◽  
Current Scenario

Abstract This article seeks to describe the current scenario of parliamentary interpreting in Malaysia by studying the interpreters’ work nature, aptitude and qualifications as well as remuneration and promotional opportunity. It also highlights the important aspects of the profession such as job mystification, training and continuing education, the connection between the training centres and the professional environment, the need to educate the public through the establishment of professional associations, and the implementation of an ethics code as well as the sense of professionalism among the interpreters. The author also proposes ways to improve the situation which would contribute to the professionalisation of interpreting in the Malaysian Parliament particularly and in Malaysia in general.

The mediating effect of job stress in the relationship between work-related dimensions and career commitment

2016 ◽  
Vol 30 (3) ◽  
pp. 408-420 ◽  
Author(s):  
Vathsala Wickramasinghe
Keyword(s):  
Social Support ◽  
Job Stress ◽  
Career Commitment ◽  
Business Environment ◽  
Mediating Effect ◽  
Role Clarity ◽  
Content Type ◽  
Work Related ◽  
Promotional Opportunity ◽  
The Relationship

Purpose – The purpose of this paper is to examine associations between career commitment, job stress, and work-related dimensions of work routinization, role clarity, social support, and promotional opportunity. Design/methodology/approach – In all, 408 employees holding supervisor or above level job positions in Sri Lanka responded to the survey. For the data analysis, structural equation modelling with maximum likelihood estimation was performed. Findings – Job stress fully mediates the relationship between role clarity and career commitment while partially mediates the relationships between work routinization, social support, and the lack of promotional opportunity and career commitment. Originality/value – An investigation into relationships between work-related dimensions and career commitment holds a number of implications in the current business environment where employee commitment may be shifting from the organization to one’s career.

Determinants of Job Satisfaction of Federal Government Employees

1997 ◽  
Vol 26 (3) ◽  
pp. 313-334 ◽  
Author(s):  
Yuan Ting
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Federal Government ◽  
Job Characteristics ◽  
Individual Characteristics ◽  
Organizational Characteristics ◽  
Government Employees ◽  
Promotional Opportunity ◽  
Federal Government Employees ◽  
Using Data

What determines the job satisfaction of federal government employees? Using data reported in the Survey of Federal Government Employees, I propose and assess the argument that the job satisfaction of federal government employees is determined primarily by three sets of factors: job characteristics, organizational characteristics, and individual characteristics. The empirical findings show that job characteristics such as pay satisfaction, promotional opportunity, task clarity and significance, and skills utilization, as well as organizational characteristics such as organizational commitment and relationship with supervisors and co-workers have consistently significant effects on the job satisfaction of federal government employees. I also discuss the research and organizational implications of my findings.

scholarly journals THE INFLUENCE OF JOB SATISFACTION AND ITS EFFECT ON EMPLOYEE TURNOVER INTENTION IN FINANCIAL SERVICE INDUSTRY OF MALAYSIA

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Andrew Sija
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Service Industry ◽  
Financial Service ◽  
Service Industries ◽  
Employee Recognition ◽  
Financial Service Industry ◽  
Promotional Opportunity ◽  
Employee Turnover Intention

High employee turnover has a severe impact on financial service industry, both financially and emotionally. The financial service industries must take a step to recognize possible causes of turnover intention, measure the turnover rate, determine the turnover cost and address the turnover problems seriously. The aim of this study is to measure the determinants of job satisfaction and its effect on employee turnover intention in the financial services industry in Malaysia. In specific, it is to assess the relationships between the independent variables (compensation and benefit, employee recognition, supervision support and promotional opportunity) and employee turnover intention. A total of 127 feedbacks obtained from employees in four selected well-known banks in this study. The survey questionnaires were in the form of google form and were sent via email to the respective representative of the selected bank. The study used two types of data analysis and had identified five (5) hypotheses which were tested using statistical technique SPSS version 26. The descriptive analysis was used to gauge the respondent’s demographic information such as gender, age, education level, bank served and tenure of services. Meanwhile the inferential analysis was mainly for examining the relationship between compensation and benefit, employee recognition, supervision support, promotional opportunity and employee turnover intention. The results revealed promotional opportunity is the strongest predictor in influencing employee turnover intention with unstandardized coefficients, β = .673, t = 7.016 p <.05, followed by compensation and benefit with β = .276, t = 2.861, p <.05. The most significant contribution of this study is that it explores for the first time the investigation of compensation and benefit with promotional opportunity affecting employee turnover intention in the most well-known and established banks in Malaysia. This study is hoping to contribute both on theoretical and practical value to the banks in maintaining their ranking, competitiveness and finding best solutions towards retaining talented employees. JEL: J30; L20; L23 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0747/a.php" alt="Hit counter" /></p>

scholarly journals Factors Affecting Job Satisfaction: An Exploratory Analysis among Public Bank Employees in Selected Cities of Bangladesh

2020 ◽  
pp. 1-22
Author(s):  
Nabid Aziz ◽  
Mohitul Ameen Ahmed Mustafi ◽  
Md Sajjad Hosain
Keyword(s):  
Job Satisfaction ◽  
Equal Treatment ◽  
Benefit Package ◽  
Factors Affecting ◽  
Independent Variables ◽  
Fair Competition ◽  
Promotional Opportunity ◽  
Bank Employees ◽  
Overall Job Satisfaction ◽  
Working Hour

This exploratory study aims to determine the factors affecting the overall perceived job satisfaction of the employees working at different public banks in Bangladesh. The authors carefully selected seven such factors after searching the existing literature. Those seven factors: working hour, fair competition, equal treatment, psychological support & fun, promotional opportunity, benefit package and co-working relationship were considered as the independent variables while overall job satisfaction was considered as the single dependent variable. Primary data were collected from a valid sample of 360 public sector bank employers through a structured questionnaire. Exploratory factor analysis (EFA) using SPSS (24) was utilized in order to validate the items of independent variables and structural equation modeling using AMOS (24) was utilized in order to test the hypothesized relationships between each independent variable and the dependent one. After proper statistical analysis, it was revealed that fair competition, equal treatment, promotional opportunity and working hour can positively and sufficiently influence the perceived overall job satisfaction of Bangladesh public bank employees while the other three factors, psychological stress & frustration, co-working relationship and benefit package were found to have insufficient influence over job satisfaction. The authors are well confident that this explorative study will guide the bank management in satisfying their competent employees in a more effective manner. Implications, limitations, and future directions have been also discussed in the study.

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