Employees’ Job Satisfaction

It is important to explore factors which contribute with the retention of employees in this period of employee shortages and increased service demands in the field of higher education in Kingdom of Saudi Arabia. This research study aimed to investigate on these factors with a focal intention of building a platform of high retention workplace. This inquiry, however was delimited to one of the branches of a fast growing private college which offer health science programs wherein all the teaching and non-teaching personnel are the respondents. This study revealed weak retention practices by the College in all of the established retention factors which include compensation and benefits, employee engagement, performance management, retention measures, and career development, hence; requiring an extensive review and modification of many administrative procedures which supposedly geared towards people management.    Further, the demographic characteristics of the subjects of the study exposed the diverse workforce population demanding for effective retention measures which would translate into job satisfaction and improved retention rate, increased work performance and enhanced customer service. In addition, the documentary analysis divulged the dire need for people management strategy or advocating the people approach which leads to employee engagement and improved productivity at every level of services that the college offers. On the contrary, decoding perceived retention factors by the respondents of the study lead to the proposed retention management model reflecting specific retention measures that the academic institution should embark on. 
KEYWORDS: Retention Factors, Retention Management Model, Job Retention

The purpose of this research article is to present the result of a qualitative study that has made me to understand and analyse the well being of an employee in the workplace. Further it has helped me to know the major factors that bring work life balance and their impact on employee work and personal life. People spend most of their time in doing work and thus a part of their life is completely being occupied with the work in office. In 21 st century many leaders started thinking about redesigning the existing work life culture because employees started carrying their work into their home, on the other hand personal life issues started entering into work place. Thereby employee professional life and personal life are being collided with each other. Now vital importance is given to ethics, behavior and culture in business to manage the changes brought by employee and employer on each other at workspace. The top management is putting a great effort to bring in the best way to appeal towards the young adult employees in this generation. As a part of that employers also started promoting and implementing flexible working hours, wellness initiatives, healthy workspace, fair business practices, career growth training and learning programs etc to develop a psychological sense of commitment and belongingness among employees. Satisfying work environment will attract employees and directs them towards a more productive platform. In such a way, potential employees are retained by the employers expecting long term commitment and thus developing organizational citizenship behavior among employees. Either for employee growth or downfall major influencing factor is work life culture so employers have become conscious in facilitating a democratic workplace and rewarding environment. A couple of companies have introduced 5 hour working days and some others with 4 days long work week. Employees show much interest in coming to this sort of The International journal of analytical and experimental modal analysis Volume XI, Issue IX, Organized by Department of Master of Business Administration, Mother Theressa College of Engineering and Technology(MTEC), Peddapally, Telangana. workplaces and will sustainably reduce absenteeism and burnout. Nowadays, organizations are tuning their management to give space for personal life at times during work and thus encouraging employees to work with their own style under less supervision. It is the necessity of today's employers to make work life measures to work effectively in order to help employees in managing their work life.

This paper examines the influence of empowerment on job satisfaction in five
star hotels in Jordan. The influence of empowerment on job satisfaction remains a relatively unexplored area. A 52 item questionnaire, measuring empowerment and job satisfaction, was distributed to 332 employees in 12 five star hotels in Jordan
with a 56% response rate. Principal components analysis determined the factor structure and regression analysis determined the influence of empowerment on job satisfaction.
The results revealed both structural and psychological empowerment have significant individual influences on job satisfaction, but more significant when structural and psychological empowerment are combined. Most of previous studies were conducted in western economies and little in the Middle East generally and Jordan in particular. This research contributes to the literature by including both dimensions of empowerment where previous scholars used only one.

In Bangladesh, there is around 30 percent of the total population is youth [1]. Undoubtedly, youths are the valuable assets of a country. But, if they take the wrong route in life, they may turn into severe liabilities too. Khera [2] said, "people can be your biggest asset or your biggest liability". It may act as a disease that will destroy a nation day by day. One of the common diseases is the moral downfall. Due to this downfall, young people behave rudely with seniors and juniors, tease girls, disrespect their parents and teachers, engage in social crime and their families also suffer seriously due to their activities. This article is based on secondary data and is all about finding out the possible reasons behind these sort of behavior and the possible remedies of those.

