Download or read book Organizational Assessment written by Edward E. Lawler and published by John Wiley & Sons. This book was released on 1980 with total page 696 pages. Available in PDF, EPUB and Kindle. Book excerpt: Monograph on the measurement of business organization behaviour and organization development in view of quality of working life - explains purposes, models, methodologys and processes of organizational assessment. Bibliography pp. 624 to 658 and diagrams.

Download or read book The Relationships Between Job Characteristics Job Satisfaction and Turnover Intention Among Software Developers written by Timothy Doré and published by Universal-Publishers. This book was released on 2005-03-15 with total page 187 pages. Available in PDF, EPUB and Kindle. Book excerpt: Software developer turnover can have disastrous effects on an organization due to the loss of business process knowledge, as well as acquired technical skills. Annual rates of turnover in information technology (IT) departments have been estimated at 20% or more with the cost of replacing technology workers ranging from 1.5 to 2.5 times annual salaries. This study purposely focused only on software developers as opposed to IT employees in general due to the critical nature of their work. The factors leading to turnover intention in this field are poorly understood; therefore, this study was designed to further understand the relationships between job characteristics, job satisfaction, and turnover intention among software developers. 326 web surveys were completed that contained questions relating to job characteristics, job satisfaction, turnover intention, and demographic information. The first four job characteristics are specific to software developers while the last five job characteristics and the job satisfaction scales are from the Hackman and Oldham Job Diagnostic Survey (JDS). Two research questions, sixteen hypotheses, and a theoretical path model were developed to understand which job characteristic variables contribute to the various dimensions of job satisfaction and which job satisfaction dimensions contribute to turnover intention. Additionally, the indirect effects of job characteristics through job satisfaction on turnover intention were also determined. The statistical testing consisted of descriptive and inferential statistical analysis. Bivariate correlations are presented, as well as path analysis, an extension of multiple regression analysis. The results of the study uncovered several factors that can influence turnover intention among software developers. Identified in the study as statistically significant job characteristics that can be influenced by management are training, autonomy, feedback, number of developers, task significance, and skill variety. With the results of this study, management can better understand the unique needs of software developers and design development jobs to ensure that these needs are met. The study concludes with implications for practitioners and recommendations for future research.

Download or read book Strategic Human Resource Management written by Jeffrey A. Mello and published by South Western Educational Publishing. This book was released on 2002 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This text offers a truly innovative, integrative framework that examines the traditional functional HR areas from a strategic perspective. This text is organized into two sections. The first section, Chapters 1-7, examines the context of strategic HR and develops a framework and conceptual model for the practice of strategic HR. The second section, Chapters 8-14, examines the actual practice and implementation of strategic HR through a discussion of strategic issues that need to be addressed while developing specific programs and policies related to the traditional functional areas of HR (staffing, training, performance management, etc.). The integrative framework that requires linkage between, consistency among these functional HR activities, and the approach toward writing about these traditional functional areas from a strategic perspective distinguish the text from what is currently on the market.

Download or read book The Impact of Career Motivation and Polychronicity on Job Satisfaction and Turnover Intention Among Hotel Industry Employees written by Jichul Jang and published by . This book was released on 2008 with total page 113 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Mediation Analysis written by Dawn Iacobucci and published by SAGE. This book was released on 2008-04 with total page 105 pages. Available in PDF, EPUB and Kindle. Book excerpt: Explores even the fundamental assumptions underlying mediation analysis

Download or read book The Oxford Handbook of Justice in the Workplace written by Russell Cropanzano and published by Oxford Library of Psychology. This book was released on 2015 with total page 697 pages. Available in PDF, EPUB and Kindle. Book excerpt: Justice is everyone's concern. It plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational justice currently available, The Oxford Handbook of Justice in the Workplace provides a comprehensive review of empirical and conceptual research addressing this vital topic. Reflecting this dynamic and expanding area of research, chapters provide cutting-edge reviews of selection, performance management, conflict resolution, diversity management, organizational climate, and other topics integral for promoting organizational success. Additionally, the book explores major conceptual issues such as interpersonal interaction, emotion, the structure of justice, the motivation for fairness, and cross-cultural considerations in fairness perceptions. The reader will find thorough discussions of legal issues, philosophical concerns, and human decision-making, all of which make this the standard reference book for both established scholars and emerging researchers.

