Abstract: This research paper aimed to find out how was the ethical climate in an organization and job performance satisfaction of employees affected employees’ engagement and commitment by using the case study of PTT Exploration and Production Public Company Limited, Thailand. The population of this research was 4,383 Thai employees of PTTEP, Thailand. From a total of 420 questionnaires sent out, 345 respondents replied. The statistics utilized was mean score and Multiple Regression Analysis. The findings revealed that the respondents had opinion towards ethical climate of their organization, job performance satisfaction and organization engagement and commitment at a high level. The test of hypothesis disclosed the determinant attributes of job performance satisfaction that affected the respondents’ overall level of organization engagement and commitment. The set of these determinant attributes consisted of employees’ responsibilities for duties, organization’s policies and practice, relationship with organization’s commanders, work security and stability, job description, career path and relationship with colleagues. These variables were able to predict the employees’ organization engagement and commitment at 50.6 percent.
Abstract: Distributed generation units (DGs) are grid-connected or stand-alone electric generation units located within the electric distribution system at or near the end user. It is generally accepted that centralized electric power plants will remain the major source of the electric power supply for the near future. DGs, however, can complement central power by providing incremental capacity to the utility grid or to an end user. This paper presents an efficient power dispatching model for hybrid wind-Solar power generation system, to satisfy some essential requirements, such as dispersed electric power demand, electric power quality and reducing generation cost and so on. In this paper, presented some elements of the main parts in the hybrid system; and then made fundamental dispatching strategies according to different situations; then pointed out four improving measures to improve genetic algorithm, such as: modify the producing way of selection probability, improve the way of crossover, protect excellent chromosomes, and change mutation range and so on. Finally, propose a technique for solving the unit's commitment for dispatching problem based on an improved genetic algorithm.
Abstract: Occupational Self Efficacy (OSE) reflects the
conviction of a person’s ability to fulfill his job related behavior at a
perfectly acceptable level to the employer. Transformational
leadership improves followers’ commitment by influencing their
needs, values, and self-esteem. Employees also develop a dyadic
relationship with their immediate superiors. Study was conducted
amongst one hundred and twenty two (122) bank managers in Sri
Lanka. They were selected based on multi-stage (seniority in the
hierarchy, gender, department-wise etc.) stratified random sampling.
Major objectives of this study were to analyze the impact of
Transformational leadership style, and OSE along with Sociodemographic
factors, and Career, Job and Organizational experience,
to the Career satisfaction of managers. SPSS software was used for
parametric and non-parametric statistical analyses. Career satisfaction
had positive impacts with their Transformational leadership style, and
their relationships with the immediate superior. Impact of sociodemographic
factors, and career exposure to career satisfaction was
assessed.
Abstract: The main purpose of this research is to construct a generic model for successful implementation of Total Quality Management (TQM) in Oil sector, and to find out the effects of this model on the organizational sustainability development (OSD) performance of Libyan oil and gas companies using the structured equation modeling (SEM) approach. The research approach covers both quantitative and qualitative methods. A questionnaire was developed in order to identify the quality factors that are seen by Libyan oil and gas companies to be critical to the success of TQM implementation. Hypotheses were developed to evaluate the impact of TQM implementation on O SD. Data analysis reveals that there is a significant positive effect of the TQM implementation on OSD. 24 quality factors are found to be critical and absolutely essential for successful TQM implementation. The results generated a structure of the TQMSD implementation framework based on the four major road map constructs (Top management commitment, employee involvement and participation, customer-driven processes, and continuous improvement culture).
Abstract: Due to uncertainty of wind velocity, wind power generators don’t have deterministic output power. Utilizing wind power generation and thermal power plants together create new concerns for operation engineers of power systems. In this paper, a model is presented to implement the uncertainty of load and generated wind power which can be utilized in power system operation planning. Stochastic behavior of parameters is simulated by generating scenarios that can be solved by deterministic method. A mixed-integer linear programming method is used for solving deterministic generation scheduling problem. The proposed approach is applied to a 12-unit test system including 10 thermal units and 2 wind farms. The results show affectivity of piecewise linear model in unit commitment problems. Also using linear programming causes a considerable reduction in calculation times and guarantees convergence to the global optimum. Neglecting the uncertainty of wind velocity causes higher cost assessment of generation scheduling.
