Employee Relations

The purpose of this article is to review spirituality at work literature and to explore how spirituality improves employees’ performances and organizational effectiveness. The article reviews about 140 articles on workplace spirituality to review their findings on how spirituality supports organizational performance. Three different perspectives are introduced on how spirituality benefits employees and supports organizational performance based on the extant literature: (a) Spirituality enhances employee well-being and quality of life; (b) Spirituality provides employees a sense of purpose and meaning at work; (c) Spirituality provides employees a sense of interconnectedness and community. The article introduces potential benefits and caveats of bringing spirituality into the workplace; providing recommendations and suggestions for practitioners to incorporate spirituality positively in organizations.

People abused by angry discipline as children, may tend to abuse or overly punish other people or themselves for perceived wrongs in their adult life. In some individuals, aggressive personality traits may be genetically inherited. The aggressive personality may feel weakened by having guidelines or boundaries for anger. Anger is a normal human emotion, and these guidelines can help express anger in a healthy way.

Purpose-The purpose of this paper is to examine whether two factors of affective psychological well-being, job satisfaction, and work-related depression, play a role in mediating the relationship between workplace bullying as a social stressor at work and three forms of employee performance or behaviors: task performance, individual-targeted citizenship behavior (OCB-I), and interpersonal counterproductive work behavior (CWB-P). Design/methodology/approach-The paper adopted a cross-sectional survey research design which captured a sample of 262 employees across a number of organizations in a small developing country in the Caribbean region. Findings-The findings revealed that job satisfaction alone partially mediated the relationship between workplace bullying and task performance, whereas work-related depression alone partially mediated the relationship between workplace bullying and OCB-I. Both job satisfaction and workrelated depression partially mediated the relationship between workplace bullying and CWB-P. Research limitations/implications-The paper utilized a cross-sectional self-report survey research design which does not permit causal inferences to be made. Longitudinal research is needed to further investigate these relationships reported here. Practical implications-Management must seek to deal with the emergence of workplace bullying through their human resource management policies and practices as well as encouraging positive interpersonal work climates and cultures among employees. Originality/value-The paper is the first to investigate how various elements of psychological wellbeing can serve to mediate the relationship between workplace bullying and performance outcomes.

The Indian information technology industry is popularly believed to be a very hospitable employer for women. It is known for fairly progressive policies towards women employees and its strong stand against sex discrimination and harassment. However, in spite of written policies and procedures, cases of sexual harassment do occur and require investigation. This article uses qualitative research to explore women’s experiences of sexual harassment in the Indian information technology industry, juxtaposing these with managerial responses to harassment complaints. Using qualitative research it investigates how cultural norms of regarding women’s behaviour can influence management’s attitudes to sexual harassment complaints. The article concludes that while written policies may constitute a vital step towards creating a conducive work environment for women, they may not always be enough in mitigating the influence of an andro-centric culture in management’s or recipient’s response to sexu...

This study examines the factorial structure of a new instrument to measure engagement, the hypothesized 'opposite' of burnout in a sample of university students (N = 314) and employees (N = 619). In addition, the factorial structure of the Maslach-Burnout Inventory-General Survey (MBI-GS) is assessed and the relationship between engagement and burnout is examined. Simultaneous confirmatory factor analyses in both samples confirmed the original three-factor structure of the MBI-GS (exhaustion, cynicism, and professional efficacy) as well as the hypothesized three-factor structure of engagement (vigor, dedication, and absorption). Contrary to expectations, a model with two higher-order factors-'burnout' and 'engagement'did not show a superior fit to the data. Instead, our analyses revealed an alternative model with two latent factors including: (1) exhaustion and cynicism ('core of burnout'); (2) all three engagement scales plus efficacy. Both latent factors are negatively related and share between 22% and 38% of their variances in both samples. Despite the fact that slightly different versions of the MBI-GS and the engagement questionnaire had to be used in both samples the results were remarkably similar across samples, which illustrates the robustness of our findings.

