Employees Productivity and Job Satisfaction in Apple Company
1.0 Introduction
Satisfaction of an employee is the employee’s attitudinal response to a given organization. The satisfaction level of the employee consists of reasoning, awareness, judgment, and perception (Aziri, 2011). With different types of attitudes, there is a complex relationship between behavior and satisfaction. The management of an organization plays an important role in ensuring that employees are satisfied with their jobs. The management of a company is also responsible for reviewing, reassessing and rethinking ways of creating or maintaining a positive environment for its employees. It includes ensuring that all employees have the resources and tools required to perform their duties well (Aziri, 2011). Once the employees gain job satisfaction, it means that the organization has established a solid foundation to keep motivating workers so that they may perform their duties as expected.
According to Ernst, et al., (2012), managers assume that changing motivating factors such as salary increment changes the behavior and improves employee satisfaction. To some extent, it is true that increasing someone’s salary increases they productivity for a short period. Salary increment do not produce long-term results because once employees forget about the increment, they tend to work as they used to initially. Increasing salaries does not also lead establishment of sustainable job satisfaction. It is important for managers to understand the concept of employee satisfaction because it determines the productivity and success of an organization (Ernst, et al., 2012).
Management transparency is an important factor because it determines the general happiness of an employee. It is important for employees to be involved in decision making because they feel that their presence is highly recognized (Tariq, et al., 2012). It is also important for companies to pay close attention to sharing their values, mission, and vision to make sure that employees understand and appreciate the objectives of the organization and how they relate to their personal goals. Employee’s happiness and job satisfaction is a sure way of motivating employees to be productive. Paying close attention to the needs of employees makes them productive because they work hard to become loyal to employees. On the contrary, employees who are not satisfied with their working conditions will not be productive since they lack motivation. It is important for organizations to ensure long term satisfaction of their employees (Ernst, et al., 2012). It also reduces disruptive tendencies such as employing new workers and hiring others while some resign from their positions.
According to Huang (2011), the current world, there is high competition between different companies. The companies are not only satisfied by offering quality services and goods but also ensuring that relate well with the international environment to make sure that they perform well. In all companies, the output of employees mainly depends on their satisfaction. It is, therefore, true to say that the satisfaction of an employee determines the performance in various positions. Satisfaction of employees depends on the confidence they are given, rewards, good working environment, social welfare, and quality leadership among others. Satisfied individuals give the best they can to an organization to achieve its goals (Huang, 2011). The performance of employees in a given organization depends on how much attention is given to work or good working conditions.
This paper aims at determining how job satisfaction influences the employees of Apple Company. For an employee to be satisfied in their organizations, they must first feel inspired in their places of work. The paper will thus discuss employee satisfaction of Apple Company and how they perform their duties in terms of productivity. It is assumed that high employee job satisfaction leads to improved employee productivity.
The research objectives for this paper are:
- To determine the factors influencing the job satisfaction of employees.
- To find out why employees are not satisfied and how employee satisfaction can be achieved.
- To determine the significance of employee job satisfaction.
- To give recommendations of how Apple Company can improve employee job satisfaction.
For competition in the market, employees give effective customer service to ensure that they maintain good relationships with their clients. Organization managers are mostly concerned about achieving the goals of a company through inspiring their employees to work hard and effectively (Ernst et al., 2012). Employees are generally required to follow a certain system set by an organization. The employees and managers are committed to work for their companies when they are satisfied with their working conditions (Ernst et al., 2012). In an organization, it is quite important for managers to determine ways of ensuring that their employees are satisfied. If an organization is to enjoy benefits from improved employee performance, it is required to ensure that inspection is done properly.
Aziri (2011) states that to ensure that employee satisfaction is achieved, the managers of an organization should understand staff safety, staff needs and comfortable conditions. Factors of job satisfaction are those which help employees to become satisfied while performing their duties. All around the world, there are different types of companies. Since companies are different, it, therefore, means that employee job satisfaction also differs. It is important to note that key points of ensuring that there is job satisfaction are the same for all organizations. Since there is stiff competition between companies, the companies should ensure that they establish good customer relations, and they provide quality services and products (Aziri, 2011). It is difficult for a company to survive if employees are not satisfied with their working conditions.
