The study attempts to examine the relationship and impact of training and development practices on job satisfaction of employees. Universe of the study has been limited to faculty members employed at institutes providing technical education in the city of Nagpur, Maharashtra, India. A sample size of 360 faculty members was collected to represent the universe. The research was conducted in a confirmatory framework so as to examine the causal linkage among the study variables. The results depicted a positive relationship between training and development practices and job satisfaction among the faculty members of technical educational institutes. The study not only provides empirical credence to the importance of training and development practices but also has implications for the management of technical educational institutes that educational institutes should conduct a proper training need analysis to ensure that appropriate training and development practices are adopted leading to creating a learning environment in the organization which eventually contributes towards job satisfaction of employees through appropriate skills development for individual and organizational growth.
Performance management is one of the most important human resource (HR) development (HRD) practices and is crucial for every organization. To improve the performance of the employees, it is very necessary to evaluate their performance at regular intervals to understand where they stand, what is being expected from them and what they are actually contributing. The current study deals with the impact of performance management system (PMS) on job satisfaction of faculty members in technical education institutes of Nagpur. The five-item research instrument for job satisfaction was designed referring to 'Job Description Index (JDI)' developed by Smith (1969). The 25-item research instrument for PMS was designed, referring to the research instrument developed by Anupriya Singh (2013). Therefore, a 30-item research instrument was generated for the purpose of the study. Based on this, a questionnaire was designed and administered to 175 faculty members using non-probability convenience sampling method. Principal component analysis with varimax rotation was used to determine construct validity and Cronbach's coefficient alpha to determine the scale's internal consistency. Regression analysis was used to determine the relationship and impact of PMS on job satisfaction. The results of the study reveal that there is a positive and significant impact of PMS on the job satisfaction of faculty members. Employees with high-quality performance appraisal experiences were more likely to be satisfied with their job. The study divulges that the factors, such as, performance planning, feedback and counselling and procedural justice, are the factors of PMS which have a positive and significant impact on job satisfaction of faculty members.
Abstract:-In order to formulate a parsimonious tool to assess empathy, a self-report measure named Toronto Empathy Questionnaire (TEQ) is used. It demonstrates clearly the strong convergent validity, correlating positively with behavioural measures of social decoding exhibiting a good internal consistency and high test-retest reliability. In order to reach at accurate research conclusions, questions were re-worded to assess frequency of behavior rather than to pose general statements or tendencies. Responses were collected from a sample of hundred teachers from autonomous colleges in Mangalore city, and performances were ranked using a 5-point Likert-scale corresponding to various levels of frequency (i.e., never, rarely, sometimes, often, always. As the stress increases, we become less able to solve the real problems, costing billions of dollars, reducing the quality of life, driving economic meltdown and even destroying the environment (Distress). Hence, emotional competencies have proven to contribute more towards workplace productivity through the cognitive and social development of an individual (Eustress).
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