Opportunities For Professional Growth Research Articles

Relationship between Job Satisfaction and Turnover Intentions among Nurses in South America

Purpose: The aim of the study was to analyze the relationship between job satisfaction and turnover intentions among nurses in South America Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Studies in South America indicate that job satisfaction among nurses is inversely related to their turnover intentions. Nurses who report higher job satisfaction tend to have lower turnover intentions. Factors such as supportive work environments, professional growth opportunities, and recognition contribute to job satisfaction, while heavy workloads and inadequate staffing elevate turnover intentions. Addressing these concerns is vital for healthcare organizations in South America to retain nursing staff and ensure quality patient care. Unique Contribution to Theory, Practice and Policy: Job characteristics theory, social exchange theory & expectancy theory may be used to anchor future studies on the relationship between job satisfaction and turnover intentions among nurses in South America. Encouraging participatory decision-making, providing avenues for feedback, and offering resources for stress management can contribute to a positive work environment conducive to job satisfaction and retention among nurses. Advocate for policy changes at institutional and governmental levels to address systemic issues impacting nurse job satisfaction and turnover intentions

Managing Human Resource in the Digital Economy: Balancing Challenges and Opportunities

Digital technologies enable the adoption of more efficient working models, such as process automation, predictive analytics for better decision making, and the use of digital platforms for employee development and performance management. This study aims to investigate employee perceptions and experiences of digital transformation in the context of challenges and opportunities at the company PT Charoen Pokphand Indonesia (CP) Food. The research method used is descriptive qualitative with a data collection approach through questionnaires and observations. The questionnaire was designed to collect employee responses on various aspects of digital transformation in terms of opportunities and challenges. Using a purposive sampling approach, which is a sampling method in which the researcher deliberately selects certain participants or sample units based on certain characteristics or criteria that are considered relevant to the research objectives. The results showed that employees have a positive view of digital transformation at the company PT Charoen Pokphand Indonesia (CP) Food. Employees see it as an opportunity for career development and professional growth, and feel supported in developing their digital skills. A work culture that supports collaboration, innovation, and creativity is also considered important in creating a productive and dynamic work environment. The integration of digital technology is considered successful by employees, indicating that the company has successfully implemented technology in daily work processes well. This research provides valuable insights into how digital transformation affects employee perceptions and experiences in the work environment. The implications of these findings can be used by companies to design more effective human resource management strategies to face the challenges and opportunities in the evolving digital economy.

Closure for Survivors of Abusive Relationships

This article presents a five-step clinical approach that describes a process for child sexual abuse survivors, who are now adults, to initiate a statement with their abuser, whereby the survivor can explain the abuse and its impact on their lives. This method may also have applicability for survivors of general child maltreatment. The timing of this intervention needs to be carefully assessed in a partnership between the survivor and clinician. Clinicians might consider this approach if they are conducting long-term psychotherapy with adult survivors of child maltreatment and child sexual abuse, in particular. In addition to delineating steps to be taken, the authors suggest a measurement path. This closure process provides a unique and unduplicated opportunity for personal and professional growth.

Effectiveness of interdisciplinary teacher teams among English teachers in public secondary schools in Jolo

This descriptive-comparative study assessed the effectiveness of interdisciplinary teacher teams among English teachers in public secondary schools in Jolo during school year 2023-2024. One hundred (n=100) samples were taken through non-probability sampling method, quota sampling, among selected public secondary schools in Jolo, Sulu, Philippines. A modified questionnaire was used to elicit the perceptions of English teachers regarding the effectiveness of implementing interdisciplinary teacher teams in public secondary schools. English teachers believed that the interdisciplinary teacher teams among secondary schools was very effective in Instructional Practices, Student Orientation, Team Organization, and Team Structures. Findings also noted significant difference on the perceptions of English teachers regarding the effectiveness of interdisciplinary teacher teams in Team Organization. The study highlighted the positive impact of interdisciplinary approaches on student engagement and achievement. Interdisciplinary teacher teams offered opportunities for professional growth and development. Educators had the opportunity to expand their knowledge base, develop their teaching practices, and gain insights into alternative instructional approaches through collaboration with colleagues from different disciplines. Educational institutions can support this professional development by providing resources, incentives, and recognition for interdisciplinary collaboration.

