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This paper investigates how work-life balance affects job satisfaction and organisational commitment among academic and non-academic personnel in higher education institutions in KwaZulu-Natal, South Africa.  Increasingly, in recent years, institutional pressures and professional expectations have come under fire for their influence on the well-being and motivation of university staff members.  Though work-life balance affects job happiness and organisational commitment in the higher education sector concurrently, few empirical research in South Africa have looked at this in light of the worldwide movement towards employee health.  Rooted on the interpretivist paradigm, this study uses a qualitative, descriptive approach.  Ten academic and administrative staff members at the Richfield Institute of Graduates were interviewed semi-structured to gather data.  Long working hours, administrative pressure, and lack of personal time were identified by the study to harm worker satisfaction and impair organisational commitment.  Many of those who answered said they felt emotional tiredness and work-related stress, which led to lower motivation and performance.  Employees showed more job satisfaction and greater emotional connection to the company where institutions encouraged flexible work policies, management assistance, and team-oriented workplace cultures.  The research shows that a good work-life balance increases general well-being among employees as well as more organisational loyalty and drive.  It advises universities to adopt unambiguous rules and support systems meant to enhance staff work-life integration.  Inclusive settings that assist personnel holistically help to sustain human resource practices and improve institutional performance.  This study adds to the larger conversation on human resource management in academia and provides useful ideas for university administrators, legislators, and HR experts trying to promote better working conditions in South Africa's higher education scene.

This study aims to examine the impact of the hybrid working model on employee performance with the mediation of Remote Management and Effective Monitoring. Using a quantitative approach and a questionnaire, this research emphasizes how PT PLN (Persero) management manages distributed teams to work and perform effectively. The total population consists of 673 employees of PT PLN (Persero) across three divisions that implement the hybrid working model. The data analysis technique used is SEM (Structural Equation Modeling) PLS. The results indicate that the hybrid working model has a positive and significant effect on employee performance. The findings also show that remote management positively and significantly influences employee performance. In contrast, effective monitoring has a positive but insignificant impact on employee performance. The study's implications are expected to contribute to the improvement and refinement of the hybrid working model implementation within PT PLN (Persero).

This study examines the role of training and development in enhancing work engagement and service quality in rural public health facilities in Tanzania. Grounded in Social Exchange Theory, Job Demands-Resources Theory, and the SERVQUAL model, the study adopts a positivist paradigm, a deductive approach, and a cross-sectional survey design. Data were collected from 285 respondents across 63 health centers and dispensaries using self-administered questionnaires. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed for data analysis. The findings reveal that training and development significantly enhance work engagement, which in turn positively influences service quality. Furthermore, work engagement partially mediates the relationship between training and development and service quality, highlighting its pivotal role in translating employee development initiatives into improved service outcomes. These results underscore the importance of investing in training and development programs to foster employee work engagement and enhance service quality in rural health facilities. The study provides valuable insights for policymakers and healthcare administrators aiming to improve healthcare delivery in resource-constrained settings.

This study analyzes the influence of work environment and compensation on employee performance with job satisfaction as an intervening variable in Perumda Tirta Kanjuruhan, Malang Regency. Using the Structural Equation Model (SEM) approach based on Partial Least Square (PLS) on 411 respondents, the results showed that the work environment had a significant positive effect on performance  and job satisfaction. Compensation had a negative effect on performance  but positive on job satisfaction . Job satisfaction acts as a significant mediator between the work environment  and compensation  on performance. The dominant factors of the work environment included leadership fairness and communication between colleagues , while compensation was influenced by performance-based appreciation. These findings indicate that compensation injustice and mismatch of employee expectations are the causes of performance declines, even though job satisfaction is able to mediate these negative effects. Research recommends improvements to a holistic work environment (physical, psychological, social) and a transparent and performance-based compensation system to improve organizational productivity. The study contributes to the literature by clarifying the crucial role of job satisfaction as a mediator in work environment relationships, compensation, and employee performance.

