Non-teaching Employees Research Articles

Effects of Flexible Work Arrangements on Employee Performance among Non-Teaching Employees in Selected Public Universities, Western Kenya

Globally, workplaces face numerous challenges in enforcing flexible work arrangements for their employees, leading to burnout, dissatisfaction, stress, and poor performance. Generally, organizations have to develop strategies that retain attract, and improve performance. Malleable work arrangements have become significant in the current digital technology innovation ensuring employee performance. Specifically, the study assessed the effects of flexible work arrangements and performance among non-teaching employees in selected public universities in Western Kenya. Flexi-time and job sharing were used as construct measures and two theories: spill-over and social exchange were anchored. The study embraced philosophical research into positivism. The study used a cross-section survey research design. The target population was 3538, where stratified random sampling techniques were exploited. The Yamane’s formula calculated a sample size of 343 respondents. The questionnaire and interview schedule were utilized as collection instruments. A pilot study was examined at the University of Eldoret. A Cronbach’s alpha tested the reliability of instruments. Validity was tested using content analysis and expert Judgment validity. Data was analyzed using SPSS version 27. Descriptive statistics - frequencies, percentages, means, and standard deviations- and inferential statistics - Pearson’s correlation and regression analysis- were used. Interview data was analyzed using content analysis and expert judgment. The findings of the study disclosed a strong positive evident relationship between flexible work arrangements and performance (t-statistic=22.385, p-value=0.001< 0.05). The study recommends that public universities and governments embrace flexible work arrangements and develop policies to safeguard public employees and other companies.

Human Resource Management Practices and Organizational Performance: Towards a Proposed Employee Engagement Program

The management of human resources in education is crucial, and failing to do so could have dire repercussions. This is due to the fact that education professionals are a key tool for attaining educational objectives and, as a result, contributing to national development. This study assessed the human resource management practices and their effect on organizational performance at School C in Shanxi Province, China. The researcher used adapted questionnaires that assessed the HRM practices in their school in terms of Compensation and benefits, training and development, and performance evaluation. Additionally, they assessed the performance of the organization based on their perceptions of its organization and governance, academic programs and curricula, institutional resources, and quality assurance. The participants in this study were 212 non-teaching employees from the various departments at School C in Shanxi Province, China. The goal of this research was to propose an employee engagement program designed to boost employee engagement, enhance HRM practices, foster a positive work environment, and ultimately improve overall organizational performance.

Job Satisfaction Among CEU Teaching and Non-Teaching Employees: Basis for A Proposed Employee Retention Program

This study aimed to explore the CEU Teaching and Non-Teaching employee's level of job satisfaction. The method used in this study is descriptive quantitative. The researcher used survey questionnaires to obtain data from the respondents. It was concluded that the CEU’s employees were very satisfied with the supervision that they received and interacted with their co-workers. The employees were also satisfied with the organization’s support for training, their feelings about the training they received, and their satisfaction with training and CEU development. Nevertheless, it was also disclosed that they were partially satisfied with the fringe benefits of the company’s offer, the opportunities and rewards they receive, and the operating policies and procedures they follow. The results have shown that CEU teaching and non-teaching employees are satisfied with their jobs and the administration should think about more extensive operating rules and procedures, fringe benefits, opportunities, and rewards in the university. Career pathing should also be contemplated.

Employee Satisfaction and Retention in Kenyan Public Universities

Retention of human resources is vital in companies and institutions whose financial sustainability and survival in a competitive environment are dependent on scarce human and specialist capabilities. The employee is the most important resource because of how much they contribute to the performance and success of the company. When talented employees leave an organization, they leave a hole that can be expensive to fill and difficult to manage, which undermines institutional performance. The research design used in the study was ex post facto. 430 non-teaching employees from 4 public Universities were chosen for the study using simple random sampling. A questionnaire with closed-ended (Likert type scale 1–5) items was used to gather the data. With the aid of descriptive statistics, the data was analyzed. According to the study's findings, more satisfied employees would have little intentions to quit.