Strategies and Interventions to Support Quality Outcomes in the Home Care Setting: A Longitudinal Multilevel Study.

The relationship between the practice environment, empowerment, and outcomes such as quality of care, job satisfaction, and intent to stay has been extensively studied in healthcare settings, including hospitals and long-term care facilities. Research consistently demonstrates that a positive practice environment, characterized by supportive leadership, adequate resources, and opportunities for professional growth, are associated with better quality of care, increased job satisfaction, and higher intent to stay among healthcare professionals. Limited knowledge exists regarding the specific relationship between the practice environment, empowerment, and these outcomes within home care organizations. This study assesses the impact of strategies on nurse practice environment, social capital, decision latitude, workload, care quality, job satisfaction, and retention in a Belgian home healthcare organization. A longitudinal survey was conducted in a home healthcare organization, with data collected at 3 time points: baseline (T1) (2015), T2 (2018), and T3 (2021). In T3, respondents reported significantly higher scores for departmental and general management compared with T1. The interventions led to significant improvements in social capital and decision latitude. Self-reported quality of care at the department level showed a significant increase, whereas no significant change was observed for quality of care during the last round. The implementation of strategies and interventions as part of a broader healthcare transformation process had a positive impact. Improvements were observed in nurse-reported quality of care, job satisfaction, and intent to stay in nursing. These findings emphasize the effectiveness of the implemented measures in enhancing nursing practice and creating a positive work environment. Continuous efforts to implement and evaluate such strategies are essential for enhancing the satisfaction and retention of nursing teams within healthcare organizations.

Nurse Manager Practice Environment and Its Influencing Factors: A Multicenter Cross-Sectional Study

Objective. This study aimed to evaluate the current status and related factors of practice environments of nurse managers in China. Background. Insufficient nurse staffing and poor working environment directly increase the burnout and turnover of nurse leaders. Nurse managers play a pivotal role in healthcare organizations, and their performance has been inextricably linked to achieving optimal patient, staff, and healthcare organizational outcomes. However, there are few studies exploring the influencing factors of nurse manager practice environment. Methods. A cross-sectional study was undertaken to examine a sample of 405 nursing managers who were selected from 10 hospitals located across three provinces in China. The general characteristics questionnaire, the Nurse Manager Practice Environment Scale, the Perceived Stress Scale, and the Career Growth Scale were used. Data were analyzed by descriptive statistics, univariate analysis, and multiple stepwise linear regression. Results. The total scores of the nurse manager practice environments were 236.71 ± 27.635 (with 270 being the highest possible score), which was at a generally high level. The three lowest scores were adequate budgeted resources, fair and manageable workload, and nurse manager-physician relationships. Nurse manager practice environment was predicted by hospital geographic location, having (or not) training experience in higher ranked hospitals, levels of perceived stress, and career growth scores. Conclusion. Chinese nursing managers reported a relatively favorable nursing practice environment. Policymakers should pay more attention to the practice environment of nursing managers in small city hospitals, and they could regularly evaluate, monitor, and promote practice environment determinants that are sensitive to disparities between different hospitals. In addition, hospital managers can take action by implementing diversity training programs, developing stress-reduction initiatives, and creating robust career development programs for nurse managers to support nurse managers better. Implications for nursing management: a better understanding of the current practice environment of nursing managers is beneficial for improving nursing managers’ work environment, which in turn will promote the quality of care delivered and nursing management work. For nurse managers, the characteristics of the management and work environment of the small city hospitals should be benchmarked and learned against the district capital hospitals. Also, hospital administrators were required to adopt strategies to foster psychological support of nurse managers and create pathways and opportunities for professional growth to create a supportive working environment.