2.0 Literature Review
2.1 Job Satisfaction
Ernst et al. (2012), opine that job satisfaction refers to individual employee’s attitude towards their work. If an employee is highly satisfied with a job, it means that he/she has developed a positive attitude. Different factors such as job conditions and pay, work supervision, promotion activities, and communication affect the satisfaction of employees. There are also different models describing job satisfaction. Such models include various characteristics, examples include; education qualification, gender, age, and race. The above variables have effects in employee job satisfaction. Job satisfaction is not just achieved by need, objective characteristics, and values of workers. Job satisfaction refers to self-fulfillment that is vital to employees (Ernst, et al., 2012).
Huang (2011), states that there are both external and internal factors affecting job satisfaction in any given organization. Some of the external factors include: privacy of employees and their work, the type of work handled, ability to discover one’s potential, management and supervision process, promotion and evaluation policies, organizational policies, supportive co-workers, and favorable working conditions. Internal factors of job satisfaction include; education qualification, race, gender, sex, and seniority. Job satisfaction refers to the relationship unexpected job behavior and personality variables. It involves how employees judge their jobs, how they feel about their job, absenteeism, organizational citizenship, and turnover (Huang, 2011). Life satisfaction is not directly related to job satisfaction since both have different goals and objectives.
Parvin and Kabir (2011), show that researchers should measure the different aspects of job satisfaction and examine how the elements of job satisfaction influence the productivity of workers. Some of the factors that determine good working conditions include praise and recognition, organizational policies, the type of work, employee interaction, relationship with managers and co-workers, responsibilities given, control, and remuneration (Parvin & Kabir, 2011).
Specialized promise refers to individual involvement, declaration and pledge towards a certain work position v. It is directly related to job satisfaction and ability to leave a company. Occupational stress is also related to role ambiguity and role conflicts in an organization. Lack of sufficient information about a job, employee expectation, job roles, employer’s expectation, and targets produces ambiguity in an organization. It is important to have a good connection between management and junior employees (Bergvall-Kåreborn & Howcroft, 2013). Different countries have different government policies thus companies have different facilities. For environmental and political challenges, there is need to understand the laws and policies used in a certain country to run businesses. For such reasons, it is important to train employees.
The clashes and arguments between employers and employees increase daily. Retail companies maintain poor low incentive and poor job satisfaction policies (Parvin & Kabir, 2011). As a result, unfair activities within the company are conducted by employees. For such reasons, retail companies put other measures of improving services such as gifts, voice message, rewards, and performance appraisal among others. Such steps are taken to give job satisfaction to employees. Safety and health issues must also be considered ensuring that employees enjoy their working conditions (Parvin & Kabir, 2011). It includes employee’s termination payments and penalties that are costly to ignore.
2.2 Factors Influencing Job Satisfaction
People have different experiences and types of needs in an organization. As a result, job satisfaction is affected by different factors which make the employee enjoy their work and working conditions. Such factors include; feedback, achievement, organizational support, and complexity and variety among others. Different employees value different things, therefore, they also differ in taste and preferences (Aziri, 2011). However, there are some common factors that determine job satisfaction among all employees of a given company.
When employees achieve certain things from the organization they work for, they become satisfied with what they do. For instance, if employees work properly, they meet the targets of an organization which then attracts some favorable working terms or rewards. The staff may get promotions or bonus for their extra effort in their field of work (Tariq. et al., 2012). Rewards and bonuses given to employees motivate them to work hard so that they may continue enjoying the fruits of their hard work. If employees are not rewarded for the extra efforts they put in their work, they may not find the motivation to work hard (Tariq. et al., 2012). They may also feel that working hard makes no difference.