The significance of efficient human resource management for organisational sustainability cannot be overstated. Essential to efficient management is the retention of skilled staff to enhance production, achieved through rewards and perks. This study investigated the impact of rewards and bonuses on the motivation of allied health professionals in a public hospital. The study aimed to evaluate the nature of rewards and benefits offered, as well as their perceived motivational impact. A quantitative cross-sectional study design was employed. The study sample, encompassing the complete target group, consisted of 91 individuals. Participants were provided with self-administered questions. The findings indicated that the chosen hospital offers rewards and advantages that comply with national standards. Furthermore, a beneficial impact of rewards and benefits on motivation was demonstrated. According to Herzberg's theory, the findings indicated that the participants considered both hygiene and motivational aspects significant for motivation. Participants expressed that the absence of what they deemed essential characteristics was demoralising. The report advocates for a unified approach to elucidating policies and procedures pertaining to benefits and rewards. This study's managerial consequences necessitate the implementation of policies that employees comprehend and appreciate. The research enhances understanding of employee motivation within a public sector hospital context, where personnel frequently migrate to metropolitan regions.

Administrative employees are essential in delivering services to both internal and external stakeholders. Their function is to facilitate the seamless execution of daily operations within the organisation. Meeting the needs of these employees fortifies professional relationships and improves employee retention. This study investigates the perception of job satisfaction among administrative employees in the South African public sector. The study employed a quantitative research approach with a cross-sectional design, examining 180 administrative employees selected from a total population of 1,150 employees. Descriptive statistics were utilised to fulfil the primary objectives of the research. The study identified three out of ten ranked factors that hinder job satisfaction: supervision, relationships with co-workers, and fringe benefits. The determinants of job satisfaction were prioritised in the following order: (1) Pay, (1) Recognition, (2) Nature of work, (3) Appreciation, (4) Supervision, (5) Promotion, (6) Relationship with co-workers, (8) Communication, (9) Fringe benefits, (10) Growth. The study demonstrated a positive correlation between years of service and job satisfaction, indicating that employees with longer tenure exhibit greater job satisfaction. This research contributes to the existing literature by identifying the factors that influence employee work satisfaction. The findings highlight particular opportunities for advancement in South African public sector management, especially concerning barriers to job satisfaction and factors influencing employee satisfaction. Based on the findings, South African public sector policymakers ought to formulate strategies aimed at enhancing supervision, communication, and career advancement opportunities. This study suggests the development of a job satisfaction framework specifically designed for South African public administration by management.

Organisations are experiencing significant transformations that necessitate modern strategies to maintain pace. Motivation has emerged as an essential element of the workplace for organisational success. Motivated employees are often more effective and productive in achieving corporate goals and objectives; nonetheless, this concept continues to pose a challenge for contemporary businesses. The research investigated the impact of motivation on staff efficiency and production inside a specific Fast-Moving Consumer Goods (FMCG) company in South Africa. Data were gathered through interviews utilising a non-probability quota sampling method from a sample of 11 people in a qualitative study. Thematic analysis was conducted on the data, facilitating the identification of patterns and the development of themes. The findings indicate that (i) the motivational strategies predominantly employed by the FMCG organisation pertain to the workplace environment, remuneration, well-being, and professional development; (ii) elements such as training and development, sense of belonging, equity and fairness, and career advancement significantly impact the efficiency and productivity of the study participants, with training and development being the most essential. Despite the beneficial effects of motivation, apprehensions arose regarding diverse training requirements and team management. The report advocates for a requirements assessment to identify and address skill deficiencies, prioritise good team management, cultivate a culture of continuous learning, and improve employee engagement through a sense of belonging, equity, justice, and career advancement. These proposals synchronise motivational tactics with organisational objectives, hence enhancing staff productivity and competitive edge. This study provides valuable insights into improving staff efficiency and productivity through motivation in the dynamic FMCG sector in South Africa, with extensive implications for managerial practices and employee engagement.