"Block Printing is the process of using an object to make an inked impression upon a plain surface. It is one of the oldest and most enjoyable of all the crafts and has given color and pattern to paper, cloth, and other surfaces for nearly 4,000 years.
Today the process is essentially the same. As it is simple and impressive, it is ideal for the beginner. "

Purpose The purpose of this paper is to empirically study the effect of employee involvement in the workplace on job satisfaction for millennial workers in Colombia. Design/methodology/approach Data were obtained from a sample of 2103 millennial employees working in 11 companies of different sectors located in the five main cities of Colombia. Ordered probit models were estimated to study the effect of employee involvement on job satisfaction, in general, and how different forms of participative decision making in the workplace produce different impacts on individual satisfaction with objective and intrinsic aspects of the job, in particular. Findings The empirical results show that, for millennial workers, there is a positive link between employee involvement and job satisfaction. Moreover, there is a higher positive impact on job satisfaction when millennial workers participate in decisions on general aspects of the company than when they participate in specific decisions such as ...

Purpose The purpose of this paper is to develop and provide initial validation for the new E-Work Life (EWL) Scale. This measure assesses a range of theoretically relevant aspects of the e-working experience related to four main areas: job effectiveness, relationship with the organisation, well-being and work-life balance. Design/methodology/approach This study presents structured item development. Internal validity and reliability were tested on a sample of 260 e-workers (65 per cent female, age range 25–74). Correlations of the EWL scale with a measure of general health were tested on a subsample of 119 workers to provide initial evidence of construct validity. Findings Exploratory factor analysis supported a 17-item scale assessing four factors: work-life interference, productivity, organisational trust and flexibility. Individual well-being was measured and a pattern of significant correlations against four factors as indicators of general health were found, including mental hea...

Purpose -The purpose of this paper is to examine the roles and influence of shop stewards under workplace partnership regimes in five case study firms in the Republic of Ireland. It aims to assess the dynamics and potential longevity of partnership relationships. Design/methodology/approach -A framework is utilised which analyses the scope, breadth and depth of union influence in terms of the structure of partnership processes and the capacity of agency to affect relations among shop stewards, union members and plant management. Findings -The findings show that while union representatives view partnership in a positive light, there remain problems as to the longevity of partnership owing to management control and a disconnection between national (government) and local (workplace) support mechanisms for partnership. The paper concludes that social partnership is a process that remains anchored in a relationship of both antagonism and accommodation between capital and labour. Originality/value -Much of the extant literature tends to focus on the outcomes of partnership in terms of the gains or losses to either management and/or unions. In this paper, the focus is on the way the "processes" of social partnership shape the behaviour and roles of workplace union representatives. A number of theoretical and policy implications are discussed.

The purpose of this article is to respond to the lack of consistency in the academic and practitioner literature regarding the construct of employee engagement and to offer a platform for the research and use of a refined construct called employee work passion. This article analyzes the differences between the concepts of engagement of the two groups of writers and proposes a new definition and framework based on social cognitive theory. Three recommendations are made for human resource development researchers and practitioners who seek to improve both the data and the strategies used in constructing engagement or work passion surveys. Engagement or passion surveys should (a) specifically and convincingly assess the affective components of the appraisal process, (b) differentiate descriptive cognitions and intentions, and (c) separate and corroborate intentions from behaviors.

This paper provides a critique and re-evaluation of the way that ethics is understood and promoted within mainstream Human Resource Management (HRM) discourse. We argue that the ethics located within this discourse focuses on bolstering the relevance of HRM as a key contributor to organizational strategy, enhancing an organization's sense of moral legitimacy and augmenting organizational control over employee behaviour and subjectivity. We question this discourse in that it subordinates the ethics of the employment relationship to managerial prerogative. In response, we suggest a different model of the relationship between ethics and HRM-one that finds the possibility of ethics in the contestation and destabilization of HRM. Such ethics arises through resistance to moral normalization and the constraint of freedom and difference. The contribution of our paper is in theorising the possibilities of a relationship between ethics and HRM that does not place HRM at its centre, as chief intermediary of the ethics of the employment relationship, but rather sees HRM as being a powerful player in a set of what Mouffe calls 'agonistic' socio-ethical relations.

