Career Growth Opportunities Research Articles

Factors influencing faculty job satisfaction: A quantitative study of private medical colleges in Karachi.

To identify key factors influencing academic job satisfaction among faculty members of private medical colleges in an urban setting. The cross-sectional, quantitative study was conducted from October to November 2021 at the Department of Community Health Sciences, Fazaia Ruth Pfau Medical College, Karachi, and comprised faculty members associated with 13 private medical colleges in Karachi. Data was collected using a 32-item questionnaire that was scored on a 5-point Likert scale. Key predictors of job satisfaction were identified and evaluated. Data was analysed using SPSS version 23. Of the 200 subjects surveyed, 106(52.7%) were males. The overall mean age was 29.4±5.2 years. There were 145(72.5%) respondents who were married, 106(53%) had employed spouses, 102(51%) were either professors or associate professors, and 93(46.5%) had professional experience of 1-5 years. Three principal factors were identified; career growth opportunities, working conditions and compensatory packages (p<0.001). The lowest mean satisfaction score was observed for compensatory packages (1.74±0.84), followed by working conditions (2.28±1.41) and career growth (2.38±1.39). Improving compensatory packages, working conditions and career growth opportunities were found to be crucial for enhancing job satisfaction among faculty members in Karachi-based private medical colleges.

Leadership, career growth, and motivation significantly boost job satisfaction in Indonesia

This study examines the impact of leadership style, career development, and intrinsic motivation on job satisfaction at BPR ARTHA MANDIRI. Using a quantitative approach with a sample of 63 employees, data were analyzed using SPSS version 29.0. Results indicate that leadership style, career development, and intrinsic motivation all have significant positive effects on job satisfaction. These findings suggest that improving these factors can enhance employee satisfaction, recommending organizations to focus on effective leadership, career growth opportunities, and fostering intrinsic motivation. Highlight: Leadership, career development, and motivation significantly enhance job satisfaction. Study analyzed 63 BPR ARTHA MANDIRI employees using SPSS 29.0. Improving these factors boosts employee satisfaction and organizational success. Keyword: job satisfaction, leadership style, career development, intrinsic motivation, quantitative research

A Study on Employees Satisfaction at Sai Sudarshan Security and Vigilance

This study examines employee satisfaction at Sai Sudarshan Security and Vigilance Pvt Ltd, focusing on key factors contributing to a positive work environment. Utilizing a purposive sampling technique, we collected primary responses from employees with at least one year of service and participation in training programs. A sample size of 100 was selected from over 130 employees. Data was meticulously organized and analyzed using graphical methods, with responses categorized under various subheadings. The findings reveal high levels of job satisfaction driven by effective communication, regular recognition, and ample career growth opportunities. While significant contentment was reported, areas needing improvement include proactive career development discussions and fostering a balanced, inclusive company culture. These insights underscore the importance of both tangible benefits and intangible factors, such as relationships with colleagues and supervisors. Keywords: Attitudes, Alignment, Agile, Centrality, Interviews, Compensation

STAGES OF BECOMING A SPECIAL EDUCATION TEACHER IN FLORIDA

This article outlines the steps a teacher must take to obtain a special education teacher license in the state of Florida. It was established that there are different types of certificates: those that allow to carry out educational activities with students with general educational needs; to carry out educational activities with students with speech and language impairments; deaf and hard of hearing; and visually impaired children. To obtain a license, an applicant must complete a special education college program, complete an internship and write a coursework, pass the Florida State Teacher Certification Examination, and obtain a special education teacher certificate. The cost of college varies from state to state, but there are different types of financial aid available. Practice characteristics for special education teachers are also vary by program and course. A standard 4-year special education program involves a gradual intensity of student. After passing the practical part, a teacher pass the Florida State Teacher Certification Examination (FTCE), which consists of three different tests. The next step is obtaining a certificate (professional or temporary). There are many resources for special education teachers that are designed to support and advance the skills of special education teachers. Despite such a wide variety of professional development paths, there is an acute shortage of special education professionals in Florida. In order to eliminate the problem, the US government foresees an increase in wages and the number of jobs in the perspective of 2020‒2030. It was established that in addition to traditional classroom classes, professional development in the field of special education offers different opportunities for career growth. Knowledge of special education can also be used to work in positions funded by statewide programs aimed at meeting the needs of people with disabilities. Work experience in the field of special education gives an advantage among other applicants for teaching activities. The prospects for the work of a special teacher were outlined and the main shortcomings of this field of education were identified.

