Training and Development Commons^™

Impact Of Work After Hours On Organizational Commitment Level And Job Satisfaction: A System Dynamics Approach, Mayuri Dilani, Anuja Shukla, Yamini Pandey

Management Dynamics

Work after hours depend on the working conditions of the organization where positive relationship with the organizational commitment and the employee job satisfaction can be seen. Work after hours depend on the working Aim of the study is to recommend a model for the organizational commitment, Job satisfaction and work after hours’ variables for any organization. Vensim 6.4 version and Stella 9.1.4 software packages were used for the analysis. Casual loop analysis was done to identify the interaction of the variables. Model is developed as fully causal loop analysis based on dimensions found in literature and extracted the applicable model. …

Betting On Talent: Examining The Relationship Between Employee Retention And Onboarding Programs, Jonna B. Blount

Engaged Management ReView

The expectations of employees in the United States continue to evolve as generational shifts occur in the workforce. The already raging war for talent has been fueled by the 2020 pandemic, which introduced new ways to work and different types of work opportunities. As a result, employees are re-evaluating their options and seeking ways to extract more value from their professional lives. In these circumstances, employee retention is a competitive advantage, and companies must consider how to retain their most desirable talent. Research in the organizational behavior domain shows that when employees hold values like those of their employing organization, …

Perceptions Of Employability Skills Of Undergraduate Business Students In A Developing Country: An Exploratory Study, Wise Mainga, Reuben M. Daniel, Luis Alamil

Higher Learning Research Communications

Objective: The purpose of this study was to determine the relative importance of different employability skills for business graduates seeking initial employment.

Method: Semi-structured survey questionnaires were administered to human resources representatives from industry, business lecturers, and graduating business students to determine gaps in perceptions between the three stakeholder groups.

Results: There was some alignment and moderate discrepancies in perceptions of the relative importance of different employability skills between the three stakeholder groups. There were statistically significant differences in perceived importance of communication, teamwork, and interpersonal skills between graduating students and employers. There is evidence that employers were satisfied with …