Human Resource Management Practices and Job Satisfaction: Basis for  Development of a Teacher Retention Framework

Mondejar, Hans Christian U.; Asio, John Mark R.

doi:10.11594/ijmaber.03.09.04

Cited by 7 publications

(6 citation statements)

References 16 publications

(16 reference statements)

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“…This confirms that a paternal leader can influence his traits (Nishii and Leroy 2022) with other factors that are important for employee retention in the organization. Our second hypothesis is also positive because it confirms that virtual human resources (Mondejar and Asio 2022) during the pandemic was an additional mechanism that links the compassionate trait of a paternal (Gilbert 2021) leader and work engagement activities (Christian et al 2011). We then examined H3, which is rejected because normally, a paternal leader considers himself to be more experienced and has a greater right to decide business decisions, which can have a negative impact on the employees.…”

Section: Discussionmentioning

confidence: 88%

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Impact of Paternal Leadership on Employee Retention during COVID-19: Financial Crunch or Financial Gain

et al. 2022

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The leadership style that is most appropriate for the given circumstance will determine whether or not a leader is successful. It means what great leaders should do while working with a diverse workforce. They should be emotionally intelligent in order to understand their team members and modify their leadership style in order to achieve the best out of them. Employee engagement in the workplace is crucial for firms, but different factors can keep employees motivated. Work engagement activities, particularly those supported by the human resource department, have typically been observed as the primary factors that motivate employees. However, the COVID-19 pandemic has brought about a number of adjustments. The primary goal of this study is to examine how virtual human resource practices and paternal leadership affected employee retention in COVID-19, with the function of work engagement activities as a mediator. The data were gathered from 250 Portuguese Professors who were instructing undergraduate students using a survey instrument. Smart-PLS partial least squares structural equation modeling (PLS-SEM) was used to assess the study’s hypotheses. It has been discovered that paternalistic leadership, also known as a resource provider with a benevolent attitude, has a direct impact on job performance and employee intention to leave the job, but during a pandemic, where the role of the government in supporting their nationals was not as significant in Portugal as it could be, people also faced their leaders of organizations as opportunists. Not all, but most paternal organizations took financial decisions to safeguard their business and were not people-oriented. Now the dignity of the paternal leader on the canvas of leadership is fading. This neo-normal approach will contribute to the literature on paternal leadership.

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Section: Discussionmentioning

confidence: 88%

“…These programs are intended to have a favorable influence on employee retention and commitment. Organizations have prioritized reducing unneeded and undesirable employee turnover by implementing HR procedures and regulations (Mondejar and Asio 2022).…”

Section: Introductionmentioning

confidence: 99%

Impact of Paternal Leadership on Employee Retention during COVID-19: Financial Crunch or Financial Gain

et al. 2022

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“…According to the study of Mondejar & Asio, (2022), revealed that private academic institutions practice recruitment and selection processes, evaluate employee performance, provide training and development, appropriate compensation, career planning opportunities, and employee safety, health, and welfare. Furthermore, respondents were satisfied with their supervisors, coworkers, working conditions, compensation and responsibilities; job itself, advancement, security, and recognition.…”

Section: Resultsmentioning

confidence: 99%

Career Management and Job Satisfaction among Female Uniformed Personnel of Philippine National Police

Acorda,

Agmata,

Napadao

et al. 2024

IJMABER

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The aimed of this study was to ascertain how female uniformed Philippine National Police members manage their careers and how satisfied they are with their jobs. This study used survey methods in conjunction with descriptive correlation analysis. The San Juan City Police Station was the only location used for research with twenty-five (25) female uniformed personnel in the research area served as the respondents. Martinez (2019) provided a survey questionnaire that was used as the research instrument in this study. They used the mean and Pearson-r Correlation to examine the data. According to the survey, female officers support the program's implementation and are usually satisfied with its goals. Although they are contented with their compensation and benefits, they nevertheless require additional fundings in order to carry out their duties as professionals. Work satisfaction among female officers is effectively increased by the career management and development program, as evidenced by promoting gender equality and creating inclusive work environment. Investing in professional development boosts female officers' morale, motivation, and commitment to their jobs. Higher retention rates follow from this, particularly for law enforcement agencies. Additionally, the program improves performance and productivity, which helps the Philippine National Police succeed overall.

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“…Administrators' holistic efforts to address teacher retention challenges, such as providing a good working environment, empowering teachers, and caring for their spiritual and professional growth, help them stay in private schools longer (Mondejar & Asio, 2022). Aside from the effort to increase the salary in private schools, administrators can always promote a positive school culture for the teachers (Shrestha, 2022).…”

Section: Implication Of the Studymentioning

confidence: 99%

Challenges and interventions of school administrators in the retention of professional teachers in private schools

David,

Naparan

2024

IJESS

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This phenomenological qualitative study investigated the challenges and intervention strategies in the retention of teachers in private schools in Iligan City, Philippines. The researchers administered interviews to select private school administrators and teachers as the second data source. Three (3) significant themes were identified in strategies for retaining professional teachers: holistic teacher development, well-being and support, and nurturing a positive environment. Three (3) significant themes were derived from challenging experiences in keeping professional teachers: retention and turnover, mindset, and compensation. Four (4) significant themes were derived from the intervention strategies to retain professional teachers in private schools: supportive environment, innovative problem solving, empowerment, and professional and spiritual growth. It is recommended to administer tailored interventions, provide consistent leadership training, foster ongoing professional development, implement continuous strategy evaluation, and empower teachers through leadership skill development and grants for further studies to improve teacher retention in private schools.

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Human Resource Management Practices and Job Satisfaction: Basis for Development of a Teacher Retention Framework

Cited by 7 publications

References 16 publications

Impact of Paternal Leadership on Employee Retention during COVID-19: Financial Crunch or Financial Gain

Impact of Paternal Leadership on Employee Retention during COVID-19: Financial Crunch or Financial Gain

Career Management and Job Satisfaction among Female Uniformed Personnel of Philippine National Police

Challenges and interventions of school administrators in the retention of professional teachers in private schools

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