Diversity Management Practices and Inclusive Work Environment: A Study of Employees Working in Banking and It Sectors

Diversity management practices are deliberate tactics, guidelines and programs that organizations implement to successfully manage employee diversity and foster inclusive work environments. Inclusive work environment is essential for developing diversity and equality at workplace where employees of different gender, age, race and backgrounds feel valued and respected. In order to better understand how diversity management practices, affect inclusive work climate, this study aims to find association between diversity management practices and inclusive work environment for employees working in IT and banking sectors. Respondents were chosen by convenience sampling and the instrument used for data collection was the questionnaire. The survey was methodical in nature asking participants to select the option that best reflected their response to each of the questions on a 5-point Likert scale. 241 completed questionnaires out of the 350 that were distributed were returned by respondents and included for data analysis. We used PLS-SEM and SPS for the data analysis. The hypothesis was accepted and significant positive association was found between diversity management practices and inclusive work environment. Trainings for enhancing awareness about diversity are essential for fostering an inclusive work environment that will promote equal employment opportunities, career growth and developmental opportunities and recognition and appreciation for employees of different gender, age and backgrounds.

Assessing Job Satisfaction among Employees in Directorate of Higher &amp; Technical Education Department and Government Aizawl West College

This research article presents an analysis of the demographics and job satisfaction levels among employees in the Higher &amp; Technical Education Department and Government Aizawl West College. The study examines the age distribution, gender distribution, and years of experience within these organizations. It also analyses employees' overall job satisfaction, likelihood to recommend the organization, and satisfaction with specific factors such as salary, career growth opportunities, benefits, work environment, and work-life balance. The findings provide valuable insights for human resource management strategies and enhancing employee satisfaction. The study highlights the need for aligning job responsibilities with employees' skills, improving communication channels, and offering opportunities for professional development. The results contribute to a better understanding of the demographics and job satisfaction levels in these organizations, enabling informed decision-making to enhance employee satisfaction and organizational performance.

Influencing Factors for Work Engagement of COVID-19 Response Workers in Public Health Centers: Based on the Job Demands-Resources Model

Purpose: This study aimed to identify the influencing factors for work engagement of COVID-19 response workers in public health centers based on the JD-R model. Methods: The participants were 119 civil servants and professionals of 20 public health centers with at least 6 months of work experience and have experience of COVID-19 response tasks in cities, districts and counties. The collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient and multiple regression using IBM SPSS 27.0. Results: The factors influencing work engagement were age, career development opportunity, and person-job fit. The explanatory power of these variables was 61%.Conclusion: In order to enhance the work engagement of public health center workers in responding to future infectious disease outbreaks, it is necessary to develop various strategies such as assigning job roles that aligned with individual characteristics, providing career growth opportunities even during infectious disease outbreaks, and designing tasks by taking into account age.

Major Hazard Competent Person Profession in Malaysia: A document analysis of trends and demands

Introduction: The Malaysian Control of Industrial Major Accident Hazard (CIMAH) Regulations introduced in 1996 resulted in the creation ‘Major Hazard Competent Person’ (MHCP) profession. However, after two decades of its establishment, there has been limited study conducted on this specific profession. The objectives of this study are to analyze 1) the trend of application and passing rates of MHCP registrations; and 2) the trend of Major Hazard Installations (MHI) registrations, and its relationship with the available supply of registered MHCP. Methods: The study used a document review approach, involving the extraction, examination, and interpretation of data from both published and unpublished documents by the Department of Occupational Safety and Health (DOSH), the regulatory body responsible for overseeing both MHCP and MHI registration status in Malaysia. The study looks into data from 1996 (beginning of 1996 CIMAH Regulation) to 2023, though the available data found and analyzed were from 1998 to 2021. Results: The study reveals a concerning lack of growth in the number of professionals being certified as MHCP, despite an increase in the number of MHIs over the past two decades. Potential causes of this shortage identified include a demanding certification process, limited availability of MHCP competency courses, and a lack of clear career paths and growth opportunities in the profession. Conclusion: The inadequate supply of MHCPs could potentially undermine their ability to provide sufficient coverage for MHIs, indirectly jeopardizing the quality of risk management in major hazard facilities. Therefore, there is merit in periodically reviewing the regulations and reforming the MHCP profession in response to changing trends.