Purpose-The purpose of this paper is to determine what motivates junior lawyers to join a "Top 5" law firm, to understand their job and career expectations and whether or not these are being met during their employment in the firm. Design/methodology/approach-A survey was delivered to 300 lawyers, out of which 144 valid responses were collected. For the analysis, responses were clustered to identify emerging themes. Interviews were also conducted with randomly selected junior lawyers to clarify emerging topics and deepen understanding of the issues raised. Findings-Key motives for young lawyers to join a law firm were money and improved career options. These expectations were generally met. However, once working, these lawyers were disappointed by a lack of interaction with and appreciation from partners, high pressure to bill more, long working hours and poor work/life balance, a lack of interesting work, and a lack of international secondments. Research limitations/implications-The research reported in this paper is based on a case study of one of the top five law firms in the world, which is considered to be a leader in many areas of law practice. It cannot be assumed to be representative of the culture, policies and practices of many other firms operating in this sector. Practical implications-The findings have been used within the case study organisation to improve junior lawyer motivation and could also be used by comparable organisations to improve the retention of junior lawyers. Originality/value-The main contribution of this paper is the insight gained into the job and career motivations and expectations of junior lawyers. Additional insight is gained by exploring expectations prior to joining the firm and which of these could be fulfilled and which were disappointed during employment with the firm.

This study examined leadership styles and staff performance in sports organizations. Five hundred and thirty two management staff were purposively selected from five states Sports Councils. The “ Management Staff Response Questionnaire ” (MSRQ) was administered to measure the level of performance of staff of the councils, identify the leadership styles in operation and the extent to which leadership styles enhanced performance of the staff of the councils. The leadership styles most often used by leaders of the councils were autocratic, democratic and pseudo-democratic. The finding also revealed that, there was a high level of job performance of Sports Councils’ staff of South-eastern Nigeria and that leadership styles significantly influenced the job performance of staff. The study concluded that among the several organizational factors which could enhance job performance of Sports Council workers, the style employed by the leader of the Sports Council most of the time play a signi...

Abstract Purpose Fun means different things to different people and this research attempts to answer the question ‘what is fun at work?’ Given that perceptions of fun differ among people, our answer is that a pluralistic concept of fun best captures different notions of what constitutes fun at work. Methodology Our research combines two separate studies. The first is an in-depth ethnographic project involving interviews, participant observations and document collection investigating fun and humour in four different New Zealand companies. The second study extends findings from the first by specifically asking participants to reply to survey questions asking ‘what is fun at work?’ Findings Currently fun is described in a variety of ways by researchers using different descriptors for similar concepts. Combining current conceptions of fun with our own research we categorize the complex notion of workplace fun into three clear categories: organic, managed, and task fun. This tripartite c...

Relatively little is known about the youth labour market in Mongolia. This paper studies returns to education of 15-29-year-olds by taking advantage of a recent ad hoc School to Work Transition Survey. Based on augmented Mincerian earnings equations, education and work experience appear to be important determinants of earnings. Vocational does not provide higher wages than compulsory education. Factors bearing wage gains include: living in the capital city and in urban areas in general. Factors bearing wage penalties include: gender, informal work, training, using informal job search networks, herding. Union membership, being a migrant, the civil status are wage neutral.

This dissertation contains the findings of a research project that investigated the relationship between employee benefits and employee satisfaction at Google. The performance of an organization highly depends on how motivated the employees are as this directly impacts on the efforts of the employees. Satisfied and motivated employees would put in the right efforts that will help an organization achieve the set objectives and goals. Therefore, this dissertation explores the types of employee benefits at Google, employee satisfaction and the impact of employee satisfaction on the operations of Google. This study has centred on exploratory research process rather than analytical research as the topic under research is itself exploratory. The findings presented are based on exhaustive questionnaires and interviews with 70 respondents being employees and remaining 30 respondents being managers respectively.

