Analysis of the Relationship Between Resilience and Stress Levels Among University Employees

The study examined the relationship among organizational communication, job stress, and citizenship behaviour of IT employees in Nigerian universities and investigated if differences existed in the rating of these variables between federal and state university employees. Data were collected from IT employees in University of Agriculture Makurdi and Benue State University Makurdi (n = 49). Using Pearson correlation coefficient, t-test and regression model as tools of data analysis, the study found that there was no difference in organizational communication and stress levels between IT employees in federal and state universities. However, differences existed in citizenship behaviour between the two samples, with IT employees in the state university showing higher levels of citizenship behaviour. The study also found a significant positive relationship between organizational communication and citizenship behaviour while stress levels were not found to be related to either organizational communication or citizenship behaviour. The implications of the findings were discussed with recommendations made.

Job satisfaction is the positive emotional state derived from job appraisal and work experiences and is influenced by factors such as leadership, work engagement, the work done, relationships with co-workers, and salary. On a university level, employee satisfaction and engagement can affect both the performance and success of the institution as well as students’ learning. That is why understanding these factors is essential. In this context, this paper sets out to identify the factors of job satisfaction that influence the work engagement of university employees. The study focuses on the Dominican Republic, a developing country with different socio-economic environments. A sample of 468 questionnaires was obtained from university employees. The data collected were analysed using SPSS and Smart-PLS. The results showed that employee job satisfaction was the most significant factor influencing employee engagement. This suggests that when employees are satisfied with their jobs, they are more likely to be engaged with their organisation and show a higher level of dedication and effort in their jobs. However, it was not possible to corroborate the influence of satisfaction with leadership, satisfaction with salary, satisfaction with promotions, and satisfaction with co-workers on the university employee’s engagement. The results present implications and future research prospects. Among the main limitations of the study, it is worth noting that the sample was limited to employees of a single university, and other factors were not considered in the proposed model that could influence job satisfaction and commitment in university employees.

The study wants to determine the effect of basic psychological need satisfaction and basic psychological need frustration toward work engagement of employees of Divine Word Colleges in Ilocos Region, Philippines. In order to support the study, theories were presented which are supported by related literatures and studies. The population of the study were 250 or all employees of the colleges. The study used descriptive correlational research design aided by fact finding inquiry. Questionnaires were used to gather the data. The result revealed that there is a correlation between basic psychological need satisfaction and work engagement. While, basic psychological need frustration, as a whole, does not correlate to the engagement, except relatedness need frustration.

Balanced nutrition plays an important role in preventing chronic diseases such as cardiovascular disease. The quality of fats and carbohydrates also have a protective effect compared to the consumption amount. The consumption of diets high in polyunsaturated fats, omega-3 fatty acids, vegetables, fruits, whole grains, nuts, and low in refined grains, processed red meat and sugary drinks, reduce cardiovascular disease. The aim of this research is to monitor the personal, nutritional, healthy and habitual risk factors related to cardiovascular diseases of female employees and students at King Faisal University in Al-Ahssa Province, Eastern Saudi Arabia. The descriptive analytical approach was used. Data were collected by distributing two forms included general questions about female employees and students (eg, age, socioeconomic status and place of residence), The two questionnaires were accompanied by two lists, the first included a range of risk factors for cardiovascular disease, and the other included 16 nutritional practice related to cardiovascular disease. Also some anthropometric measurements of the sample were recorded. The sample included 75 female employees and 425 female students volunteering in the study, from three colleges in the university, and data were statistical analyzed. The results showed that the level of nutritional practices associated with cardiovascular disease is average for most of the sample of the study, Which is better among university female employees compared to female students (P = 0.000). The mean number of risk factors for cardiovascular disease was 4.03 and 2.77, respectively. The risk factors for most of university's employees included age factor (82.7%), psychological stress (80%), overweight and obesity (69.3%) and the classification of waist circumference was a risk factor and high risk (66.7%). The risk factors for students were psychological stress and the presence of one smoker or more in the family. Based on the results, the study recommends that the university students and employees should carry on following good nutritional, healthy and habitual practices that reduce the risk factors for cardiovascular disease, as well as modify the bad nutritional practices with good ones. The study also recommends the university administration to provide nutrition education programs. This will increase the awareness of students and employees of the university about the importance of balance nutrition and encourage them to adopt good nutritional Habits and health lifestyle.