Unveiling New Feminist Insights into the Inspiring Narrative of Women Pioneering India’s Accomplished Mars Mission in the Film Mission Mangal

The present research article delves into the transformative journey of women in society, with a particular focus on their education and emancipation, as depicted through the lens of cinema. In recent years, women have evolved from traditional roles to multifaceted individuals who actively shape their destinies. This transformation encompasses their education, as they gain access to knowledge and learning, and their emancipation, as they assert their rights and seek opportunities for personal and professional growth. Furthermore, this study explores the representation of these transformations in films, examining how cinema is a potent tool for educating and empowering women. “There are various works that deal with feminism through writings and movies which bring out the nature of women in a way that every woman can relate and reflect it with their daily lives.” (Shalini & Alamelu 2018) It investigates the portrayal of women’s lives and their journey towards self-realization and sheds light on the societal dynamics and challenges they encounter. Through cinematic narratives, women’s stories gain the potential to inspire and mobilize positive change, challenge existing norms and promote gender equality. The present study employs content analysis as the methodological approach, and this study seeks to provide a comprehensive analysis of the representation of women in “Mission Mangal” from a feminist viewpoint, revealing fresh insights into the portrayal of women’s roles and contributions in India’s Mars Mission exploration story.

Breaking through the glass ceiling: women on the board as a mechanism for greater environmental transparency

Purpose This research paper aims to examine the influence of greater female participation on the board of directors on the environmental transparency of companies. Design/methodology/approach To achieve the purpose of this study, the authors analyzed the environmental transparency of 412 companies in the energy sector, headquartered in 19 countries, during a four-year period (2016 to 2019). Findings The data reveal that gender diversity has a positive effect on the environmental transparency of companies in developed countries and on the total model. Furthermore, after removing the US companies, the results remained the same, indicating that companies with more women on the board tend to have greater environmental transparency. Regarding corporate governance variables, the results show that companies that have a corporate social responsibility committee tend to have greater environmental transparency, both in emerging countries and in developed countries. Practical implications The findings indicate that if companies aim to have greater environmental transparency, they must encourage female participation on boards, giving them equal opportunities for professional growth. Organizations must deconstruct the ideology that women are fewer valuable members of their boards, which limits their contribution to organizational success. Additionally, regulators can encourage greater female participation on boards through the implementation of quota laws. Originality/value The authors’ evidence indicates that the presence of women on board is an antecedent of greater quality in the dissemination of environmental information. Thus, managers of companies in the energy sector must understand that diversity on the board affects communication with its stakeholders through environmental transparency.

An exploration of organizational climate in community-based opiate prescribing services; a mixed methods study

IntroductionAssessing the internal dynamics of organizations has been shown to provide information that can help planners and policymakers improve service delivery. A good organizational climate, which in this study incorporates mission clarity, team cohesion, staff autonomy, communication, levels of stress, and openness to change has been shown to be of particular importance. Still, there is a dearth of evidence in this area, and while relationships between organizational factors have been identified, little is known about the mechanisms that might underpin these relationships, and there is little understanding of how to address deficits once they are identified. The objective of this study was to identify relationships between program factors that influence organizational climate and to explore which mechanisms might underpin these relationships. MethodsThis paper reports on a cross-sectional, concurrent, mixed-methods study design, across twelve discrete community-based prescribing service providers (organizations) in Ireland. Data was obtained using a staff survey [n = 132] which utilized measurements of organizational readiness to change and one-to-one interviews [n = 12]. Quantitative data was analyzed using multivariate linear regression modeling which assessed relationships between variables, while interviews were analyzed using an abductive approach, both types of data were synthesized at the interpretation stage. ResultsA range of interdependent factors were considered to affect the climate of organizations. Surveys identified that specific types of resources, such as physical infrastructure, training, and staffing resources were important for supporting a good organizational climate, while programs with greater needs had a poorer climate. Opportunities for professional growth, the skill sets of staff, and having access to e-communication were also significant. Interviewees reported that rigid organizational hierarchies and bureaucracy, philosophical views of addiction, stress, and staff turnover were influenced by the provision of fewer resources. Interdependent factors such as leadership, supervision, staff relationships, and collective training, also thought to be influenced by resources, were considered to positively influence programs. Resources were not the only challenge identified, and practices within programs and how existing resources are used were also thought to contribute both positively and negatively to the internal dynamics of services. ConclusionKey findings in this study identified that the organization of effective services is influenced by a range of specific factors, some of which can be addressed without additional resources. Overall, staff views of organizations can provide us with valuable information to support service improvement. Using a mixed methods approach can not only identify where relationships between organizational variables exist but can also help us to understand the mechanisms that underpin these relationships and, importantly, how to address deficits once they are identified. In order to improve how substance misuse services work, the need for a long-term systemic approach to program development, which incorporates some of the findings from this study, is required.