Download or read book Handbook of Organizational Justice written by Jerald Greenberg and published by Psychology Press. This book was released on 2013-05-13 with total page 657 pages. Available in PDF, EPUB and Kindle. Book excerpt: Matters of perceived fairness and justice run deep in the workplace. Workers are concerned about being treated fairly by their supervisors; managers generally are interested in treating their direct reports fairly; and everyone is concerned about what happens when these expectations are violated. This exciting new handbook covers the topic of organizational justice, defined as people's perceptions of fairness in organizations. The Handbook of Organizational Justice is designed to be a complete, current, and comprehensive reference chronicling the current state of the organizational justice literature. Tracing the development of ideas regarding organizational justice, this book: *introduces the topic of organizational justice from a historical perspective and presents fundamental issues regarding the nature of organizational justice; *examines the justice judgment process, specifically addressing basic psychological processes, such as the roles of control, self-interest, morality, and trust in the formation of justice judgments; *discusses the consequences of fair and unfair treatment in the workplace; *focuses on such key issues as promoting justice in the workplace in ways that help manage stress, and the underlying processes that account for the effectiveness of justice applications; *examines the generalizability of the interaction between process and outcomes and focuses on the notion of cross-cultural differences in justice effects; and *summarizes the state of the science of organizational justice and presents various issues for future research and theorizing. This Handbook is useful as a guide for professors and graduate students, primarily in the fields of management and psychology. It also is highly relevant to professionals in the fields of communication, sociology, legal studies, marketing, and human resources management.

Download or read book Psychosocial Safety Climate written by Maureen F. Dollard and published by Springer Nature. This book was released on 2019-08-24 with total page 449 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book is a valuable, comprehensive and unique reference text on Psychosocial Safety Climate (PSC), a new work stress theory. It proposes a new PSC theory concerning the corporate climate for workers’ psychological health, its origins and implications for work stress, and provides a critique of current research and theories. It provides a comprehensive review of all PSC studies to date. The chapters discuss state-of-the-art empirical evidence testing PSC theory in relation to management roles, organisational resilience, corruption, organisational status, cultural perspectives, illegitimate tasks, high PSC work groups, PSC variability in work groups, etc. They investigate outcomes such as psychological distress, emotional exhaustion, depression, worry, engagement, health, cognitive decline, personal initiative, boredom, cynicism, sickness absence, and productivity loss, in various workplace settings across many countries. This unique book allows practitioners to rapidly update practical measures, benchmarks and processes, and provides students and trainees with an introduction to PSC and important concepts and methods, quantitative and qualitative, in occupational health with leads to further sources. Students as well as experts on occupational health and safety, human resource management, occupational health psychology, organisational psychology and practitioners, unions and policy makers will find this book highly informative. It covers relevant materials for undergraduate and postgraduate education, drawing upon the concepts, topics and methods (diary, multilevel, longitudinal, qualitative, data linkage) within the multidisciplinary occupational health area.

Download or read book The effect of the relationship between employee and his her superior on job satisfaction at work written by Nina Buschle and published by GRIN Verlag. This book was released on 2014-03-24 with total page 20 pages. Available in PDF, EPUB and Kindle. Book excerpt: Seminar paper from the year 2010 in the subject Leadership and Human Resources - Miscellaneous, grade: 8,0, Tilburg University, course: Work Climate Studies, language: English, abstract: The concept of job satisfaction is one of the most extensively researched areas in organisational management. In order to explain the concept, this study explores the topic job satisfaction and links it with the relationship between superior and subordinate. Based on the leader-member exchange theory the following research question is formulated: To what extent does the relationship between an employee and his/her superior affect this employees’ job satisfaction at work? This research paper is based on a study done with a sample size of 12 consultants working in a Human Resources consultancy. Data were collected through a VBBA questionnaire, then analyzed by conducting a t-test and applied to the leader-exchange theory. Results show that there is a strong correlation between a positive relationship to one’s supervisor and job satisfaction.

