Organizational Behaviour

The present study is conducted to analyze the relationship between organizational justice and staff happiness in the Institutes of Standard & Industrial Research of Qom province and Jihad Agricultural Management in Qom city. This research is classified among descriptive surveys and was a correlation type. Research sample was selected simple random from 30 members of The Institute of Standards & Industrial Research and 52 members of Jihad Agricultural Management in 1390. The tool to gather the data was Questionnaire and SPSS software has been used to analyze the descriptive and analytical data. Organizational Justice Questionnaire (Newhof and Mormon 1993) was used to evaluate organizational justice and Oxford Happiness Questionnaire (localized by elites) to evaluate staff happiness. In order to analyze the data, a relational approach (correlation and regression) was used. The results show a positive and significant relation between organizational justice and staff happiness in both Institutes; so the research hypothesis was approved. In the meantime, factor analysis is used to identify happiness factors and to confirm organizational justice classifications.Since the relationship between Organizational Justice and Staff happiness has been well-recognized in this research, it is necessary to apply organizational justice and the ways of applying them to increase the staff happiness. In this line, some recommendation for managers and organization authorities are provided.

PPP contracts are contracts with special nature that tend to have longer contract durations compared to other conventional procurement methods; hence, contract re-equilibrium becomes an inevitable need. The objective of the re-equilibrium process is to maintain the IRR of the private sector constant. In this paper, a framework is established to calculate the different re-equilibrium scenarios. The framework proposed in this paper, in addition to addressing a constant IRR, can also be customized to work with any other contractual financial ratio such as ROE. A spreadsheet model is developed with the aid of Microsoft Excel and VBA programming language.

The concept of mutual funds is generated in 18 century. It has become important investment instrument for many patrons. As it, provides a wide range of diversification within its products. Mutual funds, on Indian Securities markets have become a significant mechanism of price discovery, portfolio diversification and risk hedging in recent times. Knowing the perception of mutual fund patron can help these institutions to market their schemes in a better way. Many patrons understand that investing in the securities market can help put them on the path to their financial objective and what is the best time to be in investment. In this study we want to the gender differentiation while investing in mutual funds with special reference to B class cities line Moradabad (UP) and also the best phase of investment in it. Study includes time factor and awareness factor for ascertaining the view of investor.

This study examined the relationships between fringe benefits, job enrichment, and colleagues’ relationship to employees’ job satisfaction in hospitality industry. We predicted and found that all the variables were positively associated with job satisfaction. Even though the findings were consistent with prediction, fringe benefits and job enrichment however showed only a low degree of impact on job satisfaction. This may be due to the contribution of other factors such as job autonomy, working environment, financial rewards to job satisfaction.

The purpose of this study was to investigate the influence of employee engagement on commitment in the county government of Kakamega in Kenya. The study adopted a descriptive research design with a target sample of 313 respondents drawn from a sampling comprising top management, middle management, and lower cadre employees in 12 sub counties within the county. The sampling frame was obtained by using stratified and simple random sampling techniques. From each stratum, a proportionate allocation was used to select a representative sample and the data collected by use of questionnaires. Data was analysed using descriptive, correlation and linear and multiple regression analyses. The findings obtained indicated that employee engagement had a positive and significant influence on commitment in Kakamega county government. Furthermore, the findings also revealed that vigour engagement has a higher positive and significant influence on employee commitment, with absorption giving the least influence on the predicted variable. The study recommend that county governments should endeavor to enhance engagements among their employees in order to ensure sustained commitment to the organization.

Malaysian SMEs are an important component of national economic development. According SMIDEC 2010, SMEs accounted for 93.8 percent in the manufacturing sector. Value added products from SMEs is expected to RM120 billion or 50 percent of total production in the manufacturing sector by 2020. The aim of this study to determine the performance of the employees of SME companies in the East Coast Economic Region (ECER). The study involved four determinants of system performance namely training and development, communication, work environment and reward. A total of 108 respondents were used to answer a questionnaire of selected companies that have been distributed to the respondents to obtain information related to the research carried out. The results of this study show that communication skills, reward, work environment and training & development are the success factors to improving their employee performance. In order to achieve national development goals of the management of SMEs companies need to take into account factors related to improving workers performance. This study show that all the determinants studied had a significant relationship at the significance level of p < 0.05.

There has been an increasing level of interest, among government and industry constituents, in the growth of the SME sector in India. There is today a recognized need felt for the transformation of firms in this sector from a hitherto ‘family-owned-and-run’ orientation to a more ‘professionally managed’ one. This transformational process unfolds several challenges to the organizations in the SME sector. This exploratory study, on a sample of auto-components firms in the SME sector, located in the Tamilnadu Capital Region of Chennai, has the objective of furthering our understanding of the specific challenges faced by these organizations. The case-study method has been used to carry out this study. Areas in this sector that need immediate attention have been identified. A couple of propositions based on this study, related to the source of organizational transformation and to the major challenge to firms in this industry, have also been put forth.

This theory enables to explain that the emotional structure of direct healthcare workers is related to their assurance to the organization. This is an exploratory study, in which larger sample sizes transversely multiple healthcare settings ought to be observed before ultimate inferences must be drawn. Future studies must likely commence other variables such as satisfaction, effort, and even performance appraisals to define causal relationships. A significant relationship is established between emotional intelligence, emotional coping capability, and organizational commitment. In addition, emotional intellect provided as a moderating variable linking coping capability and assurance such that those direct care workers who revealed higher emotional coping capabilities were more dedicated when emotional intelligence was high moderately than low. It emerges that personality constructs such as emotional intelligence and coping ability could possibly be used as extrapolative instruments to conclude who might be most victorious in operating in the highly emotionally charged environment of healthcare. This is an important study that inspected the constructs of emotional intellect and coping ability and organizational commitment by means of a direct healthcare worker sample. It provides support for the assumption that interpersonal emotional dynamics are significant in emotionally charged environments. This knowledge could support healthcare managers in addressing the shortage and abrasion rates associated with many direct healthcare fields.

In the current paper, firstly literature is reviewed and various Evaluation of personal disposition level of technology adoption models in different industries are studied and finally, an assessment model selected that it was divided into 7 main classes with 46 indexes. So questionnaires were distributed among 30 experts in Iran Khodro Co. working in technical departments. Then, scores were given to 46 indexes by experts and final score of 46 indexes and 7 main components were evaluated. Considering obtained scores it was specified that the experts of this company has highest capability in habits capability (84.83%) and social influence capability (79%), compared to other components. Also, it has lowest capability in risk taking capability (55.73%) and Psychological resilience capability (64.58%). In addition, innovativeness (78.72%), optimism (76.39%), self efficacy (72.78%), are in average level compared to other components. Finally, some recommendations are made regarding components and indexes with lower score in the organization.

The research aimed is to analyze the relation among organizational culture, work satisfaction, motivation toward organizational commitment and performance. We took samples of respondent from affiliates of AALI Plantation in Indonesia. The analysis tool is Structural Equation Model. The result showed that organizational culture influence job satisfaction and organizational performance directly, job satisfaction affects motivation and performance, and motivation and organizational commitment have significant relationship