Determinants of Employee Satisfaction (ES) in Public Health Service Organizations (PHSO) in Eastern Province of Sri Lanka: A Pilot Study

Employee satisfaction in public health service organizations is meeting the expectations of employees with respect to psychological, structural and environmental factors. Many authors have studied employee satisfaction in different context in different organizations. This study tries to determine factors affecting employee satisfaction in PHSOs; to know the reliability and validity of items & factors and to create a mathematical equation model. Data are collected in both secondary and primary sources. Researcher collected 41 from employee satisfaction in public health service organisations’ performance during the period of 2012 to 1996. Primary data have been collected using questionnaire. Since this is a pilot study researcher selected only 100 hospital employees out of 3 selected government hospitals in Addalaichenai Divisional Secretariat of Ampara District. Collected questionnaires have been analysed by a factor analysis and regression analysis. Results found that environmental, psychological and structural factors have been factors have been identified as determinants of employee satisfaction in public health service organizations. Values of Cronbach alpha for items in environmental factor, psychological factor and structural factor are 0.961, 0.807 and 0.928. It shows the existence of high reliability among items of these factors. KMO is used to know the statistical validity of factors. In this study, values of KMO environmental factor, psychological factor and structural factor are 0.750, 0.598 and 0.698 respectively. Log log model is the best fitted model than linear models. In terms of this model, environmental, psychological and structural factor explain around 93% of total variation for employee satisfaction. Keywords: Employee satisfaction, Public Health Service Organizations, Eastern Province, Sri Lanka

Checking Email in the Bathroom: Monitoring Email Responsiveness Behavior in the Workplace

The proliferation of email as a standard method of business communication necessitates research to understand effects on managers and their employees. This research investigates the phenomena of “email responsiveness,” defined as the extent to which individuals in the workplace perceive that they must prioritize how quickly they act in response to receiving an email, and “importance of connectedness,” defined as the priority individuals place on being connected to the organization. We present testable propositions that the social exchange mechanisms of leader-member exchange (LMX) and perceived organizational support (POS) are moderated by connectedness and thereby influence job attitudinal outcomes

Understanding the Impact of Cyberloafing-Related Internet Monitoring on Employee Job Performance: A Field Experiment

Internet monitoring has been widely adopted in organizations to regulate employees’ cyberloafing behaviour, which refers to employees’ usage of the Internet for non-work-related purposes during work time. However, there is no study in prior literature to investigate how cyberloafing-related Internet monitoring affects employee job performance. To address this research gap, this study conducted a field experiment to examine the impact of Internet monitoring on employee job performance. I found that Internet monitoring decreased employees’ cyberloafing behaviour, it also decreased employees’ intrinsic work motivation. I further found that cyberloafing was negatively related to the job performance of employees with high extrinsic work motivation, and intrinsic work motivation was positively related to employee job performance. In other words, the results suggest that Internet monitoring may improve employee job performance by reducing employees’ cyberloafing behaviour, but it can also harm employee job performance by decreasing employees’ intrinsic work motivation

Employee perception towards electronic monitoring at work place and its impact on job satisfaction of software professionals in Sri Lanka