Employee engagement and job performance among employees in higher education institution

The study determined the demographic profile, employee engagement, and job performance of Saint Francis Xavier College of Agusan del Sur employees in three areas of operations for employee engagement and four areas of operations for job performance, using a descriptive-correlation approach. The survey was administered to 36 non-teaching and 64 teaching professionals for the 2020-2021 academic year. Overall, both teaching and non-teaching respondents agreed with 2.70 mean values, demonstrating that respondents are involved in terms of reward and recognition, as well as perceived supervisor support, but not in terms of turn-over intention, which requires intervention. On the other hand, significant difference between the variables on the level of employee engagement as perceived by the two groups of respondents, the computed t and p-Value accept the null hypothesis, which means that the difference is not significant. The results indicate that non-teaching employees are unsatisfied with their pay, with a mean score of 2.86 indicating disagreement. As per the significant relationships between the variables as perceived by the teaching respondents, educational attainment and employment status were found to be "significant," while all other variables were "not significant."

The Effect of Teleworking on Work Stress Among Non-Teaching Employees in Public Universities: A Case of the University of Nairobi and South Eastern Kenya University

Teleworking is an alternative work arrangement, where information and communication technologies enable employees to work outside the traditional working space. Work related stress can therefore spill over to the virtual offices from the traditional offices. This study aimed at finding out if teleworking had any effect on work stress among non-teaching employees in the public universities. University of Nairobi and South Eastern Kenyan University were picked to represent all other public universities. The theories guiding the study were the Organizational adaptation theory and the transactional theory of stress. The researcher used descriptive design and the target population was the senior administrative staff (grade 11 to 15), middle grades (grade A to F) and grade 1 to 4. A sample size of 357 was obtained from the target population of 3289 and questionnaires were administered. Data was presented through charts, graphs and tables. Regression analysis was used to establish the relationship between the teleworking and work stress. The results revealed that Public universities were using teleworking as an alternative way of organization work with Zoom being the most used form although there seemed to be some departments where teleworking was a challenge due to nature of work. Teleworking came with its own challenges among them being internet connectivity issues and power outages. The study concluded that teleworking had an effect on work stress among the non-teaching employees in the public universities in Kenya. Social isolation contributed most to the work stress, followed by the inability to make decisions remotely. Convenience due to Teleworking reduced the level of work stress. The study recommended that public universities should work on their ICT infrastructure to ensure that employees are well connected since network and internet connection were sighted as the most challenging issue in the teleworking. A proper reporting and feedback teleworking mechanism should be employed to ensure that feedback is received on time to facilitate action taking. Investing in training of staff is also important since it will make employees work with a lot of ease hence, less stress. Employees need to interact physically once in a while which in turn reduces stress levels. A well-organized way of working would reduce the pressure that comes with teleworking. Keywords: Teleworking, Work Stress, Non-teaching Employees, Public Universities, University of Nairobi, South Eastern Kenya University, Kenya DOI: 10.7176/EJBM/15-2-04 Publication date: January 31 st 2023

Social Affiliation and Prosociality on Electoral Behavior among Senior Non-Teaching Employees Nnamdi Azikiwe University Awka

The current study looked at affiliation and pro-sociality as determinants in electoral behavior among senior non-teaching employees at Nnamdi Azikiwe University in Awka. For the study, a total of 138 volunteers were chosen at random (males made up 30 percent of the total, and females made up 70 percent). Data was gathered using the electoral behavior and the prosocial behavior scales. Both scales were valid and reliable instruments, and the third variable (social affiliation) was demographically evaluated. The data were analyzed using the multiple regression analysis, enter method. In hypothesis one, Social Affiliation predicted electoral behavior with F (1,137) = 8.11, p<.05 and beta value = 2.89, p<.05, while in hypothesis two, pro-sociality predicted electoral behavior with F (2,131) = 5.86, p>.01 and unstandardized beta values =.13, p<.05, however, the interaction effect between social affiliation and prosocial behavior was not significant. It was recommended that contestants should seek electorates that share similar sociological inclinations with them, such as religion, ethnicity, and other social groups at the onset of electoral activities.