According to Aziri (2011), it is important for employees to get feedback for them to feel satisfied in their jobs. If they do not get feedback from their employers, it means that they will not understand whether their performing their duties in the right way. Getting feedback is important because it allows employees to understand what they are not doing right and what they can do to make improvements in their work. A negative feedback lowers the morale of a worker. Positive criticism should be given to challenge employees. It is important for employees to get feedback about their work to understand what they can do to increase productivity and to become satisfied in their jobs (Aziri, 2011).
With fair payment, it means that employees will become satisfied with their job. When employees’ salaries meet their expectation, they become motivated to work hard in return (Aziri, 2011). Employees’ dissatisfaction comes when they work hard but get little payment. It is, therefore, important for employers to give the right payment to employees to ensure that they enjoy the fruits of their hard work. Most of the companies that offer fair payment to employees achieve high productivity because the employees are satisfied with their jobs.
It is also important for an organization to offer support to its staff. Employees expect the organizations they work for to become supportive to them during hard times (Ernst, et al., 2012). Such adverse times include occurrence of accidents, natural calamities, and sickness among others. The organization should offer both material and moral support in addition to offering them favorable working conditions during such times. If employees get physical and mental support from the company they work for, they become satisfied with their jobs (Ernst, et al., 2012).
Variety and complexity is another factor that determines job satisfaction. For employees to feel comfortable while working and for them to achieve high productivity, they must first enjoy their work (Ernst, et al., 2012). Employees become satisfied if there are a wide variety of job options. They also tend to prefer complex jobs that are not impossible to do. Complex jobs push employees to work hard and not to stay in their comfort zones. Employees get bored if the type of job assigned to them is too easy for them to handle. If employees become used to certain routines, they become monotonous in such a way that the worker does not feel the pressure to work hard to make improvements or come up with other ways of performing their work effectively (Huang, 2011).
2.3 Why Satisfied Employees are Highly Productive
Conventional wisdom shows that when employees are paid well, they become more productive than before. Recently, it has been found out that there is a close relationship between employee productivity and his/her happiness. Most companies have taken note and are already enjoying the benefits of employees’ happiness (Ernst, et al., 2012). Happiness of employees leads to twelve percent increase in productivity. On the other hand, unhappy employees are ten percent less productive. Generally, human happiness has a positive effect on employee productivity. Positive emotions motivate employees to work hard and perform their duties effectively. Organizations that invest in worker satisfaction and support succeed in ensuring that their employees are happy and productive. For instance, at Google, there was 37% increase in employee satisfaction as a result of taking different initiatives of ensuring that employees are happy (Ernst, et al., 2012). It is worth noting that financial incentives do not guarantee high productivity of workers.
The brain functions well when an individual has a positive feeling. It can be noted that happy individuals are good at solving problems (Ton, 2014). Creativity is also high to employees who are satisfied with their jobs. The burden of ensuring that employees are satisfied should not just be left for companies only. There are other ways which employees can take to improve their happiness and satisfaction. Such ways include: helping other workers, reflecting on the things they are grateful for in their work, and meditating for about two minutes daily (Aziri, 2011).
Ton (2014) asserts that happy employees make good leaders to their cheerful nature. They make good leaders because they enjoy what they do and are satisfied with their working positions. Happiness is an important booster to productivity of an organization. In this view, satisfied and happy employees make well informed decisions, manage their time well, and are motivated to carry their duties well. Organizations should strive to understand what type of resources needs to be devoted to ensure that employees remain satisfied in their workplaces (Ton, 2014). Research should be conducted to find out the most successful factors of employee job satisfaction.
3.0 Research Methodology
To meet the objectives of this paper, the researcher focuses on the use of secondary literature. The research process was carried out through a series of steps to come up with detailed information about Apple Company employees. The secondary materials were used in carrying out literature synthesis to determine relevant literature by first stating the main purpose of this paper. The synthesis was focused on analyzing sata about employee job satisfaction and employee productivity. The other aim was to identify the favorable job conditions in Apple Company and their relationship to the productivity of employees. Through identification of strengths and challenges of Apple Company from the literature, information about the current situation and recommendations for its future were given.
