Organizational Behaviour

The Glass ceiling practices in the corporate sector have been a subject of concern in the industry and in the policy-making quarters of the government. Present government legal framework does not have enough hold to curb on local glass ceiling practices effectively. There is a need to eliminate glass-ceiling practices in the corporate sector in order to keep female employees motivated. It will create congenial working environment and will lead to improvement in female employee’s attitude, commitment and ownership towards their work engagements in the organization. Women employees need to be recognized and given equal participation in each and every level of the organization. The objective of the study is to map environment of glass ceiling practices and to highlight female employees’ harassment, discrimination and carrier deterrence practices. The research work is done through survey using a questionnaire for information and data collection about the glass ceiling practices in the local industry. Information and data was collected using simple random sampling technique. The data was collected from Punjab. Questionnaire is based on 8 Glass Ceiling and Gender Discrimination constructs consisting of total 24 questionnaire statements.

The present investigation was planned to examine the impact of certain sociodemographic factors such as position, age, experience and marital status on job involvement among banking employees of kingdom of Saudi Arabia. The sample consisted of 274 employees working in different banks located in Riyadh, the capital of Kingdom of Saudi Arabia selected randomly from various banks. Job Involvement Scale developed by Lodhal and Kejner (1965) with biographical information blank was distributed to the bank employees to collect the data. The major findings of the present research revealed that: (i) The managers and subordinate staff were not found to differ significantly in terms of job involvement (ii) The younger and older in age group of bank employees differed significantly with job involvement (iii) high and low work experienced groups did not differ significantly in terms of degree of job involvement and (iv) The married and single group of bank employees differed significantly in terms of job involvement. Future directions for required research are suggested to sensitize the banking employees to maximize the level of job involvement.

The conflicts in Somalia seem to be intractable. Despite the many peace processes, it has not been resolved. Somalia had no effective government since 1991. A transitional government backed by Ethiopian troops threw out Islamists from the capital, Mogadishu, in December 2006, but since then Islamist insurgents have carried out almost daily attacks. The effects of these conflicts have been evident with about 20,000 people fleeing fighting in Mogadishu each month. If this trend continues, the government of Somalia will keep performing poorly due to poor conflict management styles they are employing. This study investigated the Roles of governance on conflict management in Mogadishu, Somalia. The study was guided by the following specific objectives that is, accountability affects on conflict management, adherence to rule of law and adherence to code of ethics in conflict management in Mogadishu. This study took descriptive research design. The target population of this study was 300 management staff in Mogadishu administration where a sample size of 60 managers was chosen. 100% of the respondents responded, this implies that all of the respondents managed to respond to the researcher. Most of the respondents 55% were male. Few respondents were female 45%. This implies that the majority of the respondents were men due to societal beliefs that they are more hardworking than women and thus capable in governance issues on conflict management. The study found out that there is significant relationship between governance and conflict management in Mogadishu was accepted. The study also revealed that the adjusted R2 is .453. This implies that there is significant relationship between the governance and conflict management in Mogadishu was accepted meaning there is a relationship. The study concludes that the availability of information is critical to good governance. Access to information and the promotion of procedural rights provide an enabling framework where accountability and improved delivery could enhance institutional changes.

Economic globalization has exposed the electric and electronic industrial sector to competition, which is intense and global in character. This situation subsequently influences the capability of firms to plan production based on a new perspective. Affected firms thus implement several strategies to upgrade their competitiveness at the global scale through product upgrading; and this is related to the capacity arising from the producer services sector. Following from the above, this paper aims to examine to what extent industrial upgrading in the manufacturing sector is possible via the integration of the capacity arising from local producer services component, which is in line with the ‘Manufacturing Plus Plus’ strategy of the IMP2. Using research methods such as face-to-face interviews and questionnaire survey and focussing on R&D and IT, this research on the electric and electronic firms in industrial areas in Penang (30 firms) indicates that industrial upgrading efforts in the manufacturing sector could be achieved through the integration of advanced producer services components in the production process. In this respect, this research contributes to current knowledge and understanding (from the perspective of theory and practice) on producer services?manufacturing sector relationship.

