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.
Abstract: This research project is developed in order to study
managerial styles of modern Thai executives. The thorough
understanding will lead to continuous improvement and efficient
performance of Thai business organizations. Regarding managerial
skills, Thai executives focus heavily upon human skills. Also, the
negotiator roles are most emphasis in their management. In addition,
Thai executives pay most attention to the fundamental management
principles including Harmony and Unity of Direction of the
organizations. Moreover, the management techniques, consisting of
Team work and Career Planning are of their main concern. Finally,
Thai executives wish to enhance their firms- image and employees-
morale through conducting the ethical and socially responsible
activities. The major tactic deployed to stimulate employees- ethical
behaviors and mindset is Code of Ethics development.
Abstract: Amongst the consistently fluctuating conditions
prevailing today, changeability represents a strategic key factor for a
manufacturing company to achieve success on the international
markets. In order to cope with turbulences and the increasing level of
incalculability, not only the flexible design of production systems but
in particular the employee as enabler of change provide the focus
here. It is important to enable employees from manufacturing
companies to participate actively in change events and in change
decisions. To this end, the learning factory has been created, which is
intended to serve the development of change-promoting competences
and the sensitization of employees for the necessity of changes.
Abstract: In today's complex global environment, emotional intelligence in educational administrations encompasses self-regard that is formed to utilize communication effectiveness. The paper is undertaken to understand the relationship between managers- emotional intelligence especially self-regard and employees to improve communication effectiveness in educational administrations of Iran. Data (N = 145) for this study were collected through questionnaires that participants were managers and employees educational administrations of Iran. The aim of this paper assess the emotional intelligence especially self-regard of managers and employees and its relationship with communication effectiveness in educational administrations of Iran. This paper explained self-regard that has a high relationship with communication especially communication effectiveness. Self-regard plays an important role in communication effectiveness. Individuals with high self-regard tend to have higher emotional intelligence and this action lead to improve communication effectiveness. The result of the paper shows a strong correspondence between self-regard and communication effectiveness in educational administrations.
Abstract: The main aim of the current study was to examine the
effect of emotional intelligence on retention. The study also aimed at
analyzing the role of job involvement, as a moderator, in the effect of
emotional intelligence on retention. Using data gathered from 241
employees working with hotels and tourism corporations listed in
Amman Stock Exchange in Jordan, emotional intelligence, job
involvement and retention were measured. Hierarchical regression
analyses were used to test the three main hypotheses. Results
indicated that retention was related to emotional intelligence.
Moreover, the study yielded support for the claim that job
involvement had a moderating effect on the relationship between
emotional intelligence and retention.
Abstract: It well recognized that one feature that makes a
successful company is its ability to successfully align its business goals with its information communication technologies platform.
Enterprise Resource Planning (ERP) systems contribute to achieve better performance by integrating various business functions and
providing support for information flows. However, the technological
systems complexity is known to prevent the business users to exploit in an efficient way the Enterprise Resource Planning Systems (ERP).
This paper aims to investigate the role of training in improving the
usage of ERP systems. To this end, we have designed an instrument
survey to employees of a Norwegian multinational global provider of
technology solutions. Based on the analysis of collected data, we have delineated a training model that could be high relevance for
both researchers and practitioners as a step towards a better
understanding of ERP system implementation.
Abstract: Transport and land use are two systems that are
mutually influenced. Their interaction is a complex process
associated with continuous feedback. The paper examines the
existing land use around an under construction metro station of the
new metro network of Thessaloniki, Greece, through the use of field
investigations, around the station-s predefined location. Moreover,
except from the analytical land use recording, a sampling
questionnaire survey is addressed to several selected enterprises of
the study area. The survey aims to specify the characteristics of the
enterprises, the trip patterns of their employees and clients, as well as
the stated preferences towards the changes the new metro station is
considered to bring to the area. The interpretation of the interrelationships
among selected data from the questionnaire survey takes
place using the method of Principal Components Analysis for
Categorical Data. The followed methodology and the survey-s results
contribute to the enrichment of the relevant bibliography concerning
the way the creation of a new metro station can have an impact on the
land use pattern of an area, by examining the situation before the
operation of the station.
Abstract: Business continuity management (BCM) identifies
potential external and internal threats to an organization and their
impacts to business operations. The goal of the article is to identify,
based on the analysis of employee turnover in organizations in the
Czech Republic, the role of personnel planning in BCM. The article
is organized as follows. The first part of the article concentrates on
the theoretical background of the topic. The second part of the article
is dedicated to the evaluation of the outcomes of the survey
conducted (questionnaire survey), focusing on the analysis of
employee turnover in organizations in the Czech Republic. The final
part of the article underlines the role of personnel planning in BCM,
since poor planning of staff needs in an organization can represent
a future threat for business continuity ensuring.
