Job Satisfaction: What factors in the Coal Mining Industry will lead to Higher Satisfaction?

2018 ◽  
Vol 4 (6) ◽  
pp. 17-25 ◽  
Author(s):  
Tracey Tshivhase ◽  
Lethukuthula Vilakazi
Keyword(s):  
Job Satisfaction ◽  
Coal Mining ◽  
Employee Turnover ◽  
Mining Industry ◽  
Balance Growth ◽  
Related Factors ◽  
Coal Mining Industry ◽  
Work Related ◽  
Managerial Support ◽  
Company Culture

In recent years, employee turnover has become a challenge that every human resource department is concerned with. The purpose of this paper is to explore the level of job satisfaction in the coal mining industry. This paper also determines the relationship between company employees and five work-related factors that are considered influential in minimizing employee turnover. A total of 66 questionnaires out of a 100 were usable for this study. The conclusion was that work-life balance, growth opportunities and managerial support play a significant role in job satisfaction. Salary and company culture did not contribute significantly towards job satisfaction. This study contributes to companies’ success by investigating components that contribute to job satisfaction among employees.

scholarly journals FATIGUE ANALYSIS OF HIGH DUMP TRUCK OPERATORS IN INDONESIA’S COAL MINING INDUSTRY: A CASE STUDY

2020 ◽  
Vol 20 (Special1) ◽  
pp. 38-44
Author(s):  
Trisna Mulyati ◽  
Prima Denny Sentia ◽  
Anis Maulana ◽  
Friesca Erwan
Keyword(s):  
Coal Mining ◽  
Night Shift ◽  
Mining Industry ◽  
Working Hours ◽  
Primary Data ◽  
Dump Truck ◽  
Positive Energy ◽  
Research Committee ◽  
Related Factors ◽  
Coal Mining Industry

A coal mining industry typically applies a 24-hours working time, which enforces some workers to stay conscious during night shift, opposing human body's biological clock. This study aims to analyse the level of fatigue experienced by high dump truck operators (HD operators) in a coal mining site in East Kalimantan, Indonesia. This study utilizes primary data which obtained from distributing Industrial Fatigue Research Committee (IFRC) survey to all HD operators and secondary data (for Fatigue Likelihood Scoring - FLS) which consists of HD operators’ working schedule that currently applied in the company. Results obtained is analyzed using Fatigue Risk Management System (FRMS) framework which combines FLS classification and Dawson-McCulloch’s model of fatigue risk trajectory. This study reveals that based on IFRC survey, HD operators experienced low/mild fatigue due to insignificant influence of fatigue-related factors contained in the survey. However, consideration for improvement is in need since the result of fatigue for night shift operators is close to moderate level. In addition, based on FLS, the level of fatigue indicates that HD operators experienced excessive working hours, in which in FRMS graph classified as fatigue-related errors. Thus, this study proposes several strategies as the hazard control mechanism: (1) providing optimum resting time, (2) equipping operators with audio music that lead to positive energy and increasing work focus, and (3) adding afternoon shift to balance the working hours.

Social Licence to Finance and Its Impact on the Coal Mining Industry

2017 ◽  
Author(s):  
Margaret Armstrong ◽  
Alain G. Galli ◽  
Carlos Petter ◽  
Renato Aurelio Petter ◽  
Anna da Silva ◽  
...  
Keyword(s):  
Coal Mining ◽  
Mining Industry ◽  
Coal Mining Industry

scholarly journals Understanding employee turnover in humanitarian organizations

2016 ◽  
Vol 48 (4) ◽  
pp. 208-214 ◽  
Author(s):  
Rameshwar Dubey ◽  
Angappa Gunasekaran ◽  
Nezih Altay ◽  
Stephen J Childe ◽  
Thanos Papadopoulos
Keyword(s):  
Employee Turnover ◽  
Factor Loading ◽  
Personal Factors ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related ◽  
Humanitarian Organizations ◽  
Using Data ◽  
High Level

Purpose – At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach – Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings – Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value – Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.

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