Inoculation theory boasts a dynamic history since McGuire first introduced it in the early 1960s. The last decade, in particular, has been a period of explosive growth for inoculation. Research has offered a more nuanced understanding of how inoculation confers resistance, exploring precise workings of inoculation’s core concepts of threat and coun-terarguing in conjunction with concepts drawn from other theoretical domains, including issue involvement, attitude accessibility, self-efficacy, and affect. Research is also extending practical applications of inoculation, examining new uses in marketing, public relations, politics, and adolescent health campaigns. The purpose of this chapter is to review the classic work on inoculation theory, examine recent developments that inform the workings of inoculation and its applications, and suggest directions for future research. The chapter also suggests extending the application of inoculation into the areas of childhood obesity, body image, gang activity, consumer protection, and employee satisfaction, among others.

The major purpose of the study is to know the relationship between the subordinates’ job satisfaction and the interpersonal communication styles of superiors’ in an organization. Specifically, it identifies the levels of subordinates’ job satisfaction, determines the subordinates’ perception to their superiors’ interpersonal communication styles and identifies whether the subordinates’ job satisfaction differs according to the perceived superiors’ interpersonal communication styles.
The study used designed questionnaires by Smith, Kendall and Hulin (1975) which was improved by the Bowling Green State University (2009) for Job Descriptive Index (JDI) and Management Communication Styles (MCS) questionnaire designed by Richmond and McCroskey (2009) to know the level of job satisfaction of subordinates’ and the perceived interpersonal communication styles of their superiors’ respectively.
A total of 110 survey questionnaires were distributed to the Filipino employees’ or subordinates’ of five different private companies in Metro Manila namely Emerson Electric Asia Ltd., SM Lifestyle & Entertainment Inc., Convergys Philippines, CPI (I.T Company) and Picar Development Inc.
Findings of the study showed that subordinates’ who are satisfied with their job perceived their superiors’ fall under a consulting type of management communication style wherein the superiors’ invite subordinates’ input into a decision while retaining authority to make the final decision. However, when the subordinates’ perceived interpersonal management communication style of superiors’ tested its significance with the six job satisfaction factors, only job satisfaction factor under pay category found out to be significantly different.

Introduction Occupation fulfillment is by and large characterized as a worker's full of feeling response to an occupation, in view of contrasting genuine results and wanted results. It is by and large perceived as a multifaceted develops that incorporates representative sentiments about an assortment of both characteristic and outward factors. The activity fulfillment or job satisfaction of a worker is a subject that has gotten significant consideration by specialists and supervisors. The most essential data to have with respect to a representative in an association is an approved measure of his/her level of employment fulfillment (Akpofure, Rim. O. Israel, Imide, & Okokoyo, Ikhifa. (2006). It is the only controlling variable that decides the many other factors like employees productivity, retention rate , happiness and stability in an organization .It also gives a direction to how employees should be utilized so that apart from gaining effective results it can help in enhancing commitment, moral and motivation of employees(Diaz-Serrano, L., & Cabral. Vieira, J.A). (2005).

RECRUITMENT AND SELECTION




RECRUITMENT

Recruitment is the process concerned with the identification of sources from where the personnel can be employed and motivating them to offer themselves for employment.

Werther and Davis have defined this as follows; “Recruitment is the process of finding and attracting capable applicants for employment. The Process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected.”

Lord has defined, “Recruitment is a form of competition. Just as corporations compete to develop, manufacture, and market the best product or service, so they must also compete to identify, attract and hire the most qualified people. Recruitment is a business, and it is big business.”

Thus, recruitment process is concerned with the identification of possible sources of human resource supply and tapping those sources.

