The Relationship Between Job Satisfaction and Employee Performance of Teacher in N University, China

At present,as of June 15,2019,the Ministry of Education announced a total of 2,956 institutions of higher learning in China,including 2,688 regular institutions of higher learning(including 266 independent colleges)and 268 adult institutions of higher learning.At present,the development of colleges and universities is also facing serious problems.With the development and progress of the times,many colleges and universities are getting better and better,which is closely related to the teachers’strength and teachers’job satisfaction.It is very important to improve the job satisfaction of university staff.The introduction of teachers is crucial,and many schools are weak in teaching staff,which hinders the long-term development of schools.The turnover of teachers in colleges and universities is closely related to job satisfaction.At present,the overall turnover of teachers in colleges and universities is too frequent.The rapid development of China’s colleges and universities is still expanding the scale of development,which requires more teachers.In the ensuing enterprise competition,university positions are not dominant,mainly in the current life,salary is very important,family expenses,parents,and children’s expenses are getting higher and higher,but the salary of university teachers cannot keep up with the development of the times.At present,one of the problems in colleges and universities is that salary promotion is not friendly to teachers with old qualifications,high academic qualifications,and high professional titles.Therefore,to improve the job satisfaction of college teachers is the only way for the long-term development of colleges and universities.This study investigated the relationship between job satisfaction and employee performance among 341 teachers from N University in Nanning,Guangxi province,China.The independent variable is six factors of job satisfaction,including working environment,salary and promotion,job security,relationship with colleagues,relationship with supervisor,and fairness level.The dependent variable is three factors of employee performance,including enthusiasm,availability,and job engagement.Finally,through data analysis,it was concluded that there was a positive correlation between teachers’job satisfaction and staff performance in N University.

A Fuzzy Approach for an IoT-Based Automated Employee Performance Appraisal

The ubiquitous Internet of Things (IoT) through RFIDs, GPS, NFC and otherwireless devices is capable of sensing the activities being carried around Industrialenvironment so as to automate industrial processes. In almost every industry, employeeperformance appraisal is done manually which may lead to favoritisms. This paperproposes a framework to perform automatic employee performance appraisal based ondata sensed from IoT. The framework classifies raw IoT data into three activities (Positive,Negative, Neutral), co-locates employee and activity in order to calculate employeeimplication and then performs cognitive decision making using fuzzy logic. From theexperiments carried out it is observed that automatic system has improved performance ofemployees. Also, the impact of the proposed system leads to motivation among employees.The simulation results show how fuzzy approach can be exploited to reward or penalizeemployees based on their performance.

Dysfunctional Audit Behaviour： The Effects of Employee Performance, Turnover Intentions and Locus of Control

Dy Ov sfunctional audit behaviour （DAB） and staff turnover are associated with decreased audit quality （Public ersight Board, 2000）. This study develops and tests a theoretical model that turnover intentions and locus of control as antecedents of attitudes toward DAB survey results from 225 auditors support the theoretical model identifies employee performance, Using a path analysis technique,

Effect of Employee Orientation on Employee Performance in Commercial Banks in Nigeria

This study examined the effect of employee orientation and employee performance.Survey research design was employed.A sampled of three selected commercial banks in Enugu State,Nigeria.Data for the study were collected through questionnaire administered to the respondents.Using regression analysis,the result shows that employee orientation has a positive significant effect on employee performance of commercial banks in Enugu state,Nigeria.Based on the findings,the study recommended that bank management be able to properly plan and get ready for new hire orientation training in order to satisfy their expectations and create a basis for long-term employee happiness.

