Abstract: Recently, the green architecture becomes a
significant way to a sustainable future. Green building designs
involve finding the balance between comfortable homebuilding and
sustainable environment. Moreover, the utilization of the new
technologies such as artificial intelligence techniques are used to
complement current practices in creating greener structures to keep
the built environment more sustainable. The most common objectives
in green buildings should be designed to minimize the overall impact
of the built environment that effect on ecosystems in general and in
particularly human health and natural environment. This will lead to
protecting occupant health, improving employee productivity,
reducing pollution and sustaining the environmental. In green
building design, multiple parameters which may be interrelated,
contradicting, vague and of qualitative/quantitative nature are
broaden to use. This paper presents a comprehensive critical state- ofart-
review of current practices based on fuzzy and its combination
techniques. Also, presented how green architecture/building can be
improved using the technologies that been used for analysis to seek
optimal green solutions strategies and models to assist in making the
best possible decision out of different alternatives.
Abstract: MSMEs are regarded as the sunrise sector of the
Indian economy in view of its large potential for growth and likely
socio economic impact specifically on employment and income
generation. In today’s competitive business environment, global
competition forces companies to continuously seek ways of
improving their products and services. The pressure on organizations
to adapt to new technologies and external threats requires
resourcefulness, creativity and innovation. Market has become more
open, competitive and customers more demanding. Without
continuous technology innovation, no organization can ever remain
competitive. Innovations reflect a critical way in which organizations
respond to either technological or market challenges. The need of the
market is to deliver high quality products through continuous
changing in features in product, improve existing products, reduce
their cost, and improve employee skills, training, technology
infrastructure and financial policies. Therefore, the key factor of
organization’s ability to change is innovation. The study presents a
detailed review of literature on the role of technology innovation in
improving manufacturing performance of industries.
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: The present article seeks to carry out along the lines of
interpretation of the recent Portuguese Constitutional Court case law
on the possibility of an employee to observe a worship day imposed
by religious beliefs. In this approach to the question, considerations
on the subject of the relationship between religious freedom and
labour relations will inevitably arise. We intend to draw conclusions
of practical application from the court decisions on the matter of
freedom of religion.
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.
Abstract: The purpose of this study is to examine the possible
link between employee and customer satisfaction. The service
provided by employees, help to build a good relationship with
customers and can help at increasing their loyalty. Published data for
job satisfaction and indicators of customer services of banks were
gathered from relevant published works which included data from
five different countries. The scores of customers and employees
satisfaction of the different published works were transformed and
normalized to the scale of 1 to 100. The data were analyzed and a
regression analysis of the two parameters was used to describe the
link between employee’s satisfaction and customer’s satisfaction.
Assuming that employee satisfaction has a significant influence on
customer’s service and the resulting customer satisfaction, the
reviewed data indicate that employee’s satisfaction contributes
significantly on the level of customer satisfaction in the Banking
sector. There was a significant correlation between the two
parameters (Pearson correlation R2=0.52 P
Abstract: The globalization of markets, the need to develop
competitive advantages and core competencies, among other things,
lead organizations to increasingly cross borders to operate in other
countries. The expatriation of professionals who go to work in
another country besides their own becomes increasingly common. In
order to generate data about this issue, research was conducted
concerning the perception of expatriate employees concerning
expatriation success. The research method used was case study
through a qualitative approach. This research was done through
interviews with five India expatriates and five China expatriates,
interview with expatriate department heads and analysis of company
documents. It was found that there are differences between the
organizational perception and perception of expatriates of what
constitutes mission success. The paper also provides suggestions for
further research and suggestions for future expatriates.
Abstract: Cloud computing has provided the impetus for change
in the demand, sourcing, and consumption of IT-enabled services.
The technology developed from an emerging trend towards a ‘musthave’.
Many organizations harnessed on the quick-wins of cloud
computing within the last five years but nowadays reach a plateau
when it comes to sustainable savings and performance. This study
aims to investigate what is needed from an organizational perspective
to make cloud computing a sustainable success. The study was
carried out in Germany among senior IT professionals, both in
management and delivery positions. Our research shows that IT
executives must be prepared to realign their IT workforce to sustain
the advantage of cloud computing for today and the near future.