Adaptation of Young Doctors to Professional Activity in Outpatient Medical Organizations

Introduction. Currently, there is a challenging issue related to adaptation of young doctors to professional activities in healthcare organizations. The first years of work are considered as of one of the most difficult stages of a doctor's career, and the decision to continue clinical practice or give up it largely depends on this period. This, in turn, is one of the reasons for the increase in staff turnover, which negatively affects the activity of a medical organization and the quality of medical care.Purpose. The purpose of this study was to develop proposals for optimizing the process of adaptation of young doctors to professional activities in medical organizations upon the results of a study identifying fac-tors that positively and negatively affect it.Methods and materials. Within the framework of this study, a questionnaire survey with participation of young doctors aimed at identifying factors affecting the process of adaptation to professional activity was conducted. Also, a social-hygienic image of a young specialist, motivation, reasons for career choice were an-alyzed, as well as the most common challenges emerging at the beginning of career and during the studies were identified, evaluated and compared.Results. Our research allowed us to identify the most important factors influencing the adaptation process such as convenient work schedule; competitive salary; friendly working environment; modern medical equip-ment; image of a medical organization; opportunities for professional training; career growth opportunities; job stability; job independence and responsibility and creative work. The results show that the adaptation of a young doctor to professional activity in healthcare organizations is crucial to keep human and economic resources in balance. The existing programs are not as efficient as expected. Young specialists note that among the difficulties affecting the quality of medical care are such as lack of knowledge and skills required for their job. Moreover, lack of specialized programs for professional training concerning medical information system and legal and regulatory framework in healthcare, as well as lack of psychological support services leads to staff turnover.

Flawed Institutional Structures: Project Managers Underutilized in Nigeria’s Construction Industry

Many studies have been conducted on the poor performance of the construction industry. Nigeria’s construction industry has been linked to project delays and cost overruns, leading to many abandoned construction projects throughout the country. These issues are largely attributed to inadequate project management practices and the underutilization of project managers. To address these challenges, an institutional analysis was conducted to examine the factors, within the institutional framework of the Nigerian construction industry, that hinder the effective utilization of project managers and the implementation of project management practices. Data were collected from the previous literature and were supported by data collected through semi-structured interviews in Nigeria. The collected data were coded into a four-level framework for institutional analysis. This method was employed to analyze the interrelationships between the identified embedded factors, institutional laws and regulations, and construction organizations, and to understand how their influence results in the underutilization of project managers. Deviation analysis was conducted as an additional method to categorize the impacts of the embedded factors at each institutional level and to determine how these impacts contribute to the underutilization of project managers in the Nigerian construction industry (NCI). It was found that the system of the underutilization of project managers consists of two subsystems: underutilization and lowering commitment. For the former subsystem, corruption, political influence, religious and tribal discrimination, and organizational culture were found to adversely influence the institutional structure of the construction industry in Nigeria. These factors weaken the governance mechanisms within the industry, leading project managers to prioritize corrupt practices over project needs. The ineffectiveness of existing laws and regulations exacerbates the situation, supporting unfair working conditions and contributing to the underperformance of project managers. This result leads to development at the top of the latter subsystem, with minimal incentives and limited opportunities for career growth within construction organizations. The findings hold significant potential for addressing systemic issues in the Nigerian construction industry, particularly the underutilization of project managers and organizational support measures to improve project management practices and mitigate the adverse effects of corruption.

On-the-Job Learning: Bright Spots of Governmental Public Health Employee Reflections on the COVID-19 Response.

This article is one of 3 research briefs that highlight valuable experiences and opportunities that can be thought of as "bright spots" of the governmental public health workforce's pandemic response. Using PH WINS 2021 data, we qualitatively examined responses to an open-ended survey question about workforce experiences during the pandemic response. On-the-job learning was emphasized as a critical component of employees' experiences. Seven "on-the-job learning" subthemes were identified among 91 responses. Findings indicate that the pandemic facilitated opportunities for on-the-job learning for various skills and workplace activities. Public health employees were appreciative of the opportunity to gain new technical and practical skills including communicating with the public and to experience new roles and responsibilities. Respondents reported other related benefits including career growth and leadership opportunities. Highlighting these unexpected benefits of the COVID-19 pandemic is important for employee morale and continued workforce development planning.

Employer Branding and Career Opportunities: Does Fit really influence Gen Z’s intention to join in architectural firms in Indonesia?