Factors Influencing Stress of Employees and Its Impact to Employee’s Performance in the Workplace

Sometimes it may be difficult to cope with workplace stress,but the skills of handling stress changes from person to person.The cause of your stress and your approach to handle it may be very different from that of your friend.Generally,we think that stress is related to something negative,but we do not have to look at it that way.Some stress is helpful;actually it drives people towards job completion.The purpose of the study is to provide theoretical foundation,to find the effects of work stress on employee’s performance,and to examine the causes of stress that impact employee’s performance in the workplace.The researcher decided to conduct quantitative research by using questionnaires as a tool to collect data from the samples of 86 respondents from the employees of Aeronautical Radio of Thailand Ltd.Phitsanulok.The statistic for data analyzing is descriptive statistics including percentage,frequency(number),and standard deviation.The researcher validates that there were several factors that influence stress of employees and its impact to employee’s performace in the workplace that may influence organizational goal achievement.

The Effects of the Work Environment on the Employees Optimal Performance: A Study of Ebonyi State College of Education, Ikwo

The study sought to investigate the effects of the work environment on the employees’optimal performance in Ebonyi State College of Education,Ikwo,as one of government organizations.The research design for this study was the survey research design to assess the relationship between the work environment and the employee’s performance in Ebonyi State College of Education.Thus,the population of the study comprised all employees of the college.The college which has total staff strength of 493 employees and seven management members making total of 500 was used as the study area.In an attempt to realize the objectives of the study,222 questionnaires were administered to both the management team and the employees of Ebonyi State College of Education.In order to ensure that all the strata of the population were fairly represented and all cases within each stratum had equal chance of being selected,stratified random sampling was used to select a sample of 215 employees and seven members of the management team for this research.A response rate of 78%was achieved.The data collected from both employees and managers was analyzed,using mean and standard deviation to answer the research questions and t-test statistics to test the hypotheses at alpha level of 0.05 significance.It was found that each of the components that define the work environment were statistically significant to performance of the college.However,the social work environment of employees of the college was the most conducive work environment in the institution and the psychological environment of the college was least conducive.In the end,the work environment of the Ebonyi State College of Education,Ikwo,was statistically significant to the performance of employees of the college.It was among other things recommended that for the performance of staff of the college to be enhanced,the college managers must improve its psychological environment so as to improve the psychological health of its employees.

The Relationship Between Cross-Cultural Conflict Management Levels and Employee Organizational Performance in Cross-Border E-Commerce Corporations in China

This research focuses on the cross-cultural conflict management of cross-border e-commerce corporations in companies on employee organizational performance under conflict management such as power distance conflict,individualism,long-term orientation,indulgence and avoidance of uncertainty as the independent variables and employee organizational performance such as quality,efficiency,and profitability of organizational tasks as the dependent variable.With the advancement of China’s reform and opening up and the implementation of the“One Belt,One Road”strategy,the globalized economy has penetrated into various countries and regions.China trade exchanges with other countries have become more frequent,and have also set up branch factories and branches abroad.However,there are certain differences between the branch company and the domestic culture in the actual operation process.If the cross-border e-commerce corporations cannot handle these contradictions and differences well,the company may face difficulties such as cultural conflicts.For this reason,this paper makes a deep analysis of this,taking the cross-border e-commerce corporations in Guangxi as an example,and points out the problems existing in cross-cultural management in this region and putting forward personal opinions and solutions to related problems,and putting forward feasible solutions,enhances the understanding of involving conceptualizations of cross-cultural communication conflict and its management in the frame of cross-cultural conflicts management theory and provides references for the formulation of cultural conflict management measures for cross-border e-commerce corporations.So that enterprises can gain a firm foothold in the international market competition,enrich and enhance their soft power,and enhance their international status in the development of multinational regions.The result of this research will not only answer existing research questions,but also introduce new ideas and new questions for future research.

