scholarly journals A Multivariate Analysis of Job Satisfaction of Ready-made Garments (RMG) Workers in Bangladesh

2016 ◽  
Vol 9 (9) ◽  
pp. 110 ◽  
Author(s):  
Mohedul Islam ◽  
Mohitul Ameen Ahmed Mustafi ◽  
Rafiqul Islam ◽  
Nazrul Islam
Keyword(s):  
Job Satisfaction ◽  
Multivariate Analysis ◽  
Family Life ◽  
Working Condition ◽  
Work And Family ◽  
Working Environment ◽  
Policy Makers ◽  
Substantial Impact ◽  
Analysis Techniques ◽  
Industrial Sectors

<p>There is a paramount importance of Job Satisfaction of the employees of an organization for the smooth functioning of its work. It has substantial impact on workers’ performance. RMG workers of Bangladesh are enormous in number and instrumental to the economic growth of Bangladesh. But the salary and other benefits of these workers are very low compared to that of other industrial sectors. Sometimes, the salary and benefits are not even paid on time to the workers. As a result, a serious concern has been raised by the national and international stakeholders about the job satisfaction of RMG workers. Therefore, this study aims at identifying the job satisfaction factors of the RMG workers and providing suggestions for the improvement of present situation. For analyzing data multivariate analysis techniques are used by using Smart PLS, and SPSS. Salary and benefits, supervisor’s behavior, work and family life, working condition and the working environment are identified as factors having influence on job satisfaction of RMG workers in Bangladesh. Results show that the salary and benefits, supervisor’s behavior, work and family life are significantly related to the job satisfaction of the workers. This study suggests that for ensuring job satisfaction of the RMG workers in Bangladesh the policy makers should focus more on salary and benefits, supervisors’ behavior, and work and family life of the workers.</p>

Coordination Points: A Hidden Factor in Reconciling Work and Family Life

2004 ◽  
Vol 34 (1) ◽  
pp. 99-119 ◽  
Author(s):  
CHRISTINE SKINNER
Keyword(s):  
Family Life ◽  
Maternal Employment ◽  
Qualitative Data ◽  
Work And Family ◽  
Early Years ◽  
Working Parents ◽  
Policy Makers ◽  
Fully Integrated ◽  
Per Se ◽  
Depth Interviews

Despite improvements in childcare provision since the implementation of the National Childcare Strategy in England in 1998, little is known about the practicalities of managing childcare and employment from a parental perspective. It is not recognised that dependent children have to be physically transported from home to the place of care-education, and if transported by the parent the latter usually also has to travel to their workplace in a different location. This article discusses the complexity involved in coordinating these events, the barriers posed to maternal employment, and the strategies used by working parents to overcome the difficulties. It presents an analysis of qualitative data from in-depth interviews with 40 mothers in a middle-sized city in England. The analysis exposes the additional work involved in temporally, spatially and physically coordinating childcare, education and work. It indicates that early education related to children's ages might have a greater influence on coordination difficulties, and therefore maternal employment, than the numbers of children in a family per se. The article argues that policy makers need to have a greater regard for the time and space dimensions attached to coordination, the coordination support provided by fathers and others (as opposed to childcare), transport issues and the need for fully integrated early years provision in all neighbourhoods.

scholarly journals Lost in Transition? Employment and Family Change for Mid-Life Men

1970 ◽  
Author(s):  
Paul Callister
Keyword(s):  
New Zealand ◽  
Family Life ◽  
Work And Family ◽  
Newspaper Article ◽  
Major Focus ◽  
Disability Benefit ◽  
Policy Makers ◽  
Social Expectation ◽  
The Social ◽  
The Uk

Under the provocative title ‘Useless, jobless men – the social blight of our age’?, a May 2010 British newspaper article posed the question as to whether the UK benefits system has produced an ‘emasculated’ generation of men who can find neither work nor a wife. Informed by a review of international literature, we use census, HLFS and benefit data to explore these issues within a New Zealand context. We demonstrate how a group of mid life males on the margins of work and family life have emerged in New Zealand and show how this has been drivenbyanumberofchangesinlabourmarkets,particularlyinrelationtothelowskilled; inmarriagemarkets;andthroughtheworkingsof the benefit system. Although our research suggests that the size of this marginalised group is relatively small, the men we are concerned about are at the heart of a number of difficult contemporary policy issues such as the rise in disability benefit receipt and incarceration. Historically, low skilled males were a major focus of policy ­ the breadwinner model ­ which focussed on reinforcing the social expectation that men’s role was in work and married. We suggest there now needs to be a renewed policy focus on this group. However rather than attempting to return the world to the 1950s, the task for policy makers is to consider how best to create policy settings that are effective for the contemporary structure of work and family life.

scholarly journals Does Job Satisfaction, Fair Treatment, and Cooperativeness Influence the Whistleblowing Practice in Malaysian Government Linked Companies?