Majority of the software development organizations in Sri Lanka today use some means of electronic technology to monitor their employee activities. Most of the software professionals perceive this as a serious matter, because the mutual trust that should be there between the employer and the employee is in question. On the other hand, employers justify electronic monitoring at work place in terms of protecting the company's confidential information, preventing the misuse of the organizational resources while uplifting the quality of work hence increasing the productivity. However, most employees believe that electronic monitoring at work place might negatively impact their work and privacy. This study attempts to reveal the relationship that might exist between the software professionals' perception towards electronic monitoring at work place and their job satisfaction, which is important to the employers in determining the long term profitability of their organizations. The population for this study is software professionals working in software organizations as well as non-software organizations who are doing in house development in Sri Lanka which is estimated to be around 33,048 (ICTA, 2007). Data collection has been carried via an online survey, among 380 software professionals in Sri Lanka. In the present study, Perceived Relevance to work and Personal Judgment of effectiveness were positively correlated with job satisfaction. This means that the software professionals, who view electronic monitoring as something which is relevant to their work and a way of uplifting the quality of their work, are satisfied in their jobs also. Further, it appeared that Perceived Invasion of Privacy was negatively correlated to job satisfaction, which sheds some light in organizational electronic monitoring policy making. Also, Perceived Task Satisfaction was negatively correlated to job satisfaction. This means that the software professionals, who thought that working in an electronically monitored environment makes their tasks more complex, are rather dissatisfied. Also, electronic monitoring hardly showed any impact for the software professionals with more than five years of professional experience. This emphasizes that the perception towards electronic monitoring becomes less significant along with the maturity of the software professional. This research brings out valuable results that can be incorporated in organizational security policy making by the managements of the software development organizations in Sri Lanka with a special emphasis on the job satisfaction of their employees, which is the most valuable asset of the organization. Further, the present study hints on other avenues that could be explored further as future research, in the field of electronic monitoring at work place and its impact on the individuals

The moderating effects of Islamic religiosity in the relationship between selected Islamic microfinance products and services and entrepreneurs' business performance

The growing field of entrepreneurship in Nigeria has led to the development of women entrepreneurship. However, there is a rising concern about the poor business performance of women entrepreneurs because of the difficulties they face in terms of accessibility to capital and rising interest rates charged. Lack of studies on Islamic finance products as alternatives to interest-based loans and other non-financial factors affecting the business performance devoid empirical evidence to refer in overcoming the business performance issues. Hence, it is the objective of this thesis to examine the direct effects of Murabaha financing, Mudharabah savings, social capital, trade show, business advice and business monitoring on Muslim women entrepreneurs’ business performance. Drawing upon the Maqasid Al-Shari’ah philosophy, entrepreneurship and finance theories, this study embarked on a new departure from past studies by investigating the moderating role of Islamic religiosity in the research framework. A total of 519 self-modified questionnaires were distributed to Muslim women entrepreneurs in Kano State, Nigeria. Using a more current methodology of Partial Least Squares Structural Equation Modelling, the findings found Murabaha financing not significant, but Mudharabah savings, social capital, trade show, business advice and business monitoring have positive and significant influence on entrepreneurs’ business performance. Additionally, Islamic religiosity moderated (strengthened) the relationship between social capital, business advice and entrepreneurs’ business performance. This new finding on the moderating effect suggests that women entrepreneurs with higher Islamic religiosity achieve higher business performance. Overall, this study contributes to the body of knowledge in terms of integrating Islamic finance principles and ethical values in entrepreneurship. For practical contribution, this study recommends several policy reforms both at the government and practitioners’ levels in terms of application of Islamic finance products, structured, regular trainings and mobile advisory units to assist women entrepreneurs achieve higher business performance

The influence of technology factors on turnover intentions amongst a sample of government employees in the Eastern Cape, South Africa

Orientation: Technology affects organisations both positively and negatively and in some instances technology factors can result in turnover intentions for certain employees of organisations. Research purpose: The main objective of the study was to investigate how technology-based job autonomy, technology-based job overload and technologybased job monitoring impact turnover intentions of employees. Motivation of the study: Exploring and understanding the relationship between technology factors and turnover intention amongst government employees to determine whether these factors affect government as much as they affect the private sector. Research design, approach and method: This research used a quantitative research approach. It drew a convenience sample of 182 employees (N= 182) from the South African Government. Main findings: The three main findings of the study were: Technology-based job autonomy was positively related to turnover intention. Technology-based job overload was found to be positively related to turnover intention. Finally, technology-based monitoring was found to be positively related to turnover intention. Practical/managerial implications: If organisations do not address the issue of monitoring and overload they are likely to experience many turnover intentions amongst the employees. Furthermore, the organisations with less autonomy are likely to lose their employees which means they will lose the resources that have been serving the organisation for a long time. This will also contribute to the organisation losing many funds as they would constantly have to train new employees. Contribution/value-add: The research adds value to the knowledge about the effects of technology factors on turnover intention by pointing out the reasons that lead to turnover intention