Abstract: Knowledge management (KM) literature has mainly focused on the antecedents of KM. The purpose of this study is to investigate the effect of specific human resource management (HRM) practices on employee knowledge sharing and its outcome as individual knowledge capability. Based on previous literature, a model is proposed for the study and hypotheses are formulated. The cross-sectional dataset comes from a sample of 19 knowledge intensive firms (KIFs). This study has run an item parceling technique followed by Confirmatory Factor Analysis (CFA) on the latent constructs of the research model. Employees’ collaboration and their interpersonal trust can help to improve their knowledge sharing behaviour and knowledge capability within organisations. This study suggests that in future, by using a larger sample, better statistical insight is possible. The findings of this study are beneficial for scholars, policy makers and practitioners. The empirical results of this study are entirely based on employees’ perceptions and make a significant research contribution, given there is a dearth of empirical research focusing on the subcontinent.
Abstract: Various players are part of the game in an asymmetric war, all making efforts to provide human security to their own adherents. Although a fragile state is not able to provide sufficient and comprehensive services, it still provides special services and security to the elite; the insurgents as well provide services and security to their associates. The humanitarian organisations, on the other hand, provide some fundamental elements of human security, but only in the regions, they are able to access when possible (if possible). The counterinsurgents (security forces of the state and intervention forces) operate within a narrow band defined by the vision of the responsibility to protect and the perspective of the resolution of the conflict through combat; hence, the possibility to provide human security is shaken at this end. This article examines how each player provides human security from the perspective of freedom from want in order to secure basic and strategic needs, freedom from fear through providing protection against all kinds of violence, and the freedom to live in dignity. It identifies a vicious cycle caused by the intervention of the different players causing a centrifugal force that may lead to disintegration of the nation under war.
Abstract: In the age of automation and computation aiding manufacturing, it is clear that manufacturing systems have become more complex than ever before. Although technological advances provide the capability to gain more value with fewer resources, sometimes utilisation of the manufacturing capabilities available to organisations is difficult to achieve. Flexible manufacturing systems (FMS) provide a unique capability to manufacturing organisations where there is a need for product range diversification by providing line efficiency through production flexibility. This is very valuable in trend driven production set-ups or niche volume production requirements. Although FMS provides flexible and efficient facilities, its optimal set-up is key in achieving production performance. As many variables are interlinked due to the flexibility provided by the FMS, analytical calculations are not always sufficient to predict the FMS’ performance. Simulation modelling is capable of capturing the complexity and constraints associated with FMS. This paper demonstrates how discrete event simulation (DES) can address complexity in an FMS to optimise the production line performance. A case study of an automotive FMS is presented. The DES model demonstrates different configuration options depending on prioritising objectives: utilisation and throughput. Additionally, this paper provides insight into understanding the impact of system set-up constraints on the FMS performance and demonstrates the exploration into the optimal production set-up.
Abstract: The Convention on the Rights of Persons with Disabilities (CRPD) provides the basis of this study. For all countries which have ratified the convention since its entry into force in 2007, the effective implementation of the requirements often leads to considerable challenges. Furthermore, missing indicators make it difficult to measure progress. Therefore, the aim of the research project is to contribute to analyze the consequences of the implementation process on the inclusion and exclusion conditions for people with disabilities in Germany. Disabled People’s Organisations and other associations consider the social space to be relevant for the successful implementation of the CRPD. Against this background, the research project wants to focus on the relationship between a barrier-free access to the social space and the “full and effective participation and inclusion” (Art. 3) of persons with disabilities. The theoretical basis of the study is the sociological theory of social space (“Sozialraumtheorie”).
Abstract: Maintenance management is no longer a stand-alone activity. It has now assumed a strategic position in many organisations that have recognised its importance in achieving primary goals and a key aspect of effective management of facilities. This paper aims at providing an understanding of the role and function of strategic management in creating and sustaining an effective maintenance management system in an organisation. The background provides an articulated concept and principles of strategic management. The theoretical concepts paved way for a conceptual framework for which strategic management can be integrated into the maintenance management system of an organisation to improve effectiveness in the maintenance of facilities.