Abstract: This study starts with the review on the role of external assistance to fragile states where the state lacks the capacity to provide better quality lives for its people. One of the tools being the Official Development Assistance, this paper focuses on the its disbursement patterns to fragile states that targets women's empowerment and gender equality to verify where donors stand on their actions on fragile states. The findings show that whereas donors have increased their aid volume with gender equality objectives in absolute terms, it is still lacking when compared to total amount. Hence, donors need to further strengthen their commitment to promoting gender equality in its aid activities as well as to allocate more assistance with significant and principal objectives on gender.
Abstract: To be considered a socially entrepreneurial organization today requires achieving what can be termed a “hybrid middle ground” equilibrium, comprising of economic as well as social sustainability. This middle ground requires some blend of both business and social commitments. In this paper, we use the case of Hungary's second ranked mobile operator, Telenor Hungary to illustrate an example of a company that is moving to the hybrid middle ground by transitioning from a for-profit company to a socially responsible business using the concept of strategic CSR. In this line of thinking, the organization explicitly supports programs and initiatives that have a direct link to the core business and bring operational and/or financial advantages for the company, while creating a positive social and/or environmental impact. The important lessons learned from the company transition are also discussed.
Abstract: There is widespread emphasis on reform in the teaching of introductory statistics at the college level. Underpinning this reform is a consensus among educators and practitioners that traditional curricular materials and pedagogical strategies have not been effective in promoting statistical literacy, a competency that is becoming increasingly necessary for effective decision-making and evidence-based practice. This paper explains the historical context of, and rationale for reform-oriented teaching of introductory statistics (at the college level) in the health, social and behavioral sciences (evidence-based disciplines). A firm understanding and appreciation of the basis for change in pedagogical approach is important, in order to facilitate commitment to reform, consensus building on appropriate strategies, and adoption and maintenance of best practices. In essence, reform-oriented pedagogy, in this context, is a function of the interaction among content, pedagogy, technology, and assessment. The challenge is to create an appropriate balance among these domains.
Abstract: In sport, human resources management gives special
attention to method of applying volunteers, their maintenance, and
participation of volunteers with each other and management
approaches for better operation of events celebrants. The recognition
of volunteers- characteristics and motives is important to notice,
because it makes the basis of their participation and commitment at
sport environment. The motivation and commitment of 281
volunteers were assessed using the organizational commitment scale,
motivation scale and personal characteristics questionnaire.The
descriptive results showed that; 64% of volunteers were women with
age average 21/24 years old. They were physical education student,
single (71/9%), without occupation (53%) and with average of 5
years sport experience. Their most important motivation was career
factor and the most important commitment factor was normative
factor. The results of examining the hypothesized showed that; age,
sport experience and education are effective in the amount of
volunteers- commitment. And the motive factors such as career,
material, purposive and protective factors also have the power to
predict the amount of sports volunteers- commitment value.
Therefore it is recommended to provide possible opportunities for
volunteers and carrying out appropriate instructional courses by
events executive managers.
Abstract: In recent years in Kazakhstan, as well as in all countries, we have been talking not only about the professional stress, but also professional Burnout Syndrome of employees. Burnout is essentially a response to chronic emotional stress – manifests itself in the form of chronic fatigue, despondency, unmotivated aggression, anger, and others. This condition is due to mental fatigue among teachers as a sort of payment for overstrain when professional commitments include the impact of “heat your soul", emotional investment. The emergence of professional Burnout among teachers is due to the system of interrelated and mutually reinforcing factors relating to the various levels of the personality: individually-psychological level is psychodynamic special subject characteristics of valuemotivational sphere and formation of skills and habits of selfregulation; the socio-psychological level includes especially the Organization and interpersonal interaction of a teacher. Signs of the Burnout were observed in 15 testees, and virtually a symptom could be observed in every teacher. As a result of the diagnosis 48% of teachers had the signs of stress (phase syndrome), resulting in a sense of anxiety, mood, heightened emotional susceptibility. The following results have also been got:-the fall of General energy potential – 14 pers. -Psychosomatic and psycho vegetative syndrome – 26 pers. -emotional deficit-34 pers. -emotional Burnout Syndrome-6 pers. The problem of professional Burnout of teachers in the current conditions should become not only meaningful, but particularly relevant. The quality of education of the younger generation depends on professional development; teachers- training level, and how “healthy" teachers are. That is why the systematic maintenance of pedagogic-professional development for teachers (including disclosure of professional Burnout Syndrome factors) takes on a special meaning.