Abstract: Sickness absence represents a major economic and
social issue. Analysis of sick leave data is a recurrent challenge to analysts because of the complexity of the data structure which is
often time dependent, highly skewed and clumped at zero. Ignoring these features to make statistical inference is likely to be inefficient
and misguided. Traditional approaches do not address these problems. In this study, we discuss model methodologies in terms of statistical techniques for addressing the difficulties with sick leave data. We also introduce and demonstrate a new method by performing a longitudinal assessment of long-term absenteeism using
a large registration dataset as a working example available from the Helsinki Health Study for municipal employees from Finland during the period of 1990-1999. We present a comparative study on model
selection and a critical analysis of the temporal trends, the occurrence
and degree of long-term sickness absences among municipal employees. The strengths of this working example include the large
sample size over a long follow-up period providing strong evidence in supporting of the new model. Our main goal is to propose a way to
select an appropriate model and to introduce a new methodology for analysing sickness absence data as well as to demonstrate model
applicability to complicated longitudinal data.
Abstract: Retention in the IT profession is critical for
organizations to stay competitive and operate reliably in the dynamic
business environment. Most organizations rely on compensation and
rewards as primary tools to enhance retention of employees. In this
quantitative survey-based study conducted at a large global bank, we
analyze the perceptions of 575 information technology (IT) software
professionals in India and Malaysia and find that fairness of rewards
has very little impact on retention likelihood. It is far more important
to actively involve employees in organizational activities. In
addition, our findings indicate that involvement is far more important
than information flow: the typical organizational communication to
keep employees informed.
Abstract: The growing problem of youth unemployment in
Egypt after the 25th January Revolution has directed the attention of
some human resource experts towards considering remote
employment as a partial remedy for the unemployed youth instead of
the unavailable traditional jobs, a trend which will also help with the
congested offices and unsolved traffic problem in Cairo and spread
a flexible work culture, but despite of that, the main issue remains
unresolved for these organizations to deal with the system challenges.
In the past few years, in developed countries, there has been a
growing trend for many companies to shift to remote employment
instead of the traditional office employment for many reasons: due to
the growing technological advances that helped some employees do
their work from home on a part time basis, the need for achieving an
employee-s work balance in the middle of unbalanced complicated
life, top management focus on employee-s productivity rather their
time spent at work. The objective of this paper is to study and analyze
the advantages and challenges that Egypt-s labor force will be facing
in their implementation of remote or virtual employment in both
government and private organizations after the 25th January
revolution. Therefore, the research question will be: What are the
advantages and different challenges that Egyptian organizations
might face in their implementation for remote employment system
and how can they manage these challenges for the system to work
effectively? The study is divided into six main parts: the introduction,
objective and importance of the study, research problem,
methodology, experience of some countries that implemented remote
employment, advantages and challenges of implementing remote
employment in Egypt and then the conclusion which discuses the
results and recommendations of the study.
Abstract: Achieving success is a highly critical issue for the
companies to survive in a competitive business environment. The
construction industry is also an area where there is strong
competition due to a large number of construction contractors. There
have been many factors such as qualified employees, quality
workmanship and financial management that can lead to company
success in the construction industry. The aim of this study was to
investigate the critical factors leading to construction company
success. Within this context, a survey was carried out among 40
Turkish construction companies which are located in the Northwest
region of Turkey. In this survey, top-level managers and owners of
the companies were interviewed. The interviews took place over a
five month period between January and May 2007. Finally, the
ranking of the critical success factors has been determined by using
the Simple Multi Attribute Rating Technique (SMART). Based on
the results, business management, financial conditions and
owner/manager characteristics were determined as the most
important factors to company success.
Abstract: Using activity theory, organisational theory and
didactics as theoretical foundations, a comprehensive model of the
organisational dimensions relevant for learning and knowledge
transfer will be developed. In a second step, a Learning Assessment
Guideline will be elaborated. This guideline will be designed to
permit a targeted analysis of organisations to identify the status quo
in those areas crucial to the implementation of learning and
knowledge transfer. In addition, this self-analysis tool will enable
learning managers to select adequate didactic models for e- and
blended learning. As part of the European Integrated Project
"Process-oriented Learning and Information Exchange" (PROLIX),
this model of organisational prerequisites for learning and knowledge
transfer will be empirically tested in four profit and non-profit
organisations in Great Britain, Germany and France (to be finalized
in autumn 2006). The findings concern not only the capability of the
model of organisational dimensions, but also the predominant
perceptions of and obstacles to learning in organisations.
Abstract: The improvement of a filer case utilized to purify the
let-out smoke and smell in the production of Benjarong Ceramic is
studied through Participatory Action Research (PAR). This research
is aimed to protect smell, dirty smoke, and air pollution which are
effects of incomplete combustion in the production of Benjarong
ceramic. This research was conducted at Jongjint Benjarong Ceramic
Factory in Plai Bang, Bang Kruai, Nonthaburi Province,Thailand,
also 12 employees were interviewed for data collection. All collected
data were analyzed to develop and create solution to protect smoke
and smell pollution from Benjarong ceramic production.
