Job Security

Work-values of employees often determine the attitude and disposition that they are likely to display, while
discharging their daily duties. In addition to the extrinsic and intrinsic values attached to work by employees in
organisations, social factors, such as family roles and responsibilities are also major determinant of how people conceive
their jobs and tasks allocated to them. In essence, the conception that workers have about their jobs affect their level of
commitment and performance. This study examined employees’ construction of work-values. Specifically, the study
highlighted work-values of staff in terms of gender, cadre and profession constructs. The self-determination theory
explained the theoretical underpinnings the study. The research design was descriptive which relied on quantitative and
qualitative research methods. A total of 312 questionnaires were administered and twenty-four in-depth interview
conducted in six clustered departments. Qualitative and quantitative data were analysed using NVIVO and IBM_SPSS.
The study submitted that staff’s construct of work-values varied with regards to gender, cadre, and professions. Married
female employees preferred the intrinsic part of their job, such as convenience, autonomy, and hours spent at work
which allowed them to attend to their domestic roles of a wife and mother. The majority of the junior cadre conceived job
security as illusionary, thereby, making them extrinsically oriented, however, work-values varied among the professions,
which were clustered along departmental lines.

Job satisfaction is considered to be a significant factor driving organizational change and organizational learning, and it has consequentially continued to be an important area of cross disciplinary study. Extensive research has been performed over the past three or four decades studying job satisfaction and its many contributing factors to the overall performance of an organization. In this research paper the writer will go over a selected number of theories explaining variation in job satisfaction, discuss two factors that impact job satisfaction, and finally briefly examine the impact that cultural diversity has on job satisfaction.

In its spatial expansion, capital has globalised the production and distribution chain. The division of labour has been restructured throughout the world, factories have shifted from North to South, structural unemployment has increased in the North and cheap labour has been exploited to the hilt in the South. Bangladesh has thereby become the second-largest ready-made garment exporter in the world after China, supplying garments to major Western clothing brands. On 24 April 2013, the collapse of Rana Plaza that housed five garment factories killed at least 1,134 workers and injured many more. It exposed the vulnerability of the industry as well as the global lack of responsibility and accountability. This article investigates the global chain of the industry in order to understand the linkages between the lives of workers in the South and the profits of the monopolies of the North. The article also makes an attempt to understand the roles played by the local and global profiteers in the supply chain.

Talent/Employee turnover in human resources refers to employee recruitment upon any employee turns out, the total number of employees remains constant. Workers moving between states of employment and unemployment and employment, between national organizations, between national and international organizations, shifting the kind of the jobs as well as occupations, and going around the labour market shall be defined as employee turnover. The initiation of employee termination by employer due to retrenchment because of recession or sacked out against correctional or rendition related reasons are known as in Involuntary turnover. Hence, voluntary turnover and involuntary turnover shall be treated as part and parcel of employee turnover. It is concluded that few constructs that motivates the employees turnout intention remain same with all kinds of organization employees, but it has been observed that there are exclusive constructs that influence the employee turnout intention which is exclusive in nature with respect to their exclusive service oriented organization, hence it shall be concluded that the constructs of employee turnout intention may differ from a organization to other organization

Hücresel imalat sistemi son yillarda yaygin olarak kullanilan ve parti bazindaki üretimlerde uygulanan bir tekniktir. Fiziksel olarak bir araya kümelenmiş makinalardan oluşan bir hücrede üretim verimini, kaliteyi ve iş emniyetini artirmak, sikici işleri yorulmadan yaptirmak için robot kullanimi tercih edilmektedir. Bu çalişmada, en fazla on makinadan oluşan bir imalat hücresi ve bir tek robot olduğu kabul edilerek, en fazla on

In this research were investigated the three most frequently studied characteristics of entrepreneurs – motivation, self-efficacy, and risk attitudes. We divided the sample of entrepreneurs into two subgroups: opportunity-driven vs. necessity-driven. In agreement with findings of research performed in countries with developed market economies, we found that the need for independence and the need for achievement were of higher importance to the entrepreneurs than to the non-entrepreneurs. However, this was only true of the opportunity-driven subgroup of entrepreneurs, while not of those categorized as necessity-driven. In contrast, the most important motive in the group of non-entrepreneurs and as well as the necessity-driven subgroup of entrepreneurs was job security. In accordance with Knight's claim, we found that opportunity-driven (but not necessity-driven) entrepreneurs revealed higher levels of self-confidence than the group of employees. We did not find support for the claim that entrepreneurs are more risk-prone than wage earners. On the other hand, entrepreneurs (both opportunity- and necessity-driven) reported more everyday risky investment activities than wage earners did. We interpret this observation in terms of the necessity of entrepreneurs for risk-taking, rather than personal preference and liking.► One should distinguish opportunity-driven vs. necessity-driven entrepreneurs. ► Only opportunity-driven entrepreneurs reveal high need for independence. ► Similarly, opportunity-driven entrepreneurs reveal high levels of self-confidence. ► Both groups of entrepreneurs report high level of everyday risky activities. ► However, entrepreneurs are not more risk-prone than wage earners.