Abstract: The objective of this study is to uncover the basic business-forces that necessitated the survival and sustainable performance of the medium scale contractors in the South African construction market. This study is essential as it set to contribute towards long-term strategic solutions for combating the incessant failure of start-ups construction organizations within South African. The study used a qualitative research methodology; as the most appropriate approach to elicit and understand, and uncover the phenomena that are basic business-forces for the active contractors in the market. The study also adopted a phenomenological study approach; and in-depth interviews were conducted with 20 medium scale contractors in Port Elizabeth, South Africa, between months of August to October 2015. This allowed for an in-depth understanding of the critical and basic business-forces that influenced their survival and performance beyond the first five years of business operation. Findings of the study showed that for potential contractors (startups), to survival in the competitive business environment such as construction industry, they must possess the basic business-forces. These forces are educational knowledge in construction and business management related disciplines, adequate industrial experiences, competencies and capabilities to delivery excellent services and products as well as embracing the spirit of entrepreneurship. Convincingly, it can be concluded that the strategic approach to minimize the endless failure of startups construction businesses; the potential construction contractors must endeavoring to access and acquire the basic educationally knowledge, training and qualification; need to acquire industrial experiences in collaboration with required competencies, capabilities and entrepreneurship acumen. Without these basic business-forces as been discovered in this study, the majority of the contractors gaining entrance in the market will find it difficult to develop and grow a competitive and sustainable construction organization in South Africa.
Abstract: This study aims to investigate and explore the underlying causes of security concerns of customers emerged when WHSmith transformed its physical system to virtualized business model through NetSuite. NetSuite is essentially fully integrated software which helps transforming the physical system to virtualized business model. Modern organisations are moving away from traditional business models to cloud based models and consequently it is expected to have a better, secure and innovative environment for customers. The vital issue of the modern age race is the security when transforming virtualized through cloud based models and designers of interactive systems often misunderstand privacy and even often ignore it, thus causing concerns for users. The content analysis approach is being used to collect the qualitative data from 120 online bloggers including TRUSTPILOT. The results and finding provide useful new insights into the nature and form of security concerns of online users after they have used the WHSmith services offered online through their website. Findings have theoretical as well as practical implications for the successful adoption of cloud computing Business-to-Business model and similar systems.
Abstract: Despite the benefits of innovation diffusion in the
South African public service, implementation thereof seems to be
problematic, particularly with regard to e-governance which would
enhance the quality of service delivery, especially accessibility,
choice, and mode of operation. This paper reports on differences
between the public service and the private sector in terms of
innovation diffusion. Innovation diffusion will be investigated to
explore identified obstacles that are hindering successful
implementation of e-governance. The research inquiry is underpinned
by the diffusion of innovation theory, which is premised on the
assumption that innovation has a distinct channel, time, and mode of
adoption within the organisation. A comparative thematic document
analysis was conducted to investigate organisational differences with
regard to innovation diffusion. A similar approach has been followed
in other countries, where the same conceptual framework has been
used to guide document analysis in studies in both the private and the
public sectors. As per the recommended conceptual framework, three
organisational characteristics were emphasised, namely the external
characteristics of the organisation, the organisational structure, and
the inherent characteristics of the leadership. The results indicated
that the main difference in the external characteristics lies in the
focus and the clientele of the private sector. With regard to
organisational structure, private organisations have veto power,
which is not the case in the public service. Regarding leadership,
similarities were observed in social and environmental responsibility
and employees’ attitudes towards immediate supervision. Differences
identified included risk taking, the adequacy of leadership
development, organisational approaches to motivation and
involvement in decision making, and leadership style. Due to the
organisational differences observed, it is recommended that
differentiated strategies be employed to ensure effective innovation
diffusion, and ultimately e-governance. It is recommended that the
results of this research be used to stimulate discussion on ways to
improve collaboration between the mentioned sectors, to capitalise on
the benefits of each sector.