Practical screening was conducted to get information from peer-reviewed articles. Most of the information gathered about Apple Company is from the internet. After getting information from various sources, their quality was assessed to use the most relevant and quality information. The data collected was not supposed to be more than five years old so as to get recent information. The process of searching for information was done through Google scholar and other different databases. This section focused on getting relevant information regarding job satisfaction and employee productivity. Due to that, newspaper articles and blogs were eliminated. The information used in this paper had to be credible. Blogs and newspapers were avoided because most of the data contained come from individual opinion which is not scientifically proven.
While conducting the research, some ethical considerations were taken. For instance, personal information was not included in the research. There was respect for all the participants to ensure that dignity was maintained. Protection of the company’s privacy was ensured. The individuals involved in the study remain anonymous. The other thing is that exaggeration and deception about the objectives and aims of the research was ensured. Any type of misleading and unsupported information was not included in the paper. Affiliations of any form were declared to avoid possible conflicts. Information had to be obtained from sources that were less than five years old to avoid giving a false impression of the company.
Some of the logistical problems encountered is that most of the information available about Apple Company was more than five years old. The other challenge is that sources that were not credible contained a lot of information. Such sources include; newspapers and blog articles. There was limited information that showed the relationship between Apple company employee satisfaction and productivity. It was not easy to access current information about the company especially information about it than is few months old.
The logistical problems presented most of the challenges about this study. The other weakness of this study is that it only relies on secondary sources of data. Getting primary sources of data would be more appealing. The most important thing about using the secondary sources is that they provide data for a wide range of time thus enabling the researcher to compare different stages. It was easy to compare different sources to obtain the most credible information. The secondary sources provided a wide range of information thus providing more data for the study. The information collected is credible and reliable because it is obtained from peer reviewed articles and credible websites.
4.0 Findings
According to Bergvall-Kareborn and Howcroft (2013), working in Apple Company involves working with talented and bright people. The company operates like a cluster of different startups. The startups are key to the success of employees because they motivate employees to do their best and bring out the best performance. The pressure is part of the business appeal with satisfaction which goes hand in hand with achieving big goals in a short time (Foster, 2013). The employees also feel as part of a growing organization that expands into markets in other parts of the world. As a result, employees feel that they are surrounded by people with similar goals and objectives in life. Innovations are also encouraged and highly supported due to the establishment of startups (Hitt, et al., 2012).
The management of Apple Company is praised by most of the employees. Tim Cook, got a 94% approval rate in 2012 from all its employees (Bergvall-Kareborn and Howcroft, 2013). The results show that the employees are satisfied with how managerial activities are conducted in terms of listening to their needs, supervision, their roles, recruitment, promotion, and their social welfare among others. The employees also fee that they are trusted to perform their duties without necessarily being supervised. Elimination of micromanagement helps employees to maintain loyalty, to work hard and to feel that they are also important people with ability to decide what they want to do (Jaruzelski et al., 2011).
The employees are provided with competitive salaries and allowances. Part-time employees are also able enjoy such benefits without feeling neglected. The company also offers shuttles services as well as quality food for employees (Harris et al., 2012). This type of treatment enables employees to feel valued and appreciated. In Apple, there is an average salary of about $108, 483 which enable workers to live well (Bergvall-Kareborn and Howcroft, 2013). The company also provides different applications that help protect the safety of employees such as development of safety and health standards, social welfare, training workers to identify potential threats and provision of safety equipment (Lunenburg, 2012). The Apple report released in 2013 shows that the company has improved research activities so as to create a conducive working environment for all employees (Bergvall-Kareborn and Howcroft, 2013). Some of the improvements made include; support of work groups, social networks and enhancement of supervisor-worker relationship.
