Background: The term “corporate culture” is used to describe a company’s long-standing norms and practices, as well as the staff’s views and the anticipated value of their job. Executives may need to adjust their leadership styles to achieve the organization’s goal, which may have consequences for the satisfaction of the workforce. Therefore, it is essential to appreciate the relationship between business ethos, management style, work performance, mental health and employees’ job satisfaction. Methods: Researchers was conducting a cross-sectional survey of Saudi Arabian and Indian employees. Data was be collected using a structured questionnaire. To test the reliability of the data, they will be analysed by “Cronbach’s a and confirmatory factors”. SEM was be used to show the relationships of organizational cultures and leadership behaviour on work performance, mental health and job satisfaction through IBM-SPSS and SmartPLS software. Scope: A corporation with a strong culture and effective leadership shares principles and norms of behaviour with its workers, which should aid them in attaining their goals and objectives. Employees could gain work recognition, mental piece, work performance and job satisfaction when they can accomplish the obligations allotted to them by the company. Results: Corporate culture were significantly (positively) correlated with work performance, mental health and job satisfaction. In the same way, leadership behavior was significantly (positively) correlated with work performance, mental health and job satisfaction. Conclusions: The organisational culture holds significant importance, exerting a substantial influence on the overall well-being and productivity of the work environment. The acknowledgement and acceptance of the organisational ethos by workers can have a significant impact on their work behaviour and attitudes when it comes to communication and promotion. When there is a positive interaction between leadership and employees, the latter are more likely to actively contribute to team collaboration and interaction. Additionally, they are more likely to be motivated to achieve the organization’s assigned mission and objectives. As a result, work performance, mental health, and job satisfaction are enhanced.

This study investigates how financial literacy affects the financial health of Saudi Arabian banking industry workers in Saudi Arabia. The study uses a sample of 183 individuals and a comprehensive framework that includes components like financial behaviour, risk management, financial planning, financial knowledge, financial confidence, financial communication, and overall financial pleasure. The study finds strong positive correlations between many aspects of financial well-being and financial literacy through correlation and regression analysis. Notably, risk management, financial behaviour, overall financial contentment, and financial confidence are all positively impacted by financial literacy. The results underscore the multifaceted character of financial well-being and underscore the critical function of financial literacy in moulding favourable financial consequences. Furthermore, the study pinpoints particular domains in which focused financial literacy initiatives might be executed to augment the general financial welfare of banking industry staff members. The study sheds light on the relationship between financial literacy and well-being in a particular occupational context, which is significant information for both the academic and practical domains. The banking industry needs customized financial education programs because of the social and management ramifications. These programs will help the community’s overall financial health in addition to providing benefits to individual employees. In its conclusion, the study makes recommendations for other research directions, such as longitudinal studies and examinations of the function of digital financial literacy in the changing banking environment.

This study investigates the factors influencing student satisfaction at higher education institutions in Pathum Thani Province, Thailand. The research uses structural equation modeling (SEM) to analyze the connections among College Reputation, Student Expectation, Perception Value, and Student Satisfaction based on a sample of 660 students. The results indicate that the student population is diverse, with most students enrolled in the Faculty of Business Administration in their first year. The Pearson’s correlation matrix and structural equation modeling (SEM) findings indicate significant positive correlations between the dimensions, emphasizing the crucial influence of College Reputation on both Student Expectation and Student Satisfaction. The goodness-of-fit indices validate the model’s strength, indicating a significant correspondence between the theoretical components and the observed data. This study enhances the comprehension of how student satisfaction changes in Thai higher education and offers practical suggestions for institutional policies to improve student’s educational experiences and achievements. Higher education institutions may create a more fulfilling and effective learning environment by prioritizing reputation improvement, ensuring student expectations match reality, and providing perceived value to improve education quality and equality for Thailand.

This study aimed to examine the impact of working conditions and sociopsychological factors on job satisfaction among office workers. Using data from the 2017–2018 Working Conditions Survey, exploring how workplace conditions and sociopsychological elements could impact job satisfaction. This study examined data from 9801 workers to explore the effects of working conditions and psychosocial environments on job enthusiasm, which subsequently impacts job satisfaction. Analyzing 1416 office workers, it found that fewer working hours, better work-life balance, improved work conditions, and lower depression levels enhance job enthusiasm, significantly affecting job satisfaction. The work environment had the most substantial impact, encompassing relationships with colleagues, task completion time, and confidence. Work-life imbalance and depression were also significant, with work-life balance being crucial for modern society, especially the younger generation. Poor working conditions and unstable psychosocial environments negatively affect job enthusiasm and satisfaction, with findings supporting previous research on job stress and turnover intentions in various industries. This study highlights the need for organizational policies that support these aspects to improve overall employee well-being and productivity.

The sense of belonging in any organization is vital to generate a work motivation with the objective of a good organizational performance, because of this, companies usually take this point into account, ensuring that this leads to greater performance. For this reason, the objective of this article is to determine the relationship between the sense of belonging and the work motivation in the workers of a small Peruvian research company. For this purpose, a quantitative methodology was used, with a cross-sectional descriptive design. The instrument used was a survey consisting of 10 items, which were interpreted using the Likert scale. The survey was conducted and delivered to 24 workers, who were selected by non-probabilistic convenience sampling. After verifying the validity of the instrument and the study variables by means of Cronbach's Alpha statistic, we proceeded to determine the existence of correlation between the variables, which, using Spearman's Rho coefficient, obtained a 70.2% which demonstrates a moderate positive correlation, therefore it indicates that employees feel highly motivated as they feel an indispensable part of the company, therefore they feel job satisfaction by being part of the organization.

In the rapidly expanding Chinese high-tech industry, high employee turnover poses a significant challenge. This study employs a mixed-methods approach to explore the association between transformational leadership and turnover intentions, utilizing both survey responses and detailed interviews. Findings from this investigation demonstrate a strong negative correlation between transformational leadership and turnover intentions. Increased job satisfaction and organizational commitment, crucial factors for employee retention, mediate this relationship. The study underscores the strategic significance for high-tech enterprises in China to nurture transformational leadership as a means to mitigate turnover, thereby fostering a more engaged and dedicated workforce, and sustaining a competitive advantage in this dynamic industry.