The results revealed that the employees who have used the
developed filer cases are moderately satisfied. In addition to the
efficiency of developed smoke-and-smell filer cases, it was found
that Overall, the respondents were satisfied moderately with
efficiency of modified smoke and smell filter cases.
Abstract: This study investigates the relationships between
Work Motivation, Work Stress, and Job Satisfaction toward
cross-strait employees. The target subjects are three
manufacturing firms in Mainland China and Taiwan. Out of 450
distributed surveys, 352 valid surveys were obtained with the
response rate of 78.22%.The findings have addressed three main
pull factors toward cross-strait employees in choosing jobs, which
are (1) high level of firm stability, (2) good firm image, and (3)
good employee benefits. In addition, various employee attributes
exert different impacts on Work Motivation, Work Stress, and
Job Satisfaction. The comparison between expected and actual
perceived Job Satisfaction toward cross-strait employees shows
that “salary" ranks highest regarding expected Job Satisfaction
whereas “co-worker relationship" ranks highest regarding actual
perceived Job Satisfaction, which implies actual perceived Job
Satisfaction do not match employee expectations. Therefore, this
research further concludes that there exists differences between
employees- expected and actual perceived Job Satisfaction.
Abstract: Knowledge is renowned as a significant component
for sustaining competitive advantage and gives leading edge in
business. This study emphasizes towards proper and effectuate
utilization of internal and external (both either explicit or tacit)
knowledge comes from stakeholders, highly supportive to combat
with the challenges and enhance organizational productivity.
Furthermore, it proposed a model under context of IRSA framework
which facilitates the organization including flow of knowledge and
experience sharing among employees. In discussion section an
innovative model which indulges all functionality as mentioned in
analysis section.
Abstract: The validity of Herzberg-s Two-Factor Theory of
Motivation was tested empirically by surveying 2372 chemical fiber
employees in 2012. In the valid sample of 1875 respondents, the
degree of overall job satisfaction was more than moderate. The most
highly valued components of job satisfaction were: “corporate image,"
“collaborative working atmosphere," and “supervisor-s expertise";
whereas the lowest mean score was 34.65 for “job rotation and
promotion." The top three job retention options rated by the
participants were “good image of the enterprise," “good
compensation," and “workplace is close to my residence." The overall
evaluation of the level of thriving facilitation workplace reached
almost to “mostly agree." For those participants who chose at least
one motivator as their job retention options had significantly greater
job satisfaction than those who chose only hygiene factors as their
retention options. Therefore, Herzberg-s Two-Factor Theory of
Motivation was proven valid in this study.
Abstract: This paper examines the influence of communication
form on employee uncertainty during mergers and acquisitions
(M&As). Specifically, the author uses narrative theory to analyze
how narrative organizational communication affects the three
components of uncertainty – decreased predictive, explanatory, and
descriptive ability. It is hypothesized that employees whose
organizations use narrative M&A communication will have greater
predictive, explanatory, and descriptive abilities than employees of
organizations using non-narrative M&A communication. This paper
contributes to the stream of research examining uncertainty during
mergers and acquisitions and argues that narratives are an effective
means of managing uncertainty in the mergers and acquisitions
context.
Abstract: Innovations in technology have created new ethical
challenges. Essential use of electronic communication in the
workplace has escalated at an astronomical rate over the past decade.
As such, legal and ethical dilemmas confronted by both the employer
and the employee concerning managerial control and ownership of einformation
have increased dramatically in the USA. From the
employer-s perspective, ownership and control of all information
created for the workplace is an undeniable source of economic
advantage and must be monitored zealously. From the perspective of
the employee, individual rights, such as privacy, freedom of speech,
and freedom from unreasonable search and seizure, continue to be
stalwart legal guarantees that employers are not legally or ethically
entitled to abridge in the workplace. These issues have been the
source of great debate and the catalyst for legal reform. The fine line
between ethical and legal has been complicated by emerging
technologies. This manuscript will identify and discuss a number of
specific legal and ethical issues raised by the dynamic electronic
workplace and conclude with suggestions that employers should
follow to respect the delicate balance between employees- legal
rights to privacy and the employer's right to protect its knowledge
systems and infrastructure.
Abstract: Most often the contaminants are not taken seriously into consideration, and this behavior comes out directly from the lack of monitoring and professional reporting about pollution in the printing facilities in Serbia. The goal of planned and systematic ozone measurements in ambient air of the screen printing facilities in Novi Sad is to examine of its impact on the employees health, and to track trends in concentration. In this study, ozone concentrations were determined by using discontinuous and continuous method during the automatic and manual screen printing process. Obtained results indicates that the average concentrations of ozone measured during the automatic process were almost 3 to 28 times higher for discontinuous and 10 times higher for continuous method (1.028 ppm) compared to the values prescribed by OSHA. In the manual process, average concentrations of ozone were within prescribed values for discontinuous and almost 3 times higher for continuous method (0.299 ppm).