Apple focuses on high-order needs. A good example of assuring workers their esteem needs was demonstrated by how it rewarded the top officials by giving them a bonus of 3 to 5% to their salary (Bergvall-Kareborn and Howcroft, 2013). This method shows that the company approves the work of its employees. Another esteem need is that employees working for Apple company can be awarded a free Iphone. The free phone is not only beneficial to the employee but it is a good motivator since it makes the worker feel the pressure of great responsibilities after seeing and using the final product (Bergvall-Kareborn and Howcroft, 2013).
Apple Company has motivated its employees through creation of opportunities for workers to engage in development and education programs. More than 200, 000 employees have undergone the program since 2008 (Bergvall-Kareborn and Howcroft, 2013). During the establishment of the company Steve Jobs gave all employees an opportunity to come up with the best phone that all users will love. The mission was accomplished because employees were provided room for growth, creativity as well as breaking the rules. The employees feel free to express their creativity which is also well appreciated. Employees also feel comfortable and are happy to be part of a global organization that is changing the world (Lee et al. 2013).
5.0 Analysis
Baroto et al. (2012) note that when employees decide to leave a certain organization, they mostly do so due to dissatisfaction with their working conditions. For job satisfaction, there should be staff security, interpersonal interaction, benefits, and a good salary among others. When these critical issues are put into consideration by a company, it tries it best to give job satisfaction to its employees. Apple Company ensures that its employees are comfortable with their working conditions by offering them competitive wages, freedom to work with minimal supervision, work balance, adequate training, and employing like-minded colleagues (Foster, 2013). Employees are given the freedom to air their opinions and ideas which are highly valued. As a result, employees feel honored, respected and trusted. This is a major motivating factor because employees feel the need to continue working hard to make significant changes that benefit the world.
According to Hargrove et al. (2013), psychological needs of workers also contribute to employee satisfaction. Through attractive salaries and wages employees may become satisfied. It also involves paying them well for overtime. Apple Company provides sufficient payment for their employees. Employee’s salary and wages determines whether they will still want to remain working for a certain company. Apple being one of the highest paying jobs, their employees may not easily find another organization to work for at such competitive salaries offered at Apple Company. The money is not only sufficient for basic needs but also for luxurious living. Most of the employees are satisfied with their salary while a small proportion is unhappy. Skilled employees need to given a descent salary that matches their academic qualification, experience, and expertise.
McDermott et al. (2013), state that it is important for companies to have competitors since the competing firms will try to do the best they can to improve employee satisfaction through different ways such as offering competitive salaries. There is need for companies to improve their salary structure depending on their worker’s demands. In most companies, dissatisfaction comes when employees are not contented with what they receive as salaries (Baroto et al. 2012). Employees work hard because of either strict supervision or self-motivation that comes from job satisfaction. Strictness in supervision is not sustainable because employees will resign once they get a better option. Apple Company is able to offer a salary that meets the market demands (Foster, 2013).
McDermott et al. (2013) asserts that being respected in a workplace is quite important in determining employee job satisfaction. Respect in a big company is determined by the behavior of managers, supervisors, staff, and among workers. In Apple Company, employees have different ages, culture and religion (Foster, 2013). What makes them work together in harmony is the fact that they respect each other’s diversity. Apple Company also has distinct policies and equality rights for different employees. People of different ages also work for the company. Their performance is highly appreciated by the executive managers. The managers of Apple Company show respect to their employees by allowing them to exercise freedom in how they work, giving them time for personal life, and avoiding micromanagement (Phillips & Gully, 2013). When employees feel that they are not respected in their working environment, they become dissatisfied with their jobs thus leading to poor performance and resignation. The managers of Apple Company listen to employee’s views and opinions. They are also quite friendly when it comes to solving problems. As a result, employees become loyal to the company due to how well they are treated.