Abstract: Producing companies aspire to high delivery
availability despite appearing disruptions. To ensure high delivery
availability safety stocksare required. Howeversafety stock leads to
additional capital commitment and compensates disruptions instead
of solving the reasons.The intention is to increase the stability in
production by configuring the production planning and control
systematically. Thus the safety stock can be reduced. The largest
proportion of inventory in producing companies is caused by batch
inventory, schedule deviations and variability of demand rates.These
reasons for high inventory levels can be reduced by configuring the
production planning and control specifically. Hence the inventory
level can be reduced. This is enabled by synchronizing the lot size
straightening the demand as well as optimizing the releasing order,
sequencing and capacity control.
Abstract: This research assesses the value of the brand personality and its influence on consumer-s decision making, through relational variables, after receiving a text message ad. An empirical study, in which 380 participants have received an SMS ad, confirms that brand personality does actually influence the brand trust as well as the attachment and commitment. The levels of sensitivity and involvement have an impact on the brand personality and the related variables to it.
Abstract: A company CSR commitment, as stated in its Social
Report is, actually, perceived by its stakeholders?And in what
measure? Moreover, are stakeholders satisfied with the company
CSR efforts? Indeed, business returns from Corporate Social
Responsibility (CSR) practices, such as company reputation and
customer loyalty, depend heavily on how stakeholders perceive the
company social conduct. In this paper, we propose a methodology to
assess a company CSR commitment based on Global Reporting
Initiative (GRI) indicators, Content Analysis and a CSR positioning
matrix. We evaluate three aspects of CSR: the company commitment
disclosed through its Social Report; the company commitment
perceived by its stakeholders; the CSR commitment that stakeholders
require to the company. The positioning of the company under study
in the CSR matrix is based on the comparison among the three
commitment aspects (disclosed, perceived, required) and it allows
assessment and development of CSR strategies.
Abstract: Technology transfer of renewable energy technologies is very often unsuccessful in the developing world. Aside from challenges that have social, economic, financial, institutional and environmental dimensions, technology transfer has generally been misunderstood, and largely seen as mere delivery of high tech equipment from developed to developing countries or within the developing world from R&D institutions to society. Technology transfer entails much more, including, but not limited to: entire systems and their component parts, know-how, goods and services, equipment, and organisational and managerial procedures. Means to facilitate the successful transfer of energy technologies, including the sharing of lessons are subsequently extremely important for developing countries as they grapple with increasing energy needs to sustain adequate economic growth and development. Improving the success of technology transfer is an ongoing process as more projects are implemented, new problems are encountered and new lessons are learnt. Renewable energy is also critical to improve the quality of lives of the majority of people in developing countries. In rural areas energy is primarily traditional biomass. The consumption activities typically occur in an inefficient manner, thus working against the notion of sustainable development. This paper explores the implementation of technology transfer in the developing world (sub-Saharan Africa). The focus is necessarily on RETs since most rural energy initiatives are RETs-based. Additionally, it aims to highlight some lessons drawn from the cited RE projects and identifies notable differences where energy technology transfer was judged to be successful. This is done through a literature review based on a selection of documented case studies which are judged against the definition provided for technology transfer. This paper also puts forth research recommendations that might contribute to improved technology transfer in the developing world. Key findings of this paper include: Technology transfer cannot be complete without satisfying pre-conditions such as: affordability, maintenance (and associated plans), knowledge and skills transfer, appropriate know how, ownership and commitment, ability to adapt technology, sound business principles such as financial viability and sustainability, project management, relevance and many others. It is also shown that lessons are learnt in both successful and unsuccessful projects.
