-
Peter Karacsony, Viven Valkó, Deji Adeyemo, Petar Petrov
ANALYSIS OF EMPLOYEE SATISFACTION IN THE NIGERIAN HEALTHCARE AND IT SECTORS
Abstract:
This study explores the determinants of job satisfaction among professionals in Nigeria's healthcare and information technology sectors, with particular emphasis on the roles of supervisor support, compensation, benefits and workload. Data was collected through a questionnaire survey administered to a sample of 195 professionals, and analysed using Pearson correlation coefficients to assess the strength and direction of relationships among the examined variables. The findings reveal a significant positive correlation between supervisor support and job satisfaction (r = 0.540), underscoring the critical role of effective leadership in enhancing employee morale. Furthermore, satisfaction with salary and benefits exhibits a strong positive association with overall job satisfaction (r = 0.629), highlighting the importance of offering competitive remuneration packages. Contrary to conventional assumptions, the study also identifies a positive correlation between increased workload and job satisfaction (r = 0.572), suggesting that higher job demands may, under certain conditions, contribute positively to employee engagement and fulfilment. These insights offer valuable implications for organisational policy and human resource management within high-demand professional environments.
-
Jurica Bosna, Zoran Mastilo, Adis Puška
CRITICAL FACTORS OF CAREER PERSPECTIVE AND CAREER MANAGEMENT IN HIGHER EDUCATION: A MULTI-CRITERIA SWARA APPROACH
Abstract:
This research was undertaken to investigate the criteria that motivate individuals to progress in their careers. To accomplish this, research was conducted with employees from the University of Zadar. The study aimed to identify the criteria that affect career advancement within the context of a higher education institution. A total of 15 employees participated, evaluating 15 specific factors to determine the primary elements that promote career progression, using a rating scale from 1 to 10. The significance of these factors was assessed through the SWARA (Step-wise Weight Assessment Ratio Analysis) method. The findings of this study indicated that motivation and persistence are crucial elements in networking and professional relationships, while expertise and skills also contribute significantly. Nevertheless, a unique aspect of advancement in higher education is that work experience does not significantly enhance employee motivation. The research advances the thesis that motivation and professional networking are the dominant factors in academic career progression. This research offers insights into the factors that affect career development for employees within higher education institutions.
-
Milena Angelova
HUMAN RESOURCE MARKETING – HOW TO WIN THE WAR FOR TALENTS
Abstract:
Human resources marketing is a relatively new branch of economic science, routed at marketing and human resources management and organisational governance domains and building upon their concepts. It has a substantial potential – if applied properly by the organisations, to help them attract, motivate, retain and manage their human resources, making sure they are well equipped with the needed skills and qualification, thus obtaining competitive advantage in the war for talents. The paper, on the basis of a dedicated desk-research, examines the evolution of the human resources marketing concept and its theoretical foundations in order to suggest models for successful practical application. It also charts avenues for further theoretical studies.
-
Badri Gechbaia, Mariyana Bozhinova, Ketevan Goletiani, Giorgi Abashidze
THE ROLE OF HRM IN EMPLOYEE MOTIVATION: STRATEGIES AND KEY FACTORS IN THE MODERN WORKPLACE (EXAMPLE OF GEORGIA)
Abstract:
An effective human resource management (HRM) system plays a pivotal role in the success of organizations and institutions. In today's dynamic landscape, enhancing service quality and gaining public trust are inextricably linked to motivating employees, evaluating their performance, defining clear responsibilities, and fostering a strong organizational culture. However, many Georgian companies lack well-defined HRM policies, often perceiving them as mere administrative tasks rather than strategic initiatives critical to achieving organizational success.
This research paper aims to address this gap by providing valuable theoretical insights and practical recommendations for organizations striving to create a motivated and high-performing workforce. The theoretical contribution lies in the comprehensive exploration and scientific analysis of the factors influencing effective HRM practices. This research contributes to the HRM field by synthesizing and extending theories, offering a conceptual framework to guide future research.
Furthermore, the study offers practical implications for organizations. Through empirical investigations and case studies, we identify specific challenges faced by Georgian companies in implementing effective HRM practices.
In conclusion, this research sheds light on the significance of effective HRM practices in driving employee motivation and overall organizational success. By combining theoretical insights with practical recommendations, organizations can cultivate a motivated workforce and achieve their goals in the ever-evolving business landscape.
-
Rosen Ivanov Kirilov, Mariya Kazakova
HUMAN CAPITAL AS A FACTOR FOR SUCCESSFUL DIGITALISATION OF LOCAL ADMINISTRATIVE SERVICES
Abstract:
This article focuses on human capital as a key factor in the success of the digitalisation of processes of the local authorities’ activity. The experience gained since the period of Bulgaria's membership in the EU and the significant resources invested in the modernisation of central and local authorities highlight the role of the human factor for the effective implementation and operation of e-government tools. This requires revealing the role of human capital in the successful digitalisation of work processes in local administration. Arguments are given in favour of the thesis that the higher its level, the more efficiently and professionally the necessary organisational changes can be made for the successful implementation of the necessary technologies and the development of e-government.
