Organizational Behaviour

The present research dealt with evaluating the Human Resources Information System (HRIS) efficiency employing effective factors on users’ satisfaction such as system quality, information quality, and system application. The research sample included all staff in the Bureau of Prisons in Markazi province, Iran. The sample data were analyzed based on four factors including age, gender, education level, and years of service. Hypotheses testing revealed that there is a significant correlation between all of the considered variables. Results indicated that the ease of use of information system, authorized access to information system, integrated reports provided by information system, timely response of information system to individuals’ needs, information system variability and flexibility under different settings and continuity and uniformity of information system programming, information accuracy, security, completeness, newness, coordination and simplicity as well as correct information volume and understandability of information, information use in job performance improvement, feasibility of objectives and information system excellence, task simplification, transparency, clarity and understandability of information system, easy use, and output and productivity excellence of information system have a relatively significant impact on users’ satisfaction improvement.

To survive and stand out in the new economy, the HRD climate is of fundamental substance to the Indian public sector organizations. The human resource of an organization must be best managed for its development and success. The economic development of a country can be achieved through exploration of natural resources, availability of physical and financial resources, and international aid. However, none of these factors is more significant than the efficient and committed manpower of the country. The present study investigates the status of HRD Climate that exists in the public sector of Indian Telecom Industry. A case study of BSNL has been done and the survey questionnaire technique has been employed to retrieve the respon ses of 125 employees working in the organization. Student t-test has been applied to examine the prevalent climate in the organization and to observe significant difference among them. Findings of the study highlights that there exist an average HRD Climate in public sector of Indian telecom industry.

Knowledge is a key source for today organizations. All of the organizations today found that knowledge is a competitive advantages resource and intangible wealth of organizations. Humans activities like knowledge sharing among organization members , is the base of productivity process from knowledge in organizations. In this direction , present research is studying personality features and policy perception on knowledge sharing and determines job satisfaction intermediacy role. Statistical sample of the study is 108 individuals from women principles of 3-area Mashhad education ,that has been randomly selected. For gathering data , questionnaire was used (with content approval in content and facto analysis and reliability method with Kronbakh Alfa coefficient computation). In order to analysis of data and hypothesis tests, structural equations was used . Results showed that policy perception in organization don’t have meaningful effect in knowledge sharing, personality features has meaningful effect in knowledge sharing and job satisfaction has intermediacy role in relation between personality features on knowledge sharing.

The objective of this research was to examine the role of performance appraisal in the development of the human resource of Takoradi Polytechnic. Primary and secondary data were used for the study. The primary data for this research came from interviews and questionnaires. While the interview generated qualitative data and information, the questionnaire generated quantitative data for this study. The results revealed that though the staff of Takoradi Polytechnic are aware of performance appraisal in the institution, they had problems which needed to be addressed by management of the institution. They indicated that lack of performance feedback negatively affected their level of staff seriousness towards appraisal.

The present paper emphasizes the need to promote specific skill development programmes of a higher order with a Public Private partnership between the Government and Industry, various educational institutions, NGO’s etc. Further, as preliminary steps are being taken by the Government under the name of Skill Development Initiative, the Corporate houses & industrial associations can play a vital role under the umbrella of the new CSR law to make the ‘Make in India’ mission a ground reality. The paper also goes on to critically assess the ongoing programmes implemented by the Central Government as well as the State Governments including both the Public and Private sectors, to nurture the talent of youth so that they can become employable and also understand various aspects of industrial activity required for setting up their own businesses. For this purpose relevant data have been collected from secondary sources and analysed to draw a meaningful conclusion. In addition various strategies and interactive approaches to skill development and knowledge attainment have been proposed that may be used to enhance employee learning for narrowing down the skill-gap in India.