Techno‐eustress creators: Conceptualization and empirical validation

AbstractTechnostress is an inevitable part of work life. This paper takes a step toward mastering it by focusing on positive stress that Information Systems (IS) creates for IS users, known as techno‐eustress. Factors that create techno‐eustress are known as techno‐eustress creators, which we conceptualise as cognitions experienced by IS users, that IS positively challenges and motivates them to enhance their work. They are important to study because they represent foundational opportunities for professional achievement and growth emanating from IS use. Drawing from theories of psychological eustress, self‐determination and proactive work, this paper theorises and validates an instrument to measure techno‐eustress creators. We establish the construct's validity and examine its nomological relationships based on data collected from working professionals who used IT for their work. We draw on data from two qualitative studies (N = 35) and three quantitative surveys (N = 980) conducted at different points in time. We validate techno‐eustress creators as a second‐order reflective construct having four dimensions: techno‐mastery, techno‐autonomy, techno‐enrichment and techno‐relatedness. We examine its nomological relationships with factors that create techno‐distress, IT strain, and user satisfaction. We contribute to the literature by theorising and validating four ways in which IS users are challenged and motivated by IS to enhance their work. We inform to managerial practice by drawing attention to how organisations can strengthen the different ways employees experience the creators of the ‘good’ stress that use of IS generates.

Exploring Employee Job Satisfaction: A Study with Special Reference to the Working Environment at Silicon Labs, Hyderabad

This research endeavors to conduct a comprehensive study on employee job satisfaction, with a specific focus on the working environment at Silicon Labs in Hyderabad. Recognizing that a positive work environment is integral to employee well-being and productivity, this study aims to investigate various aspects influencing job satisfaction, including workplace culture, facilities, and overall working conditions. Utilizing a mixed-methods research design, this study combines qualitative insights obtained through employee interviews, focus group discussions, and workplace observations with quantitative surveys to comprehensively analyze job satisfaction at Silicon Labs. The qualitative component seeks to uncover nuanced perspectives on employee experiences, satisfaction drivers, and areas for improvement, while the quantitative analysis focuses on measuring satisfaction levels and correlations. The research will explore the elements contributing to a positive working environment, such as leadership style, communication practices, opportunities for professional growth, and the physical workspace. It aims to assess the impact of organizational policies, employee benefits, and work-life balance on overall job satisfaction. Furthermore, the study will investigate the role of team dynamics, organizational support, and employee recognition in fostering a conducive working environment. The findings from this research are expected to provide valuable insights for human resources professionals, organizational leaders, and decision-makers at Silicon Labs. By understanding the factors influencing job satisfaction, Silicon Labs can refine its strategies, enhance the working environment, and contribute to the overall well-being and motivation of its employees. This study serves as a foundation for informed decision-making and future research within the realm of employee job satisfaction at Silicon Labs in Hyderabad.

Enhancing learning in physical therapy education through simulated patients: A meta-analysis

As hands-on instruction gives pupils the chance to apply the information and skills they gain while attending school to a real-world clinical setting, it may be beneficial for those participating in beginning employees physical therapy (PT) education programmes. Experiential learning is presently used in all entry-level PT programs in the form of clinical experiences; however, it has the potential to be included across the curriculum to improve student engagement as well as the application and retention of learned information. The objective of this article is to argue that there should be a greater emphasis placed on hands-on experience in physical therapy (PT) education programs that are designed for new graduates. Simulators, integrating medical experiences, volunteer work, public customer support organisations, and opportunities for professional growth are just a few of the various methods used in experiential education. The opportunity to put theoretical knowledge into practice in a setting free from criticism is very beneficial to students. Learning via experience may be especially helpful in subject preparation area when students have fewer opportunities to preparation their abilities since fewer possibilities are available. Students will be better prepared for the sort of meditative rehearsal that is necessary to make the changeover from learner to the skilled practitioner if they engage in the course of reflecting on their experiences, which is a typical activity that is conducted in combination with experiential learning.