Abstract: An effort to develop a unit commitment approach
capable of handling large power systems consisting of both thermal
and hydro generating units offers a large profitable return. In order to
be feasible, the method to be developed must be flexible, efficient
and reliable. In this paper, various proposed methods have been
described along with their strengths and weaknesses. As all of these
methods have some sort of weaknesses, a comprehensive algorithm
that combines the strengths of different methods and overcomes each
other-s weaknesses would be a suitable approach for solving
industry-grade unit commitment problem.
Abstract: In this paper the effects of top management commitment on knowledge management activities has been analyzed. This research has been conducted as a case study in an academic environment. The data collection was carried out in the form of semi-structured interview with an interview guide. This study shows the effects of knowledge management strategic plan developing in academia strategic plan on knowledge management success. This paper shows the importance top management commitment factors including strategic plan, communication, and training on knowledge management success in academia. In particular the most important role of Strategic planning in knowledge management success is clarified. This study explores one of the necessary organizational infrastructures of successful implementation of knowledge management. The idea of this research could be applied in the other context especially in the industrial organizations.
Abstract: Overall, the findings of the present study suggest that
teachers have low to moderate levels of professionalisation, high
level of career identity and moderate levels of career resilience, and
career planning. From the T-tests and F-tests conducted, it was found
that gender has a significant impact on career identity whereas age
and marital status have significant impact on career planning and also
on career identity. The results indicate that there is a higher
possibility of male teachers to leave the teaching profession than the
female teachers. The result of the T-test on career identity in relation
to gender supports this deduction in which female teachers have
significantly higher career identity than their male counterparts.
Marital status was also found to have a significant impact on career
identity.
Abstract: This research aimed to find out the determining
factors for ISO 14001 EMS implementation among SMEs in
Malaysia from the Resource based view. A cross-sectional approach
using survey was conducted. A research model been proposed which
comprises of ISO 14001 EMS implementation as the criterion
variable while physical capital resources (i.e. environmental
performance tracking and organizational infrastructures), human
capital resources (i.e. top management commitment and support,
training and education, employee empowerment and teamwork) and
organizational capital resources (i.e. recognition and reward,
organizational culture and organizational communication) as the
explanatory variables. The research findings show that only
environmental performance tracking, top management commitment
and support and organizational culture are found to be positively and
significantly associated with ISO 14001 EMS implementation. It is
expected that this research will shed new knowledge and provide a
base for future studies about the role played by firm-s internal
resources.
Abstract: Innovation is being view from four areas of
innovation, product, service, technology, and marketing. Whereas
customer loyalty is composed of customer expectation, perceived
quality, perceived value, corporate image, customer satisfaction,
customer trust/confidence, customer commitment, customer
complaint, and customer loyalty. This study aimed to investigate the
influence of innovation factors to customer loyalty to GSM in the
telecom companies where use of products and services. Structural
Equation Modeling (SEM) using to analyze innovation factors. It was
found the factor of innovation have significant influence on customer
loyalty.
Abstract: High employee turnover rate in Malaysia-s retail industry has become a major issue that needs to be addressed. This study determines the levels of job satisfaction, organizational commitment, and turnover intention of employees in a retail company in Malaysia. The relationships between job satisfaction and organizational commitment on turnover intention are also investigated. A questionnaire was developed using Job Descriptive Index, Organizational Commitment Questionnaire, and Lee and Mowday-s turnover intention items and data were collected from 62 respondents. The findings suggested that the respondents were moderately satisfied with job satisfaction facets such as promotion, work itself, co-workers, and supervisors but were unsatisfied with salary. They also had moderate commitment level with considerably high intention to leave the organization. All satisfaction facets (except for co-workers) and organizational commitment were significantly and negatively related to turnover intention. Based on the findings, retention strategies of retail employees were proposed.