Gender equality and workplace diversity in a school division office

Gender equality promotes equal rights, responsibilities, and opportunities for all genders. Nowadays, organizations are adopting a globally competitive environment with programs that promote diversity, inclusion, and non-discrimination policies. This study aimed to determine the extent of the practice of gender equality and workplace diversity in a School Division Office. The respondents were 110 non-teaching employees who completed a research questionnaire. This study utilized a descriptive comparative-correlational research design. The results indicated a high extent of practice for gender equality and an even higher extent for workplace diversity. Additionally, the results revealed a significant relationship between gender equality and workplace diversity. Therefore, employees demonstrate a commitment to practicing gender equality within their diverse workplace, fostering a multicultural setting.

Student's Attitudes on the Performance and Behavior of Administrative Officers at Universitas Negeri Makassar

Universities in Indonesia are taking part in the transformation process and using an entrepreneurial approach to serve students in the new competitive environment better. This article seeks to determine student attitudes toward developing the university. It makes an effort to offer universities some suggestions to improve their performance. A random sample of employees at Makassar State University was interviewed to see their views on the services offered and the perceived quality. To meet deadlines and build deeper with local economic and productive systems, Makassar State University administration should focus on improving the quality of instructional services and non-teaching employees. Makassar State University administrative staff needs to have a student-focused mindset. To assess attitudes towards recent changes at Makassar State University.

UNIVERSITY STATUS ASSESSMENT: A BASELINE STUDY

The investment in higher education is notable as a means of developing human capital. As newly converted university, providing great services and offering programs that are relevant to societal needs is expected. It is deemed necessary to conduct a status assessment of the current condition of the university in order to determine where it can improve instruction and physical plant development. The study aims to provide information about the following: (a) curricular offerings of the university; (b) demographic profiles of the student population, faculty education qualifications, non-teaching employees, and teaching and non-teaching employees; and (c) physical facility and location characteristics. The data collection methods used involved largely a documentary review. These documents were system generated data of students, data of Faculty from the Human Resource Management Office (HRMO) and from Planning office and inventories. Data were analyzed using frequency and percentage. It was concluded that Resources, like physical, human, financial and others, are essential for the success of any school system. Provisions of material resources such as school buildings and facilities for staff and students can attain the best performance in the teaching and learning process.

Prevalence And Risk Factors of Anxiety and Depression among University Students and Employees During Covid-19 Pandemic

Aim: To determine the prevalence and perceived risk factors of anxiety and depression among employees and students at the Mariano Marcos State University during the COVID-19 pandemic and determine if significant differences exist between groups on the identified variables. Method: This was a descriptive-comparative study that used a survey consisting of the screening questionnaire, Patient Health Questionnaire-9 (PHQ-9), Generalized Anxiety Disorder-7 (GAD-7), and Perceived Risk Factors of Anxiety and Depression Questionnaire (PRFAD). The developed, validated, and pilot-tested questionnaire was administered to 212 students and 114 employees during the second semester of 2020-2021. Descriptive statistics and T-test were used for analyses using p<0.05 as the significance level. Results: Results showed that most students have mild severity of anxiety and depression while employees have none to minimal. Cultural factors like the adverse working environment, social inequalities and exclusion, and adverse media influences were identified as moderate risk factors in anxiety and depression. Moreover, there were significant differences in the prevalence of anxiety and depression between students and employees and between teaching and non-teaching employees. There were higher self-reported anxiety and depression among students than employees and among teaching employees than non-teaching employees. Conclusion and Implications: With a higher prevalence of anxiety and depression among students, higher education institutions must strengthen their student welfare services. Also, employees' mental health needs must be considered by providing services to alleviate their anxiety and depression. A holistic and comprehensive policy on mental health promotion should be implemented to improve the mental health status of students and employees.

