Impact of Training and Development and Supervision Support on Organizational Effectiveness

The current study explores the effect of training and development and supervisor support on organizational effectiveness. The main focus of the study is to clarify that how effectively telecom sector of Pakistan can achieve it intended outcomes, through training and development and supervisor support. A survey structure was used to gather data from 2017 employees working at the Telecom Center. Both descriptive and inferential statistical methods were the basis for the results. A positive relationship between training and development and organisational support is determined by the results of the study, although similar positive relationships have also been identified between supervisory support and organisational support

HRM practices and employees’ rentention: The perspective of job embeddedness theory

In the current study several HRM practices (performance appraisal, promotional opportunities and job security) have been suggested to explain its impact on employees retention. Previously, other studies have endeavored to consider the impact of HRM practices and employees retention but their results are mostly conflicting, therefore further investigation is needed.Moreover, mediating effect of job embeddedness on the relationship between HRM practices and employees retention has been suggested to be investigated.Furthermore, the use job embeddedness theory may help to better understand the relationshi

Issues and trends in expatriation management: evidence from Malaysia

Because companies grow to be globalized, there is an increasing have to use expatriates pertaining to international assignments. Investigate the difficulties inside expatriation practice coming from unique perspectives are usually regarding extreme important to enrich realizing and improve performance in the businesses within international planet. This specific research had utilized the qualitative strategy with all the intent to look into the particular opinions coming from four Malaysian People Resource Managerial Personnel regarding the concerns within expatriate management inside International Companies’ subsidiaries. Your information uncovered in which some of the difficulties along with developments in which organizations encounter add the higher expenses connected with expatriation; expatriation is often a needed choice; non-returning connected with expatriates to help house country; coping with targets; issues within holding onto worldwide careerists; issues to realize work-life harmony; the actual utilization of your home trip portion to visit other nations around the world; increasing diversity connected with expatriates, increasing women of all ages along with intra-Asia exchange; along with regional employees must adjust themselves whenever there is improvements connected with expatriates within organization. It truly is expected which the information of the study might be employed seeing that main recommendations for just about any agencies to raise their expatriation routines by means of thinking about the related difficulties regarding expatriation management

Issues and Trends in Expatriation Management: Evidence from Malaysia

oai:ojs.www.ajms.co.in:article/2349Because companies grow to be globalised, there is an increasing have to use expatriates pertaining to international assignments. Investigate the difficulties inside expatriation practice coming from unique perspectives are usually regarding extreme important to enrich realizing and improve performance in the businesses within international planet. This specific research had utilized the qualitative strategy with all the intent to look into the particular opinions coming from four Malaysian People Resource Managerial Personnel regarding the concerns within expatriate management inside International Companies’ subsidiaries. Your information uncovered in which some of the difficulties along with developments in which organizations encounter add the higher expenses connected with expatriation; expatriation is often a needed choice; non-returning connected with expatriates to help house country; coping with targets; issues within holding onto worldwide careerists; issues to realize work-life harmony; the actual utilization of your home trip portion to visit other nations around the world; increasing diversity connected with expatriates, increasing women of all ages along with intra-Asia exchange; along with regional employees must adjust themselves whenever there is improvements connected with expatriates within organization. It truly is expected which the information of the study might be employed seeing that main recommendations for just about any agencies to raise their expatriation routines by means of thinking about the related difficulties regarding expatriation management

Chapter 7 HRM practices and employee retention: the moderating effect of work environment

Hospitality is considered one of the fastest growing industries globally, because of its significant contribution to the economy, in Malaysia specifically and across the world generally (ILO, 2010, cited in Bharwani & Butt, 2012). Similarly, the influence of tourism industry in Malaysia to GDP is at MYR 167.5 Billion, 13.7% in 2016. In 2017, it is expected to increase to 4.2%, and to rise by 5.4% per annum, from 2017 to 2027, to MYR 295.6 Billion (15.9% of total GDP) in 2027, directly impacting the increase in employment opportunities (World Travel and Tourism council, 2017). This year, the Malaysian tourism industry accounts for 4.5% of national employment. In addition, it is expected to increase by 1.9% in 2017, and increase by 3.9% per annum to create 956,000 jobs in 2027. This growth in the tourism industry directly affects the demands in lodging (hotels, hostels, guesthouses), subsequently increasing the supply of rooms by 81%. As a human-based industry, hospitality depends on humans as a part of the product, in which, the humans cannot be separated from the service process (Ghazali, 2010). Primarily, the hospitality industry strongly depends on the human factor and direct contact with customers. According to Bharwani and Butt (2012), employees have become very precious assets to hotel industry, playing a decisive role in enhancing the organizational image. In the competitive market environment of hospitality, retention of high performers is known as a key to delivery of service quality. Nevertheless, employee retention is still a major issue for the hospitality industry. Aksu (2004), Kuean, Kaur, and Wong (2010), and Proudfoot Consulting (2008) found that turnover rates have considerable passive effects on hospitality performance. It is costly for hotels’ management to spend money and time on employees who leave a short time later after they go through the employment process