According to Zairi (2012), self-actualization is also an important factor for job satisfaction of employees. Employees should receive both financial and non-financial rewards. Such rewards make them happy and motivate them to work hard in their areas of work. Non-financial rewards depend on different factors such as promotion, good social welfare, good working conditions, and freedom to express themselves. Apple Company meets the above conditions thus ensuring that their employees are satisfied with working for them. For instance, promotion takes a short time and depends on employee’s hard work. As a result, employees strive to work hard so that they may get promotions. Apple treats employee’s family so well by their policies. Employees get bonuses for their good work (Foster, 2013). Apple is well known for providing the best employee benefits which include medical and flexible time to spend with family. The best thing is that part-time employees also receive such benefits. The bestselling point of Apple Company is the wide variety of options that workers can choose.
Luo (2012) opines that training employees is an important activity for companies to improve the level of skills for their employees. Through training, workers are able to sharpen their skills, understand the aims and objectives of the company, and spend less mental effort while working since they become competent with time. It’s hard for employees to become satisfied with a job when they are struggling hard to work since they do not understand the best way to handle certain things. Employees who are regularly trained, get equipped with adequate knowledge and skills. Training also helps those employees who want to develop their career. A certain employee who works for a particular company may feel out of place if the company does not play a significant role in advancing their career they may opt to join an organization that trains them to become more competent. Apple offers regular training to employees to help them advance their career, to improve their knowledge and skills on their areas of work (Foster, 2013). Apple Company offers different courses that are quite helpful to employees. Employees are supported and helped to set individual goals. When employees become competent as a result of the wide knowledge and skills they gain from training, their productivity significantly increases (Phillips & Gully, 2013).
It is important for employees to have the feeling that their work is meaningful. Apple employees feel that their work is able to impact the entire world in a positive way. Apple products are highly values by customers worldwide (Phillips, 2012). Thus, Apple Company employees feel that their work has a greater meaning than themselves. As a result, the employees develop a sense of pride in what they do. Employees also feel motivated to continue working hard to ensure that they continue impacting the world. Apple cultivates the culture of continued progress and providing the best devices (Phillips & Gully, 2013). Employees feel satisfied with their working conditions since they feel as part of the change brought to the world. They also work hard to improve the services and quality of products offered by exercising their creativity (Foster, 2013). Apple employees are motivated to bring their heads together to build new things, to solve problems and to work on innovations. All of that contributes to improved productivity of the company and makes it easy to achieve its vision.
According to Lunenburg (2012), most employees are happy when they work as a team. If the work environment is friendly, employees motivate each other to continue work hard. However, in most organizations, employees face problems while trying to understand each other. Apple Company provides a conducive working environment where employees treat each other well and the management treats them well despite their differences in religion, culture or races. Due to such an environment, employees are able to feel satisfied with their working conditions. As a result, Apple Company enjoys the benefit of increased productivity due to employee’s motivation and teamwork (Foster, 2013).
The freedom to air one’s opinion is quite important in an organization. A company’s management should be listening to the opinions of their staff. Through that way, a company is able to understand the challenges its employees are facing, the kind of changes that it should make to improve its services and products, and the weaknesses it generally faces (Phillips & Gully, 2013). Employees opinions should be taken into consideration because it is important for them to feel as an important tool to the company. An employee may not feel satisfied with a job if his/her opinion is never taken into consideration (Phillips, 2012). Apple company values employee’ opinions making them feel valued.
Apple Company gives its employees ample time to spend with their family. They do not work for long hours as opposed to other companies. Due to that, employees feel happy and satisfied with their working conditions. When they get to work they are able to offer the best they can in response to the good treatment they receive. Employees are also able to concentrate on their work well because they do not feel stressed and uncomfortable.
6.0 Conclusion
Apple Company has been able to offer job satisfaction to its employees through various ways. Some of the ways include; offering its employees competitive salaries and wages, equally treating all individuals working for the company, advancing employees career through regular training programs and short courses, and listening to employees’ ideas and opinions. Other ways the company has maintained employee satisfaction includes giving them ample time to spend with their families, respecting employees, encouraging innovations, offering bonuses and equal opportunities of promotion, and giving employees a sense of pride that they are working a company that produces high quality products that have impacted the world in a positive way.