Job satisfaction is one of the methods used to establish and maintain a healthy organizational structure.To identify the determinants of job satisfaction, the researchers used two groups of factors: (a) demographic variables, and (b) environmental variables.In this study, the problem of inadequate payment, problems with promotional opportunities, the working condition, and uncomfortable supervision made employees dissatisfied.The main objective of the study was to assess the employees " job satisfaction in Madawalabu University.Besides, the researchers " objective was to investigate levels of employees " job satisfaction. The research question of the study also concerned with examining the statistically significant contributions the demographic and environmental variables to general job satisfaction.The assessment of employee " s job satisfactionwas very essential for the university in general; for different level of managers, for those with the responsibilities of personnel matters, for employees, and for different other stakeholdersso as to identify the determinant variable that influence the levels of job satisfaction.The researcher used both descriptive and quantitative methods of the research.The main findings of the study were: (1) there was no significant difference on gender, occupational group, educational sub groups, and job level regarding overall job satisfaction. (2) There was significant difference among marital status, experience, and age of employees regarding with overall job satisfaction. (3) Among the six environmental predictors (the work itself, payment, promotional opportunities, the relationship with co-workers, working condition, and supervision), five of them (the work itself, relationship with co-workers, payment, supervision, and working condition) found to have significant relationship with general job satisfaction.The finding shows that 28% of the variance in job satisfaction scores could be explained by six environmental and seven demographic variables.

Job satisfaction has been an increasingly researched topic in the area of organizational behaviour as it has a direct impact on productivity. To understand the factors affecting job satisfaction, the relationship between spirituality and job satisfaction is being researched in this paper as a part of researchers' PhD coursework. The objective of the research is to find any potential links between the chosen dimensions of spirituality and job satisfaction via a cross-sectional study which was conducted in June, 2014 on 30 government employees (at different hierarchal levels) of Prasar Bharti and All India Radio. The results of the survey revealed that the chosen dimensions have a strong positive correlation with job satisfaction which can lead to an increased productivity in the workplace.

Flexible work place would result in more pressure on managers to organize their employees because the manager will not be able to communicate immediately with the team at the time of need when he needs quick decision. He also feels difficulty in managing the employees or supervising them. This will create a huge pressure on manager to get the things done at the right time. How flexible working hours might affects a company's bottom line? As we know, the bottom line represents the company's income after deducting all expenses. Flexible working can effect positively to a bottom line of a company. In this case study, it is stated that at Veronica Wooten, company's customer base increased by 20%, meetings were reduced by 50% and expenses decreased by 12% by adopting results-only work environment. So this will help company to reduce its cost and strengthen its profits.

Compensation issues as a human resource function have a significant effect on employees' satisfaction, both economically and psychologically, in other words compensation systems influence both job satisfaction and employee motivation. This research first examines relevant literature on compensation policies, their objectives, factors they are affected by, types and systems in addition to the effect of compensation on employees' satisfaction. The research then investigates the compensation systems applied at tour operators in Egypt and their effects on employees' satisfaction. Results indicated that although the majority of the employees are satisfied with their salaries, they do not feel that fairness and equity are addressed at their firms' pay systems. However, incentives are used and the employees are almost satisfied with them. Although benefits are offered to the majority of the employees, they gave low importance to this type of compensation. They stated also that the policy of pay secrecy adopted at their firms doesn't affect their trust. Recommendations for actions which could improve compensation systems are suggested in this study, and a further research is recommended too.

In developed countries, most of the apparel industries have powerful facilities in the production system. In pretending to that they use high technology, resources, raw-materials etc. For that purposes, Bangladesh has not available facilities but we have the available man power to lead a good production. A large number of the worker employed in textile or apparel industry, but they can’t be used effectively because authority can’t fulfill their job satisfaction. As a result, the productivity of our industry is not fruitful. In order to enhance productivity, top management or production manager in the apparel industry are always anxious about the way of motivating workers. Motivation is a set of processes that
stimulate and create willingness of the organizational employees to do something to attain a particular goal by doing a better performance on the job. Under this study, various motivating factors are found out in apparel industry of Bangladesh and try to find out how motivation occurs. The main purpose of this paper depicts the outcomes of the implementation of the motivation theory successfully over the workers level (about 50 workers) in a leading apparel in Bangladesh, shows a fruitful results & core benefits return from the motivated workers. The primal theme in this paper, decreasing labor costs by motivating workers to raise the level of worker productivity.