The impact of compensation and promotional opportunities on employee retention in academic institutions: the moderating role of work environment

The present study investigated the relationship between compensation, promotional opportunities and employees’ retention.Survey was used to collect data from 220 faculty members working in public sector universities in Pakistan. Partial Least Squares PLS path modeling was employed to analyze data. The results revealed that compensation and promotional opportunities had imperative relationship with employees’ retention. Moreover, the results also revealed that work environment moderates the relationships between compensation and employee retention and promotional opportunities and employee retention. Finally, the implications, limitations and recommendations for further research were discussed

Determinants of Organizational Commitment among Academics of HEIs: The Buffering Role of Coworker Support

The significance of retaining committed staff is a main focus in contemporary literature in higher education. This study seeks to address issues related to lower employee commitment through a Social Exchange Theory Lens to explore the buffering role of co-worker support on the relationship between Supervisory Support (SS), Organizational Climate (OCL) and commitment HEIs in the Public Sector Pakistan. A quantitative and cross approach to survey was adopted as a survey technique by 366 respondents using a proportionately stratified random sampling method. The research theoretically argues and empirically shows that SS and OCL have a direct relationship with organizational commitment in the public sector HEIs. The findings suggest the significant role of SS, the organizational climate and the commitment to higher learning in the public sector. In addition, the findings confirm the hypothesis regarding the buffering effect of co-workers' help in the relationship between SS, OCL and organizational commitment. The main contribution concerns the implementation of co-worker support as a moderator between the relationship SS, OCL and the OC. The study also leads to a better understanding of the mechanisms of the organizational commitment seen in HEIs with regard to the buffering role of co-worker support in the Pakistani context

Evaluating On-The-Job Training Effect on Employees’ Satisfaction the SMEs Sector of Malakand Division, Pakistan

Employee satisfaction is the key element for the success and failure of an organization. On-the-job training practices significantly increase the employee satisfaction. Thus, it essential for Small Medium Enterprises (SMEs) to seek and improve the employee satisfaction to gain competitive edge and market survival. Hence in this backdrop the purpose of study is to investigate on-the-job training effect on the employee satisfaction at SMEs in Malakand Division of Pakistan. The data was collected from 623 employees of SMEs to empirically explore the relationships between on-the-job training and employee satisfaction by incorporating the Pearson correlation and Regression. The results shows that the dimension of on-the-job training such as a) Mentorship b) Apprenticeship and c) Job rotation of duty positively influence the employee’s satisfaction

The Moderating Effect of Special Peer Support on the Relationship Between Remuneration and Employee Commitmen

The aim of this study is to examine the effect of remuneration on the level of commitment of full-time restaurant staff working in Hotel industry of Malaysia. This study also looks into the moderating effect of Special Peer Support (SPS) on the relationship between remuneration and employee commitment (EC). Data were collected from 380 full time employees working in large scale restaurants of Malaysia. Smart PLS-2 software was used to analyse the data. The findings reveal that there exists a significant and positive impact of remuneration on EC. Moreover, the results also indicate that SPS moderates the remuneration and EC relationship. The findings of the current study suggest that the practitioners and policy makers should increase the level of employee commitment through enhanced remuneration for the purpose to achieve organizational objectives

The Impact of Training and Development and Supervisor Support on Employees Retention in Academic Institutions: The Moderating Role of Work Environment

This study investigated the impact of training and development and supervisors support on employees retention. Furthermore, the current study also investigates the moderating effect of the work environment on the relationship between training and development, supervisors support, and employees’ retention. A survey was undertaken to collect data from 250 faculty members working in public sector universities in Pakistan. PLS path modeling was employed to analyze the data. The results revealed that training and development and the support of the supervisors had a significant relationship with the retention of employees. Similarly, the results also revealed that the work environment moderated the relationship between training and development, supervisors support, and employees’ retention. Finally, the implications, limitations and recommendations for further research were discussed