There is a disconnect between corporate communication and employee engagement which often leads to poor organizational culture and ultimately poor performance. Therefore, the study aims to address this phenomenon and connect corporate communication to employee engagement for organisational success. Organizations are aware of the indisputable connection between their success and employee engagement in the current competitive environment. With a qualitative method using an interpretivism research paradigm, this study explores how corporate communication at Bakoena Services Pty Ltd. promotes employee engagement. Senior, middle, and junior staff members provide detailed perspectives. The study used semi-structured interviews to investigate how employees feel about the channels of communication that are currently in place, as well as how effective they are perceived to be and how they affect engagement. It also looked at tactics and planned communication enhancements that Bakoena Services Pty Ltd. might use to encourage employee engagement. This study added to our knowledge of the complex interplay within a particular organizational setting between corporate communication and employee engagement as well as made contributions theoretically to the stakeholder theory which underpinned the study. The conclusions provided Bakoena Services Pty Ltd. with insightful information about modifying its communication strategies to foster a workforce that is more engaged, content, and eventually more productive. The study's findings give suggestions for enhancement as well as insight into the role of corporate communication in promoting employee engagement at Bakoena Services Pty Ltd. The study's main recommendation is to strengthen the role of human resources, which is crucial in addition to communication reform. The study also concludes that human resource staff members ought to be equipped with the knowledge and skills necessary for success in communication, engagement strategies, feedback management, and leadership development.

Since today’s market is highly competitive and constantly evolving, organisations are striving to achieve high levels of productivity and low levels of turnover. One of the key factors in achieving this goal is organisational commitment. Thus, the study advocates that the level of employee commitment and willingness to continue working with the organisation is reflected in their intention to stay. Based on the theory of reasoned action, this study aims to investigate how the dimensions of employee commitment influence their decision to stay with the organisation in the long term within a telecommunication company. The study adopted a postpositivist perspective, a descriptive approach, a quantitative research method and a structured questionnaire to collect numerical data. In addition, descriptive, factor, correlation and regression analyses were performed through SPSS version 26.0. The study population consisted of 470 employees working in different departments, ranging from entry-level positions to consulting engineers. A sample of 298 employees was selected through a simple random sampling to minimise bias. Regression results indicated a moderate positive relationship between organisational commitment and intention to stay. The study recommends organisations to prioritise strategies that promote and sustain organisational commitment for improved intention-to-stay outcomes. This can be achieved through various means such as providing opportunities for professional development, recognising and rewarding employee contributions, and promoting open communication.

The purpose of this study was to investigate the influence of inspirational motivation on employee engagement in parastatals in the energy sector in Kenya. The article was guided by three objectives: the influence of visionary leadership on employee engagement, the influence of communication on employee engagement, and the influence of job autonomy on employee engagement. The target of the study was the 10 parastatals based within the energy sector in Kenya having a population of 315 middle-level managers. The study adopted a positivist research philosophy to examine the influence of inspirational motivation on employee engagement. The data was collected by using structured questionnaires. This study conducted correlational research to determine the strength of the relationship between the parameters of inspirational motivation and employee engagement. The findings of this study showed that employee engagement has a significant statistical relationship with visionary leadership, r(166) = 0.360, p < 0.01; communication, r(166) = 0.387, p < 0.01 and job autonomy, r(166) = 0.439, p < 0.01. Multiple linear regression analysis revealed that inspirational motivation positively and significantly influences employee engagement, R2= .258, F(3, 162) = 18.804, p < .01; ? = 0.428, p < .01. The findings concluded that visionary leadership, communication, and job autonomy positively and significantly influence employee engagement

This study examines the Job facilities and the factors affecting employee satisfaction levels and how significantly they are correlated to each other. In the world of business research, one of the vital challenges is employee commitment toward the company. According to research, employee dedication and performance are strongly correlated with employee contentment. That is why employers and researchers are constantly looking for explanations for employee happiness. Several aspects affect employee satisfaction, some of which are obvious while others are not. This study explores how certain financial and non-financial variables relate to employee contentment. The survey has been done by a Likert scale questionnaire on a total of 200 employees from 10 Insurance companies in Bangladesh. According to this empirical study, a few non-financial variables, except salary, have a substantial relationship with employee satisfaction.

This paper aims to determine to extend to which leadership and communication influence employee performance in the KOTAKU Bandung program. Employees who are able to work well are the company’s most desirable resources in order to achieve company goals. Employee performance can be improved from a leader by setting a good example, paying attention to employees and always communicating well with employees at work, especially employees who behave less well. In this paper, it is also describe about leadership, communication and employee performance in the KOTAKU Bandung program. We employed a hybrid analytics method for descriptive and verification methods with qualitative and quantitative approaches. Questionnaires were used to collect data. Inferential statistics were used to analyze the data, data analysis made use of multiple regressions and Pearson’s correlation. The Statistical Package for Social Science was used to aid the analysis. A dataset of 57 respondents from employee in KOTAKU Bandung program. Data processing was carried out by analyzing correlation coefficients, coefficients of determination, and hypothesis testing. Main findings study demonstrate that (i) employee responses regarding leadership and communication were stated to be quiet good, (ii) employee reponses regarding employee performance are stated to be quite high, and finally (iii) leadership and communication have influence employee performance both partially and simultaneously in the KOTAKU Bandung program.

