Abstract: The aim of this study was to determine the factor
structure and psychometric properties (i.e., reliability and convergent
validity) of the Employee Trust Scale, a newly created instrument by
the researchers. The Employee Trust Scale initially contained 82
items to measure employees’ trust toward their supervisors. A sample
of 818 (343 females, 449 males) employees were selected randomly
from public and private organization sectors in Kota Kinabalu,
Sabah, Malaysia. Their ages ranged from 19 to 67 years old with a
mean of 34.55 years old. Their average tenure with their current
employer was 11.2 years (s.d. = 7.5 years). The respondents were
asked to complete the Employee Trust Scale, as well as a managerial
trust questionnaire from Mishra. The exploratory factor analysis on
employees’ trust toward their supervisor’s extracted three factors,
labeled ‘trustworthiness’ (32 items), ‘position status’ (11 items) and
‘relationship’ (6 items) which accounted for 62.49% of the total
variance. Trustworthiness factors were re-categorized into three sub
factors: competency (11 items), benevolence (8 items) and integrity
(13 items). All factors and sub factors of the scales demonstrated
clear reliability with internal consistency of Cronbach’s Alpha above
.85. The convergent validity of the Scale was supported by an
expected pattern of correlations (positive and significant correlation)
between the score of all factors and sub factors of the scale and the
score on the managerial trust questionnaire, which measured the same
construct. The convergent validity of Employee Trust Scale was
further supported by the significant and positive inter-correlation
between the factors and sub factors of the scale. The results suggest
that the Employee Trust Scale is a reliable and valid measure.
However, further studies need to be carried out in other groups of
sample as to further validate the Scale.
Abstract: The aim of this study is to examine the relationship
between organizational commitment which is defined as a strong
belief in and acceptance of the organization’s goals and values, and
burnout syndrome and organizational cynicism. Accordingly, a field
research based on survey method was conducted on the employees of
a health institution operating in the province of Konya. The findings
of the research show that there is a positive statistically significant
relationship between organizational cynicism and burnout while
there is a negative statistically significant relationship between
organizational commitment and burnout. Furthermore, it has been
also realized that there is a negative and statistically significant
relationship between organizational commitment and organizational
cynicism.
Abstract: For schools to be desirable places in which to work, it
is necessary for principals to recognise their teachers’ emotions, and
be sensitive to their needs. This necessitates that principals are
capable to correctly identify their emotionally intelligent behaviours
(EIBs) they need to use in order to be successful leaders. They also
need to have knowledge of their emotional intelligence and be able to
identify the factors and situations that evoke emotion at an
interpersonal level. If a principal is able to do this, then the control
and understanding of emotions and behaviours of oneself and others
could improve vastly. This study focuses on the interpersonal EIBS
of principals affecting the job satisfaction of teachers. The correlation
coefficients in this quantitative study strongly indicate that there is a
statistical significance between the respondents’ level of job
satisfaction, the rating of their principals’ EIBs and how they believe
their principals’ EIBs will affect their sense of job satisfaction. It can
be concluded from the data obtained in this study that there is a
significant correlation between the sense of job satisfaction of
teachers and their principals’ interpersonal EIBs. This means that the
more satisfied a teacher is at school, the more appropriate and
meaningful a principal’s EIBs will be. Conversely, the more
dissatisfied a teacher is at school the less appropriate and less
meaningful a principal’s interpersonal EIBs will be. This implies that
the leaders’ EIBs can be construed as one of the major factors
affecting the job satisfaction of employees.
Abstract: The authors conducted a study for the sample size of
75 HR managers from an Indian IT company through systematic
sampling method. This study identifies that the female employees are
facing lesser conflict than the male employees against their managers
within the organization. There is a positive correlation between
gender and conflict management with the superior towards the work.
There is a significant variance between age and response towards
appraisal system, succession planning and employee engagement.
The education qualification plays a major role in determining the
compensation factor for the employees working in the organization.
The study determines the impact of demographic profile on strategic
HRM practices and its challenges faced by HR managers in IT firm,
India.