The right to work is a fundamental human right ensuring that every individual shall be able to continue their lives with a desired job and an income allowing the protection of human dignity. The right to work is directly related with the right to live of the working class that tries to live on their labor. Therefore, the right to work is the quest for a right based on life under a social order allowing every individual to have a job and income for continuing their lives in addition to protecting their dignity while allowing personal development and individual freedom. In this view, this study is based on the right to work which is a fundamental human right has been taken into consideration from the international human rights law perspective. Because of that firstly the concept of human rights and its historical development have been underlined. After then, it wants to take attention to emphasize of work right in concept of human rights. In this context, demand right to be employed, working right at a job which freely gained, the right to protection against the termination of labour contract and the right to use of freedom of association and union rights have been discussed.

The study sought to establish the mediating effect of job security on career management practices and administrative staff job satisfactionin chartered public universities in Kenya. The study adopted correlational survey research design. The target population comprised 2,355 administrative staff in chartered public universities in Kenya. Purposive sampling technique was used to select ten (10) fully-fledged chartered public universities. Proportionate random sampling technique was used to select 370 administrative staff. Data was collected using three questionnaires, namely; University Administrative Staff Questionnaires (UASQ).The questionnaires were pilot tested to ascertain its content, construct and face validity before use.Reliability of instruments was estimated using Cronbach's Alpha Coefficient for internal consistency. Reliability coefficient of 0.944 was yielded.Data was analyzed with the aid of Statistical Package for Social Sciences (SPSS). Descriptive statistics were used to describethe profile of respondents and study variables. Multiple regressions were used to test hypotheses at a significance level of alpha (α) equal to 0.05. The findings indicate that, job security partially mediate the relationship between career management practices and administrative staff job satisfaction. Further, the study demonstrated the effect of job security and this provides new insights on the role of job se curity in enhancing job satisfaction.It is recommended that chartered public universities to embrace job security and integrate with career management practices and human resource functionstoenhance job satisfaction.

Perceived organizational support has been considered attention as main variable of research for long period. A number of studies have conducted on this variable. Due to its importance, latest researches are still considered as key variable. There is lack of researches about perceived organizational support in developing country like Pakistan. The main focus of this study is to explore the

The present study is to observe the moderator impact of travel agency type in perception of new services risk. In this study accordingly one main and twelve subsidiary hypotheses have been proposed based on the research model. This study is applicable regarding the objective and descriptive survey regarding the method if implementation based on correlational approach. The statistical population of present study includes the managers of travel, tourism and pilgrimage agencies in Isfahan city. According to the specified and limited capacity of population, there would be no need to determine the sample size so just questionnaires have been distributed among the mangers of travel agencies. The tool to collect data is researcher made questionnaire with 32 questions and the validity is gained through Cronbach's alpha index of 85% including the personal information, main and expertise questions specified to observe the research hypotheses. Among 130 distributed questionnaires, 112 have been taken back (with 86%rate of return). The collected data analyzed by SPSS software through the statistical tests in two descriptive (Frequency percentage, cumulative percentage, mean and standard deviation) and inferential (regression and variance analysis modeling, non-parametric Kolmogorov-Smirnov test, and non-parametric test of Friedman) methods. According to the gained results, all hypothesis of study have been confirmed.

Η αυξηµένη συµµετοχή, κυρίως ενήλικων ατόµων, σε δραστηριότητες µε ελληνικούς παραδοσιακούς χορούς που προσφέρουν οι πολιτιστικοί σύλλογοι, έχει οδηγήσει στη δηµιουργία µιας σηµαντικής αγοράς εργασίας για έναν µεγάλο αριθµό στελεχιακού δυναµικού. Σκοπός της παρούσης εργασίας ήταν η διερεύνηση της συσχέτισης µεταξύ της επαγγελµατικής ασφάλειας και της επαγγελµατικής ικανοποίησης που βιώνει το προσωπικό πολιτιστικών συλλόγων, οι οποίοι περιλαµβάνουν δραστηριότητες µε ελληνικούς παραδοσιακούς χορούς. Το δείγµα αποτέλεσαν 99 µέλη του προσωπικού πολιτιστικών συλλόγων που ήταν Νοµικά Πρόσωπα Ιδιωτικού ∆ικαίου, µη κερδοσκοπικού χαρακτήρα. Οι αξιολογήσεις έγιναν µε την χρήση των ερωτηµατολογίων «Κλίµακα Επαγγελµατικής Ικανοποίησης» (ESI) των Koustelios και Bagiatis (1997) και «Minnesota Satisfaction Questionnaire» των Weiss, Dawis, England και Lofquist, (1967). Η ανάλυση συσχέτισης έδειξε ότι υπάρχει θετική συσχέτιση µεταξύ της επαγγελµατικής ασφάλειας και ορισµένων παραγόντων της επαγγελµατικής ικανοποίησης. Συγκεκριµένα η επαγγελµατική ασφάλεια συσχετίζεται θετικά µε τους παράγοντες «µισθός» (p<.05), «προαγωγή» (p<.01), «προϊστάµενος» (p<.01) και «συνολικά µε τον πολιτιστικό σύλλογο» (p<.01). Από την εφαρµογή των θεωριών της οργανωσιακής συµπεριφοράς σε νέους χώρους και γνωστικά αντικείµενα όπως ο ελληνικός παραδοσιακός χορός, προκύπτει ότι οι διοικήσεις των πολιτιστικών συλλόγων θα πρέπει να λάβουν υπόψη τους την επαγγελµατική ασφάλεια ως έναν παράγοντα που µπορεί να αυξήσει την ικανοποίηση και να βελτιώσει την απόδοση του προσωπικού τους. Λέξεις κλειδιά: Επαγγελµατική Ασφάλεια, Επαγγελµατική Ικανοποίηση, Ελληνικός Παραδοσιακός Χορός, Πολιτιστικά Σωµατεία.