Efficient internal branding is essential for aligning employees with an organization's ideals, especially in service industries such as banking. This study examines the influence of employee engagement on the efficacy of internal branding activities in commercial banks located in Urban Masvingo, with the objective of understanding the impact of these initiatives on staff commitment and service quality. A quantitative survey design was utilised, focussing on management-level employees, shop floor personnel, and customers from certain banks, employing stratified random sampling to guarantee a varied participant pool. The results demonstrate that although the majority of internal branding efforts focus on frontline employees, there is a significant deficiency in engagement among shop floor personnel. The lack of established recognition procedures and allocated funding for internal branding undermines effectiveness. Strong managerial support and employee participation in branding activities were recognised as essential factors for improving engagement and alignment with brand values. To enhance internal branding, banks must to conduct frequent evaluations of employee engagement, incorporate branding into HR operations, establish formal recognition systems, and promote the co-creation of branding initiatives. These measures will foster a unified organisational culture and enhance service performance, hence augmenting brand equity in a competitive marketplace. This report provides actionable ideas for banks to enhance employee involvement in internal branding and sustain a competitive advantage in a fluctuating market..

Management by Objectives (MBO) is a performance management approach where employees and managers collaborate to set individual goals aligned with broader organizational objectives. While MBO's potential benefits are recognized, its effectiveness particularly in the context of varying organizational cultures and appraisal purposes, remains unclear. The general objective of the study was to investigate the relationship between MBO and employee performance within Isiolo County Government. The study specifically examined the influence of evaluation on employees’ performance in Isiolo County. The study was grounded on image theory. The population of study was 260 employees across seven county ministries. Data was collected using a questionnaire subjected to pilot study. Quantitative data was analyzed using both descriptive and inferential statistics. The study showed that overall evaluation (with a p-value of 0.897) does not significantly contribute to employee performance within the County Government of Isiolo. Therefore, the null hypothesis for evaluation was accepted. Because the study found no significant influence of evaluation on employee performance, there is a critical need for organization to refine their evaluation systems. To gain a deeper understanding of the long-term impact of evaluation on employee performance in Kenyan county governments, longitudinal research is warranted. The study recommends need for Isiolo County Government to improve its evaluation processes. Evaluators should provide valuable input to aid in performance improvement in employees of Isiolo county government.

This study examines the effect of work motivation and work-life balance on employee performance with job satisfaction mediation. This study is a type of quantitative research with a data collection method using a questionnaire. The research sample was 185 nursing staff at X Hospital. This study uses non-probability sampling with the Quota sampling type. The data analysis technique used is SEM-PLS. The results of the study indicate that work motivation cannot improve employee performance. However, work-life balance can improve employee performance. Work motivation can improve employee job satisfaction, while work-life balance cannot improve job satisfaction. Job satisfaction can improve employee performance. Job satisfaction can mediate Work Motivation in improving performance but cannot mediate Work-Life Balance in improving employee performance. The study results suggest that Hospital X should pay more attention to employees by providing motivation and implementing an excellent work-life balance as a reference for employees' work.

This study examines the influence of SME performance, knowledge sharing, work motivation, and the work ethic of SME proprietors. This research was conducted on Small and Medium Enterprises in East Java. The study population comprised 293 proprietors of small and medium-sized enterprises (SMEs) employing between 3 and 10 individuals. The participants in the study were owners of small and medium enterprises situated across East Java. Data collection for each variable was performed using questionnaires. Data analysis methodologies utilize descriptive analysis techniques and quantitative data analysis techniques, such as Structural Equation Modeling (SEM) with Partial Least Squares (PLS). The results demonstrated that the mediating effect of work ethics on the relationship between work motivation and company performance was insignificant. The mediating effect of work ethics on the relationship between work motivation and knowledge sharing was substantial. The correlation between work motivation, work ethics, and knowledge sharing was positive and significant; however, the influence of motivation on company performance was not significant. The motivation of employees negatively affects the performance of small and medium-sized enterprises (SMEs) in East Java. This study offers guidance to managers of small and medium enterprises on implementing work ethics to enhance employee motivation, performance, and knowledge sharing.