Download or read book Job Satisfaction written by Paul E. Spector and published by SAGE Publications. This book was released on 1997-03-26 with total page 107 pages. Available in PDF, EPUB and Kindle. Book excerpt: Distilling the vast literature on this frequently studied variable in organizational behaviour research, Paul E Spector provides the student and professional with a pithy overview of the application, assessment, causes and consequences of job satisfaction. In addition to discussing the nature of and techniques for assessing job satisfaction, the author summarizes the findings concerning how people feel towards work, including: cultural and gender differences in job satisfaction and personal and organizational causes; and potential consequences of job satisfaction and dissatisfaction. Students and researchers will particularly appreciate the extensive list of references and the Job Satisfaction Survey included in the Appendix.

Download or read book Job Satisfaction written by Paul E. Spector and published by Routledge. This book was released on 2022-02-27 with total page 142 pages. Available in PDF, EPUB and Kindle. Book excerpt: Distilling the vast literature on this most frequently studied variable in organizational behavior, Paul E. Spector provides students and professionals with a pithy overview of the research and application of job satisfaction. In addition to discussing the nature of and techniques for assessing job satisfaction, this text summarizes the findings regarding how people feel toward work, including cultural and gender differences in job satisfaction, personal and organizational antecedents, potential consequences, and interventions to improve job satisfaction. Students, researchers, and practitioners will particularly appreciate the extensive list of references and the Job Satisfaction Survey included in the Appendix. This book includes the latest research and new topics including the business case for job satisfaction, customer service, disabled workers, leadership, mental health, organizational climate, virtual work, and work-family issues. Further, paulspector.com features an ongoing series of blog articles, links to assessments mentioned in the book, and other resources on job satisfaction to coincide with this text. This book is ideal for professionals, researchers, and undergraduate and graduate students in industrial and organizational psychology and organizational behavior, as well as in specialized courses on job attitudes or job satisfaction. .

Download or read book Burnout for Experts written by Sabine Bährer-Kohler and published by Springer Science & Business Media. This book was released on 2012-11-11 with total page 261 pages. Available in PDF, EPUB and Kindle. Book excerpt: Wherever people are working, there is some type of stress—and where there is stress, there is the risk of burnout. It is widespread, the subject of numerous studies in the U.S. and abroad. It is also costly, both to individuals in the form of sick days, lost wages, and emotional exhaustion, and to the workplace in terms of the bottom line. But as we are now beginning to understand, burnout is also preventable. Burnout for Experts brings multifaceted analysis to a multilayered problem, offering comprehensive discussion of contributing factors, classic and less widely perceived markers of burnout, coping strategies, and treatment methods. International perspectives consider phase models of burnout and differentiate between burnout and related physical and mental health conditions. By focusing on specific job and life variables including workplace culture and gender aspects, contributors give professionals ample means for recognizing burnout as well as its warning signs. Chapters on prevention and intervention detail effective programs that can be implemented at the individual and organizational levels. Included in the coverage: · History of burnout: a phenomenon. · Personal and external factors contributing to burnout. · Depression and burnout · Assessment tools and methods. · The role of communication in burnout prevention. · Active coping and other intervention strategies. Skillfully balancing scholarship and accessibility, Burnout for Experts is a go-to resource for health psychologists, social workers, psychiatrists, and organizational, industrial, and clinical psychologists.

Download or read book Industrial Engineering in the Industry 4 0 Era written by Fethi Calisir and published by Springer. This book was released on 2017-12-28 with total page 276 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book gathers extended versions of the best papers presented at the Global Joint Conference on Industrial Engineering and Its Application Areas (GJCIE), held in Vienna on July 20-21, 2017. They offer a snapshot of the current state of the art in three main related fields of research, namely industrial engineering, engineering and technology management, and healthcare systems engineering management. The book is intended to integrate theory and practice and to merge different perspectives, from the academic to the industrial and governmental one.