While new roles will undoubtedly emerge, roles alone cannot ensure
the success of cloud deployments. What is needed is a change in the
IT workforce’s business behaviour, or put more simply, the ways in
which the IT personnel works. It gives clear guidance on which
dimensions of an employees’ working behaviour need to be adapted.
The practical implications are drawn from a series of semi-structured
interviews, resulting in a high-level workforce enablement plan.
Lastly, it elaborates on tools and gives clear guidance on which
pitfalls might arise along the proposed workforce enablement
process.
Abstract: The purpose of this paper is to evaluate the positive
impact of SHRM practices and transformational leadership style on
employees job satisfaction and to develop a conceptual understanding
of the moderating role of transformational leadership between the
relationship of SHRM practices and employees job satisfaction. This
study focuses on four SHRM practices that have positive relationship
with employee’s job satisfaction.
Abstract: This paper is drawn from a wider study of the
management of gender, age and disability diversity in the banking
sector in the Kingdom of Saudi Arabia (KSA), which aims to develop
a framework for diversity management (DM) in this sector. The
paper focuses on the management of disability diversity. The purpose
of the paper is to assist in understanding disability DM in the banking
sector in KSA and to make suggestions for its enhancement. Hence, it
contributes to filling a research gap, as there is a dearth of literature
on disability DM, in KSA in general, and in the banking sector
specifically.
Discrimination against people with disabilities is a social issue that
has not been entirely overcome in any society. However, in KSA,
Islam informs almost every aspect of daily life including work, and
Islam is against discrimination. Hence, in KSA, there are regulations
to accommodate people with disabilities; however, employers are still
free not to hire job applicants with disabilities specifically because of
their condition. Indeed, disabled people are almost entirely absent
from the labour market.
There are 12 Saudi-owned or part-Saudi-owned banks in KSA and
two managers from each of these were interviewed, making a total of
24. The interviews aimed to investigate empirically the understanding
of managers in the banking sector in KSA of diversity management,
including disability DM, in the banking sector. The interview data
were analysed using thematic analysis. Two interviewees stated that
banks used the employment of people with disabilities to enhance
their corporate image, while five expressed the opinion that disabled
employees could contribute to the bank provided they did not have to
deal with customers face-to-face. Nine of the interviewees perceived
that disabled employees could be of value to the bank for their own
sake, not only in ‘behind the scenes’ roles. Another two interviewees
mentioned that employing disabled people could be part of the bank’s
community service programme and one thought it would be part of
the bank’s Saudisation efforts. The remaining five interviewees did
not know how disabled people could contribute to the bank.
The findings show that disability DM in the banking sector in
KSA is a relatively new concept, and is not yet well understood. In
the light of the findings, in order to achieve the purpose of the paper,
the following suggestions were made for the enhancement of
disability DM in the banking sector in KSA. A change in attitudes
towards disabled people is necessary. Such a change in the workplace
can only be achieved if a top-down approach is taken to the
integration of disabled people. Hence, it is suggested that
management and employees follow a course in disability awareness.
Further, a diversity officer in the HR department could enhance the
integration of disabled people into the banking workforce. It is also
suggested that greater government support is required through closely
monitored and enforced anti-discrimination legislation. Moreover,
flexible working arrangements such as part-time work would
facilitate the employment of disabled people and benefit other groups
of employees.
Abstract: Thanks to informational technologies development
every sphere of economics is becoming more and more datacentralized
as people are generating huge datasets containing
information on any aspect of their life. Applying research of such
data to human resources management allows getting scarce statistics
on labor market state including salary expectations and potential
employees’ typical career behavior, and this information can become
a reliable basis for management decisions.
The following article presents results of career behavior research
based on freely accessible resume data. Information used for study is
much wider than one usually uses in human resources surveys. That
is why there is enough data for statistically significant results even
for subgroups analysis.