The article is devoted to the issues of knowledge exchange management between university scientists and employees of small firms in entrepreneurial ecosystems. It is confirmed that in recent decades the role of the third component of the university's mission, which is associated with the exchange of knowledge, has increased, and this changes requirements for joint creation of a cognitive product with external stakeholders, including entrepreneurship.It has been shown that the challenges for university teachers in increasing knowledge exchange are related to strengthening the component of applied research and development related to specific business projects. As a part of the exchange of knowledge, university employees must not just transfer their work to entrepreneurship, but to achieve its assimilation by employees of companies. In the same way, university scientists are faced with the task of more meaningfully studying and processing knowledge on the subject of activities of companies. This approach to joint applied research and development is a challenge for teachers, who, in addition, within education must create a pedagogically developed content knowledge of the subjects, and within the scientific component of the university's mission – to perform basic research. It is shown that three types of knowledge that correspond to modern ideas about the mission of universities are related but different, which requires appropriate changes in their management.The problematic aspects of assimilation and dissemination of explicit and implicit or tacit knowledge within the joint groups of university scientists and employees of small firms are considered. It is substantiated that in the exchange of the results of cognition with the use of material carriers, what is transmitted loses the property of knowledge to be the justified belief, because it goes beyond the mental content of the author's mind. It is proved that on the way of knowledge exchange there are not only organizational and methodological barriers, but also cognitive-communicative gaps. It is established that the socialization and externalization of knowledge in management systems has a cognitive-communicative basis to fail the desired completeness. Cooperation of different activities and knowledge is potentially a means of non-standard and useful solutions in innovative entrepreneurship. But such cooperation and co-production of knowledge is a source for incompleteness of understanding the others, which counteracts the common achievements and requires the attention of managers.

Sedentariness and physical inactivity are often reported within white-collar workers, including university campus employees. However, the prevalence of the associated sedentary risk factors and risk reduction intervention strategies within a university campus workplace are less known. This study investigates whether the prevalence of sedentary risk factors within university campus employees could be reduced with a campus based exercise intervention. 56 UK university employees (age = 50.7 ± 10.2, stature = 1.68.8 ± 8.6, body mass = 73.9 ± 15.1) were tested for body mass index (BMI), systolic blood pressure (SBP), diastolic blood pressure (DBP) and maximal cardiorespiratory capacity (V̇O2max). The prevalence was analyzed across genders and job roles. An exercise intervention followed for the sedentary employees involving walking and running for 25 min twice/week for 10 weeks at an intensity corresponding to individual's ventilatory threshold (VT). The university workplace demonstrated a prevalence of higher BMI, SBP and DBP than the recommended healthy thresholds, with gender having a significant effect. Males' BMI, SBP and DBP were higher than in females (p < 0.05) and males' V̇O2max was lower than the recommended healthy thresholds. The exercise training intervention significantly improved V̇O2max, VT and VT velocity in both genders (all p < 0.05) with both groups meeting the recommended thresholds following the intervention. University campus employees have a high prevalence of sedentary risk factors across different genders and job roles. These risks can be reduced by an exercise-based intervention administered within the campus workplace, which should be considered in university workplace policies.