Abstract: The Portuguese footwear industry had in the last five years a remarkable performance in the exportation values, the trade balance and others economic indicators. After a long period of difficulties and with a strong reduction of companies and employees since 1994 until 2009, the Portuguese footwear industry changed the strategy and is now a success case between the international players of footwear. Only the Italian industry sells footwear with a higher value than the Portuguese and the distance between them is decreasing year by year. This paper analyses how the Portuguese footwear companies innovate and make innovation, according the classification proposed by the Oslo Manual. Also, analyses the strategy follow in the innovation process and shows the linkage between the type of innovation and the strategy of innovation. The research methodology was qualitative and the strategy for data collection was the case study. The qualitative data will be analyzed with the MAXQDA software. The economic results of the footwear companies studied shows differences between all of them and these differences are related with the innovation strategy adopted. The companies focused in product and marketing innovation, oriented to their target market, have higher ratios “turnover per worker” than the companies focused in process innovation. However, all the footwear companies in this “low-tech” industry create value and contribute to a positive foreign trade of 1.310 million euros in 2013. The growth strategies implemented has the participation of the sectorial organizations in several innovative projects. And it’s obvious that cooperation between all of them is a critical element to the performance achieved by the companies and the innovation observed. The Portuguese footwear sector has in the last years an excellent performance (economic results, exportation values, trade balance, brands and international image) and his performance is strongly related with the strategy in innovation followed, the type of innovation and the networks in the cluster. A simplified model, called “Ace of Diamonds”, is proposed by the authors and explains the way how this performance was reached by the seven companies that participate in the study (two of them are the leaders in the setor), and if this model can be used in others traditional and “low-tech” industries.
Abstract: The research aims to study the association between
job satisfaction, motivation and the five factors of organizational
citizenship behavior (i.e. Altruism, Conscientiousness,
Sportsmanship, Courtesy and Civic virtue) among Public Sector
Employees in Pakistan. In this research Structure Equation Modeling
with confirmatory factor analysis was used to test the relationship
between two independent and five dependent variables. Data was
collected through questionnaire survey from 152 Public Servants
Working in Gujrat District-Pakistan in different capacities. Stratified
Random Sampling Technique was used to conduct this survey. The
results of the study indicate that five factors of OCB have positive
significant relation with both motivation and job satisfaction except
the relationship of Civic Virtue with Motivation. The research
findings implicate that factors other than motivation and job
satisfaction may also affect OCB. Likewise, all the five factors of
OCB may not be present in all populations. Thus, Managers must
concentrate on increasing motivation and job satisfaction to increase
OCB. Furthermore, the present research gives a direction to future
researchers to use more independent variables (e.g. Culture,
leadership, workplace environment, various job attitudes, types of
motivation, etc.) on different types of populations with larger sample
size in order to find the reasons behind insignificant relationship of
civic virtue with Motivation in the research in hand and to generalize
the tested model.
Abstract: This paper applied factor conditions from Porter’s
Diamond Model (1990) to understand the various challenges facing
the AMISA. Factor conditions highlighted in Porter’s model are
grouped into two groups namely, basic and advance factors. Two
AMISA associations representing over 10 000 employees were
interviewed. The largest Clothing, Textiles and Leather (CTL)
apparel retail group was also interviewed with a government
department implementing the industrialization policy were
interviewed. The paper points out that AMISA have basic factor conditions
necessary for competitive advantage in the apparel industries.
However advance factor creation has proven to be a challenge for
AMISA, Higher Education Institutions (HEIs) and government. Poor
infrastructural maintenance has contributed to high manufacturing
costs and poor quick response technologies. The use of Porter’s
Factor Conditions as a tool to analyze the sector’s competitive
advantage challenges and opportunities has increased knowledge
regarding factors that limit the AMISA’s competitiveness. It is
therefore argued that other studies on Porter’s Diamond model
factors like Demand conditions, Firm strategy, structure and rivalry
and Related and supporting industries can be used to analyze the
situation of the AMISA for the purposes of improving competitive
advantage.
Abstract: HR is a department that enhances the power of
employee performance in regard with their services, and to make the
organization strategic objectives. The main concern of HR
department is to organize people, focus on policies and their system.