Mental Health Literacy among the Students and Employees of Mariano Marcos State University

Aim: To determine the Mental Health Literacy (MHL) of Mariano Marcos State University employees and students as to their ability to recognize a specific mental disorder, knowledge on the susceptibility of mental disorders, knowledge of self-treatments, knowledge of professional help available, knowledge on seeking mental health information, attitudes that promote recognition, and appropriate health-seeking behavior. Methods: This was a descriptive-comparative study which utilized Mental Health Literacy Scale tool adapted by Connor & Casey (2015) and Dias et al. (2018). The pilot tested survey questionnaire was administered to 490 students and 158 employees during the second semester of academic year 2020-2021. Descriptive statistics and T-test were used for analyses using p<0.05 as level of significance. Results: The results showed that the respondents’ MHL is sufficient as to all the variables. All variables comparing students’ and employees’ MHL were statistically not significant except for their knowledge on how to seek mental health information. There was also no significant statistical difference in all of the variables between teaching and non-teaching employees except for their ability to recognize a specific mental disorder. Majority of the respondents have enough knowledge and awareness to dispel most erroneous beliefs or stereotypes on individuals with mental health conditions, thus, they are more likely to approach those with mental health conditions appropriately and without stigma. Conclusion and Implications: Most of the respondents perceive that they have sufficient MHL. This is because of the increasing reach of mental health advocacies and campaigns especially in MMSU as well as other possible contributing factors such as personal experience, curricular offering, and specialization.

Level of Awareness on Disaster Risk Reduction of the University of Eastern Philippines Employees and Students

The researchers looked at how well academics, students, and non-teaching staff at the University of Eastern Philippines System were aware of disaster risk reduction. Education, agriculture, health, fisheries, and marine resources were all used to measure awareness. The research also revealed a link between awareness and a number of personal characteristics, as well as a substantial variation in awareness amongst student groups. The study used a 30-item Likert type instrument to assess disaster risk reduction awareness and used a descriptive-correlational research approach. Percentages, means, multiple regression analysis, and analysis of variance were used to examine the data. The study's findings revealed that faculty members were well-versed in disaster risk reduction in education, agriculture, and health, as well as disaster risk reduction in fisheries and marine resources, infrastructure, and the environment and natural resources. The students were well-informed on disaster risk reduction in the areas of education, agriculture, and health, as well as disaster risk reduction in the areas of fisheries and marine resources, infrastructure, and the environment and natural resources. The six components of the degree of awareness were known to the non-teaching employees. Exposure to newspapers and television was shown to be substantially associated to the level of disaster risk reduction knowledge among faculty and non-teaching personnel. Students' newspaper exposure and year levels were shown to be substantially connected to their degree of disaster risk reduction knowledge. There is a considerable variation in disaster risk reduction awareness across the three categories of respondents.

Who is likely to hide knowledge after peer ostracism? An exchange-based perspective of contact quality and need to belong