2019 ◽  
Author(s):  
Jamaliah Said ◽  
Md. Mahmudul Alam ◽  
Dar Irna Bt Mohamed ◽  
Marhamah Rafidi
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Organizational Factors ◽  
Working Environment ◽  
Primary Data ◽  
Cross Sectional ◽  
Policy Makers ◽  
Fair Treatment ◽  
Subsequent Effect ◽  
The Government

Purpose: Whistleblowing is an important factor in preventing corruption and fraud in organizations. There is a law to promote whistleblowing practices, but the negative subsequent effect of whistleblowing demotivates the reporting of unethical behaviours. Thus, it is important to identify the factors that motivate an employee to exercise whistleblowing in an organization. Therefore, this study aims to examine whether the personal factor of job satisfaction and organizational factors such as fair treatment as well as cooperativeness contribute to the whistleblowing practice in an organization.Design/methodology/approach: This study collected primary data based on a questionnaire survey from 73 respondents of the seven top most GLCs in Malaysia. The data are analyzed using descriptive statistics, factor analysis, and cross-sectional regression.Findings: The findings of the study reveal that only fair treatment is statistically significant and positively related to the whistleblowing practice. The findings imply that if employees perceive that the organization provides fair treatment in terms of career advancement, awards, training, performance appraisal, job assignment, and pay increases, they would tend to report wrongdoing activities to protect the image of the organization.Practical implications: The findings of the study will help the policy makers to ensure better working environment and accountability in the public sector of Malaysia and other similar countries.Originality/value: This is an original study based on primary data to examine the current practices of whistleblowing and its relationship with the practices of job satisfaction, fair treatment, and cooperativeness in the government linked companies of Malaysia.

scholarly journals ANALYSIS OF INDIVIDUAL CAPABILITIES AND WORK ENVIRONMENT TO JOB SATISFACTION THROUGH MOTIVATION: A CASE STUDY OF ACADEMY X JAKARTA

2019 ◽  
pp. 10-23
Author(s):  
Setyo Widiarto ◽  
P. Eddy Sanusi Silitonga ◽  
Imam Wibowo
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Sampling Technique ◽  
Working Environment ◽  
Analysis Techniques ◽  
Working Environments ◽  
Saturated Sample

This study aimed to analyze the influence of individual skills and the working environment of the gratification of working through motivation Academy X in Jakarta). These survey respondents amounted to 52 employees of the Academy X Jakarta. The sampling technique using a saturated sample, and analysis techniques using path analysis. The results showed that the ability of individual positive and significant effects directly on job satisfaction. Work environment positive and significant effect directly on job satisfaction of employees. Motivation positive and significant impact on job satisfaction of employees. The direct effect of individual skills and working environments on job satisfaction is greater than the effect of indirectly through motivation. This suggests that the motivation is not a variable intervening for individual skills and working environments on job satisfaction of employees at the Academy X in Jakarta.

scholarly journals Mobility within the Childcare Workforce: Evidence for a New Policy?

2008 ◽  
Vol 37 (2) ◽  
pp. 295-309 ◽  
Author(s):  
JUNE STATHAM ◽  
JULIA BRANNEN ◽  
ANN MOONEY
Keyword(s):  
Family Support ◽  
Family Life ◽  
Life Stage ◽  
Work And Family ◽  
Working Environment ◽  
Transferable Skills ◽  
Policy Context ◽  
Different Types ◽  
The Life Course ◽  
Quantitative And Qualitative Methods

AbstractThis article presents findings from a three-year government-funded study of the work and family lives of four important groups within the childcare workforce in England: residential social workers in children's homes, family support workers, foster carers and community childminders. The study used a combination of quantitative and qualitative methods, including biographical narrative interviews. The policy context of the Children's Workforce Strategy is discussed, focusing particularly on the government's aim to develop greater integration between different types of work with children and the creation of a more flexible childcare workforce. The article then draws together findings from the study to argue that although the planned integrated qualifications framework may assist mobility within the childcare workforce, other factors also need to be taken into account. The choice to engage in particular types of childcare work is often linked to factors such as life stage, preferred age of child, preferred working environment and the worker's own background and needs. This suggests the need for more targeted recruitment, matching people to type of work, and for more attention to be paid to the connections between work and family life. The study does provide some evidence of transferable skills and movement over time between types of work with children, and demonstrates the importance of seeing the life-course as presenting opportunities for childcare employment rather than being an obstacle.