Abstract: Introduction: To update ourselves and understand the
concept of latest electronic formats available for Health care
providers and how it could be used and developed as per standards.
The idea is to correlate between the patients Manual Medical Records
keeping and maintaining patients Electronic Information in a Health
care setup in this world. Furthermore, this stands with adapting to the
right technology depending upon the organization and improve our
quality and quantity of Healthcare providing skills. Objective: The
concept and theory is to explain the terms of Electronic Medical
Record (EMR), Electronic Health Record (EHR) and Personal Health
Record (PHR) and selecting the best technical among the available
Electronic sources and software before implementing. It is to guide
and make sure the technology used by the end users without any
doubts and difficulties. The idea is to evaluate is to admire the uses
and barriers of EMR-EHR-PHR. Aim and Scope: The target is to
achieve the health care providers like Physicians, Nurses, Therapists,
Medical Bill reimbursements, Insurances and Government to assess
the patient’s information on easy and systematic manner without
diluting the confidentiality of patient’s information. Method: Health
Information Technology can be implemented with the help of
Organisations providing with legal guidelines and help to stand by
the health care provider. The main objective is to select the correct
embedded and affordable database management software and
generating large-scale data. The parallel need is to know how the
latest software available in the market. Conclusion: The question lies
here is implementing the Electronic information system with
healthcare providers and organization. The clinicians are the main
users of the technology and manage us to “go paperless”. The fact is
that day today changing technologically is very sound and up to date.
Basically, the idea is to tell how to store the data electronically safe
and secure. All three exemplifies the fact that an electronic format
has its own benefit as well as barriers.
Abstract: The number and adequacy of Performance-Indicators
(PIs) for organisational purposes are core to the success of
organisations and a major concern to the sponsor of this research.
This assignment developed a procedure to improve a firm’s
performance assessment system, by identifying two key-PIs out of 28
initial ones, and by setting criteria and their relative importance to
validate and rank the adequacy and the right number of operational
metrics. The Analytical-Hierarchy-Process was used with a synthesismethod
to treat data coming from the management inquiries.
Although organisational alignment has been achieved, business
processes should also be targeted and PIs continuously revised.
Abstract: Software quality issues require special attention
especially in view of the demands of quality software product to meet
customer satisfaction. Software development projects in most
organisations need proper defect management process in order to
produce high quality software product and reduce the number of
defects. The research question of this study is how to produce high
quality software and reducing the number of defects. Therefore, the
objective of this paper is to provide a framework for managing
software defects by following defined life cycle processes. The
methodology starts by reviewing defects, defect models, best
practices, and standards. A framework for defect management life
cycle is proposed. The major contribution of this study is to define a
defect management roadmap in software development. The adoption
of an effective defect management process helps to achieve the
ultimate goal of producing high quality software products and
contributes towards continuous software process improvement.
Abstract: In 2009, the new HRM policy was implemented in
Qatar for public sector organisations. The purpose of this research is
to examine how Qatar’s 2009 HRM policy was significant in
influencing employee retention in public organisations. The
conducted study utilised quantitative methodology to analyse the data
on employees’ perceptions of such HRM practices as Performance
Management, Rewards and Promotion, Training and Development
associated with the HRM policy in public organisations in
comparison to semi-private organisations. Employees of seven public
and semi-private organisations filled in the questionnaire based on
the 5-point Likert scale to present quantitative results. The data was
analysed with the correlation and multiple regression statistical
analyses. It was found that Performance Management had the
relationship with Employee Retention, and Rewards and Promotion
influenced Job Satisfaction in public organisations. Relationship
between Job Satisfaction and Employee Retention was also observed.
However, no significant differences were observed in the role of
HRM practices in public and semi-private organisations.
Abstract: Research Objectives: The roles and activities of
Human Resource Management (HRM) have changed a lot in the past
years. Driven by a changing environment and therefore new business
requirements, the scope of human resource (HR) activities has
widened. The extent to which these activities should focus on
strategic issues to support the long term success of a company has
been discussed in science for many years. As many economies of
Central and Eastern Europe (CEE) experienced a phase of transition
after the socialist era and are now recovering from the 2008 global
crisis it is needed to examine the current state of HR positioning.