Download or read book Innovation Entrepreneurship and Success Insights from Diverse Ventures written by Anna Ujwary-Gil and published by Cognitione Foundation for the Dissemination of Knowledge and Science. This book was released on 2023-09-22 with total page 263 pages. Available in PDF, EPUB and Kindle. Book excerpt: Expatriation-enhanced competencies: A multiple case study of technology-based entrepreneurs Abstract PURPOSE: Facing the research gap of entrepreneurial learning by self-expatriated technology-based entrepreneurs, the purpose of this research is to explore those entrepreneurs’ beliefs and experiences across expatriation to identify the enhancement of their competencies. METHODOLOGY: Within a qualitative and exploratory multiple case theory-building approach, data was collected from twelve technology entrepreneurs from Brazil, Mexico, Germany, and Israel that went to the following destination countries: Spain, United Kingdom, United States, Germany, Ireland, Turkey, and the Netherlands. With interview data as the primary source, the data analysis rests on a qualitative content analysis. FINDINGS: Data allows structuring techpreneurs’ experience of expatriation along the following steps: (a) arrival in the destination country and initial process of socialization, (b) engaging in activities to get familiar with the culture of the destination country, (c) the gradual comprehensive understanding of the new context, and (d) comparisons between the home and destination country. Expatriation had an evident impact on the technology-based entrepreneurs that materializes in three groups of competencies: entrepreneurial competencies, knowledge and innovative competencies, and international competencies. Entrepreneurial competencies relate to relational and behavioral skills and the learning of doing business in different contexts. Concerning knowledge and innovative competencies, creativity, learning new techniques and international innovation environment stand at the fore. Finally, international competencies relate to the acceptance of different cultures (multicultural learning and perception of cultural differences), developing a sense of an international community and an international innovation culture. IMPLICATIONS: This study evidenced the influence of expatriation experiences on the training of skills of technology-based entrepreneurs, in a specific approach to entrepreneurial, innovative, and intercultural competencies. The research portrays self-expatriation as an opportunity for technology-based entrepreneurs to develop different competencies being helpful to innovate, to manage business and to operate in international markets. Universities and innovators may recognize their discretion to develop programs for people like former students who want to self-expatriate. In the same vein, government can design policy to attract self-expatriate in innovations hubs, considering that local inhabitants can benefit from the cultural exchange. ORIGINALITY AND VALUE: This study contributes to better understanding the influence of self-expatriation experiences on the development of skills of technology-based entrepreneurs. Compared to previous studies, it advances research through providing a wider range of learning from expatriation experiences beyond the effect of internationalization on market knowledge and cultural aspects. Furthermore, this study focuses the process, not the results of self-expatriation to understand entrepreneurs’ learning. Keywords: technology-based entrepreneurs, innovation, entrepreneurs, skills, competencies, expatriation A phenomenological exploration of technology start-up failure in Sri Lanka PURPOSE: The main purpose of this qualitative study was to explore tech start-up failures in Sri Lanka to emerge themes that explain the critical factors that are impacting failures of Sri Lankan tech start-ups and also to identify recommendations that could help evade those factors. The paper also presents the finding to enrich tech entrepreneurs to build their strategies with an understanding of factors that leads to failure and to make well-educated decisions. METHODOLOGY: The study is based on a qualitative research approach that helps to present findings in a theoretical way. A phenomenological analysis has been used to identify, understand, and analyze the phenomena of tech start-up failures. Twelve start-up leaders participated in this study and shared their lived experiences of tech start-up failures in Sri Lanka. Interviews were conducted with them based on twelve interview questions and twelve core themes emerged based on the participants’ lived experiences. In analyzing data, the modified Van Kaam approach was used, utilizing a seven-step framework that considers the structural and textual aspects of experiences, as well as the perceptual characteristics of the phenomenon. FINDINGS: The themes answered the key research question of the study: What are the critical factors that are impacting on failures of tech start-ups in Sri Lanka? The cause of tech start-up failures according to the current study varied including, financial uncertainty, no market research, no product–market fit, paranoid behaviors of innovators, lack of timely response to changing conditions, and location of the venture. IMPLICATIONS: The paper concisely presents twelve critical reasons for tech start-up failures. The results of the research will enable Sri Lankan tech start-ups to identify key factors of failure for the growth of their surviving strategies. Identifying secret obstacles in the industry helps entrepreneurs prepare for pitfalls and provides guidelines for policymakers to make informed choices when implementing national policies. More importantly, it has been discovered that the major areas that require more attention are leadership, funding, marketing, and innovation. Finally, four groups of recommendations have been discussed under financing, market research, leadership, and