Dealing with the customers with a smile in most difficult situations is the prerequisite for the banking industry. Employees need to be more empathetic and understanding in nature. Emotional Intelligence helps them to keep a control of themselves when the situation is tense. It is essential for the success of banking sector that the employees are efficient and productive in the competitive work environment. Emotional Intelligence will provide a firm basis for the development of the leadership, team management, conflict management, effective communication etc. Many researchers have focused on the importance of emotional intelligence in productivity but not much has been done in analyzing job satisfaction. The purpose of the research is to study the emotional intelligence and job satisfaction of HDFC retail banking employees. Research tool used in the study is a structured questionnaire covering 3 sections: demographic, emotional intelligence and job satisfaction. It has been designed to collect the data of employees, using random sampling method from the HDFC Retail banking branches. This research paper aims to understand the association between EI and JS. This study is based on descriptive and exploratory research. The bank should undertake emotional intelligence audit at all levels in the organisation to identify EI among the employees. The bank should organize the activities to increase the interaction between employees so as to improve the relationship among them.

Teaching is a complex work that demands highly specialized skills and knowledge to impact students’ learning.  The well-being of society depends upon students who will carry the responsibility for the future growth. In achieving this goal, UAE vision 2021 prioritizes education and the development of human capital, in the form of teachers, particularly as they are the key agents in the country's efforts to establish the knowledge-based economy. During educational reform, the quality, the contribution, and the satisfaction of the academic staff become determinant factors for the reform sustainability.

As a complex phenomenon, job satisfaction (JS) factors itself prominently in the development of any educational organizations as it can lead to both positive and negative results (Spector 1997). Work productivity and performance, students’ attainment, organizational commitment and the overall productivity of the organization are influenced by JS.   

While there is a plethora of Western research to validate the impact of external and internal factors on teacher’s job satisfaction and organizational commitment, studies exploring job satisfaction from teachers’ perspectives and with employing phenomenological research are still emerging in UAE.

This study entitled " A Quality of Work Life of employees' in Arumugam Spinning mills (p) ltd, Chatrapatti ". The extrinsic determinants of QWL such as pay, benefits. QWL play a major role for job satisfaction. It automatically improves organizational and operational productivity. It also can develop working conditions that are excellent for employees as well as for the economic health of the organization. Quality of Work Life has direct impact on human outcomes and it significantly needed to reduce absenteeism, minor accidents, and grievances and quits. This study is to analyse the various factor influencing the quality of work life such as Adequate and fair compensation, working environment, development of human capacities, flexible work schedule. In this study to analyse the relationship between Quality of work life and overall satisfaction among male & female employees' in Arumugam spinning mills (p) ltd, Chatrapatti.

This qualitative study investigated the lived experiences of highly sensitive persons (HSPs) to better understand the way they experience careers.  Sensory processing sensitivity (SPS) is the underlying personality trait and is present in approximately 20 percent of the population, equally distributed across gender and racial lines.  SPS is considered a non-normative personality trait in some Western societies and subcultures.  Thus, many HSPs experience difficulty finding an appropriate match between innate temperament and career.   
This qualitative research perspective employed semi-structured interviews with 35 participants recruited through social media web sites and snowball sampling.  Participants in the study were primarily from the U.S., but also from five foreign countries.  Participants were chosen based on answers to a recruitment questionnaire and Elaine Aron’s HSP Self-Test.  Major findings reveal a complex, interwoven dynamic interplay between nine major themes: (1) empathy, (2) childhood’s influence, (3) self-care, (4) a rich inner life, (5) creativity, (6) high sensation-seeking, (7) the sociological perspective, (8) the experience of work, and (9) the integral being.  The significance of this study is that it is the first of its kind to investigate this topic in a systematic, scientific manner.