Health literacy plays a key role in promoting overall health and preventing diseases among individuals and communities. However, the literature regarding health literacy among university employees is still evolving and not thoroughly understood. This study was conducted to examine the association between health literacy and sociodemographic characteristics and nutritional status of university employees in Jordan. This study was conducted using a cross-sectional design. A total of 163 university employees participated by completing a demographics questionnaire and the Health Literacy Questionnaire. The Health Literacy Questionnaire is considered a comprehensive tool to assess health literacy, and it encompasses nine distinct scales. The body mass index was calculated by obtaining the participants' height and weight. The results of multivariate analysis of variance showed that three factors had a statistically significant effect on the linear composite of the Health Literacy Questionnaire scales. These factors were the university employees' age, highest level of education, and body mass index. Follow-up analyses revealed that university employees' sociodemographic characteristics and nutritional status affect different domains of health literacy. Compared to overweight employees, those with normal body mass index had higher mean average scores on six (out of nine) scales of the Health Literacy Questionnaire. These results highlight the need for addressing the nutritional status and sociodemographic characteristics as a source of disparity in university employees' health literacy. Such factors should be addressed in designing tailored health promotion interventions for university employees.

This study aimed at revealing the level of application of work ethics among employees of technical colleges in Jazan region, identifying the level of organizational commitment among employees of technical colleges in Jazan region, and revealing the impact of work ethics in enhancing organizational commitment among employees of technical colleges in Jazan region. The study relied on the descriptive analytical approach, as it is the approach that is commensurate with the achievement of the objectives of the current study. The study population may be employees of the technical colleges in Jazan region. The study tool was represented in the questionnaire, where the researcher distributed the study tool electronically to the members of the study community. He responded to the distribution process (177) employees of the technical colleges in Jazan region. The results of the study showed that the study members agreed on the work ethics of the employees of the technical colleges in Jazan region, as it came after integrity in the first rank and after mastery in the second rank and after justice in the third rank, and after cooperation in the last rank. The results of the study also showed that there is agreement among the study members on the level of organizational commitment among the employees of the technical colleges in Jazan region, and this confirms that the level of organizational commitment among the employees of the technical colleges in Jazan region came to a high degree. The results also showed a relationship between work ethics in its dimensions (integrity – mastery – justice – cooperation) and enhancing organizational commitment among the employees of the technical colleges in Jazan region.

Every job has specific demands and resources, leading to satisfied or dissatisfied employees. Drawing from JD-R theory, this study examines how job demands and resources influence job satisfaction among employees in private universities' admission and telecalling process.We studied the correlation between job happiness, social assistance and guidance, emotional demands, and work pressure. Using a sample of 50 respondents, a conclusion was drawn for our study. The analysis revealed that employees experience support from their immediate supervisors, and work pressure was reported as the biggest obstacle to their job. Employees reported moderate satisfaction with their jobs and the available resources.

Retention of employees in universities is paramount for producing quantity and quality of human capital for economic development of a country. Turnover has persistently remained high in private universities despite employee attrition by institutions, which can disrupt organizational stability, quality of education and reputation. Objectives of the study included performance appraisal, staff training and promotion practices on retention of employees. Correlational research design and quantitative research were adopted. Total population was 85 with a sample of 70 which was selected through simple random sampling. Data collection was through questionnaire and analysed using multiple linear regression with help of SPSS. Results showed that both performance appraisal (t=1.813, P=.076, P&gt;.05) and staff training practices (t=-1.887, P=.065, P&gt;.05) were statistical insignificant while promotion practices (t=3.804, P=.000, P&lt;.05) was statistically significantly influenced retention of employees. The study concluded that performance appraisal and staff training has little relationship with employee retention whereas promotion practices affect employee retention in private universities. Therefore, it was recommended that organizations renovate performance appraisal and staff training practices while promoting employees annually, review salary structure, ensure there is no biasness and promotion practices should be based on meritocracy. The findings could benefit management of private universities, Government and researchers. Keywords: Performance appraisal, staff training practices, promotion practices, employee retention.