inventors. ORIGINALITY AND VALUE: The comparison of the current study themes with the findings of related studies is inconclusive because the literature on tech start-up failures in other countries and in Sri Lanka is minimal. Some of the themes align with the findings of research conducted in other countries, although there were some themes that were explored uniquely. Keywords: entrepreneurship, tech entrepreneur, start-up failure, critical success factors, software start-up, survival strategies, technology start-up Going green to keep talent: Exploring the relationship between sustainable business practices and turnover intention PURPOSE: This study explores the association between sustainable business practices (SBP) and turnover intention (TI) to understand the role of sustainability initiatives in influencing employee retention and organizational commitment. METHODOLOGY: The present study conducted a systematic literature review (SLR) following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) Statement. From an initial selection of 326 articles, a rigorous double-blind screening process identified 31 key papers for in-depth analysis. FINDINGS: The systematic review provides compelling evidence that SBP have a robust positive association with employee outcomes, especially in reducing TI. This relationship is notably mediated by job satisfaction and organizational commitment and moderated by psychological safety and ethical leadership elements. Further, key gaps were discerned, including the necessity to explore the varied impact of SBP across industries, the enduring effects of SBP on TI, the influence of cultural and contextual facets, and the urgency for methodological advancements in cross-cultural research. In response to these gaps, four hypotheses were conceptualized to provide deeper insights into the complex interplay between SBP, TI, and overarching cultural/contextual variables. IMPLICATIONS: Theoretically, this research adds to the existing literature by empirically validating the relationship between SBP and TI, highlighting critical mediators and moderators, and suggesting avenues for future research. Incorporating the identified gaps and proposed hypotheses provides a structured direction for subsequent investigations. The findings emphasize the importance of integrating SBP into organizational strategies to promote sustainability while enhancing workforce well-being and retention. Organizations can align with sustainability goals and boost employee satisfaction by focusing on organizational commitment, open communication, and leadership grounded in ethical and sustainable principles. ORIGINALITY AND VALUE: This research provides a comprehensive overview of the interplay between SBP and TI, integrating insights from various studies. By emphasizing understudied mediators and moderators, identifying research gaps, and outlining derived hypotheses, the study sets the stage for future inquiries. Its practical recommendations are essential for organizations that balance sustainability goals with workforce stability, benefiting organizational performance and employee satisfaction. Keywords: sustainable business practices, turnover intention, TI, job satisfaction, employee engagement, organizational commitment, employee involvement, employee empowerment, systematic literature review, PRISMA, future research directions, hypotheses, research gaps, green HRM What are the real motivations and experiences of silver entrepreneurs? Empirical evidence from Poland PURPOSE: Along with demographic changes, it is increasingly frequent that many mature people resign from their full-time jobs and decide to start their own businesses at a later age. Entrepreneurial activity among this group of so-called silver entrepreneurs can be caused by many motives, but these factors usually remain unknown to current employers or do not constitute a valid reason for understanding and keeping a mature person in the workplace. The purpose of this paper is to present new scientific results concerning entrepreneurial motivations, both internal and external, and the previous experiences of silver entrepreneurs from Eastern Europe based on an example from Poland. METHODOLOGY: We analyzed a unique sample of 1,003 owners of micro and small enterprises from Poland. The sample included only people over fifty. Our empirical study used a survey to explore the motivations and experiences of silver entrepreneurs that influenced their decision to start a business later in life. We linked attitude toward the behavior with motivation and utilized the “pull” and “push” factors. We utilized logistic regression to determine the factors related to starting a business above fifty. We also used the ordinary least square regression to determine the relationship between the explanatory variables and the age of starting a business by the respondents. FINDINGS: We found that the main “pull” factor positively influencing the start of business activity by silver entrepreneurs is the fulfillment of dreams as a broadly understood need for self-realization. However, the “push” factors (such as the occurrence of ageism in the workplace, as well as the loss of employment and lack of other opportunities on the labor market) significantly reduced the probability of starting a company at the age of over fifty. On the basis of the positive impact of a “pull” factor, it can be concluded that entrepreneurial activity at a later age is the result of opportunity-based entrepreneurship. Due to the negative impact of the job-loss factor, people made redundant started their business activity at an earlier age, before the age of fifty. Regarding external entrepreneurial motivations, the support received from family is the most important factor related to the individual’s environment affecting starting a business by silver entrepreneurs. However, the support from friends and the support from government bodies were not significant factors influencing starting