This study is anchored on Herzberg's Two-Factor Theory which suggests that satisfaction of employees is related to motivation (e.g. achievement, recognition, advancement, growth, and responsibility) and dissatisfaction is related to hygiene factors (e.g. company policy and administration, supervision, interpersonal relationships, working conditions, pay, status, and job security). This study aimed to determine the level and predictors of employment security of nurses in both private and government hospitals in Negros Occidental, Philippines. The level of employment security was categorized into economic security, professional security, personal security, and workplace security. Specifically, this study examined the nurse-respondents' profile in terms of types of hospital employed to, sex, civil status, number of dependents, educational attainment, rank, employment status, salary grade, net income, and length of service. This study also determined the significant differences on the level of employment security of nurses when assessed at different categories and when the respondents are grouped according to their profile. This is a descriptive study which surveyed and interviewed nurses (n=318) from 18 government hospitals, 3 infirmaries and 4 private hospitals which signified intention to participate in the study. The study used the stratified random sampling to insure representativeness of the nurse-respondents.Results revealed that the nurse-respondents expressed moderate security in economic aspect, low security in professional aspect, high security in personal aspect and moderate security in workplace aspect. Highly significant differences were noted between professional security and workplace security. Results also revealed that types of hospital, civil status, rank, employment status are predictors of employment security of the nurse-respondents. Hence, the results implied that fast turnover and migration of Philippine nurses are not mainly about economic issue but also about other confronting reasons related to other aspects especially professional security.

The present work emphasizes on employee job satisfaction in an organization. For this purpose a small survey was done to analyze the level of job satisfaction among the teaching staffs in North-Eastern Hill University. Employee satisfaction is typically measured using an employee satisfaction survey. This survey was done based on some administering questionnaires regarding their compensation, facility, job security, and their necessarily requirements. Satisfaction level generally depends on the attitude of employees. If the employer provides and thinks about the necessity of employees need, then employee is happy and employer can get some significant output from employees. Salary in terms of compensation plays a vital role to determine the level of satisfact ion level of an employee in an organization. Although many employees emphasizecompensation/pay as it relates to job satisfaction. Job security refers the how much they are secure for their job. Employee satisfaction or job satis...

Although advocacy is embraced by nursing as an essential component of holistic philosophy, its scope is often limited in practice. In this article, a research study that examined the use of an expanded definition of advocacy is described. A link to the role of advocacy as a complementary therapy and in relation to facilitating the use of complementary therapies by patients is provided. Fifty-two registered nurses completed a researcher developed advocacy research instrument that assessed the use of moral-ethical, legal, political, spiritual, and substitutive advocacy along with various factors thought to influence the use of advocacy including moral development, perceived assertiveness, and perceived job security. An additional 40 RN-BSN students generated case studies of advocacy enacted in practice that were used as examples of the five categories of advocacy and to support the findings of the survey. Results indicated that moral-ethical advocacy was used more often than the other...

Resumen En la presente investigación se realizó una evaluación de los riesgos laborales presentes en 6 panificadoras en la ciudad de Riobamba. El trabajo de la industria panificadora consiste en la elaboración de un alimento de tipo cereal como lo es el pan, el cual además de ser tradicional, se ha convertido en un producto de consumo diario. Esto hace de dicha industria una de las principales contribuyentes a la economía de un país o región. Las variables estudiadas en esta investigación en particular son los riesgos laborales, la señalización de materiales de protección, rutas de escape, además de posibles agentes externos como son las plagas y roedores. El objetivo del presente trabajo se logró a través de la encuesta pre-realizada al personal de las panificadoras, encuesta donde se determinaron los riesgos, los accidentes que estos implican y la manera de controlarlos. Posterior al estudio pre se ejecutó un plan de capacitación sobre los diferentes factores de riesgo, medidas preventivas, señalética de la panificadora y se llevó a cabo la elaboración del manual de prevención de riesgos laborales. Gracias a esto, fue posible concluir que hubo una disminución de riesgos y accidentes laborales en un 69%. De igual manera se pudo contribuir a la promoción de una cultura de seguridad e higiene en las panificadoras a través de herramientas útiles para el empresario, esto con el fin de reducir los peligros y accidentes laborales y, de esta manera, manera mejorar la productividad y la calidad de sus productos.