The empirical study shows the relationship between HRM (Human
Resource Management practices) and their Job Satisfaction. The
Hypothesis is testing on a sample of overall 320 employees of 5
different Pharmaceutical departments of different organizations in
Pakistan. The important thing as Relationship of Job satisfaction with
HR Practices, Impact on Job Satisfaction with HR Practices,
Participation of Staff of Different Departments, HR Practices effects
the Job satisfaction, Recruitment or Hiring and Selection effects the
Job satisfaction, Training and Development, Performance and
Appraisals, Compensation affects the Job satisfaction , and Industrial
Relationships affects the Job satisfaction. After finishing all data
analysis, the conclusion is that lots of Job related activities raise the
confidence of Job satisfaction of employees with their salary and
other benefits.
Abstract: This paper aims to project the construction of a
prototype azimuthal thruster, mounted with materials of low cost and
easy access, testing in a controlled environment to measure their
performance, characteristics and feasibility of future projects. The
construction of the simulation of dynamic positioning software,
responsible for simulating a vessel and reposition it when necessary.
Validation tests were performed in the form of partial or complete
system. These tests validate the system manually or automatically.
The system provides an interface to the user and simulates the
conditions unfavorable positioning of a vessel, accurately calculates
the azimuth angle, the direction of rotation of the helix and the time
that this should be turned on so that the vessel back to position
original. A serial communication connects the Simulation Dynamic
Positioning System with Embedded System causing the usergenerated
data to simulate the DP system arrives in the form of
control signals to the motors of the propellant. This article addresses
issues in the marine industry employees.
Abstract: The substantial development of the construction
industry has forced the cement industry, its major support, to focus
on achieving maximum productivity to meet the growing demand for
this material. This means that the reliability of a cement production
system needs to be at the highest level that can be achieved by good
maintenance. This paper studies the extent to which the
implementation of RCM is needed as a strategy for increasing the
reliability of the production systems component can be increased,
thus ensuring continuous productivity. In a case study of four Libyan
cement factories, 80 employees were surveyed and 12 top and middle
managers interviewed. It is evident that these factories usually
breakdown more often than once per month which has led to a
decline in productivity. In many times they cannot achieve the
minimum level of production amount. This has resulted from the
poor reliability of their production systems as a result of poor or
insufficient maintenance. It has been found that most of the factories’
employees misunderstand maintenance and its importance. The main
cause of this problem is the lack of qualified and trained staff, but in
addition it has been found that most employees are not found to be
motivated as a result of a lack of management support and interest. In
response to these findings, it has been suggested that the RCM
strategy should be implemented in the four factories. The results
show the importance of the development of maintenance strategies
through the implementation of RCM in these factories. The purpose
of it would be to overcome the problems that could secure the
reliability of the production systems. This study could be a useful
source of information for academic researchers and the industrial
organizations which are still experiencing problems in maintenance
practices.
Abstract: The main purpose of this study was to figure out
employees’ attitudes toward the new performance appraisal program
and to examine whether three different types of appraisal processes
differentially affected job satisfaction and employee engagement. The
second purpose of this study was to investigate the relationship
between performance appraisal reform, job satisfaction, and employee
engagement. A large polyester and textile corporation had 2046
non-operational employees in February 2014. The valid participants
were 1474 (72.04%) in this study. Data analysis included descriptive
statistics, one-way ANOVA, one-way MANOVA, Pearson correlation,
Content Validity Index, the exploratory factor analysis, and reliability
analysis. The general results showed that employees who received the
new performance appraisal program evaluated the program more
positively and showed more job satisfaction than those who did not. In
particular, the implementation effects of this new performance
appraisal program were most highly rated by employees who used the
KPI to rate their job performance. Moreover, employees’ attitudes
toward the new performance appraisal program were positively related
to their job satisfaction and employee engagement. Lastly, most
employees regarded themselves as engaged workers. To sum up, the
HR department of this company has made an effective contribution to
performance appraisal reforms.