a business at a later age.IMPLICATIONS: Findings from our study have implications for both employers and groups who support entrepreneurship. First, from the point of view of employers, the occurrence of ageism in the previous workplace could have resulted in resignation from full-time employment at an earlier age and a faster start of business activity. It is surprising that negative behavior towards older employees may also be associated with resignation from work by younger people. From the point of view of government bodies and other stakeholder groups related to the development of entrepreneurship, it is interesting that the support received from government bodies in conducting business activities was statistically insignificant for each group of respondents. This suggests the need to identify effective support and to design a comprehensive strategy for the development of silver entrepreneurship. ORIGINALITY AND VALUE: The vast majority of previous studies used secondary data or focused mainly on Western Europe, in particular the United Kingdom, Finland, and France. Our contribution is to provide empirical evidence about the silver entrepreneurs from Eastern Europe, especially Poland. Our research included individuals who actually run their own businesses, opposite to previous studies that take into account people who are just considering starting a business. This is particularly important in relation to research on the entrepreneurial intentions of mature people to undertake entrepreneurial activities at a later age, and the real motivations of silver entrepreneurs. Keywords: silver entrepreneurs, ageing, entrepreneurship, entrepreneurial motivations, push/pull factors Team members’ direct participation in decision-making processes and the quality of decisions PURPOSE: Do teams manage to reach better decisions than those made by individuals? Numerous studies have delivered inconclusive results. Meanwhile, participation in decision-making can take various forms and is not limited to consensus group decisions, and the influence of the various forms of participation on the quality of decisions has been less frequently examined. The aim of the research was to determine the effect on decision quality of changing the form of direct participation in the decision-making process in the case of complex, multi-stage problems. METHODOLOGY: The article presents the results of a long-term experiment in which 598 teams of 2,673 people took part. The participants were asked to solve a decision problem using three decision-making styles: autocratic, consultative, and group. The participants played the role of members of a newly established project team that must plan its own work. The task concerned a problem that requires the analysis of a number of dependencies between sub-problems, in contrast to eureka-type problems. The decision problem was new to the participants, making it impossible to apply known solutions; a creative approach was therefore required. The decision was then compared with the optimal solution established by experts. Decision quality was based on the deviation of the proposed solution from the optimal solution. FINDINGS: The results of the experiment confirm the significant synergistic potential of increasing direct participation in decision-making for complex, multi-stage problems. A significant proportion of teams made better decisions as a result of increasing direct participation – replacing autocratic decisions with consultative and group decisions. The quality of consultative decisions was roughly in the middle of autocratic and group decisions. By using group decision-making, teams made better decisions than the average individual decision and came closer to the decision quality achieved by the best team members. This effect was universal, observed both in the strongest and weakest teams. It should be remembered that, while group decision-making has the potential for synergy, it is not always achieved. Group decision-making markedly reduced the risk of making highly misguided decisions, and it can be reasoned that direct participation protects against serious mistakes more than it guarantees the best possible results. IMPLICATIONS: Team leaders should be familiar with different decision-making styles, their advantages and disadvantages, and the scope of their application. This research suggests that increasing team members’ participation to a consultative role and even better, a full participatory role, increases the quality of the decision. With the growing complexity of organizations that have to deal with accelerating change, technology development and increased competition, creating structures that can flexibly respond to the challenges of the environment requires the participation of team members at all managerial levels. The use of consultative and group decision-making styles for complex and multi-stage problems supports this process. The group decision-making style can bring better quality, but it has its limitations and it is not always possible to use it. It requires a team of highly competent people who identify themselves with the interests of the organization. Otherwise, the consultative form will bring better results. ORIGINALITY AND VALUE: For the first time, an empirical study analyses the case of consultative decision-making, in which the team leader consults the individual opinions independently to finally come up with a final “team” decision. This approach is widely used by team leaders and managers in the field. This study shows that this approach constitutes an improvement over the individual (autocratic) one but still falls short of the group decision-making approach. Finally, this study which has been done with the largest number of participant teams (598 teams, 2,673 individuals), professionally active post-graduate students and over a 24-year period allows a sound statistical confirmation of the proposed decision quality improvement when moving from