Organizational Behaviour

The present study was designed to explore the relationship between occupational stress and perceived organizational support among higher secondary institutions of public and private sector. This study was a descriptive in nature. The study was also focused on the relation of demographic variables with occupational stress and perceived organizational support and these demographic variables were age, gender, marital status, income, nature of job, work experience, qualification and type of institution in which are teaching. The population of this study was higher secondary teachers of public and private sectors. The sample of the study was comprised of 100 male and female teachers from 10 private and 10 public higher secondary institutions. As a research tool Occupational Stress Inventory (OSI) and Perceived Organizational Support Inventory were used to collect the data. OSI has 28 items whereas POS Inventory has 9 items, which were filled out by higher secondary school teachers. After the data collection, data was analyzed by using multiple statistical techniques like mean, correlation; Cronbach’s split half Reliability and ANOVA. Results of the study revealed that younger teachers express more occupational stress and low perceived organizational support, female teachers experiences more occupational stress and low perceived organizational support than male teachers, married teachers shows less stress and high perceived organizational support than unmarried ones, teachers having low monthly income expresses more occupational stress and low perceived organizational support than the teachers who have high monthly incomes, contract based teachers have high occupational stress and low perceived organizational support than the permanent based teachers, less work experience is a cause of high occupational stress and low perceived organizational support, whereas teachers those who are working in private sector experience less stress and high perceived organizational support.

Water is literally the source of life on earth. The human body is 70 percent water. The study examined water resources and sustainable development in Northern Kenya in Isiolo District. Residents of Isiolo formed the target population. Cluster sampling was used to select villages which are more affected by scarcity of water. The study used survey design. The analysis was both qualitative and quantitative. The study found that inadequate water resource supply has been hindrance to the Tourism Development in the region particularly in Isiolo District and the Southern parts of Garissa District. Secondly, inadequate water resource supply in the region has limited employment opportunities in the area this explains the low income per capita of people in this region. In addition, their standard of living, income generation, labor efficiency, employment extra is rather low, because agricultural productivity industrial development is both in adequate due to water constraint in the area. Water scarcity has been a source of conflict in the study area. The overstocking as well as water scarcity in the area and also the nomadic pastoralist nature of the people of this region has resulted in constant migration of people with their animals from one district to another. However, despite the aridity nature of this area, some limited agricultural activities is possible mainly through irrigation. The paper recommends that the use of water harvesting technologies that are sustainable and environmental friendly should be given priority in both surface and ground water development; incentives to adopt roof catchments water supply should be encouraged and cost - sharing policy in water sector to meet both development and recurrent votes should be encouraged to reduce the budgetary constraints by the government.

Companies around the globe, big and small desperately want to unlock the secrets of innovation at a reasonable cost, because innovation provides the only sure path to sustainable growth. Today we all are surrounded by data - data from various sources, from banking data to GPS signals on our smart phones. and from other countless sources. According to McKinsey report this is ‘Big Data’ and it is the next frontier for innovation in diverse fields. By changing what and how we see, big data is reshaping everything coming under its ‘Midas’ touch. Many companies are already using big data to create value. Big data allows organizations to create highly specific segmentations to tailor products and services precisely to meet the needs of the customers in those segments. Big data enables companies to enhance existing business models and innovate new models, products, and services. Manufacturers are developing the next generation of products and to create innovative after-sales service offerings based on data obtained from the use of actual products. By mining big data, companies can develop insights and identify micro-markets that represent opportunities for growth. Big data will act as the source for large amount of technology based innovation. The focus of this paper is to look at how big data is connected to technology based innovation in various sub-functions of retailing like marketing, technologies at the point of sale, merchandising, operations, supply chain and new business development.

The purpose of this study was to assess the level of job satisfaction of library professionals as it affects the organizational productivity in selected academic libraries in southwest Nigeria. The descriptive research design was adopted for this study. The study population was made up of 94 librarians drawn from the six selected university. The questionnaire instrument was used to gather relevant data. The data were analyzed with descriptive and inferential statistics using the Statistical Package for Social Sciences (SPSS). The findings revealed that job satisfaction positively affects Organizational productivity of the professional studied. This study thus concluded that job satisfaction has great impact in the overall Organizational Productivity of Library Professionals in academic libraries in Nigeria.

In knowledge-based economics, products and organizations live and die based on knowledge. Today, intellectual capital and human Resource productivity that are used for organizational value increase and creation are one of the most important anxieties of managers in each organization. This research has been also done by objective of exploring intellectual capital effects analysis on human Resource productivity. Present research method is surveying-descriptive and according to objective it is applicable. Statistical society of this research is Isaco company that 200-person sample by simple random method have been selected using statistical sample volume determination formulation of Cochran and a questionnaire was distributed among them which validity and perpetuity have been confirmed to gather data and after gathering, they have analyzed using correlation test. Results obtained show that intellectual capital in 99% confidence has great effect on human Resource productivity. Moreover, obtained results indicate that feedback elements organizational support, job cognition improvement, motivation, deciding validity, employees’ ability and adaptation with environment.