Employee productivity highly depends on job satisfaction. Apple Company is one of the most productive companies in the world. It is also one of the most valued brands and working for the company is a dream for most employees in the technology world. The company’s high profitability is due to its competent, trusted, reliable and innovative workforce. Each employee is highly productive individually in terms of making efforts to ensure that the company attains its goals.
For Apple to improve its working conditions, its executive managers should increase employee engagement in decision making. The company should also expand employees thinking by giving them particular roles that they can adopt while being fully accountable. Apple should also find better methods and tools that capture or measure its employee’s sentiment and feedback on a real-time. Doing so will help employees to adjust to their work environment as well as management practices. The tools also include developing improved employee feedback systems that help predict factors that lead to the creation of retention problems and low engagement.
References
| Aziri, B. (2011). Job satisfaction: A literature review. Management research and practice, 3(4), 77-86. Baroto, M. B., Abdullah, M. M. B., & Wan, H. L. (2012). Hybrid strategy: A new strategy for competitive advantage. International Journal of Business and Management, 7(20), 120. Bergvall-Kåreborn, B., & Howcroft, D. (2013). ‘The future’s bright, the future’s mobile’: a study of Apple and Google mobile application developers. Work, Employment & Society, 0950017012474709. Ernst Kossek, E., Kalliath, T., & Kalliath, P. (2012). Achieving employee wellbeing in a changing work environment: An expert commentary on current scholarship. International Journal of Manpower, 33(7), 738-753. Foster, S. (2013). Hr ready: Creating competitive advantage through human resource management. Place of publication not identified: Lulu Com. Hitt, M. A., R. Duane, I., & Robert E. H. (2012). Strategic management cases: competitiveness and globalization. Cengage Learning. Hargrove, M. B., Nelson, D. L., & Cooper, C. L. (2013). Generating eustress by challenging employees. Organizational Dynamics, 42(1), 61-69. Harris, J., Ives, B., & Junglas, I. (2012). IT Consumerization: When Gadgets Turn into Enterprise IT Tools. MIS Quarterly Executive, 11(3), 1-9. Huang, T. P. (2011). Comparing motivating work characteristics, job satisfaction, and turnover intention of knowledge workers and blue-collar workers, and testing a structural model of the variables’ relationships in China and Japan. The International Journal of Human Resource Management, 22(04), 924-944. Jaruzelski, B., Loehr, J., & Holman, R. (2011). Why culture is key. Strategy and Business, 65(1), 1-17. McDermott, A. M., Conway, E., Rousseau, D. M., & Flood, P. C. (2013). Promoting effective psychological contracts through leadership: The missing link between HR strategy and performance. Human Resource Management,52(2), 289-310. Parvin, M. M., & Kabir, M. N. (2011). Factors affecting employee job satisfaction of pharmaceutical sector. Australian Journal of Business and Management Research, 1(9), 113. Phillips, J. J. (2012). Return on investment in training and performance improvement programs. Routledge. Phillips, J. M., & Gully, S. M. (2013). Human resource management. Mason, Ohio: South-Western Centage Learning. Lee, P. K., Lau, A. K., & Cheng, T. C. E. (2013). Employee rights protection and financial performance. Journal of Business Research, 66(10), 1861-1869. Lunenburg, F. C. (2012). Power and leadership: an influence process. International journal of management, business, and administration, 15(1), 1-9. Luo, X., Wieseke, J., & Homburg, C. (2012). Incentivizing CEOs to build customer-and employee-firm relations for higher customer satisfaction and firm value. Journal of the Academy of Marketing Science, 40(6), 745-758. Tariq, A., Aslam, H. D., Siddique, A., & Tanveer, A. (2012). Work-Life Balance as a Best Practice Model of Human Resource Management: A Win-Win Situational Tool for the Employees and Organizations. Mediterranean Journal of Social Sciences, 3(1), 577-85.
|