Experience in conducting practical training at the employer’s organization

The emergence of the Russian economy to new frontiers opens up opportunities for quality education, employment and professional growth for mid-level specialists. The general focus of training is professional; the process is built on the principles of advanced education, defining as the main result the achievement of social and professional competence of the graduate, adequate to the requirements of society and the economy.The modern system of secondary vocational education must meet the requirements of practice-orientedness, take into account the requirements of employers, it is necessary to develop the knowledge, skills and practical skills of a competitive specialist. Competitiveness can only be increased by improving the quality of education. The problem of high-quality training of specialists is due to the insufficient effectiveness of interaction between educational organizations and employers.In the context of the implementation of the competency-based approach, the quality of vocational education is determined by the ability of a young specialist to easily adapt to market conditions for the development of the regional economy, to identify connections between knowledge and real situations; apply acquired knowledge to adequately solve professional problems, as well as mastery of professional competencies and elements of labor functions.The need is being updated and the possibility of implementing elements of dual training within the educational process of the branch of the Siberian University of Transport in Novoaltaysk is being considered. The experience of conducting practical training at the employer’s organization is summarized.

Factors Associated with Nurses’ Intention to Leave in Saudi Arabia: A Literature Review

The nursing workforce represents a critical component of the healthcare system in Saudi Arabia, which is facing significant challenges related to retention and job satisfaction. High turnover rates among nurses not only compromise patient care quality but also place additional strain on the healthcare system. This study aims to investigate the factors associated with nurses' intention to leave their positions in Saudi Arabia, providing insights into the underlying causes of nursing turnover and suggesting potential strategies for retention. A comprehensive literature review was conducted, examining peer-reviewed articles, official reports, and relevant studies up to December 2023. The review focused on empirical research that specifically addressed the factors influencing nurses' intention to leave, including work environment, job satisfaction, leadership styles, recognition, societal norms, workload, opportunities for growth, work-life balance, and technological advancements. Quality assessment was performed using established checklists to ensure the reliability and validity of included studies. In this review, 28 quantitative studies met our inclusion criteria and were included in the final analysis. The findings revealed moderate levels of job satisfaction among nurses and a corresponding moderate intention to leave their current positions. Key factors influencing these outcomes included income level, nationality, work-life balance, and opportunities for professional development. Notably, a significant inverse relationship was observed between job satisfaction and the intention to leave, highlighting the importance of addressing these factors to enhance retention. Addressing nurses' intention to leave requires a multifaceted approach, focusing on improving work conditions, offering competitive rewards and recognition, fostering positive leadership and organizational culture, and providing opportunities for professional growth and work-life balance. Implementing targeted strategies that address these factors is essential for enhancing nurse retention, improving job satisfaction, and ensuring the provision of high-quality patient care in the healthcare sector of Saudi Arabia.

National Association of Clinical Nurse Specialists Affiliate Support for Professional Growth of Clinical Nurse Specialist Students.

The purpose of this article was to describe how a National Association of Clinical Nurse Specialists affiliate partnered with a local university to engage clinical nurse specialist (CNS) students, enhance its mission and activities, and create succession planning opportunities, while providing mentorship and professional growth opportunities. Academic preparation of CNS students endeavors to instill professionalism. A 3-pronged partnership incorporating the inclusion of a student liaison on the board, presentation of student clinical work at the affiliate's annual conference, and development of a student scholarship was implemented. Membership in professional nursing organizations for a CNS student provides exposure and access to professional development resources, socialization to the role, rewarding networking opportunities with peers and colleagues, and leadership development. Anecdotal feedback demonstrated a better understanding of the CNS role, increased confidence, and enhanced knowledge on topics such as legislative advocacy as well as experiences of sharing clinical challenges with CNS colleagues. Partnership with the local university allowed the affiliate to maintain the influx of new CNSs, which sustains membership, nurtures the growth of new CNSs, and ensures the influx of new ideas. Furthermore, membership in professional nursing organizations is imperative to address the opportunities that exist in healthcare.