Furthermore a trend in HR work developing from rather
administrative units to being strategic partners of management can be
noticed. This leads to the question of better understanding the
underlying competencies which are necessary to support
organisations. This topic was addressed by the international study
“HR Competencies in international comparison”. The quantitative
survey was conducted by the Institute for Human Resources &
Organisation of FHWien University of Applied Science of WKW (A)
in cooperation with partner universities in the countries Bosnia-
Herzegovina, Croatia, Serbia and Slovenia. Methodology: Using the
questionnaire developed by Dave Ulrich we tested whether the HR
Competency model can be used for Austria, Bosnia and Herzegovina,
Croatia, Serbia and Slovenia. After performing confirmatory and
exploratory factor analysis for the whole data set containing all five
countries we could clearly distinguish between four competencies. In
a further step our analysis focused on median and average
comparisons between the HR competency dimensions. Conclusion:
Our literature review, in alignment with other studies, shows a
relatively rapid pace of development of HR Roles and HR
Competencies in BCSS in the past decades. Comparing data from
BCSS and Austria we still can notice that regards strategic orientation
there is a lack in BCSS countries, thus competencies are not as
developed as in Austria. This leads us to the tentative conclusion that
HR has undergone a rapid change but is still in a State of Transition
from being a rather administrative unit to performing the role of a
strategic partner.
Abstract: Thousands of organisations store important and
confidential information related to them, their customers, and their
business partners in databases all across the world. The stored data
ranges from less sensitive (e.g. first name, last name, date of birth) to
more sensitive data (e.g. password, pin code, and credit card
information). Losing data, disclosing confidential information or
even changing the value of data are the severe damages that
Structured Query Language injection (SQLi) attack can cause on a
given database. It is a code injection technique where malicious SQL
statements are inserted into a given SQL database by simply using a
web browser. In this paper, we propose an effective pattern
recognition neural network model for detection and classification of
SQLi attacks. The proposed model is built from three main elements
of: a Uniform Resource Locator (URL) generator in order to generate
thousands of malicious and benign URLs, a URL classifier in order
to: 1) classify each generated URL to either a benign URL or a
malicious URL and 2) classify the malicious URLs into different
SQLi attack categories, and a NN model in order to: 1) detect either a
given URL is a malicious URL or a benign URL and 2) identify the
type of SQLi attack for each malicious URL. The model is first
trained and then evaluated by employing thousands of benign and
malicious URLs. The results of the experiments are presented in
order to demonstrate the effectiveness of the proposed approach.
Abstract: The aim of this exploratory research is to understand
further how organisations can evaluate their activities, which
generate knowledge creation, to meet changing stakeholder
expectations. A Scale of Knowledge (SoK) Framework is proposed
which links knowledge management and organisational activities to
changing stakeholder expectations. The framework was informed by
the knowledge management literature, as well as empirical work
conducted via a single case study of a multi-site hospital organisation
in Saudi Arabia. Eight in-depth semi-structured interviews were
conducted with managers from across the organisation regarding
current and future stakeholder expectations, organisational
strategy/activities and knowledge management. Data were analysed
using thematic analysis and a hierarchical value map technique to
identify activities that can produce further knowledge and
consequently impact on how stakeholder expectations are met.
The SoK Framework developed may be useful to practitioners as
an analytical aid to determine if current organisational activities
produce organisational knowledge which helps them meet
(increasingly higher levels of) stakeholder expectations. The
limitations of the research and avenues for future development of the
proposed framework are discussed.
