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Citizens’ Assessment of the Environmental Management Programs Delivered by the Local Government Unit of Lezo, Aklan

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Ethical Practices and Organizational Sustainability: A Three Dimensional Approach

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Citizens’ Assessment of the Environmental Management Programs Delivered by the Local Government Unit of Lezo, Aklan

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Public Banking: From Feasibility to Implementation

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Motivational Factors and its Influence on the Job Performance of Non-academic Staff in a University

The human capital is unarguably an important element that completes any organization. With proper motivation, these people work towards quality products and services. Question arises on non-teaching personnel of academic institutions as support staff. This study focuses on the work motivations and job performance of non-teaching personnel in a university. This descriptive research used structured questionnaire for the self-assessment of the 50 administrative and support staff. The results of the study proved that the workplace environment and professional growth and development are considered highly influential motivational factors. Furthermore, there is a positive significant relationship between the motivational factors and job performance as to quantity and quality of work. It also confirmed that professional growth and development has significant relations with the attitude towards work. The results of this study can be an input to the University Human Resource planning. Since the study is focused only on a single university, a comparative study with another higher education institution is recommended.
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The Effect of Structural Change on Labor Productivity Growth and Employment in the Philippines

Philippines is considered one of the fastest developing economies because of the growing service sector. This growth brought a significant change in the economic structure of the country which previously relied on the agricultural sector. This paper conducted a study about the significant impact of structural change on labor productivity growth and employment. The paper localized the decomposition analysis used in literatures to extract the share of “within” sector and “structural change” to total changes in labor productivity in the Philippines from 2004-2018, and Applied Pooled Least Square, to obtain the impact of structural change to labor productivity growth and employment. Based on Durbin-Watson test results, both Panel Regression Equation and Seemingly Unrelated Equation were utilized because there is no contemporaneous autocorrelation found in Pooled Least Square. Using Breusch-Pagan LM Test, Panel Regression is deemed more appropriate than Seemingly Unrelated Regression. Furthermore, the decomposition analysis showed that higher share of service sector in employment makes the contribution of “structural change” lesser to labor productivity growth due to labor market that becomes less flexible as service sector dominates the labor market because of higher skillsets needed by the sector. The regression analysis showed that structural change is a significant determinant of employment and labor productivity; structural change has a positive relationship to labor productivity due to the transfer of labor to high-productivity sector; and structural change has a negative relationship to employment because the employment brought by the structural change cannot be absorbed by the labor force because of skills mismatch.
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Employers’ Preference on Employability Skills of Business Management and Accounting Graduates

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The Effects of COVID-19 Pandemic on Small and Medium Enterprises

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Employers’ Preference on Employability Skills of Business Management and Accounting Graduates

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The Effects of COVID-19 Pandemic on Small and Medium Enterprises

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Employee Engagement and its Dynamics: An Empirical Study of an Information Technology Company Sri Lanka

An engaged employee is the most valuable asset of any organisation for they are the key drivers of business activities. This empirical study aims to analyse the relationship between the variable of employee engagement and its antecedents. The selected dynamics of employee engagement, identified through a thorough desk research, are organisational culture, leadership, high-performance work practices and rewards. Non-probability convenience sampling is utilised as the sampling method to test four hypotheses, using data gathered from 169 executives from an Information Technology Company located in Colombo, Sri Lanka. The results showed that high performance work practices and rewards have significant, positive relationship with the construct of employee engagement.
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