Suchergebnisse

Working mothers often are in a dilemma in balancing their work and family lives. Their lives are affected by various work and family demands. Eastern culture imposes a lot of family responsibilities and liabilities on women. The objective of present study was to look into the well-beings of mothers working as nurses and doctors in government hospitals. Specifically, work-family demands such as family involvement, work time demands influencing job satisfaction and life satisfaction. Sample included 187 registered nurses and doctors. Purposive sampling design was used for questionnaire survey with the response rate of 78%. Data were examined by means of SPSS and AMOS software. The results showed that family involvement is positively related to work time demands but negatively related to life satisfaction. Work time demands are negative related to both job and life satisfaction. Job satisfaction and life satisfaction are positively related to each other. Further, mediation relationships were examined by using Hayes Bootstrap procedure for SPSS. The results showed that relationship between family involvement and life satisfaction is not mediated by work time demands. However, the relationship between family involvement and life satisfaction is partially mediated by jointly job satisfaction and work time demands.

The study's goal is to see how servant leadership and corporate culture affect work engagement. While leadership has been proven to have an impact, the effect and procedure underlying work engagement has attracted scant attention. Despite the fact that servant leadership followers are more inclined to be involved, this is especially relevant of servant leadership. We investigate the role organizational culture plays like a potential mediator in the study below, seeking to discover whether servant leadership builds organizational culture that, as a result, enhances work engagement. Overall,we find strong evidence suggesting servant leadership can forecast organizational culture along with the other extensions related to job engagement which include dedication, absorption and vigor, while organizational culture, undermines the effect of servant leadership style. Lastly,all three components of work engagement are positively related to an organization's culture.

The focus on the belief system of employees and workers in organizations, as it is a hidden and under the radar system that actually creates a huge impact on the performance of an employee as well as on organizational performance. It is postulated that those who believe that the world is unjust,may try to be unjust with the world i.e., the people around them, and vice versa. We developed a theoretical framework and then collected data based on the hypothesized relationship. SPSS 21 was employed to run various tests to carry out the analysis. The target population was store/shop managers and a sample of 222 was selected as respondents. After analysis, results show great insights, as based on those perceptions having belief in a just world may have better contentment with life and they may be retained in the organization.Thus, employee retention may lead further to better organizational performance and culture. It was found that both the hypotheses were accepted and this study can have great theoretical and practical implications for the researchers and for the practitioners in organizations as well