scholarly journals Influence of mediating variables onto interdependence between perceived difficulties in balancing work and family life and job satisfaction

2014 ◽  
Vol 4 (3) ◽  
pp. 158
Author(s):  
Agnieszka Maria Springer
Keyword(s):  
Job Satisfaction ◽  
Corporate Culture ◽  
Family Life ◽  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Mediating Variables ◽  
Working People ◽  
Key Variables ◽  
Work Family

The main purpose of this paper is to assess the influence of mediating variables in the process of perceived work-family conflict onto job satisfaction. The study in question was conducted on the sample of 533 working people, 126 of whom stated that they had a significant problem with balancing work and family life (high WFC) and 269 of whom stated that this problem did not concern them (low WFC). Simultaneously, 136 respondents stated they often brought work problems home (PWtoF) and 278 claimed they did not do that (NPWtoF). The obtained results indicate that the key variables that moderate the influence of the perceived conflict onto job satisfaction are: one's professional position and the subjective work value. In the case of people in managerial and independent positions the perceived work-family conflict does not make job satisfaction decrease. Similar reactions were observed in the case of people for whom work is essential life value. Both the sex of the respondents and the fact that they had children were totally irrelevant in the process. The above mentioned results could become a prerequisite for employers to increase the complexity and autonomy of the tasks entrusted to employees and to create value-based corporate culture.

De invloed van startmotieven op de financiële situatie en arbeidstevredenheid van zzp'ersDit onderzoek werd gefinancierd door de Hans-Böckler-Stiftung onder subsidie 'Self-employed without personnel: between freedom and insecurity'.

2017 ◽  
Vol 33 (3) ◽  
Author(s):  
Wieteke Conen ◽  
Joop Schippers
Keyword(s):  
Job Satisfaction ◽  
Work And Family ◽  
The Self ◽  
Pull Factors ◽  
Push Factors ◽  
Policy Makers ◽  
Men And Women ◽  
Financial Situation ◽  
Self Employment ◽  
The Impact

The impact of motives on the financial situation and job satisfaction of the solo self-employed This study examines to the extent to which Dutch men and women differ in their motives to become solo self-employed and how various types of motives play a role in explaining financial and non-financial returns to solo self-employment. We analyzed data from comparative surveys carried out among 781 Dutch solo self-employed persons. The results show that, for a majority of the Dutch solo self-employed, so-called pull factors (like looking for a new challenge or more autonomy) play an important role, whereas for about a quarter of respondents push factors (like not being able to find a job as an employee) play an important role. Women relatively often indicate that the combination of work and family plays a role; for men necessity-driven motives more often played a role when becoming solo self-employed. The analyses show that the self-employed who start their business from push motives are not only less successful in running their businesses, but also more likely to live in households running a deficit and are less satisfied with their jobs. We conclude that the relationships between motives and the benefits of solo self-employment deserve more attention from economic and social policy makers – especially if push as well as pull factors are increasingly encouraging an inflow into solo self-employment.

scholarly journals Job Satisfaction among University Teachers working in Private Sector in the Punjab Province of Pakistan: A Quantitative Investigation

2020 ◽  
Vol 6 (2) ◽  
pp. 615-621
Author(s):  
Sumaira Munawar ◽  
Rukhsana Bashir ◽  
Misbah Malik
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Working Condition ◽  
Sampling Technique ◽  
Work Load ◽  
Working Environment ◽  
Male And Female ◽  
University Teachers ◽  
Female Teachers ◽  
Significant Difference

Job satisfaction is a feeling of pride and worker success on the job. It is generally perceived to be directly related to both profitability and personal wellbeing. This study aimed to discover teachers’ perceptions about their job satisfaction based on the demographic characteristics of gender at private sector universities in Lahore district, Pakistan. The population of study consisted of all faculty members of all the private universities situated in district Lahore.  Sample comprised 300 Lecturers, Assistant Professors, and Associate Professors selected through proportionate stratified random sampling technique.  Proportion of male and female teachers was 179 and 129 respectively. A Likert type instrument was developed having 28 statements which were related to the factors of job satisfaction opportunity, organization, safety security, pay, working condition, policies practices, relationship with coworkers, relationship with supervisors, working environment, stress and work load. Reliability of the instrument was 0.781 which showed that the questionnaire was accurate. Findings of the study showed that male and female teachers had perceived equally towards all factors of job satisfaction, whereas no significant difference was found regarding opportunity, organization, pay, working condition, policies and practices, and relationship with coworkers between male and female teachers. It is recommended that universities, administrators, educational consultants, deans of universities should use strategic action for producing and sustaining job satisfaction among university teachers.

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