Purpose -The purpose of this study is to demonstrate a relationship between learning organisation theory and the potential to retain knowledge workers. It emphasises that human resource (HR) managers must recognise specific relationships between learning organisation elements, job satisfaction facets and turnover intent as they emerge for their knowledge workers. Design/methodology/approach -A survey was undertaken sampling knowledge workers in the information technology (IT) industry. Measured on a Likert scale, the instrument was designed to explore the impact of learning organisation disciplines upon job satisfaction and the importance of job satisfaction in determining turnover intent. Findings -Analysis of the survey showed evidence of a relationship between learning organisation disciplines and turnover intent. All the learning organisation disciplines discussed in the paper correlated to at least one of the six job satisfaction dimensions, of which reward and challenge exerted the most significant influence upon turnover intent. Practical implications -The results suggest that three initial strategies should be implemented by HR managers in order to reduce possible staff turnover. The strategies identified are first, linking shared vision, challenge and systems thinking together via personal mastery; second, being more critical of which mental models are developed and shared within the organisation; and finally, developing team learning systems throughout the organisation. Originality/value -This study emphasises that HR managers should recognise specific career needs for their knowledge workers and that adopting appropriate strategies will increase retention. key attributes from employees' daily activities , this paper defines the knowledge worker as: "any employee possessing specialist knowledge or know-how who is involved in consultancy based on their specialist knowledge or know-how, or research and development work for new products, services or processes". They use their knowledge and know-how to "gather, analyse, add value and communicate information to empower decision making" . Consequently, a knowledge worker's usefulness to the organisation is situated in his/her ability (and willingness) to utilise, share and synthesise existing knowledge to create new ideas. As such the aim of learning organisation (LO) models is to harness knowledge gained via individual and organisational learning in order to enable transformational rather than incremental change .

Purpose -Occupational stress and organizational change are now widely accepted as two major issues in organizational life. The current study explores the linkage between employees' attitudes towards organizational change and two of the most significant constructs in organizational behaviour; occupational stress and organizational commitment. Design/methodology/approach -A total of 292 participants completed ASSET, a new "Organizational Screening Tool", which, among other things, measures workplace stress and organizational commitment and a measure assessing attitudes towards organizational change.

Randeree, K., Chaudhry, A., Leadership: The Employee Perspective - A Study in Dubai’s Construction Industry, 5th International Business Research (IBR) Conference: “Strands of Development”, 26 - 27 April 2007, Dubai, United Arab Emirates.
Dubai is a regional leader in infrastructure development. Rapid growth has led to project management gaining tremendous importance in the construction sector. Employees are an important part of any industry and their job satisfaction and organisational commitment affects the turnover rate and productivity of a company (Benkhoff, 1997; Randeree and Chaudhry, pending). Leadership has a strong influence on employees' job satisfaction and organisational commitment (Lok & Crawford, 1999). Thus, it is vital to examine leadership styles in a rapidly growing industry in what is also such a cosmopolitan city. Hence, the research undertaken aims to study leadership styles in construction project management in Dubai. The findings show that employees feel that Consensus and Team Management leadership styles are predominant in the industry and employees have shown preference for working under these leadership styles.

Purpose -With talent management becoming an area of growing concern in the literature, the purpose of this paper is to investigate talent management and its relationship to levels of employee engagement using a mixed method research design. Design/methodology/approach -The first phase was a survey on a sample of 272 BPO/ITES employees, using Gallup q 12 or Gallup Workplace Audit. Focus group interview discussion was based on reasons for attrition and the unique problems of employee engagement. In the second phase, one of the BPO organizations from the phase I sample was chosen at random and exit interview data was analyzed using factor analysis and content analysis. Findings -The results were in the expected direction and fulfilled the research aims of the current study. In the first phase low factor loadings indicated low engagement scores at the beginning of the career and at completion of 16 months with the organization. High factor loadings at intermediate stages of employment were indicative of high engagement levels, but the interview data reflected that this may mean high loyalty, but only for a limited time. In the second phase factor loadings indicated three distinct factors of organizational culture, career planning along with incentives and organizational support. The first two were indicative of high attrition. Research limitations/implications -A limitation of the research design was a sample size of 272 respondents. Some of the Cronbach's alpha scores of the subscales of Gallup q 12 were low. The strength of the study lies in data triangulation, which was obtained through a mixed method approach, a survey and unstructured focus group interviews. There are theoretical implications for the construct of employee engagement. There seems to be a construct contamination from the fields of employee satisfaction, employee commitment and employee involvement, which is beyond the scope of this paper. Future studies in India may look into this area and construct an independent scale of employee engagement, focusing on the antecedent variables and testing them for theoretical underpinnings. Originality/value -The present study indicated that a good level of engagement may lead to high retention, but only for a limited time in the ITES sector. The need for a more rigorous employee engagement construct is indicated by the study. Practical implications for retention in the BPO/ITES sector are referred to.

