The present research aimed to explore the direct relationship of challenge and hindrance stressors with turnover intention and employee creativity, moderated by emotional intelligence. This study has collected the data through questionnaires from two hundred and fifty (250) telecom sector employees of Islamabad. The data has been analyzed by regression and Cronbach’s Alpha. The findings demonstrated a significant negative relationship of challenge stressors with turnover intention and positive relationship of hindrance stressors with turnover intention. In addition, emotional intelligence moderated the direct relationship between challenge stressors and turnover intention. The study contributes to improving the work system by providing better understanding of emotional intelligence role in controlling the turnover intention.
The purpose of this research is to learn more about the "Aspects Underlying the Effectiveness of Training Programs for UAE Nationals in Oil and Gas Group Companies in Abu Dhabi, UAE." The primary goal of this study is to look at the sub-factors that go into Organization Support in Oil and Gas Group Companies in Abu Dhabi, United Arab Emirates. The analysis' data was gathered from the UAE Oil and Gas Companies in Abu Dhabi, UAE. The sample was selected from a database of 980 trainees provided by the institute in charge of Process Operator and Technician training. This research found a link between transfer of training and training effectiveness or UAE nationals working for Oil and Gas Group Companies in Abu Dhabi, UAE. This present research study was meant to investigate the positive effects of Organization Support, and Transfer of Training-on-Training effectiveness. All the relationship is supported through statistical analysis. A well-assessed training program paves a path for the effectiveness of training that ultimately transforms into improved organizational performance. Transferring training and applying what is taught to work processes offers a competitive edge. As a consequence, their results from two independent sets (statistical technique essential for research method using the positivist paradigm) corroborated all of the associations. The study contributed in organizational support which is critical for training efficacy, as all such attempts to offer training for the employees are undertaken by the business.
In the modern era of technology, a newly emerging field is Talent Management attracting attention in the corporate sector. This research is based on rethinking the retention of talent from millennials. The literature discusses the bases of talent management, talent retention, and the viewpoint of millennials. Organizations are fully aware of the significance of talent concerning employee performance and organizational growth as well. The generation of Millennial has different characteristics from the earlier generations and their training, as well as education, are also quite different from the previous generations. One opportunity for organizations to both pull in abilities and from there on hold these abilities with the help of efficient learning-based programs as it would be useful in the completion of different assets, projects regarding cash, time, and endeavors are required. Accordingly, to gain desired profits you’re your assets it is significant to contain choices to keep the abilities after they complete the student program. To respond to our exploration address and satisfy our motivation we have done various contextual analyses and directed inside and out meetings to assemble subjective information. Thus, our discoveries show that regardless of the availability plan for maintenance, firms can still possess great capability when it comes to the retention of talent. This exploration also acknowledges that great administration, nearness of Millennials’ viewpoint, and open doors for difficulties and improvement are the most significant elements prompting gifts needing to remain inside the firm when it comes to giving more attention to firm talent retention programs.
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