individual to consultative and group decision-making styles. Keywords: participation in decision-making (PDM), decision quality, consultative decision-making, group decision-making Bankers' job stress, job performance, and job commitment trajectories during the COVID-19 pandemic PURPOSE: The global COVID-19 pandemic has profoundly impacted multiple sectors across industries and regions, including medical services, financial institutions, and others. The escalating global pandemic in both emerging and developed nations has resulted in the implementation of stringent lockdown measures and unparalleled disruptions to economic activities. Consequently, individuals have become accustomed to relying on banking operations as a routine aspect of their lives, regardless of the circumstances. Learning how bankers engage with customers in response to the given circumstances would be intriguing. Hence, the study aimed to unearth the relationship between bankers’ job stress, job performance, and job commitment, as well as the stress-based job performance and its impact on job commitment during the second to third wave of the COVID-19 pandemic in an emerging market. METHODOLOGY: A number of 287 data (response rate 71.75 percent) were collected by online platforms due to the COVID-19 pandemic through the simple random sampling technique. The exploratory factor analysis, confirmatory factor analysis, and structural equation modeling were run to test the proposed research framework with the help of MS Excel 2007, SPSS 22.0, and AMOS 23.0. FINDINGS: The findings showed that bankers’ work-related stress has a positive impact on job performance but no relationship with job commitment; acute stress has a negative impact on job commitment but no significant relationship with job performance; and stress-based job performance has a significant positive impact on job commitment during the COVID-19 pandemic. IMPLICATIONS: The outcomes of this study provide value to the field of behavioral science by introducing the phenomena of COVID-19 in the context of bankers and emerging economies. The demographic variables and the revealed relationships of bankers’ job stress, job performance, and job commitment trajectories would help policymakers rethink stress management practices and policy building in the bank job and the long-term relationship building with their existing employees. ORIGINALITY AND VALUE: The novelty of the research is the COVID-19 phenomenon and an emerging economy’s bankers’ context. Keywords: work-related stress, acute stress, job performance, job commitment, bankers, COVID-19 pandemic Entrepreneurship education for women through project-based flipped learning: The impact of innovativeness and risk-taking on course satisfaction PURPOSE: The primary aim of this research is to explore the correlation between learners’ characteristics and the perceived value and satisfaction associated with Project-Based Flipped Learning (PBFL) methodologies. A secondary objective involves investigating how these PBFL methodologies can be employed to enhance the quality of entrepreneurship education for women. METHODOLOGY: During the first semester of 2018, a total of 80 students enrolled in the Communication Society class were engaged in a longitudinal study, involving bi-weekly online surveys prior to the semester’s conclusion. The survey instruments utilized Likert-scale measurements, with a 5-point scoring system. The data acquired was subsequently analyzed using structural equation modeling, which facilitated the examination of both the pre- and post-change scores and the structural properties of their relationships with overall course satisfaction. In terms of statistical evaluation, the study employed Generalized Structured Component Analysis (GSCA), a powerful component-based SEM technique, thus ensuring a robust and academically rigorous interpretation of the data. FINDINGS: Our research sought to understand the effects of learners’ characteristics, specifically innovativeness and risk-taking, on course satisfaction in Project-Based Flipped Learning (PBFL). We found that female learners’ innovativeness positively influenced their perception of the project’s entertainment and educational value, which in turn increased preference for PBFL and course satisfaction. Interestingly, risk-taking did not significantly influence perceived project value, which provides insights into the role of personality traits in learning outcomes. IMPLICATIONS: Our study invigorates entrepreneurship education theory by highlighting the key role of learner innovativeness in PBFL course satisfaction, urging a nuanced examination of personality traits in educational contexts. Further, we question the established importance of risk-taking, necessitating a critical reassessment in this domain. These pivotal theoretical contributions challenge prevailing assumptions, enrich scholarly discourse, and open new avenues for research. On the practical side, our findings emphasize the imperative of fostering innovativeness in women’s entrepreneurship education. These insights underscore the need for a strategically tailored, creative learning environment, with the potential to enhance learner engagement and satisfaction significantly. In sum, our research generates transformative theoretical insights and provides actionable strategies for improving the practice of entrepreneurship education. ORIGINALITY AND VALUE: Our research presents a novel approach to fostering women entrepreneurs in the media sector through PBFL. This unique focus on the intersection of gender, media entrepreneurship, and PBFL distinguishes our study from existing literature. Furthermore, our findings offer educators invaluable guidance for enhancing female entrepreneurship education, thereby enriching the pedagogical landscape of this domain. Keywords: entrepreneurship education, women entrepreneurship, project-based flipped learning, innovativeness, risk-taking, course satisfaction