An Empirical Study on the Impact of Incentive Factors on the Teachers’ Performance among Private Higher Institution in China

This empirical study delves into the intricate relationship between incentive factors and the performance of teachers within the realm of private higher education institutions in China. With the rapid expansion of the private higher education sector in China, understanding the mechanisms that drive teacher performance becomes imperative for sustaining educational quality and institutional competitiveness. Employing a mixed-methods approach, this research integrates quantitative surveys and qualitative interviews to capture a comprehensive understanding of the multifaceted dynamics at play. The quantitative phase involves administering structured questionnaires to a representative sample of teachers across various private higher institutions in China, while the qualitative phase entails in-depth interviews with key stakeholders, including administrators and educators. The study evaluates a range of incentive factors, encompassing financial rewards, professional development opportunities, recognition, and job satisfaction, among others. Through statistical analyses and thematic coding, the research aims to identify the most influential incentive factors and their differential impacts on teachers' performance indicators such as teaching effectiveness, research productivity, and overall job satisfaction. Preliminary findings suggest that while financial incentives remain a significant motivator for teachers, non-monetary factors such as opportunities for professional growth and recognition also play a pivotal role in enhancing performance and job satisfaction. Moreover, the study uncovers nuanced variations in the perceived effectiveness of incentive mechanisms across different demographic and institutional contexts. By shedding light on the intricate interplay between incentive factors and teachers' performance, this study provides valuable insights for private higher education institutions in China to formulate evidence-based strategies for optimizing faculty motivation, productivity, and overall institutional effectiveness. The implications of these findings extend beyond the confines of academia, offering policymakers and educational stakeholders actionable recommendations to foster a conducive environment for teaching excellence and innovation in the private higher education sector.

A qualitative co-design-based approach to identify sources of workplace-related distress and develop well-being strategies for cardiovascular nurses, allied health professionals, and physicians

ObjectiveClinician distress is a multidimensional condition that includes burnout, decreased meaning in work, severe fatigue, poor work–life integration, reduced quality of life, and suicidal ideation. It has negative impacts on patients, providers, and healthcare systems. In this three-phase qualitative investigation, we identified workplace-related factors that drive clinician distress and co-designed actionable interventions with inter-professional cardiovascular clinicians to decrease their distress and improve well-being within a Canadian quaternary hospital network.MethodsBetween October 2021 and May 2022, we invited nurses, allied health professionals, and physicians to participate in a three-phase qualitative investigation. Phases 1 and 2 included individual interviews and focus groups to identify workplace-related factors contributing to distress. Phase 3 involved co-design workshops that engaged inter-professional clinicians to develop interventions addressing drivers of distress identified. Qualitative information was analyzed using descriptive thematic analysis.ResultsFifty-one clinicians (24 nurses, 10 allied health professionals, and 17 physicians) participated. Insights from Phases 1 and 2 identified five key thematic drivers of distress: inadequate support within inter-professional teams, decreased joy in work, unsustainable workloads, limited opportunities for learning and professional growth, and a lack of transparent leadership communication. Phase 3 co-design workshops yielded four actionable interventions to mitigate clinician distress in the workplace: re-designing daily safety huddles, formalizing a nursing coaching and mentorship program, creating a value-added program e-newsletter, and implementing an employee experience platform.ConclusionThis study increases our understanding on workplace-related factors that contribute to clinician distress, as shared by inter-professional clinicians specializing in cardiovascular care. Healthcare organizations can develop effective interventions to mitigate clinician distress by actively engaging healthcare workers in identifying workplace drivers of distress and collaboratively designing tailored, practical interventions that directly address these challenges.