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: The study of organisations’ information security
cultures has attracted scholars as well as healthcare services industry
to research the topic and find appropriate tools and approaches to
develop a positive culture. The vast majority of studies in Saudi
national health services are on the use of technology to protect and
secure health services information. On the other hand, there is a lack
of research on the role and impact of an organisation’s cultural
dimensions on information security. This research investigated and
analysed the role and impact of cultural dimensions on information
security in Saudi Arabia health service. Hypotheses were tested and
two surveys were carried out in order to collect data and information
from three major hospitals in Saudi Arabia (SA). The first survey
identified the main cultural-dimension problems in SA health
services and developed an initial information security culture
framework model. The second survey evaluated and tested the
developed framework model to test its usefulness, reliability and
applicability. The model is based on human behaviour theory, where
the individual’s attitude is the key element of the individual’s
intention to behave as well as of his or her actual behaviour. The
research identified a set of cultural and sub-cultural dimensions in SA
health information security and services.
Abstract: In-memory database systems are becoming popular
due to the availability and affordability of sufficiently large RAM and
processors in modern high-end servers with the capacity to manage
large in-memory database transactions. While fast and reliable inmemory
systems are still being developed to overcome cache misses,
CPU/IO bottlenecks and distributed transaction costs, disk-based data
stores still serve as the primary persistence. In addition, with the
recent growth in multi-tenancy cloud applications and associated
security concerns, many organisations consider the trade-offs and
continue to require fast and reliable transaction processing of diskbased
database systems as an available choice. For these
organizations, the only way of increasing throughput is by improving
the performance of disk-based concurrency control. This warrants a
hybrid database system with the ability to selectively apply an
enhanced disk-based data management within the context of inmemory
systems that would help improve overall throughput.
The general view is that in-memory systems substantially
outperform disk-based systems. We question this assumption and
examine how a modified variation of access invariance that we call
enhanced memory access, (EMA) can be used to allow very high
levels of concurrency in the pre-fetching of data in disk-based
systems. We demonstrate how this prefetching in disk-based systems
can yield close to in-memory performance, which paves the way for
improved hybrid database systems. This paper proposes a novel EMA
technique and presents a comparative study between disk-based EMA
systems and in-memory systems running on hardware configurations
of equivalent power in terms of the number of processors and their
speeds. The results of the experiments conducted clearly substantiate
that when used in conjunction with all concurrency control
mechanisms, EMA can increase the throughput of disk-based systems
to levels quite close to those achieved by in-memory system. The
promising results of this work show that enhanced disk-based
systems facilitate in improving hybrid data management within the
broader context of in-memory systems.
Abstract: This paper reviews the internal use of blogs and their
potential effectiveness as organisational learning tools. Since the
emergence of the concept of ‘Enterprise 2.0’ there remains a lack of
empirical evidence associated with how organisations are applying
social media tools and whether they are effective towards supporting
organisational learning. Surprisingly, blogs, one of the more
traditional social media tools, still remains under-researched in the
context of ‘Enterprise 2.0’ and organisational learning. The aim of
this paper is to identify the theoretical linkage between blogs and
organisational learning in addition to reviewing prior research on
organisational blogging exploring why this area remains underresearched.
Through a literature review, one of the principal findings
of this paper is that organisational blogs have a mutual compatibility
with the interpretivist aspect of organisational learning. This paper
further advocates that further empirical work in this subject area is
required to substantiate this theoretical assumption.
Abstract: The research conducted in early seventies apparently
assumed the existence of a universal decision model for union
negotiators and furthermore tended to regard financial information as
a ‘neutral’ input into a rational decision making process. However,
research in the eighties began to question the neutrality of financial
information as an input in collective bargaining rather viewing it as a
potentially effective means for controlling the labour force.
Furthermore, this later research also started challenging the simplistic
assumptions relating particularly to union objectives which have
underpinned the earlier search for universal union decision models.
Despite the above developments there seems to be a dearth of studies
in developing countries concerning the use of financial information in
collective bargaining. This paper seeks to begin to remedy this
deficiency. Utilising a case study approach based on two enterprises,
one in the public sector and the other a multinational, the universal
decision model is rejected and it is argued that the decision whether
or not to use financial information is a contingent one and such a
contingency is largely defined by the context and environment in
which both union and management negotiators work. An attempt is
also made to identify the factors constraining as well as promoting
the use of financial information in collective bargaining, these being
regarded as unique to the organisations within which the case studies
are conducted.