Effects of Job Burnout on Employees Satisfaction in Selected Health Service Sector in Southwestern Nigeria

This paper examined the effects of job burnout on job satisfaction among selected health service employees in Southwestern Nigeria. The issue of job burnout has been researched, with limited attention to the health service employees in Southwestern Nigeria. The state of health of the people is vital to the survival of any economy as well as the development of any Nation. Data were obtained from the administration of questionnaires to 400 employees who were Doctors, Nurses, Pharmacists & Administrators with permanent employees’ status. Multiple regression was used to analyze the data. Major causes of burnout discovered include emotional exhaustion, depersonalisation while personal achievement increases employee job satisfaction. Results of the study showed that insufficient motivation, low organisational support and high job demand could lead to job burnout. The study revealed an inverse relationship between job burnout and employee satisfaction which makes them to perform below expectations. The study concluded that since job burnout inhibits performance and manifests significantly in their service delivery, employers should put policies in place to mitigate it.

Exploring Efficient Salary Management Systems:A Case Study of Hefei Yusheng Hotel Management Co.,Ltd.

The issue of brain drain poses a significant obstacle to the development of the hotel and catering industry.Attracting and retaining skilled personnel to engage in management within this sector has emerged as a primary challenge.This paper examines the current landscape of China’s catering service industry and its salary management system,identifying key challenges encountered in salary management within the industry.Drawing upon salary management theory and insights into existing challenges,the paper proposes specific treatment measures and management strategies.

Human Resources

The theoretical foundations of human resources(HR)involve various concepts that are often are perceived much differently by employers and employees.They include leadership strategies,diversity,employee relations,ethical responsibilities,corporate responsibilities,labor relations,staffing,security,technology,and much more.Research has supported the premise that if executed wisely,the systems defined in HR theory can increase performance and the potential for competitive advantage.It is important to define the knowledge gaps regarding what relevant attributes HR CEO’s and employees need to possess and understand.Ultimately,HR managers are responsible for a variety of functions that will ensure the success of their organization and analyzing multiple perspectives aids in moving towards a productive,cohesive unit.Steps can be taken by both the supervisors and frontline staff,to solidify the strength of the unit and those actions begin by first understanding each job’s perspective.The following presents key concepts from the administrative role and the employee role in a generalized business environment.

Nurses Turnover: Retention of the Staff

An extended literature review has been conducted about nurses’ turnover, and how to retain the staff by applying appropriate Human Resources theory in the healthcare organisation, to retain nurses and eliminate turnover. This is through exploring the Human Resource Management issue related to nurses’ high turnover and the reason which is behind to leave their hospitals in Kuwait. Also, the study will critically examine the working nature and the issue behind nurses’ turnover. In addition, motivational theories will be used in this paper and will apply some strategies that can be used to avert the causes of the problem, to ensure that nurses are retained within their organisations. Aim: To enhance employee loyalty to their organisations and effectively retain nurses’ staff in X organisation, with a particular reference to Human Resources Management. Methodology: Various literature, journals, articles, reports and books were reviewed to achieve the aim of this paper, specific consideration was given to the leadership. A relevant Human Resources Theory was applied with leadership support to retain nurses in the organisation and to reduce nurses’ turnover. Findings: Leaders are important to develop a considerable retention strategy within the organisation, by increasing the nurse’s loyalty and satisfaction through different techniques such as policy and guidelines, motivating through allowances and leave, further changing the system. Recommendations: To provide extensive training to the leaders to enhance their skills in managing the organisation and staff. To overcome the issues that interfere with nurses’ satisfaction and solve the issues to retain the nurses.

A Bayesian network model on the interlinkage between Socially Responsible HRM,employee satisfaction,employee commitment and organizational performance

In recent years several studies have been made to understand the impact of Socially Responsible HRM practices on Organizational Performance.Employee progress,community and environment play an important role in the sustainable growth of an organization.Thus,organizations are always looking for the ways to improve the employee satisfaction vis-a-vis commitment to improve the performance.Recent studies have shown that as employees are important stakeholder,hence formulating proper Socially Responsible HRM practices may help organization to better the returns on assets.The main objective of the study is to identify the relationship among various dimensions of Socially Responsible HRM practices with dimensions of employee satisfaction,employee commitment and organizational performance for Indian manufacturing sector by using Bayesian Network approach.Results of the study establish the relationship between dimensions of Socially Responsible HRM and Organizational Performance.

Sustainable career development for R&D professionals:Applying a career development system in Basque country

The goal of this study is to measure the effectiveness of a career development system implemented at a research and technology organization at satisfying the context requirements of a decree issued by the Basque Country government.Through in-depth surveying of 80 R&D professionals over the five years,the authors aimed to determine whether a career development system,when it is linked to context requirements and researchers’contributions,could offer researchers feedback about their career aims and increase their job satisfaction.During the five years of the study,the researchers’capacity to meet career requirements improved by 20%,and job satisfaction,although it declined at first,increased substantially in the last two years,reaching a historic high for the employee satisfaction survey.