El presente trabajo de investigación corresponde a la instancia de evaluación final para obtener la mención de grado de Lic. en Piscología de la Universidad de Flores, sede Comahue. Tiene como objetivo general describir correlación entre el constructo felicidad con el constructo de satisfacción laboral en una población que se desempeña laboralmente en la sede central municipal de una Ciudad de Rio Negro. Para ello sus objetivos específicos intentaran establecer: relaciones correlaciónales entre felicidad y satisfacción laboral; relaciones correlaciónales entre felicidad y variables sociodemográficas y de roles sociales desempeñados; relaciones correlaciónales entre satisfacción laboral y variables sociodemográficas y de roles sociales desempeñados; si la relación es mayor (más significativa) de la satisfacción laboral con la felicidad que la satisfacción laboral o la felicidad estas con variables sociodemográficas de roles sociales desempeñados. La hipótesis de investigación versa en que existe una correlación positiva y significativa entre la satisfacción laboral y la felicidad.

Organizations today need to create a setup at the workplace that makes the employees motivated, loyal, satisfied, and committed to strategic competence. Effective organizational intervention leads to greater satisfaction of the employees if they are provided rewards and extrinsic compensation like pay increments, bonuses, allowances, and grants along with job security and promotion opportunities. The employees feel satisfied and psychologically affiliated with their organizations if they found that their organizations value and reward their efforts which in turn serve as the competitive advantage in the long run.  The present study is an effort to investigate the impact of extrinsic rewards on job satisfaction in the telecom sector.

Research proposal comes right after selection of research topic and it is most vital step of thesis writing. It describes the scope and significance of research problem. Proposal clarifies research objectives and sets out the path to be followed ahead in order to conduct research, as well as acts like a blueprint to guide the collection and analysis of data to address the research question or to test a theory. In short, quality of a thesis depends upon subtlety of research proposal. This document provides sample pf thesis proposal on the topic of MEDIATING ROLE OF JOB SATISFACTION BETWEEN GREEN HUMAN RESOURCE MANAGEMENT PRACTICES AND JOB PERFORMANCE. Its format can also be followed in any other research area.

This quantitative study aims to examine the determinants of job satisfaction for Nepal’s Civil servants.
A survey was conducted with a sample of 300 government employees in Nepal for testing the overall job satisfaction level. In this study, questions were centred in five dimensions of job satisfaction like; salary and facility, supervision, promotion, work Opportunity, and Human relations. The result of result of study indicated that civil servants of Nepal have low level of job satisfaction concerning given salary and facilities but they have average satisfaction level in others dimension of satisfaction as supervisor, promotion, work opportunities and human relationship characteristics.

Performance appraisal is the part of career development of employees of an organization. Performance appraisal is method of evaluating employees’ performance over a specific time period. It is the review of employees against some pre-established criteria. It is a process to appraise and judge the job performance of individual employee and documenting the information in systematic way and reviewing it constantly to measure the potential of employees. This system is important to employees as well as employers. This system provides employees with the feedback that help them to know their strengths and weaknesses.

The productivity performance of the public sector in Malaysia had been declined from 3.78% in the year 2008 to 1.14% in the year 2009. Furthermore, Malaysia’s labor market efficiency have been dropped from rank 25th in year 2013 from rank 24th in 2012.  Hence, this study is to determine the significant factors affecting job performance among the employees of public sector, in particular employees at Setiausaha Kerajaan Negeri Sembilan (SUKNS) at Wisma Negeri, Negeri Sembilan. A total of 170 questionnaires collected and analysed using descriptive statistics, reliability test, regression assumption test and factor analysis. There are only five components/dimensions are extracted in this study. They are religiosity, work experiences, technology advancement, stress level and workload. For further analysis, principal component analysis is used to identify number of factors that can be used to explain job performance. Next, multiple regression analysis is used using five dimensions and  revealed that only stress level, work experience and technology are the most important factors that affecting job performance of the employees SUKNS. Therefore, to increase job performance of public workers, the government needs to educate their workers to manage their stress level well apart from managing their work experiences and managing new technology.