Nowadays, the most important resource for organizations is human resource. Employing, maintaining and supporting employees are the key task or organizations’ leaders. So providing their job satisfaction helps managers to get organizational goals and objectives. The purpose of writing this paper is to survey the relationship between spiritual leadership and employees’ job satisfaction. To measure the research variable two separated questionnaires were designed and after providing their validity and reliability distributed among 234 people of Behnoosh Company. The results of using Spearman test show that there are positive and meaningful relationship between spiritual leadership and its dimensions with job satisfaction; meanwhile commitment was the most important criterion. No relationship between employees’ demographic characteristics and their job satisfaction was found by applying Chi-square test. Finally the results of Binomial test illustrated all variables apart from “altruism” were placed in appropriate levels.

This study examined the effect of transactional and transformational leadership paradigms on customer service delivery in local authorities in the Western region of Kenya. This was based on the recognition of the role played by local authorities namely county, municipal and town councils in offering essential services to citizens at the grass root level of governance. Using a co-relational research design, data was collected from 322 employees of these entities using questionnaires. It was analysed descriptively using frequencies and percentages and inferentially using Pearson’s Product Moment Correlation test. The study found that both transformational and transactional leadership approaches had a positive and significant influence on customer service delivery. However, the transformational leadership approach had a greater effect on customer service delivery than the transactional leadership approach. The study recommends that the successors of the local authorities, that is county governments, should utilize these approaches in managing their operations in order for them to for accrue benefits to themselves and the citizens in their jurisdiction.

Safaricom launched its M-Pesa product in 2007 and marketed it as a money transfer platform that would allow the Kenyan population to conveniently transfer money from urban areas to their rural hometowns using mobile phones. Safaricom’s key marketing strategy has received little research attention. The purpose of this study was to investigate the relationship between Safaricom’s M-Pesa Technology Adoption Life Cycle psychographic factors, as well as three key marketing success attributes as offered in a framework developed by Moore (1991), and time of adoption of technology. The sample size was 358. A hard copy questionnaire was administered to 236 respondents drawn from adult Kenyans living in Nairobi, Mombasa and Kisumu. An online copy was sent to 122 respondents in other locations. Descriptive and inferential statistics were used to analyze data. Whereas the relationship between Income and Time of Adoption was statistically significant (?2=36.647, df=8, p=.000), the relationship between Main Reason for Adoption and Time of Adoption was not statistically significant at ?=.05 (?2=12.794, df=12, p=.384). Further, the results indicated no statistically significant relationship between Technology Perception and Time of Adoption (?2=19.641, df=16, p=.237). Niche Function and Time of Adoption, on the other hand, exhibited a statistically significant relationship (?2=40.986, df=16, p=.001). Thus, organizations should seek a core Niche Function to target the majority market. There was no statistically significant relationship between the Product Continuum and Time of Adoption (?2=10.748, p=.825). Finally, the study established a statistically significant relationship between Niche Communication and Time of Adoption (?2=31.539, p=.011), suggesting that organizations should explicitly and assertively communicate the selected Niche Function to the consumers.

Human resources nowadays is one of the key factors in the issues raised from information security. Consequently, there has been a shift in information security from mere concentration on technology to human resources. An effective issue in this field is security culture which is influenced by several factors. The main purpose of the present study is to survey the relationship between knowledge management and security culture in Iran Telecommunication Center. Sample group size was determined using Morgan Jersey’s Table (n = 114). Furthermore, a questionnaire was used for data gathering. Validity and reliability of the questionnaire was determined using content validity and Cronbach Alpha respectively. The relationship between security culture and knowledge management was examined by path analysis in AMOS. The results confirmed significant relationship among generation, utilization, and dissemination of knowledge and relationship between security behavior and information security culture.

In this competitive era culture makes a real difference, competitors can duplicate product, its specific features but its almost impossible for them to copy the cultural aspects. Culture is the invisible web that binds employee together to their organization. Most of the organizations work on developing their cultures to gain competitors edge over competitors examples are ebay, Netflix, Google, 3M, GE, Enterprise Rent-A-Car, W.L.Gore ant Toyota. The objective of this paper is to have the understanding of culture as a competitive advantage and its impact on organizational performance. Past researches shows that organizational culture has a strong and deep impact on organizational performance.