Abstract: Off-site construction methods have played an
important role in the construction sector in the past few decades. It is
increasingly becoming a major alternative technique and strategic
direction compared to traditional in-situ method. It produces a
significant amount of value for the construction industry and the
economy more generally. To date, an impressive number of studies
have been lunched on the perceived perception of off-site
construction. However, it seems that a quantifying benefit on the
offsite construction area is lacking. Therefore, this paper examines
the recent research literature on the benefits of off- site construction
and provides future direction. In the beginning, this paper provides a
brief history and current value of the off-site construction followed
by a detailed discussion on the benefit of off-site construction. These
benefits include but not limited to time saving, quality improvement,
relieving skills shortages, cost reduction and productivity
improvement. Toward this end, off-site construction should learn
from other productive industry similar to services or manufacturing
industry by applying operational management tools and techniques
with extensive focus on employee empowerment will shed the light
on future uptake of Off-site construction. This study is of value in
providing scholars have a clear picture of perceived benefit of off-site
construction research and give an opportunities for future uptake of
off-site method.
Abstract: Caused by shorter product life cycles and higher
product variety the importance of production ramp ups is increasing.
Even though companies are aware of that fact, up to 40% of the ramp
up projects still miss technical and economical requirements. The
success of a ramp up depends on the planning of human factors,
organizational aspects and technological solutions. Since only partly
considered in scientific literature, this paper lays its focus on the
human factor during production ramp up. There are only incoherent
methods which address the problems in this area. A systematic and
holistic method to improve the capabilities of the employees during
ramp up is missing. The Harada Method is a relatively young
approach for developing highly-skilled workers. It consists of
different worksheets which help employees to set guidelines and
reach overall objectives. This approach is going to be transferred into
a tool for ramp up management.
Abstract: This paper presents an anthropometric study
conducted to 300 employees in a maquiladora industry that belongs
to the cluster of medical products as part of a research project to
pretend simulate workplace conditions under which operators
conduct their activities. This project is relevant because traditionally
performed a study to design ergonomic workspaces according to
anthropometric profile of users, however, this paper demonstrates the
importance of making decisions when the infrastructure cannot be
adapted for economic whichever put emphasis on user activity.
Abstract: This study aims to examine the role of career
advancement and job security as predictors of employee commitment
to their organization. Data was collected from 580 frontline
employees attached to two departments of 29 luxury hotels in
Peninsular Malaysia. Statistical results using Partial Least Squares
technique provided support for the proposed hypotheses. In view of
the findings, theoretical and practical implications are discussed.
Abstract: As a developing country, The Kingdom of Saudi Arabia (KSA) needs to make the best possible use of its workforce for social and economic reasons. The workforce is diverse, calling for appropriate diversity management (DM). The thesis focuses on the banking sector in KSA. To date, there have been no studies on DM in the banking sector in this country. Many organizations have introduced specific policies and programmes to improve the recruitment, inclusion, promotion, and retention of diverse employees, in addition to the legal requirements existing in many countries. However, Western-centric models of DM may not be applicable, at least not in their entirety, in other regions.
The aim of the study is to devise a framework for understanding gender, age and disability DM in the banking sector in KSA in order to enhance DM in this sector. A sample of 24 managers, 2 from each of the 12 banks, was interviewed to obtain their views on DM in the banking sector in KSA. Thematic analysis was used to analyze the data. These themes were used to develop the questionnaire, which was administered to 10 managers in each of the 12 banks. After analysis of these data, and completion of the study, the research will make a theoretical contribution to the knowledge on DM and a practical contribution to the management of diversity in Saudi banks. This paper concerns a work in progress.
Abstract: According to the scientific information management literature, the improper use of information technology (e.g. personal computers) by employees are one main cause for operational and information security loss events. Therefore, organizations implement information security awareness programs to increase employees’ awareness to further prevention of loss events. However, in many cases these information security awareness programs consist of conventional delivery methods like posters, leaflets, or internal messages to make employees aware of information security policies. We assume that a viral information security awareness video might be more effective medium than conventional methods commonly used by organizations. The purpose of this research is to develop a viral video artifact to improve employee security behavior concerning information technology.
Abstract: Libyan industrial companies face many challenges in today's competitive market. Quality management culture approaches is one of these challenges which may furnish the road to the Libyan industrial companies to effectively empower their employees and improve their ability to respond to the international competition. The primary objective of this paper is to design a practical approach to guide Libyan industrial companies toward successful quality culture implementation.
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.