PurposeThe purpose of this study is to uncover how peer ostracism (POS) elicits knowledge hiding directed towards ostracizing peers through the intervening role of peer contact quality (PCQ). Moreover, the authors aim to highlight the role of the need to belong (NTB) as a first-order boundary condition in direct and indirect hypothesized paths.Design/methodology/approachThe research opted for a three-wave time-lagged survey design. The data were obtained from the 234 teaching and non-teaching employees working in Higher Educational Sector in Pakistan through random sampling. Mediation and moderated mediation analysis was done by using PROCESS Models 4 and 7.FindingsThe results embraced the mediation, moderation and moderated mediation hypotheses. It was noted that POS creates negative exchange relationships. As a result, the ostracized employees withhold knowledge from the predating peer. NTB served as a buffering agent between POS and PCQ, as well as, in the indirect POS, PCQ and peer-directed knowledge hiding relationship.Practical implicationsThis research serves as a guideline for management and faculty of Higher Educational Institutions for minimization of POS to promote effective collegial contact quality and curb knowledge hiding.Originality/valueAlthough the research in workplace ostracism and knowledge hiding is not new, yet how this association emerges from the viewpoint of peers is not known. This study has added to the literature by answering who is more likely to reciprocate ostracism from peers by having poor quality contact and directing knowledge hiding towards the predator. By this, the authors have added to the limited stream of moderated mediation mechanisms underlying ostracism and knowledge hiding behaviour. In addition, the authors have drawn attention to the importance of peer relationships in higher educational settings.

A COMPARATIVE STUDY ON OCCUPATIONAL STRESS AMONG THE TEACHING 8 NON-TEACHING EMPLOYEES

Stress is an inescapable feature of one’s life and work. Anybody doing the job has a vast variation in the potential, which is the starting point of stress. Phenomena of stress must be recognized and interacted with in various professions – in the teaching and non-teaching profession. In recent years inclusive education has risen to prominence, which changed the usual roles of teachers, from employing a "talk and chalk" method to being more pupil-centered. Non-teaching employees also are suffering from stress. Non-teaching employees are also affected by stress. The study's objective was the role of stress among teaching employees and non-teaching employees with the help of 60 samples. The researcher used a stress- scale to measure the level of stress among teaching and non-teaching employees. The Stress Scales (S-scale), developed by Dr Telindker Kaur, Dr Prerna Puri and Prof. Anju Mehta, were used to measure stresses. The 't' test revealed a significant difference between teaching non-teaching staff concerning their stress score. Teachers are more stressed as compared to non-teaching staff.

EFFECTS OF PERCEIVED LEADERSHIP STYLE AND ORGANIZATIONAL COMMITMENT ON JOB SATISFACTION AMONG NON-TEACHING EMPLOYEES OF FEDERAL UNIVERSITIES IN SOUTH-EAST NIGERIA

The study examined effects of perceived leadership style and organizational commitment on job satisfaction among non-teaching employees of federal universities in South-East Nigeria. Participants in the study were eight hundred and eighty-four non-teaching employees who were randomly selected from three federal universities in South-East Nigeria. The participants were made up of 323 (36.5%) males and 561 (63.5%) females with age range 22 years to 60 years, mean 35.04 years and standard deviation 9.96. The study deployed three instruments: Multi factor leadership questionnaire (MLQ-5X) developed by Avolio & Bass (1990), Minesota Satisfaction Questionnaire (MSQ) developed by Weiss, Dawis, England & Lofquist (1967), and Organizational Commitment Scale (OCS) developed by Mowday, Porter & Steers (1979). The study adopted correlation design and data analysis was done using multiple regression analysis Enter method. Hypothesis one result showed that dimension of perceived leadership style (transactional) predicted job satisfaction at B = 1.18**, P< .001, while hypothesis two result showed that organizational commitment significantly and positively predicted job satisfaction at B = .53**, P< .001. Hence, perceived leadership styles and organizational commitment are significant and positive predictors of job satisfaction among non-teaching employees of federal universities in south-east Nigeria. It was recommended that management within federal universities in south-east should adopt transactional leadership style.

Economics of Happiness: A Social Study on Determinants of Well-Being among Employees in a State University

This study aimed to elucidate the level of happiness and its influencing determinants among employees (teaching and non-teaching) of Visayas State University, Baybay City, Leyte, Philippines. With the aid of purposive sampling, the study engaged 162 employees as participants in the survey to gather richer information. The study utilized primary data, which were collected through a developed and structured questionnaires. The data were analyzed through descriptive analysis and econometric modeling. Results revealed that non-teaching employees are more likely happy working in a university. It was found out that the predictors of happiness in working in a university are: age, years in service, permanent status, opportunities for promotion, and fair administration. Employees found their respective jobs as challenging, enjoyable and rewarding. However, results showed that income is not a determinant of employees' happiness. Furthermore, employees who are socially oriented and physically healthy are more likely happy workers.

