Part 2: Given the following simulacrum, (a) state the appropriate Hypothesis for each H# and state whether the hypothesis is (b) null or alternative, (c) directional or non-directional and (d) whether it is showing significant differences, relationships or effects

Work-to-family conflict as mediator between its antecedents and job satisfaction: A case in the Philippines

The Mediating Role of Attitudes toward Labor Piracy and Organizational Commitment to Workplace Training and Turnover Intention: A Structural Equation Model (SEM)

Part 3: Given the following hypotheses, (a) construct the corresponding conceptual framework or simulacrum.

The Relevance of Work-life Balance Programs in the Reduction of Work-life Conflict and Turnover Intention in the Business Process Outsourcing Industry: A Structural Equation Model (SEM)

H1: The more frequent an employee uses an organizations worklife balance programs, the lesser an employee intends to leave the organization.

H2: The more frequent an employee uses an organizations worklife balance programs, the lesser an employee experiences work-life conflict.

H3: The more work-life conflict an employee experiences, the more an employee intends to leave the organization.

The Effect of job satisfaction, transformational leadership and job embeddedness on the self- efficacy of non-life insurance rank and file sales/marketing employees: A regression analysis

H1: Sales/marketing employees that are satisfied with their jobs have high self-efficacy.

H2: Transformational leaders may strengthen the self-efficacy of an employee.

H3: A highly job embedded employee is highly self-efficacious.

The Effects of Organizational Culture on Employee Satisfaction and Work Motivation in the BPO Industry in Metro Manila

Hypothesis 1: The stronger organizational culture a company has, the higher motivation its employees will have.

Hypothesis 2: The stronger organizational culture a company has, the higher satisfaction its employees will have.

Hypothesis 3: The higher satisfaction an employee gets from the company, the higher motivation he has to continue performing well on his job and vice versa

Demographic Profile HI (+) Work time demand H2 (+) H5 () Work-to-Family Conflict Job Satisfaction Work role overload H3 (+) H4 (-) Organizational Support H1 (+) Turnover Intention H2 (+) Workplace Training Turnover Intention H3 (+) H4 (-) Organizational Commitment Demographic Profile HI (+) Work time demand H2 (+) H5 () Work-to-Family Conflict Job Satisfaction Work role overload H3 (+) H4 (-) Organizational Support H1 (+) Turnover Intention H2 (+) Workplace Training Turnover Intention H3 (+) H4 (-) Organizational Commitment