By the end of the Covid-19 pandemic, job demand has increased. Indonesian Architecture subsector is experiencing a shortage of architects given the lack of interest on architecture students to continue their careers in the same field and lack of career opportunities offered. Therefore, employers need to develop an employer branding strategy to match applicant’s expectations with values offered in order to attract labor market intention, especially alumnis from related majors, to join architectural company. As Person-Organisation Fit theory applied, by finding their fit toward potential employee, gen Z, can better examine their employer to consider joining the company. This study aims to examine how person-organisation fit mediates career growth opportunities and employer branding that fit individual’s expectations can influence their intention to join to the company. This quantitative research uses a cross-sectional approach by collecting data through structured questionnaire consisting of 41 items asked distributed online. The sample consisted of 308 employees working in architectural industry with minimum of one year experience. Covariance Based Structural Equation Modeling (CB-SEM) used as analysis method aimed to identify and analyze the relationship between variables that influence the gen Z’s intention to join Indonesian architecture firms. The eresults indicates that both Employer Branding and Career Growth Opportuniies hav positive and significant effect on Intention to Join, while Person-Organisation fit partially mediate Employer Branding’s effect. This study only conducted in Architectural Subsector in Indonesia. The results of this study could also have relevance for other Asian nations that exhibit comparable traits.

Brain drain in Pakistan's pharmaceutical industry: factors and solutions

AbstractThis study sheds light on strategies for retaining skilled pharmacists in Pakistan's pharmaceutical sector, offering valuable insights for both academia and industry stakeholders by investigating the impact of human resource management practices, including training and development, compensation and rewards, job performance, and job satisfaction, on employee retention. It also examines the moderating role of career growth in this context. Theoretical foundations are grounded in international migration theories and social exchange theory, providing a comprehensive framework for the study. A cross‐sectional survey design was used to collect data from 254 pharmacists in southern Punjab, Pakistan. Structural equation modeling (SEM) was employed for data analysis. Findings reveal that training and development, compensation and rewards, job performance, and job satisfaction all have significant direct effects on employee retention. Additionally, career growth acts as a crucial moderator, strengthening the relationship between training and development and job performance, as well as compensation and rewards and job satisfaction in relation to employee retention. Theoretical implications emphasize the importance of tailored training programs, fair compensation practices, and career growth opportunities. Practical recommendations include creating a positive work environment, rewarding high‐performing employees, and fostering career development. Future research directions encompass longitudinal studies, the influence of organizational culture and technology, regional variations, and additional factors affecting retention.

EXPLORING THE RELATIONSHIP BETWEEN PERSONALITY AND SUBJECTIVE CAREER SUCCESS

This study delves into the influential dynamics between the Big Five personality traits and subjective career success in the Ukrainian IT industry, offering a new perspective in career development research. Traditionally, career success research focused on human capital attributes and demographic factors, while dispositional factors such as personality remained underexplored. This research fills this gap, especially relevant in modern, non-linear organizational environments. The study engages IT professionals in Ukraine, using surveys to assess the relationship between their personality traits, based on the Big Five Inventory-2, and their subjective career success, measured through the Subjective Career Success Inventory. The analysis includes 150 complete responses from various demographics within the IT sector, ensuring a comprehensive examination of the dispositional factors influencing career success. Results reveal significant correlations between personality traits and career success perceptions. Extraversion demonstrates a substantial positive relationship with career success, aligning with the hypothesis that sociability, assertiveness, and enthusiasm are advantageous in professional settings. Agreeableness also shows a positive correlation, suggesting that cooperative and empathetic traits enhance career experiences and success perceptions. Conscientiousness is positively correlated with career success, emphasizing the importance of organization, diligence, and reliability in achieving career goals. Contrary to expectations, neuroticism exhibits a positive correlation with career success, indicating complex dynamics that might involve factors like increased career-driven motivation among neurotic individuals. Openness, with a modest but significant positive correlation, suggests that creativity and openness to new experiences hold value in the IT industry, albeit not as primary drivers of career success. The study's findings on the relationships between personality traits and various facets of career success offer deeper insights. Extraversion correlates positively with aspects like recognition, quality of work, and career satisfaction. Agreeableness positively influences the perception of meaningful work and authenticity. Conscientiousness strongly correlates with recognition and quality of work, while neuroticism shows a mixed relationship, impacting authenticity and work-life balance negatively. Openness, while showing a smaller effect, contributes positively to career growth opportunities and overall satisfaction. In summary, the study illuminates the crucial role of personality traits in shaping career success, particularly in the dynamic IT sector. It underscores the importance of social engagement, assertiveness, cooperation, organization, and creativity in professional development. The negative impact of neurotic traits highlights the need for supportive work environments and stress management strategies. These insights are invaluable for both individuals and organizations in understanding and fostering career success in the modern workplace.