Previous studies have discussed what fairness of performance appraisal is and how it effects on job satisfaction. This study tried to examine the impact of fairness of performance appraisal, employee's job performance and organizational performance measures on employee's job satisfaction in a workplace. The data was collected from the banking sector in Lahore Pakistan. A quantitative methodology is used and simple random sampling is applied. A sample of 268 questionnaires is taken from employees of local as well as multinational banks in the Lahore city of Pakistan. Cronbach's alpha for estimated reliability, factor analysis, frequency test, descriptive statistics (mean, standard deviation, minimum, maximum), correlation and regression method is used to measure the relationship of fairness of performance appraisal with employees job satisfaction, relationship of employees job performance with employees job satisfaction and relationship of organizational performance measure with employees job satisfaction. The results of the study show that fairness of performance appraisal has a positive relationship with employee's job satisfaction. Also, the study shows that employee job performance has a positive relationship with the satisfaction of employees and also with organizational performance measure. So the fairness of performance appraisal plays an important role in employee's performance, organizational performance measure and employees job satisfaction in the workplace.

This research is conducted in order to determine the causes leading for turnover and absenteeism rate of Sewing Machine Operators employed in Global Intimates Kurunegala (Pvt) Ltd which manufacture undergarments for export market. The research was designed to test the relationship between Turnover and Absenteeism Intention and Work Related Attitudes. As per theoretical perspective work related attitudes are predictors of turnover, absenteeism and other behaviors. Job Involvement, Job Satisfaction and Organizational Commitment are considered as major work related attitudes.

A questionnaire consist with 35 questions was administered among randomly selected 100 Sewing Machine Operators to test the relationship between Turnover and Absenteeism Intention and major work related attitudes. The study results indicate a significant negative relationship between Turnover and Absenteeism Intention, and Job Involvement, Job Satisfaction and Organizational Commitment. Essential remedial actions suggested to improve the work related attitudes are improvement of team dynamics and empowerment of supervisory level leaders with leadership, counseling and team management skills in addition to establishment of external equity of the pay scale.

Work life is a “central” thing in which individual wants to be emphasis themselves on it as well as concentration on a family life. The quality of work life defines the life at work and the life at home with family member. Happy and satisfied employee easily handles the problem of life but only exultant individual can’t cope up with the environment of the organization until getting the satisfaction from the job. So, the proclamation of work life and family affects each other is probably go in the same direction. This paper emphases the quality of work and performance of the state bank of India. State bank of India is developed public sector bank and known as the “mini RBI”.  In this paper Participative management, grievance handling procedure, health care facilities, fringe benefits , rewards and recognitions etc., are used as variable to identified the satisfaction of employees’ towards the quality of work life offered by the organization and return on net worth, return on assets, dividend per share and  net profit margin are used  to determine the organization’s performance. 150 questionnaires were distributed among the branches of SBI which touched the East Uttar Pradesh. The objective of the study was: to find out the quality of work life of employees are growing with the organization’s growth. The result indicates that performance of the SBI is highly satisfactory than the quality of work life offered to the employees’.

The study was conducted on the role of management information system in enhancing effectiveness in Debre Markos city administration revenue authority and the total population of this organization is 76 since the total population was low the researcher used census method this means all the total population in the organization becomes the sample size of the research. So, the researcher was prepared enough questionnaires for each respondent. The main objective of this study was to assess how the information runs in the organization and evaluate organizational performance and effectiveness. The researcher was used descriptive type of research design. The study was used both primary and secondary source of data. In case of primary sources the researcher was used questionnaires and interview. In case of secondary source the researcher also used annual magazines of the organization and published and unpublished documents. The data was being analyzed using descriptive method and recommended the solution for the identified problems and opportunities to improve the organization's performance and effectiveness.

his study attempts to evaluate job satisfaction of bank employees in Western UP. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. It also investigates the impacts of bank type, work experience, age, and sex differences on the attitudes toward job Satisfaction. A questionnaire has been prepared including different reasons of low job satisfaction and various measures to make an increment in the satisfaction level which would have been practiced in the Organization of banking sector. The investigation is based on the sample of 425 employees. The study is the outcome of the primary data only. The requisite primary data namely, opinions on the determinants of job satisfaction, their importance and impact were collected through the help of a structured questionnaire using direct interview and also observation methods. The main objective of study was to critically assess job satisfaction of selected banks' top level and junior level executives.