Download or read book Global Competitiveness Business Transformation in the Digital Era written by Ade Gafar Abdullah and published by Routledge. This book was released on 2019-07-09 with total page 325 pages. Available in PDF, EPUB and Kindle. Book excerpt: The proceedings of the "Economics and Business Competitiveness International Conference" (EBCICON) provides a selection of papers, either research results or literature reviews, on business transformation in the digital era. Nine major subject areas, comprising accounting and governance, customer relations, entrepreneurship, environmental issues, finance and investment, human capital, industrial revolution 4.0, international issues, and operations and supply chain management are presented in the proceedings. These papers will provide new insights into the knowledge and practice of business and economics in the digital era. Therefore, parties involved in business and economics such as academics, practitioners, business leaders, and others will be interested in the contents of the proceedings.

Download or read book Human Resource Management in the Public Sector written by Ronald J. Burke and published by Edward Elgar Publishing. This book was released on 2013-01-01 with total page 351 pages. Available in PDF, EPUB and Kindle. Book excerpt: 'An impressive collection of authoritative treatments of major current and ongoing topics in public sector human resource management, provided by both well-established experts and up-and-coming scholars who are becoming leaders in the field. A valuable resource for courses on the topic and an important reference for scholars and those seeking to maintain expert knowledge about it.' – Hal G. Rainey, The University of Georgia, US This insightful book presents current thinking and research evidence on the role of human resource management policies and practices in increasing service quality, efficiency and organizational effectiveness in the public sector. Internationally, public sector organisations face enormous challenges, including increasingly uncertain political and economic environments, more vigilant and cost-conscious governments, rapidly evolving community needs and an ageing workforce. This collection examines a range of HRM-related topics that will influence the capacity of public sector agencies to negotiate and respond to the challenges ahead. These topics include managing public sector human resources during an economic downturn, enhancing the satisfaction and motivation of public sector employees, attracting and retaining talent, leadership development, and case studies in successful public sector organizational change. With each chapter drawing on the latest research, but also emphasizing the practical implications, this collection is suitable for practitioners, researchers and students alike. It will also be valuable for HR specialists and managers of HR units in the public sector.

Download or read book Organisational Justice and Citizenship Behaviour in Malaysia written by Hooi Lai Wan and published by Springer. This book was released on 2015-12-22 with total page 286 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book presents the current state of knowledge concerning developments in organisational behaviour and human capital management in the new millennium. It features an in-depth study among managerial staff in the manufacturing sector in Malaysia to reflect employee perceptions of organisational justice, organisational citizenship behaviour, job satisfaction and manager-employee exchanges. Specifically, it seeks to establish the relationships between these constructs to better manage human capital. With globalisation and the increased career mobility of young talents, organisational citizenship behaviour is of paramount importance in order to retain these workers. The study’s greatest contribution is its identification of key indicators that influence organisational citizenship behaviour. Knowing which type of organisational justice is salient for each construct allows the management to proactively improve conditions at the workplace. In essence, this book is intended to draw attention to those aspects of managing human capital that ought to receive the most attention, but are often overlooked in practice. In light of ongoing global challenges, it seeks to improve governance at the workplace. It offers a valuable resource for researchers and practitioners alike, as well as graduate students writing their dissertations.