Abstract: The problems arising from unbalanced data sets
generally appear in real world applications. Due to unequal class
distribution, many researchers have found that the performance of
existing classifiers tends to be biased towards the majority class. The
k-nearest neighbors’ nonparametric discriminant analysis is a method
that was proposed for classifying unbalanced classes with good
performance. In this study, the methods of discriminant analysis are
of interest in investigating misclassification error rates for classimbalanced
data of three diabetes risk groups. The purpose of this
study was to compare the classification performance between
parametric discriminant analysis and nonparametric discriminant
analysis in a three-class classification of class-imbalanced data of
diabetes risk groups. Data from a project maintaining healthy
conditions for 599 employees of a government hospital in Bangkok
were obtained for the classification problem. The employees were
divided into three diabetes risk groups: non-risk (90%), risk (5%),
and diabetic (5%). The original data including the variables of
diabetes risk group, age, gender, blood glucose, and BMI were
analyzed and bootstrapped for 50 and 100 samples, 599 observations
per sample, for additional estimation of the misclassification error
rate. Each data set was explored for the departure of multivariate
normality and the equality of covariance matrices of the three risk
groups. Both the original data and the bootstrap samples showed nonnormality
and unequal covariance matrices. The parametric linear
discriminant function, quadratic discriminant function, and the
nonparametric k-nearest neighbors’ discriminant function were
performed over 50 and 100 bootstrap samples and applied to the
original data. Searching the optimal classification rule, the choices of
prior probabilities were set up for both equal proportions (0.33: 0.33:
0.33) and unequal proportions of (0.90:0.05:0.05), (0.80: 0.10: 0.10)
and (0.70, 0.15, 0.15). The results from 50 and 100 bootstrap samples
indicated that the k-nearest neighbors approach when k=3 or k=4 and
the defined prior probabilities of non-risk: risk: diabetic as 0.90:
0.05:0.05 or 0.80:0.10:0.10 gave the smallest error rate of
misclassification. The k-nearest neighbors approach would be
suggested for classifying a three-class-imbalanced data of diabetes
risk groups.
Abstract: Quick adoption of e-business and emerging influence
of “Electronic Word of Mouth e-WOM” communication on guests
made leading hotel brands successful examples of electronic guest
relationship management. Main reasons behind such success are well
established procedures in collection, analysis and usage of highly
valuable data available on the Internet, generated through some form
of e-GRM programme. E-GRM is more than just a technology
solution. It’s a system which balance respective guest demands, hotel
technological capabilities and organizational culture of employees,
discharging the universal approach in guest relations “same for all”.
The purpose of this research derives from the necessity of
determining the importance of monitoring and applying e-WOM
communication as one of the methods used in managing guest
relations. This paper analyses and compares different hotelier’s
opinions on e-WOM communication.
Abstract: In today’s rapidly changing and increasingly complex
environment, organizations have relied on their members’ positive
attitude toward their employers. In particular, employees’
organizational commitment (primarily, the affective component) has
been recognized as an essential component of organizational
functioning and success. Hence, identifying the determinants of
affective commitment is one of the most important research issues.
This study tested the influence of leader-member exchange (LMX)
and exchange ideology on employee’s affective commitment. In
addition, the interactive effect of LMX and exchange ideology was
examined. Data from 198 members of the Korean military supports
each of the hypotheses. Lastly, implications for research and directions
for future research are discussed.
Abstract: Entrepreneurs face different sort of difficulties
especially with customers, organizations and employees. Emotional
intelligence which is the ability to understand and control the
emotions is an important factor to help entrepreneurs end up
challenges to the result they prefer. So it is assumed that
entrepreneurs especially those who have passed the first challenging
years of starting a new business, have high emotional intelligence. In
this study the Iranian established entrepreneurs have been surveyed.
According to Iran Gem 2014 report the percentage of established
entrepreneur in Iran is 10.92%. So by using Cochran sample formula
(1%) 96 Iranian established entrepreneurs have been selected and
Emotional intelligence appraisal questionnaire distributed to them.
The SPSS19 result shows high emotional intelligence in Iranian
established entrepreneurs.