Purpose -The purpose of this paper is to investigate the relationship between unions, employee relations and the adoption of high performance work practices (HPWP). Design/methodology/approach -This study uses survey data collected from the senior members of the human resource management (HRM) function in 189 large Australian organisations. Findings -It was found that unions, when coupled with good employee relations, facilitate the adoption of HPWP and consequently have a positive impact on organisational competitiveness, contradicting the simplistic notion that unions are "bad for business". Research limitations/implications -This study used cross-sectional survey data from HRM managers, who while being the best single source of information, may have distorted their responses. Further research is required to confirm these results using several data sources collected from a larger sample over more than one time period. Practical implications -This research has implications for Government and organisation approaches to union presence and management in organisations. Social implications -This research contributes to HRM and organisational competitiveness, which has implications for GDP. Originality/value -This paper contributes to the debate on whether the individual and direct voice provided by HPWP is a substitute for union collective voice, with the associated implication that unions are unnecessary and even destructive to organisation competitive advantage.

This paper attempts to interpret the HRM practices studied through the CRANET research in the light of the general societal culture tendencies as revealed by the GLOBE study. The study analyses the nine dimensions of societal culture, using data from 19 countries that have participated in both studies (and UK). The most significant correlations between societal culture and HRM have been isolated and will be discussed. Results show that the function that seems to be related the most to culture is internal communication, while the least related is rewards and benefits. This study's findings could serve as a guide in transferring HRM policies within MNCs or across countries, as they give an indication of the most culture-sensitive practices and the way they are related to societal culture characteristics.

Although line managers have always been involved in managing human resources (HR), it is within human resource management (HRM) that their involvement has been placed centre-stage as a core element of an HR approach. This article reports findings from 40 interviews with line managers on their experiences in handling HR work that has been devolved to them, from a study of three different UK work organisations. The study finds that significant organisational benefits and costs exist from involving the line in HR work. The article concludes that participation of both line and HR managers in HRM needs to be re-assessed, as line involvement in HRM is a problematic initiative for organisations to adopt.

It is an undisputable fact that the world is changing at a very fast pace. It therefore requires a change if every organization and institution are to respond to these changes. It is for these reasons that organizations need to initiate or induct their employees to prepare and equip them with current skills and knowledge .Employee Induction, which is one of the main ways of introducing employees to their organizations, is often the missing ingredient in most organizations. Orienting employees to their workplaces and their jobs is one of the most neglected functions in many organizations. A well thought out orientation programme, whether it lasts one day or six months, will help not only in retention of employees, but also enhance performance. Organizations that have good orientation programmes get new people to have better alignment between what the  employees do and what the organization needs them to do and the effect on performance as well. A well planned employee orientation programme will help to get new employees off on the right foot immediately. Effective employee orientation has also been said to be a precursor to good performance. The main objective of the study therefore was to find out how the effectiveness of employee Orientation affects  satisfaction. The results indicated that the organization needs quality orientation programmes for its employees for better satisfaction.

Strategic recruitment is of vital importance in recruitment planning now a day. We also found the usefulness of Generation X approach in identifying the differences between the old generation and the young new Generation x and the different needs and attitudes of both the generations. This gives us an idea that the old recruitment practices might not be enough in today’s competitive environment. The Rank and Yank approach shows just how intense the competition is in the corporate world today and the fact that this approach is so successful is astounding. Although the benefits of Internet recruiting exceed its drawbacks but even then we found that Internet recruiting is still more useful for computer related business sector. We would also conclude that despite all other recruitment testing methods Interviews still stand out as one of the best ways to identify and recruit the right person for your organization.
Keywords: Recruitment, 21st Century, Human Resource, Generation X, Rank and Yank Approach, Internet Recruitment.