Pulmonary function assessment in patients with type 2 diabetes mellitus

Introduction: Diabetes mellitus is a leading public health problem all over the world. Diabetesmellitus is a risk factor that precipitating microvascular as well as macro-vascular pathologies.Several respiratory alterations have been reported in associations with Diabetes Mellitus. Therefore,the present study was designed to determine the effect of the disease on respiratory function inpatients with diabetes. Method & material: For this study 54 Diabetes Mellitus patients wereselected using simple random sampling from the diabetic clinic. 54 Non-diabetic, age & sex-matchedsubjects were also taken from teaching and non-teaching employees of the hospital for comparison.Result: In our study there was a statistically significant decrease in the level of FVC in DM patientscompared to healthy male subjects. There was a statistically significant increase in the level of ratioof FEV1/FVC. A more sensitive index of early disease is FEV1/ FVC ratio. Conclusion: Spirometricvalues were consistently lower in subjects with diabetes mellitus than in non-diabetics. Subjects withpoorer diabetic control have a worse spirometric function. We conclude that strict glycaemic control& regular breathing exercises to strengthen the respiratory muscles may improve the pulmonaryfunction test in patients.

Impact of Human Resource Development Policies in Personal and Professional Career Of Non-Teaching Employees: A Case of Banaras Hindu University

This research paper aimed to examine the effect of human resource development policies in the personal and professional career of non-teaching employees for Group B (Non-Gazetted), C and School Teachers in Banaras Hindu University. In the research paper, researchers have found out the necessary research through the collection of data by primary source, constructing the structured questionnaire for the employees from Group B (Non-Gazetted), Group C and School Teachers in the Banaras Hindu University. This paper will help the non-teaching and recruitment employees, recruitment policy maker who is in the process of selection of different post for Group B (Non-Gazetted), C. and School Teachers in the central and state government for the accurate understanding about the genuine opinion of the respondent who has ever faced the professional and personal impact on their developmental procedure in the Banaras Hindu University. In this research paper, the researcher has applied descriptive research design and probability sampling technique for selecting the primary data. After reviewing the various literatures, the researcher has framed the various objectives for selected topic. Based on objectives, structured questionnaire was designed for the first data collection and formulate the Null (H0) hypothesis for conclusive oriented decision making. The size of sample was 357 from the Group B (Non-Gazetted), C and School Teachers. The various statistical tools such as frequency test and cross tabs (Chi-square) through the IBM- SPSS 23.0 software package for data analysis and interpretation have been used of the above case.

Greening the Curriculum: A Strategic Waste Management for Chemical Wastes in School Laboratories

Despite global awareness on the effects of improper chemical waste disposal, the actual practice of proper waste handling is still neglected. Serving as the best venue for information dissemination, schools can reinforce waste management programs through its curriculum. Identification of curriculum areas that can complement waste management strategies by evaluating the level of awareness and participation of its teaching employees, non-teaching staff, and students is the main objective of this study. Validated self-constructed survey-questionnaires were administered to 149 respondents representing the total population of the laboratory teachers, students, non-teaching employees, and researchers of the Western Institute of Technology, Philippines whose primary job deals with chemicals. The data gathered and analyzed using student t-test showed that there is no significant difference in the level of awareness among teaching and non-teaching employees in terms of the school's chemical waste management program. A significant number of senior high school students showed lack of awareness on Philippine environmental laws and the chemical waste management in school. Employees whose primary job is not associated with teaching and research do not realize their role in chemical waste minimization. More senior high school students show environmental concern over college students, but it is the latter group that apply the concepts of chemical waste management into actual practice.