COVID-19 pandemic has made it impossible for the current workforce to interact with stakeholders, and this is to mitigate the viral spread for a significant proportion of the workforce. The pandemic situation in the country led both employers and employees to look for alternative work arrangements. According to various research findings, the empirical knowledge gap was identified regarding the work from home and job satisfaction of women employees in Sri Lanka. To fill this empirical knowledge gap, this study was conducted with two research objectives to determine the level of WFH and job satisfaction and explore the impact of WFH factors on the job satisfaction of women employees who WFH in Sri Lanka. Primary data were collected from 120 women employees working from home for the companies located in the Colombo area, Sri Lanka using structured questionnaires. The data were analyzed using descriptive statistics and multiple regression analysis. Based on the findings of this study, the level of the WFH factors and job satisfaction was high. Multiple regression analysis revealed that among all WFH factors, seven of them including time planning skills, reduce the time for communication with co-workers, possibility to WFH in case of sickness, supervisor’s trust and support, possibility to save expenses, possibility to take care of family members and suitability of working place at home has a significant impact on the job satisfaction of women employees and the possibility to access the organization documents at home has no significant impact on the job satisfaction of women employees. The findings of this study identify a significant positive effect of WFH on the job satisfaction of women employees. Moreover, the results of this study guide to exercise effective strategies to direct employees for the usage of modern technology to access documents online.

Companies have to communicate to be noticed on the market, to promote their services and products, and to give assurances that they are a credible partner in the relationship with stakeholders. In this paper, starting from the importance of marketing communication in business, the influence of sustainability communication on the success of the business was explored for the companies listed on the Stock Exchange for the period 2020–2021, during the financial crisis, seeking to show the awareness of the difficult moment and the use of communication. Then, based on the relevance of accounting information model, the relationship between the level of sustainability communication and the share price, basically its influence on the future performance of the company was explored. The regression analysis emphasizes the positive influence of the index of sustainability communication on the share price. The results of this study confirmed the link between sustainability communication and financial performance of business organizations that functioned during the time 2020-2021 in Sri Lanka.

Workplace spirituality has attracted research attention in organizational behavior studies in recent times. Research models have been developed to explore their effect on organizational outcome variables. This study is therefore an attempt to explore the boundary conditions of the effect of workplace spirituality on employee commitment using a sample size of 201 teachers in both private and public secondary schools in Benue State, Nigeria. Employing a cross-sectional research design and hierarchical multiple regression, the study found that workplace spirituality dimensions (meaningful work, sense of community and alignment with organizational values) have a direct and positive significant effect on employee commitment. The study also found that organizational culture moderates the effect of only meaningful work and sense of community on employee commitment. The study then discussed the theoretical and policy implications of the paper.

The research sought to assess the effectiveness of the marketing communications techniques used by private higher education institutions in Botswana. Data was collected from marketing managers 5 private higher education institutions and 380 students. Percentage analysis was used to rank the marketing communication techniques according to students’ rating. Institutional budget allocations were compared with the ranking of the marketing communications tools. The study found a mismatch between the marketing communications tools budget allocations. Private higher education institutions were allocating significant portions of their budgets to marketing communications techniques which were rated as inefficient by students. The study recommended that private higher education institutions have to allocate more funds to the development of technology-based marketing communications techniques.

This study examines personnel perception on the training and development programmes obtainable in organizations. Personnel are always in need of training and development programmes to help develop their skills to attain organizational set goals and organizations invest money and time in these programmes, and also ensure that training programmes are organized at regular intervals in order to achieve higher job productivity from personnel who have undergone these training and programmes. But today, personnel perception of the training and development (T&D) process is appalling as management has unsystematically and unethically neglected the selection processes. As a result, personnel most often than not lament how ethnicity, nepotism and monetary bribery and corruption have disrupted the smooth functioning systematic processes of selecting personnel for training against laid down principles globally. It is in this vein that this study critically assesses personnel perceptions on training and its impacts on job performance in Nigerian organizations with the view of recommending the way forward. To achieve the purpose of this study, three hypotheses were formulated to guide the study. The questionnaire was one the instruments used for data collection. The second instrument: Focus Group Discussion (FGD) was also employed to complement the questionnaire method. The multi-stage sampling technique was employed to select samples in stages in Obio Akpor local government area in the metropolis of Port Harcourt, one of the major centers of economic activities in Rivers State. Three hundred respondents were selected as samples for the study. Chi square (X2) was adopted to test the hypotheses @ 05 level of significance. The results rejected the null hypotheses, and accepted the alternate hypotheses. The summary of the rejection of the hypotheses revealed that training and development (T&D) processes have been systematically neglected on the basis of ethnicity, nepotism and monetary bribery and corruption have disrupted the smooth functioning systematic processes of selecting personnel for training in Nigerian organizations against laid down principles globally. In addition, the effect of these factors brings with it some negative implications and consequences of low job productivity, high rate of personnel turnover and high cost. Based on these, the study concluded that an unsystematic approach of selecting personnel for training and development programmes affects training delivery styles, personnel as well as organizational productivity. As a result, the study recommends that the process and procedure of selecting personnel for training must be reviewed and management should rethink investing in their personnel and also repose some level of trust in them as this level of confidence will deter them from absconding on graduating from the recommended training and development programmes. Finally, management of organizations should give training and development of employees a priority in order to get the best out of the workforce as well as improving the organization’s productivity.

The basic goal of this piece of research is to investigate the extent and nature of productivity growth in East Asian countries using the nonparametric frontier techniques. One major step has consisted in decomposing the total factor productivity into technical efficiency change and technological change. In so doing, we have used the output-oriented Malmquist productivity index method for 8 Asian economies over the period spanning 1990–2019. The results obtained indicate that total factor productivity has witnessed an average growth of 0.6% percent over the said period. The research done has revealed that the productivity growth which has been identified is attributed to the improvements carried in the technology (or frontier-shift) rather than any improvements or changes brought about in the efficiency and its components.

The brand loyalty refers to the customer’s connection towards a particular brand and also the commitment to remain loyal towards it without getting influenced by situational factors and resisting brand switching action. There are substantial differences between male and female shoppers in terms of their attitude towards brand loyalty and shopping patterns. It is to be noted that male and female shoppers differ in their respective shopping styles and patterns. The current study is based on a mix of quantitative and qualitative research methods. The research design adopted for the study is descriptive where the analysis of gender-based choices and brand loyalty is done which results in giving a push to promotion mix activities in Kurdistan. The sampling technique adopted for the study is simple random sampling which surveyed 216 respondents. The result analysis is done through one sample t-test and one-way Anova with the alpha value of .01 with medium effect. All the dimensions are measured on 5-point Likert scale. The three scopes of the study are well outlined as conceptual scope (promotion mix, brand loyalty), industrial scope (gender-based marketing), and geographical scope (Kurdistan). Study formulated the research problem as to verify the variance in brand loyalty and how far it pushes the promotion mix activities specifically based on gender differences. To reach the solution for this problem, research has been done through three objectives cited to know the importance of gender in determining consumer brand loyalty. It can be observed that difference in one’s gender has shown very insignificant agreement on responses for brand loyalty or while evaluating similarity and dissimilarity. In response towards promotion mix activity has come up with a highly varying opinion by two genders, and third objective as the assessment of male/female understanding of brand loyalty is clear in with a very high variance in the opinion of respondents. All the three hypothesis formulated have a strong acceptance of concept with a very high variance and insignificant opinion with one way Anova test.