ОПЛАТА И СТИМУЛИРОВАНИЕ ПОВЫШЕНИЯ ЭФФЕКТИВНОСТИ ТРУДА ГОСУДАРСТВЕННЫХ ГРАЖДАНСКИХ СЛУЖАЩИХ

The study is devoted to the assessment and analysis of the current system of remuneration and incentives for civil servants in Russia. The purpose of the paper is to develop solutions designed to determine the scientific principles and main directions for improving the system of remuneration and incentives for civil servants in the long term. The empirical basis of the study is the statistical data of Rosstat, the Ministry of Finance of the Russian Federation, and specialized scientific literature. The study uses the methods of critical analysis of the state and problems of incentives for civil servants, comparative and statistical analysis, abstraction, and modeling of socio-economic phenomena. As a result of the analytical work, systemic and structural problems in the mechanisms of remuneration of civil servants, shortcomings associated with the insufficient transparency of establishing the amounts and forms of remuneration and incentives, as well as justification for the differentiation of official salaries and allowances were identified. It is noted that financial incentives for civil servants in Russia do not fully meet the rational requirements for accounting for labor productivity, especially in the context of existing and developing digital competencies. There are imbalances in non-financial incentives, including a reduction in the social package. To solve the identified problems and eliminate the existing contradictions, specific measures are proposed aimed at increasing transparency and actively using digital tools in the field of planning and improving technologies for remuneration and incentives for civil servants, developing new, more effective methods of non-material incentives, and establishing additional bonus payments for the development of digital competencies. The author concludes that the system of remuneration and incentives for the Russian civil servants, taking into account their actual performance, regulated by bonus payment, allowances and a certain social package, and opportunities for career growth, with the realization of aspirations to honestly and conscientiously serve their homeland, should be developed in a timely and effective manner, taking into account the proposed approaches.

The media image of the higher education concept in the English, Chinese and Russian languages

The article considers the HIGHER EDUCATION (HE) concept in the media landscape of American, Chinese and Russian newspapers. The material for the research comprised 273 news articles over the period 2010-2023, containing the keyword ‘higher education’ in their headlines. The research methods included continuous sampling, content analysis, thematic classification, problem identification, keyword selection, and contrastive analysis. The findings show that the number of Chinese news articles with HE in their headlines is considerable higher (approximately by 70%) than in the American and Russian newspapers. This phenomenon is explained by the positioning of HE as a vector of national economy development in China. The Chinese concept HE includes a wide access to HE, active international collaboration and the development of Chinese regions. The American concept HE is exposed as the sum total of social-economic issues caused by insufficient financial resources and unequal opportunities for different demographic categories. The concept HE in the Russian media space is represented as a phenomenon providing opportunities for personal development and career growth. Intercultural similarities and differences are identified in the language representations of the most relevant semantic relations. The common conceptual properties across the cultures are HE quality improvement and the compliance of graduates with labor market requirements.

СОЦІАЛЬНІ ПЕРЕДУМОВИ РОЗВИТКУ ІНШОМОВНОЇ ПРОФЕСІЙНОЇ КОМПЕТЕНТНОСТІ МАЙБУТНІХ ІНЖЕНЕРІВ-БУДІВЕЛЬНИКІВ В УКРАЇНІ

This article is devoted to the study of the social preconditions for the development of foreign language professional competence by future civil engineers in the contemporary Ukrainian context. It examines the social factors influencing the need for foreign language learning, particularly English, among students of construction specialties in Ukrainian higher education institutions. The author analyzes the impact of globalization, international integration, technological development, and the current situation in the Ukrainian construction industry, driven by russian aggression, on the preparation of modern civil engineers. This study addresses the role of the English language in professional activities, focusing on accessing new technologies and materials, as well as effective communication with international partners and clients within the context of Ukraine’s post-war reconstruction. The article also explores the benefits of having high levels of foreign language professional competence, including increased competitiveness through access to foreign literature, international conferences, and seminars, allowing professionals to enhance their self-education and skills, thereby creating greater opportunities for career growth. The author analyzes the current state of professional training for future specialists in the construction industry and highlights the significance of foreign language proficiency for future civil engineers in the face of globalization and integration of the national construction market into the global context. Additionally, possible ways to increase the level of foreign language professional competence among students are discussed, along with recommendations for further development of this aspect within the Ukrainian education system. The findings of the research underscore the importance of integrating foreign language training into the curricula for civil engineers to ensure their readiness to meet the challenges and opportunities of contemporary Ukrainian and global markets.

