Experiences of Participants in on-the-Job Trainings in Borsod-Abaúj-Zemplén County

One of the most important fringe benefits for employers is education. Employees who have been trained are more attached to the company and their esteem increases. The survey interviewed 371 employees of enterprises participating in the GINOP (Economic Development and Innovation Operational Programme of Hungary) 6.1.5-17 “Support for on-the-job training for large enterprises” and GINOP-6.1.6-17 “Support for on-the-job training for micro, small and medium-sized enterprises”. The interviewees had different positions and educational qualifications. It could be shown that those who had been trained were able to use the new skills, some of them leading to an increase in income. The biggest risk of on-the-job training is that the workforce trained by the company is seduced by a competing company, resulting in a huge loss for the company.

Turnover Intention Analysis in Digitalization Era Within Covid-19 Pandemic Situation

The phenomenon of the digitalization era has an impact on high employee turnover. On the other hand, the Covid-19 pandemic impacted a lockdown in many countries and regions which in turn, in many businesses and employees being affected (reducing costs, reducing working hours, and even laying off work relations). Taking a sample of various organizations in Indonesia, this study analyzed the factors that cause employee turnover intention (dependent variable) such as employee satisfaction (moderating variable), also remuneration & promotion, fringe benefit, working environment, and perceived external employment as independent variables. The research study was conducted based on 219 respondents who are in various industries. The results showed that working environment and fringe benefits have a positive impact to job satisfaction, job satisfaction has a negative impact to turnover intention and perceived alternate external employment has a positive impact to turnover intention inline with the predictions on the hypothesis. Meanwhile remuneration and perceived alternate external employment didn't have a significant impact on job satisfaction, as well as working environment, remuneration & promotion, and fringe benefits to turnover intention.

Effects of Fringe Benefits on Employee Loyalty: A Study on University Teachers in Khulna City of Bangladesh

The aim of this study was to examine the effects of fringe benefits on employee loyalty in the context of university teachers. The study sample consisted of 100 university teachers who were randomly selected from both private and public universities situated in Khulna city of Bangladesh. Data were collected through a self-administered questionnaire survey. To test the study hypotheses, data were analyzed employing correlation and multiple regression analysis tools. Results of correlation analysis reveal that fringe benefits (insurance & retirement benefits, payments for time not worked, education & development opportunities, flexible working hours, and employee welfare benefits) are positively related to employee loyalty. Regression statistics shows that 25.6% variance of employee loyalty can be explained by the fringe benefits. The study findings also indicate that flexible working hours (β = 0.296, Sig. = 0.001) has the most significant contribution in explaining employee loyalty among the university faculty members employed in Khulna city of Bangladesh.

Job Satisfaction of Disabled and Non-disabled Employees

Despite increasing interest among researchers in the job satisfaction of disabled employees, surprisingly little attention has been directed to the difference in job satisfaction between disabled and non-disabled employees in Korea. This research intends to understand the levels of job satisfaction between employees with and without disability. Another important goal of the current research is to understand which job characteristics can explain the difference in job satisfaction between disabled and non-disabled employees. This paper analyzed Korean Labor and Income Panel Study (KLIPS) data collected in 2018. The result showed that disabled paid workers’ job satisfaction was lower than that of non-disabled workers. Mediation tests indicated that the difference in job satisfaction can be explained by several job properties such as lower monthly income, fewer fringe benefits, mismatch between job and skill, and greater proportion of part-time workers of disabled (vs. non-disabled) employees.

Evaluation of job Satisfaction among Freshly Graduated Doctors and Dentists

Aim: To evaluate job satisfaction among junior graduated Doctors and Dentists. Methodology: A cross sectional survey was conducted from three Medical and Dental colleges. At the time of study, there were a total of 50 Dentists and 50 Doctors. A pre-validated questionnaire was used for data collection consisted of 20 questions, the content of the questionnaire included socio-demographic characteristics and lists of factors for job satisfaction and dissatisfaction. Data was entered and analyzed using SPSS version 20. Frequencies and Percentages were calculated as descriptive statistics whereas independent sample t-test was conducted as inferential statistics. Results: The results of independent sample t test revealed that significant difference regarding job satisfaction was found among freshly graduated Doctors and Dentists in terms of Fringe Benefits (t=2.82, P=.006), Working with Coworkers (t=-2.314, P=.023) and Nature of Work (t= -2.375, P=.020). Conclusion: In terms of fringe benefits, Doctors were more satisfied as compared to dentists. In terms of coworkers and nature of work, Dentists were more satisfied as compared to Doctors. In all other categories there was no significant difference Keywords: Freshly Graduate, Job Satisfaction, Dentists, Doctors