This paper explores contemporary theory and research on work-life balance.  It starts by exploring the importance of work-life balance in the 21st century workplace, and why it has become an important topic for research and policy in many countries.  This paper also outlines traditional perspectives and examines the concept of balance and its implication in the relationship between work and life.  A model outlining the causes, nature, and consequences of a more or less acceptable work-life balance is presented and recent research is cited to illustrate the various dimensions.  There is also an argument included for the concept of merging work and life rather than finding a balance.  Finally, the topic is linked to the field of industrial and organizational psychology and a number of theoretical and conceptual issues of relevance to research in the workforce are raised.  The difference between how men and women view this issue is also looked at. 
Keywords:  work-life balance, job satisfaction, predictors, policies, national context, culture, burnout, employee engagement, work-place culture, policies & practices.

The aim of this research is to study how internal communication inefficiency can, if at all, lead to organizational crisis. An answer to this question was found by studying theory and previous empirical research on internal communication and organizational crisis. For the purpose of this paper, a case study of one particular organizational crisis was carried out by applying a combined research methodology – in-depth interviews and a survey. As a result of a detailed analysis of theory and a study of a real life case, a new concept – „internal communication crisis” – was identified in the master’s thesis. Also it was established that an internal communication crisis is a result of asymmetrical formal internal communication, a lack of leadership, weak organizational culture and a lack of values, as well as active grapevine communication. This research study found that an internal communication crisis is directly related to an organizational crisis because there is a big possibility that in the alternative decision-making process, established as a result of an internal communication crisis, employees try to solve organizational problems  by involving external stakeholders. Such attempts to involve external stakeholders lead to a very high risk of negative publicity and damages to reputation, which gives the national policy decision-makers an opportunity to expose an organization to threats of liquidation or resource reduction.
Keywords
Formal internal communication, leadership, organizational culture, informal internal communication, organizational crisis, internal communication crisis.

Paper type: Case study

Given the strategic relevance of employee engagement, it has now become a phenomenon of high importance, high up on the agenda of organizations and popular in management literature. This organizational behavior was articulated by Professor Kahn in 1990 and since then it has become a top organizational concern for researchers and practitioners alike. People want to find meaningfulness at work and will employ discretionary effort in their job roles if the conditions are right. Talent management and retention have become essential aspect of human resources (HR) strategy and employee engagement is a viable solution. Employee engagement has been linked to positive organizational outcomes. Every organization seeks to retain their employee, frown at high employee turnover and increase positive organizational outcomes. In most organizations, HR professionals have recognized employee engagement as a problem facing industries. Data from recognized management consultants " organizations, Gallup, Blessing White, CIPD and Towers Watson on comprehensive employee engagement surveys were analyzed. Findings indicated that employee engagement was related to nine (9) organizational outcomes viz. " customer loyalty/engagement, profitability, productivity, turnover, safety incidents, shrinkage, absenteeism, patient safety incidents, and quality (defects) " Harter et al. (2013).

Strategic decision making is perceived as a crucial component of organizational development and change management. Consultants and managers are expected to make strategic decisions that affect organizational performance. This analytical paper weighs the strategic decision making processes and their effectiveness in organizational cultural context.

The study set to examine the extent to which recognition affects staff performance in Yumbe District, Uganda. It adopted Cross–Sectional Correlational Survey design. The design employed both quantitative and qualitative approaches. From the sample size of 186 respondents selected, a total of 132 questionnaires were returned, 10 respondents were interviewed, representing a response rate of 76%. According to Blaikie (2009), samples with response rate above 50% are regarded as good. The researchers used both descriptive and inferential statistics to analyze the data from the questionnaires. Results revealed that Recognition of staff and performance had a moderate co-relation but, statistically significant (a coefficient of 0.592 at 0.05 significance level), in Yumbe District Local Government in Uganda.

