Impact of Influencing Factor of Women Employee Morale on Job Satisfaction, Retention and Belongingness

Abstract

There has been a massive influx of women into the workforce in every region of the world. Because of Greater numbers of women are involved in various work force are compel the countries to adopting equal opportunity policies to encourage and enable women to join the labour market. Yet, despite significant progress in education and access to decision-making posts, women's status in the workplace reflects neither their educational achievements nor their work experience. Indeed, women continue to face numerous obstacles to accessing the labour market and to progressing within it. It is will all affect he total morality of women employees working in the unorganized sector. This article analyzes the impact of such core issues of morale of women employees on their outcomes such as job satisfaction, feeling of belongings and job retention.

Work-Life Balance, Take Home Pay and Workplace Environment: Which One has the Most Influence toward Employee Performance on Gen Z?

“…This is confirmed by a significance t of 0.001 (in model 5) or less than 0.05 which indicates that the effect exerted by the take home pay variable is significant on employee performance. The proof of the effect of take home pay on employee performance in this study showed that there are results of study that are in line with various previous studies on similar topics, which stated that take home pay has a significant and positive effect on employee performance in various industries (Wilfred et al, 2014;Seniwoliba, 2015;Calvin, 2017;Ldama & Nasiru, 2020;Umar, 2014).…”

“…When employees are paid well, employees are more likely to feel happy, valued, and considered important by their company. This has implications for increasing job satisfaction and the desire to perform better at work, including providing better service, working collaboratively, and demonstrating more productivity (Seniwoliba, 2015). Third, take home pay is a company mechanism to encourage employees to remain loyal to their jobs.…”

“…In other words, the company in this case can also retain employees who are experienced and have high productivity. Various studies have also been conducted to show that the better the employee's perception of the take home pay received by employees, the higher the performance or productivity they can produce for the company (Wilfred et al, 2014;Seniwoliba, 2015;Calvin, 2017;Ldama & Nasiru, 2020;Umar, 2014).…”

“…As in research by Victoria et al (2019) which offered a framework of the relationship between worklife balance and employee performance in banks in the Lagos State, Nigeria, without considering other aspects, so that other related factors are needed, including those suggested by Victoria et al (2019) to use a workplace environment so that it can complement research framework and findings. Meanwhile, in other previous research, the framework of the relationship between work-life balance, workplace environment, and take home pay on employee performance has been tested in various specific sectors (Ansari et al, 2015;Beham & Drobnič, 2010;Seniwoliba, 2015;Haeruddin et al, 2022;Gunawan & Amalia, 2015). Therefore, further research needs to be tested in a wider sector so that research findings can be generalized.…”