This study is aimed at finding the impact of organizational environment, job satisfaction of employees and career growth opportunities upon the employee’s intent to leave the organization in the public sector of Pakistan. We have used standardized scales to collect data from a random sample of 100 employees of different public sector organizations of Pakistan. Inferential statistical tests were conducted to analyze the data for exploration of the extent of relevance among the variables taken into the consideration in this study. The results of this study indicate significant negative correlations among three independent variables and turnover intentions. The study contributes for understanding of the factors other than compensation on the employee’s decision of retention with current employer in a developing country like Pakistan

Employees’ job satisfaction is assumed to have great importance for the success of educational systems, both private and public institutions. In the last two decades, a few researches have been conducted on the factors affecting employees’ job satisfaction in higher education sector in Somalia in general and specifically in private universities in Mogadishu. Therefore, this study aimed to investigate the factors affecting employees’ job satisfaction, as well as, to explore the moderating role which organizational justice perceptions could have in the determinants of job satisfaction. The study was conducted on a sample systematically selected from the administration team and employees of two selected private universities in Mogadishu, Somalia; namely University of Somalia (UNISO) and SIMAD University. The study used quantitative cross sectional survey research design by employing structured questionnaire adapted from previous studies. A sample of the selected universities employee members (N = 350) was asked to fill out the instrument that was classified into three (3) sections. The first section included 7 demographic variables. The second section was based on the questionnaire adapted from Boeve (2007) consisting of 55 questions relating to the job facets to measure employees’ job satisfaction. The last part was based on a questionnaire adapted from Neihoff and Moorman (1993) consisting of 20 questions about organizational justice perceptions. Three hundred eleven employees responded, which represented about 89% of the response rate. After collecting questionnaire forms from the respondents, the researcher analyzed the data by using statistical techniques to test the questions of the study. The results indicated a high satisfaction level for the employees of the private universities in Mogadishu. The results also showed the existence of a positive significant correlation between the overall job satisfaction and Job Descriptive Index (JDI) factors of work itself, pay, promotion opportunities, supervisor support, and coworker relations. Furthermore, the results also established positive moderating role of organizational justice perceptions on the affect relationship between JDI factors and overall job satisfaction. Finally, the study concluded with a number of recommendations for the administration and management team of the private universities in Mogadishu, Somalia. It also suggested some areas for future research.

It is a well-known fact that Translation Studies is an interdisciplinary science and it benefits from other disciplines such as Linguistics, Literature, Sociology, Philosophy to answer translation problems. The relationship between translation and psychology has also begun to become widespread among translation scholars in recent years. In addition to cognitive skills, concepts such as non-cognitive skills, decision making processes of translators, the quality of translation, personality traits in translation, translator satisfaction, etc. have begun to be investigated within Translation Studies. The main purpose of this study is to investigate the relationship between the emotional intelligence of the professional translators working on the translation market and translator satisfaction. For this purpose, a questionnaire for professional written translators was designed and the data were analyzed through the SPSS 21.0 program. Three different data collection tools such as Individual Information Form, Emotional Intelligence Scale and Translator Satisfaction were used in the research. In addition, relational screening model was used in the research. Descriptive statistical analysis method was used to find the basic elements; One-Way ANOVA and t-Tests were performed to determine whether there was any significant difference between the dimensions statistically. In addition, Pearson Correlation Analysis was performed to see whether there is a relationship between the dimensions statistically and Regression Analysis was performed in order to see the effects of the dimensions having relation to each other. Qualitative Analysis Method was also used for open ended questions. As a result of the analyzes, it was found that there is a statistically significant relationship between the dimensions of both emotional intelligence, translator satisfaction and also between the sub-scales of both dimensions. It has been found that there is a statistically positive and moderately significant relationship between emotional intelligence of translators working on the market and translator satisfaction and between task satisfaction, job satisfaction and occupational satisfaction which create the translator satisfaction and emotional intelligence. According to the results of regression analysis, it was determined that emotional intelligence has a statistically significant effect on translator satisfaction. After evaluating the results, it was revealed that emotional intelligence positively influences translator satisfaction. In addition, it has been found out that that non-cognitive skills are important elements of translation just like cognitive skills and translator psychology needs to stand out in translation teaching, in holding on to the translation market, and in the translation process at least as important as cognitive skills. research on non-cognitive skills within TS must be encouraged among translation scholars.
Key Words: Non Cognitive Skills, Emotional Intelligence, Translator Satisfaction,  Pearson Correlation Analysis,  Regression Analysis,  One-Way ANOVA,  T-tests.