STRATEGIES FOR IMPROVING PERFORMANCE AND MOTIVATION AMONG ACADEMIC STAFF IN HIGHER EDUCATION

This study delves into the key factors influencing performance effectiveness and motivation among academic staff in higher education. A comprehensive analysis was carried out with a primary focus on the role of effective management strategies including, fostering innovation and creativity, recognizing efforts, awarding impressive titles, ensuring regular salary payments and compensations, providing opportunities for professional development, availing instructional resources, and improving institutional facilities. The research employed a quantitative methodology, with data collected through surveys from a significant number of academic staff members. The findings underline the high relevance of these strategies in enhancing staff performance and motivation. Major insights revealed that a combination of professional recognition, financial incentives, growth opportunities, quality resources, and well-equipped working environments play a crucial role in academic staff's effectiveness. This study's outcomes propose invaluable guidelines for university managers and policymakers, aiming at creating conducive environments that foster academic excellence. The research also advocates for further in-depth studies examining these factors in different higher education contexts to enrich the understanding and implementation of effective motivational strategies.

HRM PRACTICES AND TURNOVER INTENTIONS IN SMES: A BANGLADESH-USA COMPARISON AMONG GEN Y

This comparative analysis investigates Generation Y's perceptions of Human Resource Management (HRM) practices in Small and Medium-sized Enterprises (SMEs) within Bangladesh and the USA's distinct cultural and economic contexts, employing a mixed-methods research design that combines quantitative surveys with qualitative semi-structured interviews. The study meticulously selects a stratified sample of SMEs across both nations to capture a wide array of HRM practices and organisational cultures, followed by rigorous comparative analysis and statistical examination to identify the impact of these practices on turnover intentions. Key findings highlight that while Generation Y employees universally value work-life balance, professional growth opportunities, and supportive work environments, regional differences are pronounced; American employees exhibit a strong preference for flexible working conditions and immediate feedback as key to job satisfaction and retention, whereas Bangladeshi counterparts prioritise job security and clear advancement pathways, underscoring the nuanced influence of cultural and economic factors on employee expectations. These insights emphasise the critical need for SMEs to customise their HRM strategies to meet the specific aspirations of Generation Y, advocating for a context-aware approach that transcends a one-size-fits-all model. The research underscores the strategic importance of understanding and integrating local cultural and economic nuances into HRM practices for SMEs, suggesting that such tailored strategies are pivotal in fostering a motivated, engaged, and loyal Generation Y workforce, thereby enhancing SME competitiveness in a globalised business environment.

Motivating Factors Influencing Job Satisfaction Among Faculty Members in Junior Colleges, with reference to Hyderabad City

Purpose: Study investigates the motivating factors such as work environment, compensation, Professional development opportunities, work-life balance, and collegial relationships influencing the job satisfaction of faculty members in junior colleges. Methodology: The study employed a quantitative research design, surveying faculty members from various junior colleges in Hyderabad. A structured questionnaire, comprising Likert scale questions and open-ended items, assessed factors influencing job satisfaction. Stratified random sampling yielded a representative sample, and data were analysed using statistical techniques, revealing significant correlations between job satisfaction and work environment, compensation, professional development opportunities, work-life balance, administrative support, and collegial relationships. Findings: The research identified that work environment, professional development opportunities, and collegial relationships were the most influential factors positively affecting faculty job satisfaction, while compensation, administrative support, and work-life balance also played significant roles. Practical Implications: Colleges can enhance faculty job satisfaction by investing in conducive work environments, offering opportunities for professional growth, fostering positive collegial relationships, addressing compensation issues, and providing adequate administrative support and work-life balance. Originality: While previous studies focused on individual factors, this research comprehensively examines multiple determinants of job satisfaction among junior college faculty members in the unique context of Hyderabad. Social Implications: Improved job satisfaction can lead to more motivated faculty, positively impacting teaching quality and, consequently, students' educational experiences and outcomes. This research contributes to faculty well-being and, by extension, the quality of education provided by junior colleges in the region. Keywords: Work Environment, Compensation, Professional Development Opportunities, Collegial Relationships, Job Satisfaction