Purpose: This study aims to the mediating effects of commitment to customer service on the internal marketing and relationship quality of higher education institutions. Internal marketing is accessed by internal communication and training.&#x0D; Methodology: The population of this research is the staff of the public service sector, especially employees in universities at Surabaya, East of Java, Indonesia. Researchers surveyed 220 employees in both private and public universities who have worked with a minimum period of 5 (five) years. These samples were selected by judgment sampling method and Path Analysis was employed to analyze data.&#x0D; Main Findings: Results identified internal communication and training influenced commitment to customer service which further influenced their relationship quality.&#x0D; Application of this study: Internal marketing practice is essential to explaining the commitment to customer service and relationship quality, especially in the higher education institutions.&#x0D; Novelty/Originality of this study: To the best, our knowledge is seen from testing the effects of internal marketing on two types of internal marketing outcomes and the selection of university as the object of study.

Introduction: Educational achievement has remained the common yardstick for assessing human capital development across the world. However, it has been observed that Nigeria is one of the developing countries facing the challenge of low level of academic achievement by employees in the university system, which in turn has grave implications for the overall performance of the Nigerian university system in terms of efficient work delivery. Methods: This study adopts a robust and stratified sampling technique to select 4,122 employees in selected federal universities in the southeast of Nigeria and uses structural questionnaire and binary logistic regression to analyse the effect of employment status on academic achievement in South East Nigeria. Results: The findings show that employment status negatively and significantly influences the academic achievement of employees in Nigerian universities. Discussion: The major focus of this study is to examine the impact of employment status on educational achievement in the universities for southeast, Nigeria. To drive more effective and efficient service delivery in the universities, there is need for adequate salary enhancement for employees in order to motivate them to strive for higher educational attainments. Limitations: The study was carried out in federal universities in Nigeria. It is expected to expand the study to cut across both private, states in Nigeria for effective and efficient comparison among the universities found in southeast geopolitical zones. Conclusion: The study concludes that government should continuously motivate these employees so that they can strive for higher educational attainments.

The objective of the study was to determine the effect of strategic CSR communication on the brand image of selected public universities in Kenya. The study adopted a descriptive research design. The unit of analysis was five public universities that have been in existence for more than 15 years. The study targeted the 1410 employees in these universities. The sample size was 206 employees in public universities. The study used stratified random sampling to select the sample. Primary data was collected in this research. Sourced data was mainly gathered by administering structured questionnaires. Excel and Statistical Package for Social Scientists (SPSS) version 21 was used to analyse data. Data was analysed using inferential and descriptive statistics. Data was presented using means, standard deviation, and distribution tables in tables and figures. Regression of coefficients showed that there was a positive and significant relationship between strategic CSR communication and brand image. The study further concluded that most Kenyan universities had an interactive form of communication that enhanced their brand image. In addition, the use of media channels during corporate social responsibility activities enhances the brand image of the institution. Further, giving true and honest messages during corporate social responsibility activities enhances the brand image of the institution. The Kenyan government, university partners, and university collaborators should offer support to the universities in their corporate image initiatives. It is also important for the Commission of University Education (CUE) as the regulatory body to ensure that universities in Kenya operate in a favorable learning environment necessary for satisfactory service provision.

The purpose of the study was to determine the correlation between workplace well-being and work engagement of Divine Word Colleges’ employees in the Ilocos Region. In order to support the study, theories were presented and related literature and studies were reviewed. The study used a descriptive correlational research design. The respondents of the study were all employees of the Colleges. In carrying out the study, validated questionnaires were used and in tabulating and interpreting the data, weighted mean and Pearson r were used. The study found that there is a correlation between workplace well-being and work engagement of employees of Divine Word Colleges in Region I, Philippines.

The study aims to determine the correlation between organizational climate and work engagement of the employees. To strengthen the theory of the study, related literature was reviewed. The study used a descriptive correlational research design. To gather the data, questionnaires were used. The population of the study was all faculty and employees of the colleges in the Ilocos region. Since it is a quantitative study, the statistic was used to interpret the data. The weighted mean was used to determine the average mean of different organizational climate dimensions and different dimensions of work engagement, while Pearson r Correlation was used to determine the correlation between the organizational climate and work engagement of the employees. The results indicate that there is a significant correlation between organizational climate and work engagement of employees.