Introduction to the book chapter:
Interest in trust amongst both human resource management (HRM) scholars and practitioners has grown significantly in recent decades. While studies have identified a range of benefits for both employees and organizations, in general terms trust acts as a lubricant, facilitating cooperation and collaboration and strengthening performance (Searle and Skinner, 2011). It is the connection of trust to positive behaviours supporting the achievement of organizational goals which resonates with the central premise of HRM, it being concerned with structuring human interactions within an organizational context in order to maximize performance (Tzafrir, 2005; Tzafrir et al., 2004). Research suggests that organizations with high trust cultures not only attract the best talent, but also are in a position to pay them more, trust promoting superior levels of performance (Hughes et al., 2018; Zak, 2017). Not surprisingly, the importance of trust in the employment relationship has been widely reported, researchers highlighting it as an integral part of the psychological contract (Guest, 2004), being crucial to the success of relationships both within and between organizations (Herriot et al., 1998), and enabling employees to be more engaged, productive and aligned to the organization’s purpose (Zak, 2017). We begin this chapter by defining trust and outlining key trust models which explain its development. We then discuss the different trust relationships within the organizational context before highlighting the benefits of trust and its importance to HRM and the management of people at work. We conclude by discussing areas where knowledge is more limited, particularly in relation to virtual teams and distrust, outlining opportunities for further development of theory and arguing for a more epistemologically pluralist future.

This study entitled " A Quality of Work Life of employees' in Arumugam Spinning mills (p) ltd, Chatrapatti ". The extrinsic determinants of QWL such as pay, benefits. QWL play a major role for job satisfaction. It automatically improves organizational and operational productivity. It also can develop working conditions that are excellent for employees as well as for the economic health of the organization. Quality of Work Life has direct impact on human outcomes and it significantly needed to reduce absenteeism, minor accidents, and grievances and quits. This study is to analyse the various factor influencing the quality of work life such as Adequate and fair compensation, working environment, development of human capacities, flexible work schedule. In this study to analyse the relationship between Quality of work life and overall satisfaction among male & female employees' in Arumugam spinning mills (p) ltd, Chatrapatti.

This article addresses the issue of forced estrangement between coaching and counselling. The separation between the two fields is explored and the consequences of this for coaching in particular as a newly established profession are discussed. It will be suggested that the source of differences and similarities between various types of 'helping-by-talking' lies in the dynamics of the relationship between the initial motivation of the client and the ultimate goals of the helping process. Finally we are proposing a model of coaching which takes account of the theories of counselling.

The retention of competent and valued employees is essential to an organization’s success. In the energy sector there is intense competition for highly skilled employees as well as constrains from to cost management demands during times of economic decline. The literature was examined to determine the range of factors that influence employee retention. Monetary pay is an established motivator but there are also other critical influences. Traditional factors include remuneration, reward and recognition and opportunities for growth and advancement. Contemporary factors such as well as Workplace flexibility and work/life balance also contribute significantly to employee commitment and retention. Employee retention management is facilitated by Strategic Human Resource management. There is no set recipe for employee engagement and retention. A proactive, targeted approach is recommended for achieving sustainable results.

This thesis aims to
investigate the content of the psychological contract beliefs among students towards
their University. This was achieved by examining (a) students’ expectations before
joining their University, (b) expectations after joining their University, (c) their
obligations and (d) possible consequences of a breach or a positive construction of the psychological contract. The study has three objectives:
RO1: How students’ psychological contract beliefs are developed initially?
RO2: Which factors influence the development of students’ psychological contract
before joining the university?
RO3: What is the effect of met expectations and what is the possible effect of unmet expectations?

This study examined leadership styles and staff performance in sports organizations. Five hundred and thirty two management staff were purposively selected from five states Sports Councils. The Management Staff Response Questionnaire MSRQ was administered to measure the level of performance of staff of the councils, identify the leadership styles in operation and the extent to which leadership styles enhanced performance of the staff of the councils. The leadership styles most often used by leaders of the councils were autocratic, democratic and pseudo-democratic. The finding also revealed that, there was a high level of job performance of Sports Councils staff of Southeastern Nigeria and that leadership styles significantly influenced the job performance of staff. The study concluded that among the several organizational factors which could enhance job performance of Sports Council workers, the style employed by the leader of the Sports Council most of the time play a significant role.