An Improved Enterprise Resource Planning System Using Machine Learning Techniques

Traditional Enterprise Resource Planning (ERP) systems with relational databases take weeks to deliver predictable insights instantly. The most accurate information is provided to companies to make the best decisions through advanced analytics that examine the past and the future and capture information about the present. Integrating machine learning (ML) into financial ERP systems offers several benefits, including increased accuracy, efficiency, and cost savings. Also, ERP systems are crucial in overseeing different aspects of Human Capital Management (HCM) in organizations. The performance of the staff draws the interest of the management. In particular, to guarantee that the proper employees are assigned to the convenient task at the suitable moment, train and qualify them, and build evaluation systems to follow up their performance and an attempt to maintain the potential talents of workers. Also, predicting employee salaries correctly is necessary for the efficient distribution of resources, retaining talent, and ensuring the success of the organization as a whole. Conventional ERP system salary forecasting methods typically use static reports that only show the system’s current state, without analyzing employee data or providing recommendations. We designed and enforced a prototype to define to apply ML algorithms on Oracle EBS data to enhance employee evaluation using real-time data directly from the ERP system. Based on measurements of accuracy, the Random Forest algorithm enhanced the performance of this system. This model offers an accuracy of 90% on the balanced dataset.

Characteristics of high performing employees in China

Performance, from management＇s perspective, is the desired result of organization, the effective output showed on different levels by the organization to achieve its objectives, including individual performance and organizational performance. The achievement of the organizational performance should be on the basis of individual performance, while the realization of individual performance does not necessarily ensure the organizational performance. If, according to certain logic, the organization＇s performance is decomposed to each job and each person, as long as each individual reaches the organization＇s requirements, can the organization＇s performance realized.

Stages, Content, and Theory of Strategic Human Resource Management （SHRM）： An Exploratory Study

This study discusses ＂theory of strategic human resource management （HRM） has an impact on research topic of this study is to discuss SHRM resource management （SHRM）＂. Theory of SHRM is that human firm performance through employee performance. Therefore, the theory. Research method is literature scanning. Research findings are, firstly, that strategic HRM can be defined with employee/firm performance relationship. Secondly, this study depicts its own SHRM model. In this model, HRM practices develop individual performance of employees in organizations, and individual performance increases performance of business departments, such as supply department, finance department, marketing department, logistics department, etc., and performance of business departments has an impact on firm performance. Furthermore, this study makes its SHRM definition. So far, there have been two definitions of SHRM in literature studies. The first definition identifies SHRM with corporate strategies and competitive advantage. The second definition describes SHRM with HRM-firm performance relationship. This study makes the third definition, namely, SHRM is employee/firm performance relationship, and this definition is figured in an SHRM model in this study.

Exploring the Integrated Conflict Management System in China

The perfection of labor law and enhanced legal awareness among employees have caused an increase in labor disputes in China.However,there are only a few studies that systematically analyzed conflict resolutions within organizations in China.In attempt to address this research gap,this study used the conflict management theory and classified the various mechanisms of the conflict management system using a quantitative research design approach,focusing on positing tools specific to the situation in China,as well as analyzed the effect of different conflict management mechanisms on employee outcomes,in hope that the findings would provide constructive suggestions for improving the management of Chinese organizations.

Ranking and selecting the best performance appraisal method using the MULTIMOORA approach integrated Shannon＇s entropy

The selection process of appropriate Performance Appraisal （PA） methods for organizations in today＇s dynamic and agile environments along with its funding scales is a complex problem. Performance appraisal in modem organizations has become a part of the strategic approach toward integrating business policies and human resource activities. The existence of multiple criteria in the decision-making procedure makes finding the optimal PA method more challenging. The current study tackles a PA method assessment by applying a multiple criteria decision analysis method i.e., MULTIMOORA integrated Shannon＇s entropy significance coefficient. A case study on the optimal PA method selection is analyzed by identifying the criteria and alternatives based on the literature and expert comments of the case-study employing two approaches, that is, MULTIMOORA and Entropy MULTIMOORA. The final rankings of the suggested methods are compared to TOPSIS and TOPSIS integrated Shannon＇s entropy methods utilizing correlation coefficients of the final ranks. Eventually, by identifying the optimal PA approach i.e., 360-degree feedback, the selected optimal method employed in the case study and results are demonstrated and described with a comprehensive example.