Management's primary responsibilities encompass cultivating a more satisfying work environment for employees and synchronising employee motivation with organisational goals. These interconnected responsibilities are essential for organisational performance and employee welfare. This study utilised Pick n Pay Pine Crest Mall in Pinetown as a case study to investigate the impact of employee motivation on productivity and efficiency, as well as to discover the existing techniques employed by Pick n Pay to enhance employee motivation for enhanced productivity and efficiency. The study employed a qualitative methodology with an exploratory research design, utilising a non-probability quota sampling strategy to pick eleven respondents from a population of 144 employees. Open-ended interview questions were employed, and the data were analysed utilising NVivo 11 software. The results indicated that Pick n Pay management incentivises employees by providing efficient tools, fostering a conducive work environment, and offering monetary rewards or awards. The survey also identified shortcomings, including insufficient team-building activities, inadequate communication among staff, and discontent with existing compensation. To improve performance and cultivate a productive staff, it was advised that management revamp motivational strategies, prioritising respect, acknowledgement, and enhanced information distribution. Suggestions for improving staff enthusiasm, productivity, and efficiency at Pick n Pay Pine Crest Mall encompass improved feedback and communication, a clear career progression, extensive training programs, investment in team development, and the provision of competitive remuneration.

Motivation is a critical factor that impacts the performance of both employees and organisations. Consequently, it is imperative that supervisors and management ascertain the motivating factors that significantly influence employee performance. The motivation levels of administrative employees were assessed in this study to determine the factors that influence them. The current study is focused on evaluating the motivational level of administrative employees and determining the sequence in which these motivational factors are ranked by administrative employees in the same department. A quantitative research methodology was implemented. An adapted questionnaire was implemented to implement a survey research design. The sample was comprised of 150 administrative employees from a total of 463 employees. The non-probability convenience sampling method was employed to select the respondents for this study. The motivational level of administrative personnel was analysed using descriptive statistics. The study's primary findings indicated that employees were most motivated by job security, job responsibility, goal setting, working conditions, leadership, feedback, salary, and job characteristics. The following was also determined: the most significant motivational factors for employees were ranked in the following order: leadership (1), salary (2), training and development (3), job security (4), feedback (5), rewards (6), working conditions (7), the opportunity for advancement (8), recognition and appreciation (9), job characteristics (10), job responsibility (11), performance appraisal (12), and goal setting 13.

This study aims to analyze the role of individual characteristics, organizational commitment and job satisfaction on employee performance with an organizational citizenship behavior (OCB) mediation mechanism in the banking industry in Indonesia. Quantitative analysis was used for data analysis and questionnaires as a data collection technique were disseminated online using Google Forms to 122 employees with random sampling techniques. Data analysis using SEM-PLS with the help of SmartPLS application. The results found that individual characteristics had a significant effect on employee performance. However, organizational commitment and job satisfaction do not have a significant effect on employee performance. Furthermore, individual characteristics, organizational commitment and job satisfaction have a significant effect on OCB. Then OCB has a significant effect on employee performance. In addition, OCB mediates in part the influence of individual characteristics on employee performance. While OCB perfectly mediates the effect of organizational commitment and job satisfaction on employee performance.

This study aims to investigate the impact of Organizational Communication and Organizational Justice on Intention to Leave, and to identify the mediation of Job Satisfaction in the said relationship.This study is a quantitative study and a questionnaire was distributed to Bank X Area Surabaya employees with a total of 203 respondents. The data analysis technique used the SEM-PLS analysis tool with the help of SmartPLS 4.0 software. The results of this study show that organizational communication has a negative and significant effect on intention to leave, organizational justice has a negative and insignificant effect on intention to leave, organizational communication has a positive and significant effect on job satisfaction, organizational justice has a positive and significant effect on job satisfaction, job satisfaction has a negative and significant effect on intention to leave and finally job satisfaction mediates the effect of organizational communication and organizational justice on intention to leave. This study provides valuable insight in the context of employee resistance and organizational conditions at a state-owned bank.   Keywords: Organizational Communication, Organizational Justice, Job Satisfaction, Intention to Leave