Employees’ job satisfaction is assumed to have great importance for the success of educational systems, both private and public institutions. In the last two decades, a few researches have been conducted on the factors affecting employees’ job satisfaction in higher education sector in Somalia in general and specifically in private universities in Mogadishu. Therefore, this study aimed to investigate the factors affecting employees’ job satisfaction, as well as, to explore the moderating role which organizational justice perceptions could have in the determinants of job satisfaction. The study was conducted on a sample systematically selected from the administration team and employees of two selected private universities in Mogadishu, Somalia; namely University of Somalia (UNISO) and SIMAD University. The study used quantitative cross sectional survey research design by employing structured questionnaire adapted from previous studies. A sample of the selected universities employee members (N = 350) was asked to fill out the instrument that was classified into three (3) sections. The first section included 7 demographic variables. The second section was based on the questionnaire adapted from Boeve (2007) consisting of 55 questions relating to the job facets to measure employees’ job satisfaction. The last part was based on a questionnaire adapted from Neihoff and Moorman (1993) consisting of 20 questions about organizational justice perceptions. Three hundred eleven employees responded, which represented about 89% of the response rate. After collecting questionnaire forms from the respondents, the researcher analyzed the data by using statistical techniques to test the questions of the study. The results indicated a high satisfaction level for the employees of the private universities in Mogadishu. The results also showed the existence of a positive significant correlation between the overall job satisfaction and Job Descriptive Index (JDI) factors of work itself, pay, promotion opportunities, supervisor support, and coworker relations. Furthermore, the results also established positive moderating role of organizational justice perceptions on the affect relationship between JDI factors and overall job satisfaction. Finally, the study concluded with a number of recommendations for the administration and management team of the private universities in Mogadishu, Somalia. It also suggested some areas for future research.

Improving employee engagement in an organization has become a priority concern as committed employees follow their jobs' vision, principles, and intent. Employee engagement is seen as a significant indicator of good results in organizations. Considering the value of employee engagement, this paper discusses possible talent management practices scenarios in Indian public sector banks and how they improve employee engagement. Additionally, it explores how talent management practices and employee engagement in Indian public sector banks could affect employee retention and performance. This research indicates several verifiable theories that talent management approaches are impacting the productivity and success of employees. This further demonstrates that talent management practices affect firm results. This research suggests validating these hypotheses on the survey focused on employees' data from the top four banks of the public sector in Rajasthan, India. The study would add to the literature on talent management by analyzing how talent management practices influence organizational outcomes, including employee retention and employee performance.

Employee welfare has been the center of research in human resource management. This paper examines the effects of welfare measures on employees’ job satisfaction using data from 153 participants randomly selected from leather products manufacturing enterprises in Ethiopia.  The analysis of the descriptive statistics revealed that the respondents showed their moderate satisfaction on both intramural welfare measures (M=2.7338 with SD=.59573) and extramural welfare measures (M=3.1470 with SD=.61121). Regarding job satisfaction also they have shown their moderate satisfaction both in intrinsic (M=2.9714 with SD.66804) and extrinsic (M=2.7995 with SD=.71129) as job satisfaction measures.  The correlation analysis results have shown that intramural (r=.176) and extramural (r=.133) employee welfare measures had a weak but positive relationship with job satisfaction. The explanatory power of employees’ welfare measures, as shown by R square is 13.0% (R=.13), indicating that 87% of the variation in employee’s job satisfaction is explained by factors other than welfare measures. From the analysis of the study it can be concluded that lesser attention was given for employee welfare measures by enterprises as considered for the present study. Given the limited number of studies on this topic in the context of Ethiopia, this study may be  a herald for a much rigorous study.