Partnerships have the potential to create significant benefits for all participants provided that there is a mutual understanding of and respect for the inputs required and the outputs sought from the arrangements by each party. The aim of this study was to explore the inputs required and the outputs achieved by partners as a function of the level of involvement required within the partnership arrangement. The study has investigated the extent to which the input criteria defined by the DTI and the output criteria defined by Kantar, within three health and safety initiatives involving home worker-employer, employee-employer, and contractor-employer partnerships varied, as a function of the level of partnership defined by Thompson and Sanders. The examination of the partnership arrangements within the three case studies demonstrated that the inputs were very similar whether the arrangements were classified as co-operation, collaboration or coalescence, although the extent of the output criteria was greatest in the case of the coalescence partnership. The results illustrated the level of inputs required within a range of partnership arrangements in the context of health and safety management and the range of outputs that might be anticipated.

This work examined the effect of cultural diversity on organizational performance in manufacturing firms in Anambra State, Nigeria. The study reviewed relevant conceptual, theoretical and empirical literatures. This study is anchored on Resource Based View (RBV). The study adopted survey research design. Cultural diversity religion diversity, language diversity, cultural value system and gender diversity were employed as the explanatory variables while organizational performance was employed as dependent variable. The study adopted survey research design. The population of the study comprised the staff of the selected manufacturing firms in Anambra State. This was found to be 2150. Sample size of four hundred twenty one (421) respondents was selected for the study, using Borg and Gall (1973) formula. Questionnaire was employed as the main instrument of data collection. The data generated were analyzed using frequency, percentage analysis, descriptive statistics, correlation analysis and multiple regression analysis. The study found that religion diversity had a significant negative influence on organizational performance in manufacturing firms. Language diversity had a significant positive influence on organizational performance in manufacturing firms. Gender diversity had a significant positive influence on organizational performance in manufacturing firms. Cultural Value system diversity had a significant positive influence on organizational performance in manufacturing firms. The study concluded that culture diversity has a significant effect on organizational performance. The study therefore recommends that there is a dire need to ensure that all employees are given an opportunity to practice their religion. In order to avoid conflict, the companies need to have its values in line with the employee cultural values. The company needs to conduct training on how to minimize communication barriers. Gender discrimination should be abolished in the workplace. Being a female does not make a woman less mentally fit compared to her male counterparts.

For organizations to remain in operational, they have to be in a state of change, this is done with the view to balance with the environment. Research has shown that managers who fail to adopt changes will ultimately be forced to shut down their operations. The purpose of the study was to determine influence of adaptive organization structure practices on performance of commercial based state parastatals in kenya. The study adopted a cross section survey research design and the target population were the fifty five (55) commercial based state parastatals. A sample of forty eight (48) commercial based state parastatals was used for the study. These were identified through stratified random sampling. The respondents of this study constituted CEO’s, Finance Managers and HR Managers and finance managers of each of the sampled commercial based state parastatals. Collection of data was conducted with the aid of questionnaires and interviews. Collection of Secondary data was done from financial and audited statements. Questionnaires were hand delivered to the respondents in the respective institutions by the help of research assistants. The research assistants self-administered the questionnaires to the respondents of the sampled commercial based state parastatals under the supervision of the researcher. Data was analyzed using SPSS version 24 and Microsoft Excel. Regression models were fitted and hypothesis testing was carried using standard F and t tests. The study found that adaptive organization structure practices was found to positively and significantly influence performance of commercial based parastatals in Kenya. Board composition was found not to have a significant moderating influence on the relationship between strategic change practices and performance

The current paper presents the findings of a study, which investigated how organizational justice played an important role in human resource development. The sample consisted of 2883 employees and managers from Melli Bank in Iran from which 340 were selected by Cochran sampling formula in limited societies. The results of utilizing structural equation model in LISREL software environment illustrated that organizational justice and its three dimensions (include distributive, procedural and interactional justice) affect significantly and positively on human capital. Also by applying fuzzy TOPSIS technique in LISREL software environment illustrated that “employees’ skills and expertise“, ”employees’ abilities to associate in decision makings” and “leaving rate” were selected as the most important indices of human capital.

The study sought to identify influence of human resource management on the organizational performance of sharia complaint banks in Kenya with specific interest in recruitment, human resource Planning, compensation, training. There was a positive and significant correlation between the variable s in the study.

The issue of ethical leadership have received significant interest in recent years due to plethora of ethical scandals in organizations. Thus, this paper aims to explore for better understand the determinants of ethical leadership. Even though many researchers attempt to explore and determine the antecedents and factors of ethical leadership, yet the determinants of ethical leadership is less convincing since the results evidenced to be mixed. Together with less intention given in Malaysia to explore the determinants, hence this paper could provide a conceptual framework that would help future research endeavour.