Abstract: The paper presents a new method for efficient
innovation process management. Even though the innovation
management methods, tools and knowledge are well established and
documented in literature, most of the companies still do not manage it
efficiently. Especially in SMEs the front end of innovation - problem
identification, idea creation and selection - is often not optimally
performed. Our eMIPS methodology represents a sort of "umbrella
methodology" - a well-defined set of procedures, which can be
dynamically adapted to the concrete case in a company. In daily
practice, various methods (e.g. for problem identification and idea
creation) can be applied, depending on the company's needs. It is
based on the proactive involvement of the company's employees
supported by the appropriate methodology and external experts. The
presented phases are performed via a mixture of face-to-face
activities (workshops) and online (eLearning) activities taking place
in eLearning Moodle environment and using other e-communication
channels. One part of the outcomes is an identified set of
opportunities and concrete solutions ready for implementation. The
other also very important result is connected to innovation
competences for the participating employees related with concrete
tools and methods for idea management. In addition, the employees
get a strong experience for dynamic, efficient and solution oriented
managing of the invention process. The eMIPS also represents a way
of establishing or improving the innovation culture in the
organization. The first results in a pilot company showed excellent
results regarding the motivation of participants and also as to the
results achieved.
Abstract: Employer branding is considered as a useful tool for
addressing the global-local problem facing complex organisations
that have operations scattered across the globe and face challenges of
dealing with the local environment alongside. Despite being an
established field of study within the Western developed world, there
is little empirical evidence concerning the relevance of employer
branding to global companies that operate in the under-developed
economies. This paper fills this gap by gaining rich insight into the
implementation of employer branding programs in a foreign
multinational operating in Pakistan dealing with the global-local
problem. The study is qualitative in nature and employs semistructured
and focus group interviews with senior/middle managers
and local frontline employees to deeply examine the phenomenon in
case organisation. Findings suggest that authenticity is required in
employer brands to enable them to respond to the local needs thereby
leading to the resolution of the global-local problem. However, the
role of signaling theory is key to the development of authentic
employer brands as it stresses on the need to establish an efficient and
effective signaling environment where in signals travel in both
directions (from signal designers to receivers and backwards) and
facilitate firms with the global-local problem. The paper also
identifies future avenues of research for the employer branding field.
Abstract: This study aims to analyze ceramic employees’
occupational health and safety training expectations. To that general
objective, the study tries to examine whether occupational health and
safety training expectations of ceramic employees meaningfully
differentiate depending on demographic features and professional,
social and economic conditions. For this purpose, a questionnaire was
developed by the researcher. The research data were collected
through this questionnaire called “Questionnaire of Occupational
Health and Safety Training Expectation” (QSOHSTE). QSOHSTE
was applied to 125 ceramic employees working in Kütahya, Turkey.
Data obtained from questionnaire were analyzed via SPSS 21.
The findings, obtained from the study, revealed that employees’
agreement level to occupational health and safety training expectation
statements is generally high-level. The findings reveal that employees
expect professional interest such as increased development and
investment, preventive measures for accidents, interventions to
evaluate the working conditions, establishment of safe working
environments and sustainment of adequate equipment for
occupational health and safety training process.
Besides these findings, employees’ agreement level to
occupational health and safety training expectation statements also
varies in terms of educational level, professional seniority, income
level and perception of economic condition.
Abstract: Living today in turbulent business environment forces
companies to distinguish from each other, securing sustainable
competitive growth and competitive advantage. The best possible
solution is to invest (effort and financial resources) within
companies’ different practices of human resource management
(HRM), more specifically in employees’ knowledge, skills and
abilities. Applying this approach companies will create enviable level
of human capital securing its economic growth. Employees become
human capital for their employers at the moment when they
contribute with their own knowledge and abilities in creating material
and non-material value of the company. The main aim of this
research is to explore the relations between human capital
investments and business excellence of Croatian companies.
Furthermore, the differences in the level of human capital
investments with regard to several companies’ characteristics (e.g.
size of the company, ownership and type of the industry) are
investigated.
Abstract: Many organizations bring e-Learning to use as a tool
in their training and human development department. It is getting
more popular because it is easy to access to get knowledge all the
time and also it provides a rich content, which can develop the
employees’ skill efficiently. This study is focused on the factors that
affect using e-Learning efficiently, so it will make job satisfaction
increasing. The questionnaires were sent to employees in large
commercial banks, which use e-Learning located in Bangkok, the
results from multiple linear regression analysis showed that
employee’s characteristics, characteristics of e-Learning, learning and
growth have influence on job satisfaction.