Talent Management Strategies: A Panacea to Employee Turnover in Commercial Banks in Abia State, Nigeria.

Effective personnel management is increasingly acknowledged as a strategic method to handle the difficulty issue of employee retention which has been viewed as a major concern for firms in the competitive banking sector. Previous research has focused on specific tactics and how they can improve staff retention, yet turnover in the banking industry in Abia state, Nigeria, keeps rising. Determining the effect of talent management methods on employee retention in the setting of commercial banks in Abia State, Nigeria, is the purpose of this study. This is anticipated to fill in the knowledge gaps on the difficulties in talent management methods for commercial banks in Nigeria’s Abia state. This study aims to investigate the effects of talent management techniques on employee retention in the commercial banking sector in Abia State, including sourcing/recruitment, training/development, and reward/recognition. The study uses a qualitative method of data gathering through interviews with HR department workers of the chosen banks, using an interpretivist philosophy and inductive methodology. The data analysis includes thematic analysis to examine the effects of talent management strategies on employee retention. A strategy that can assist in overcoming the difficulties in the aforementioned talent management strategies is succession planning. The study finds that reward and recognition programs, comprehensive training and development programs that are seen to create opportunities for career growth and advancement, and effective recruitment practices that are in line with the bank’s culture and values are key strategies for reducing employee turnover. Thus, the study’s advice is consistent with its findings that succession planning is a talent management strategy that can combine other approaches to create a comprehensive approach to talent management, enhancing both competitive advantage and employee retention.

Software Developer Perspectives on Work-Life Balance

This study aims to explore work-life balance (WLB) dimensions that Nepalese software developers prefer. The present study was carried out in ten IT companies situated in Kathmandu Valley. A sample of 50 software developers was chosen to collect data. The convenience sampling method was used. Only primary data were used to reach acceptable results. Such data was acquired using the checklist approach. These developers were given a checklist that included several WLB dimensions. They answered to checklist used for data analysis. Their responses were used for data analysis. WLB is becoming a concern for all employees in today's rapidly changing workplace, particularly in information technology (IT) companies. The results indicate that all of the software developers give first priority to physical and mental health as the key dimensions of WLB. They also prefer parental and family leave, flexible work hours, recognition and reward, team collaboration, reasonable workload, managerial support, and work and family support as important aspects of WLB. They also have given priority to career growth opportunities, boundary management, efficient tools and systems, organizational culture, and remote work options as the important dimensions of WLB. If IT companies can manage these dimensions, software developers can, too.

Investigating the Effect of Perceived Workplace Climate on the Well-being of Academic Staff at Makerere University

The purpose of this study was to analyse how workplace climate affects the well-being of academic staff at Makerere University. The study was prompted by the reportedly persistent ill-being of academic staff at Makerere University in the recent past. The study followed a concurrent design, where the quantitative approach partook a cross-sectional survey design and the qualitative used a phenomenological survey design. Self-administered questionnaires were used to collect data from a sample of 383 academic staff and interviewing four heads of departments and four academic staff distributed in three colleges and one school. The respondents were selected using stratified random sampling and purposive sampling. The qualitative data was analysed through thematic and content analysis inductively. Later, both data sets converged during interpretation to obtain common implications. Qualitative findings indicated participants had varying perspectives on the workplace climate for instance, participants' voices ranged from challenging to supportive and adaptable, stressful and rewarding. This implied that such mixed feedback from different voices had different implications and consequences for individual participants. Quantitative data were analysed using descriptive statistics, inferential statistics, (r = .529, n = 286, p = .000&gt; 0.05), and multiple analysed by linear regression R2 = 0.281, p =0,000 &gt;.05). F statistic = 37.550, p= 0.00&gt;0.05, Beta= 0.350, p= 0.00&gt;0.05. The findings indicated a statistically significant positive relationship and effect between well-being and workplace climate in terms of work pleasure, job rewards, and career growth opportunities.