No human being is born and lives individually. Being a social animal, every individual is highly dependent to the other people around him and also the amenities at the place of living and also working. This concept has named as social support and it has defined by many researchers Social support in the workplace can come from many sources. The most commonly explored sources are supervisors and coworkers. The present study on “WORK SOCIAL SUPPORT AND PERFORMANCE OF EMPLOYEES IN AUTOMOBILE INDUSTRY”. The main objective of the study is to understand the level of work social support an employee perceives inside the organization. The study is to find out satisfactory level of the work social support and performance in organization. The main objective of study is to analyze the sources of work social support in the organization. Major findings shows that most of the employees are satisfied with the management practice, IR, etc. They are proud to say that they are employee of Roots industries.

Internal organizational communication plays an important role in facilitating effective and efficient library operations and service delivery. However, over the years, the University of Nairobi library system, scattered across six campuses, has registered many complaints, both from the Library staff and users of information services due to poor internal organizational communication. The aim of this study was, therefore, to analyse the existing internal organizational communication at the University of Nairobi library system with the view of suggesting ways in which it can be enhanced. The objectives of the study were: to determine the effectiveness of the used forms and channels of internal communication on the execution of library operations and services; to establish the internal communication policy framework governing internal communication at the university library system and to suggest ways of optimising the use of forms and channels of internal communication to enhance library operations and services. The study population was composed of various cadres of University of Nairobi Library staff stationed at the six campuses. Out of 167 members of the library staff, 45 were purposefully and randomly selected to form the study sample. Data was collected using face-to-face interviews and documentary reviews. Data was analysed thematically and presented by use of descriptive statistics. The findings of the study revealed that internal organisational communication was largely inadequate due to variations in communication practices in the various branches of the Library and an inefficient internal communication policy. The study subsequently recommends a review of the existing communication policy and streamlining of the internal communication practices to improve library operations and Services.

The Magistrates' Courts Service is a local service. People working here are solicitors or barristers; they may have an arts or social sciences background. Addition to these qualifications their verbal communication is excellent but they have low in analytical and numerical skills. After deeply analyzing the given case about Magistrate Courts Service, certain issues which need to be addressed through effective development program in this study. These issues include lack of skills (mainly analytical and numerical), lack of coordination and consensus in most of the decision and activities performed, low coordination, more than required level of independence. Beside this the information on hand, differs greatly in nature and quality which makes it quite unreliable. Investigation report regarding the Magistrates’ Courts Service has proposed a number of options for change in order to improve the working. These changes are required for the management and administration of courts services in more effective way.

This study uncovers the relationship between the impact of determinants such as transformational leadership and intrinsic motivation on employee creativity, where intrinsic motivation is a mediating party between their relationship and with other variables such as employee relational identification playing a moderating role between transformational leadership and intrinsic motivation and employee empowerment playing the moderating role between intrinsic motivation and employee creativity in the organizational culture of Pakistan. The sample data of two hundred respondents was collected from a well know leather exporting company in Pakistan, named Nova Leather Factory which is located in Lahore a city of Pakistan. All the people who are either in a leadership and/or managerial role or are currently working in an organization at various positions were eligible to fill the questionnaire as the instrument developed for the research. This research has validated the argument that transformational leadership is positively related to employee creativity while intrinsic motivation plays a mediating part and other factors such as employee relational identification and employee empowerment play a moderating part through statistical analysis i.e. Variable Measurement, Descriptive Statistics, Reliability Analysis, Correlation Analysis, Regression Analysis, of the data gathered through the means of statistical software i.e. SPSS 16.01. The results showed that transformational leadership can lead towards employee creativity and when these factors have an influence of intrinsic motivation, employee relational identification and employee empowerment these factors still have a positive significant contribution towards employee creativity. This research will help the managers and organizations to focus on aspects holding the most significance for the employee creativity and would became a valuable literature for further research and exploration.

Emotional intelligence is increasingly recognized as a key leadership competency and an essential component of behavioral aspect of managing organizations. Research show that managers’ ability to recognize and control their emotions leads to increase in employees’ contribution to organization, commitment, productivity, and customers’ satisfaction. Thus, This research primarily aims to investigate the relationship between emotional intelligence and transformational and transactional leadership styles. To collect data, a questionnaire was distributed among high school teachers and Vizinger’s and Burk’s measures were used to analyze data. The results did not show a meaningful relationship between emotional intelligence and leadership styles.