Organizational Behaviour

Practices of knowledge management are context-specific and they can influence organizational effectiveness. This study examines the possible mediating role of knowledge management in the relationship between organizational Structure and organizational effectiveness. A survey was conducted of 131 organizations. The results suggest that knowledge management fully mediates the impact of organizational Structure on organizational effectiveness. The findings carry theoretical implications for knowledge management literature as they extend the scope of research on knowledge management from examining a set of independent management practices to examining a system-wide mechanism that connects internal resources and competitive advantage.

The important issue concerning claims management is that the question of claims in contract agreements is an inevitable one and , hence, under present circumstances , where many faults are found in the process of signing contract agreements and in questions relating to the execution phase of contracts, the idea of their elimination does not appear to be a reasonable one. From among the problems faced in eliminating these claims, reference can be made to the present shortcomings in the general conditions of contracts and to the very noticeably slow progress made in the study and design phases of contracts. The purpose in writing this article was to offer strategies for selecting the win – win approach by parties to contracts for the whole duration of the projects from the start of the study phase to the end of the utilization period. It was necessary to conduct this research because many projects run into crises due to inappropriate management of claims laid and only result in wasting national resources.

In construction industry, job satisfaction and job performance are important issues when studying the human behaviours and attitudes of personnel. This research is very important so as to understand what management needs to do in order to avoid personnel job turnover in the organization. The construction industry in Sudan faces a variety of problems relating to human resource efficiency which in turn affect the entire productivity in the industry. The objectives of this study are to view the job analysis of personnel in the Sudanese construction firms, identify the level of job satisfaction of personnel, and identify the level of job performance of personnel and to investigate the relationship between job satisfaction and job performance of personnel. Data was collected from personnel in six Sudanese construction firms through survey packets including a data form and modified version of the Job Satisfaction Index questionnaire (JSI) and Performance Rating Index questionnaire. The data was analyzed using the Statistical Package for Social Sciences (SPSS) software and also Average Index. The study shows that there exist weaknesses in the job analysis of personnel. The level of job satisfaction and performance of personnel in Sudan was found to be on the ‘average’. The study also shows a positive relationship between personnel job performance and job satisfaction.

The aim of this article is to show the meaning of the chosen aspects of management, which is based on creativity synergy and innovation, understood as a process of communication determining vocational education. Stressing the substantial factors, from the point of view of organization development, it indicates the need of interdisciplinary treatment of this process, with a particular emphasis on the meaning of methods and ways of communicating.

This study investigated the employee retention dependency on predictor variables like training program, incentive programme, co-worker social support, working hours and union representation. For this purpose data have collected from individuals in four banks and government employee who are living in government colonies in Pakistan. Total population was approximately 550 and sample size 226 has been used for collecting data. The regression test is used to check dependency of employee retention on predictor variables. the result of the study indicate that employee retention depend more on incentive program, union representation, co worker social support, and less on working hours and supervisory program. However incentive program is more significant predictor variable for employee retention than other variable.

This paper tests the effect of authentic leadership on gender directly. ``Authentic leaders know who they are, what they believe and value, and . . . act upon those values and beliefs while transparently interacting with others (Avolio, Gardner, Walumbwa, Luthans, & May, 2004, p. 803). `` Theorists accept that this self-aware, value-oriented behavior automatically produces positive outcomes in followers’ attitudes, behavior, and performance by acting via mediational processes that inherit followers’ trust, hope, and other positive emotions (Avolio et al., 2004). The aim of this perspective article is to present the argument that authentic leadership is a gendered representation of leadership. It is first presented a brief history of leadership theories and definitions of authentic leadership. Then critique authentic leadership and offer arguments to support the premise that authentic leadership is not gender-neutral and is especially challenging for women. This paper attempts to shed light on what we know and don’t know about authentic leadership. Paper mainly includes 4 sections. It starts with the introduction and in that part authentic leadership is broadly defined. In section 2, theoretical roots in other words literature review on the subject will be presented. Causes of effects on gender will be explained and authentic leadership et cetera will be discussed in detail. In addition to these, model will be presented based on traditional leadership theories and positive leadership theories. In section 3, after explaining the gender differences among authentic leadership, insight will be brought up for discussion and comparison with these 2 different groups. Section 4 will include further research, discussion and conclusion. Besides giving insight about authentic leadership for comparison purposes between different genders, the purpose of this paper is to provide information for the potential researchers about basic aspects of authentic leadership.

The high levels of work engagement are when employees are involved with, committed to, enthusiastic, and passionate about their work. This study emphasize that knowledge about engagement and understanding practical issues of engagement in the organisation are equally salient when thinking researching and practicing on the topic employee engagement. Engaged employees can help organization achieve its mission, execute its strategy and generate important business results. For this reason it is important to analyse this study and consider the findings and suggestions composition while paying attention on improving employee engagement decisions for any organisation during the suitable situation.

The overall performance of construction firm is affected by productivity of its employees. This study employed work study approach to empirically establish the relationships between tradesmen demographic information and labour output on plastering and rendering operations. The data gathered were analysed using descriptive and inferential statistics. It was found that tradesmen age, their mode of employment, educational qualification, years of experience, quality of surfaces, shape of structure, and period of the day; have influence on the level of productivity of masons. It was concluded that the demographic characteristics of construction operatives/tradesmen affect labour output for plastering and rendering operations.

This study alluded to the importance and necessity of strategic human resource planning with the purpose of submitting an appropriate and applied model of strategic human resource planning in a company and for recognition of effective factors has been used of different models of strategic human resource planning. To determine the effective factors in the company, 17 opinions of experts was received through interview and in order to ranking factors according to importance, 76 opinions of managers and experts were obtained through questionnaire. Also for recognition internal and external environment of company were used SWOT technique and interview, the results of QSPM matrix classified executive strategies. Results showed that among internal factors within the organization: employee satisfaction, human resource management objectives, qualitative characteristics of the staff and among organizational external factors: technological conditions, legal conditions, economic conditions, respectively, were ranked in terms of importance. In the end after recognition internal and external factors involved in supply and demand forecasting strategies, and supply and demand matching strategy was proposed appropriate pattern of strategic human resource planning.

This study adopted a cross sectional descriptive research design to define and measure strategic communication in the Ugandan health sector organizations. The study contends that strategic communication is a center piece in making or breaking organizations and thus must be well managed. And that, to manage strategic communication effectively, it must be measured effectively. An analytical survey design with mixed methods was used in this study. The quantitative data were collected in two phases. In phase one a sample of 170 organizations was used to test and refine the designed measurement model. In phase two a sample of 223 organizations in the same population was used to confirm the validity and reliability of the refined instrument. Qualitative data were collected to compliment the quantitative data. The findings of the study revealed that strategic communication is defined as cognitive awareness and emotional attachment to the purpose for communication. The study contributes to literature by providing a valid and reliable tool for assessing level of strategic communication in organizations.