Organizational Behaviour

The main aim of this study is analysis of organizational commitment and professional commitment between staffs Private bank in Kermanshah. This study is according to descriptive analysis and reaching branch and information gathering tools is questionnaire. Sample population volume 350 subjects from privet banks in Kermanshah and according to sampling random way some of them had been chosen a stoical population and finally we collected 95 questionnaire for determining normality of data we use kolomogrove – sminoroph test and results of tests confirm normality of data so meaningful relationship between them had approved. the study results show that in the statistical society of the study ,there is a, there is a positive relationship between Organizational Commitment and Organizational Commitment

In contemporary settings, management practices imply strategic approaches to improve employee performance and quality. The paucity of studies on healthcare management practices in developing countries led to the undertaking of this study. The purpose of this qualitative descriptive study was to explore the management practices that influence health workers performance and quality of care within the Dakar-Senegal region and to gain an insight into the central research question of the study. The theory of performance provided the foundation to underpin this study. The overarching research question served to elicit detailed participant responses and aided in uncovering how healthcare workers understand the existing management practices in the organization and the influence it has on workforce performance as it relates to the quality of care in Senegal, west Africa. This study included a sample of clinicians in various healthcare organizations. The protocol developed in this study included one-on-one interviews and focus groups. The repeated words or phrases, using a process of constant comparison of the data was used to analyze the data and derive common and emergent themes, representing the knowledge outcome from the study. The important themes that emerged from the data were productivity, and organizational commitment, based on leadership, transparency and leadership, reflecting the imperatives that must be maintained for effectiveness and institutional effectiveness in delivering quality of patient care. These themes elucidated and clarified how management practices influence healthcare worker performance and quality.

The main purpose of the study was to investigate that the effect of distributive and procedural justice as mediator in connection with perceived organizational support will increase or decrease job satisfaction, employee commitment and turnover in employees. The main significance of the study was to investigate the mediating relationship of justice perceptions (distributive and procedural) with perceived organizational support and outcomes (job satisfaction, organizational commitment, turnover intention). A total of 361 employees of telecom, banking and academics sectors were taken. Results suggest that distributive and procedural justice will not act as mediation between the relationship of perceived organizational support and turnover intentions.

Implementation of Human Resource Information Systems in an organization facilitates information flow, reduces cost, saves time and enables employees to take effective decisions. It reduces the burden of employees and creates a stress free work life. With this background, an attempt has been made to assess the level of employee satisfaction on HRIS usage in selected software companies in Bangalore. For this research, 50 companies were selected based on purposive sampling method through a structured questionnaire administered. The sample included 350 IT professionals from different designations. The analysis of the research was shown to be reliable and valid. Statistical tools like descriptive statistics, ANOVA and t-test were used. The results of the data analysis demonstrates significance between HRIS and designation wise, HR processes, time & cost, information flow, decision making, in the organizations. The scope of the study is restricted to only HRIS usage in the selected software companies and measures the impact of HRIS on HR processes, time & cost, information flow and decision making across various designations. The results of this research would help software companies to better understand the satisfaction level of employees towards the usage of HRIS.

The purpose of writing the current paper is to survey employees’ empowerment on their job satisfaction in Iran insurance. To measure empowerment, competency, trust, meaning, impact and self-determination and to survey job satisfaction nature of work, salaries and income, leadership style, relation with coworkers and promotion systems were applied. 2 separated questionnaires in empowerment and job satisfaction distributed among statistical society after proving their validity and reliability. The results of applying Spearman and Friedman tests show that empowerment and its dimensions have positive and meaningful influence on job satisfaction in which the influence of competency is more than other variables. Also there are positive relationship between employees’ educational level and job experience with their satisfaction. Finally the results of applying Binomial test show that all variables were placed in high levels.

The main aim of this study is analysis Employees’ involvement and quality improvement in Iranian small and medium enterprises (SMEs). This research is conducted based on descriptive and surveying method; to collect data, was chosen through questionnaire. For research’s purposes, a distinction was made between small firms (fewer than 50 employees) and medium-sized ones (between 50 and 250 employees), questionnaires was mailed to 600 Iranian SME randomly selected. The questionnaire was pre-tested and validated with the help of a panel of two academics/researchers on quality management issues and two quality managers in SME. Out of the sample, a total of 95 questionnaires were completed and returned. Data gathered through questionnaires were submitted to a set of statistical analyses tools, using SPSS (Statistical Package for Social Sciences), and punctually, some of Microsoft Excel’s statistics and data bases tools. In accordance with research purposes, univariate analyses were performed on issues strictly descriptive, while bivariate analysis tools were used on issues based on means comparison (Student’s T test and Chi-square test). Findings: showed that in considered society, most SME developed training programs specifically focused on quality improvement, suggesting that, beyond fostering quality improvement awareness, SME supply their employees with tools necessary to develop their skills and(or acquire new insights needed to improve their performance. These evidences may indicate that top management is aware about the importance of training and development focused on quality improvement, for effective employees’ participation in quality continuous improvement initiatives.

The study was carried out to establish The role of business ethics in the performance of small scale business, A case of small scale traders in Kisii town, This is because there have been shortcomings as far as service delivery to customers is concerned, The traders mishandle the customers, hike prices at any time, sell fake products to customers in guise that they are original and genuine, package and repackage some products and hood some essential products in anticipation of higher prices which has been a major problem. On the case of employees working in the small businesses there is lateness when reporting to work, leaves work earlier than the schedule time, The aim of this study is to find out the role of ethical issues in the operations of small scale Businesses in Kenya and their effects on customer and service delivery. The findings of the study will provide a more flexible and improved systems of management styles to meet the needs of the customers, promote customer loyalty to some products and specific traders, to create customer friendly environment to conduct business and provide high order services to customers. A cross-sectional survey was used, with the sampling frame comprising 200 small scale and 100 customers. Sets of both pre-tested structured and unstructured questionnaires were used to interview a random sample (300) derived using the formula of Israel (1992) of known target population, N. The data was analyzed with the aid of the SPSS (Version 11.5) computer software and presented in form of descriptive tabular summaries. Generally, ethics contribute positively to the business performance and general employee performance and increased customer loyalty to certain products and traders. Ethics should, therefore, be maintained and strengthened. The findings of this study would be useful as reference material for future research.

The occurence of building collpased has become a national embarrasment with its human and societal casualties. The issue of load bearing capacity in terms of the number of occupants observed in the building in comparism with the standard expected occupancy ratio has not being well identified. The study therefore uses purposeful method to select six buildings from the collapsed buildings in different of areas of Ikeja lagos. Questions were administered Orally to the immediate residents of the collapsed buildings. With a chi square of 65.34% in the conducted analysis it reveals that therew is a strong statistical relationship between the observed load bearing capacity in terms of occupacncy rate and the standard expected. This tend to suggest that the the occurence of buildings collpased in lagos may be due to an abnormal occupancy ratio or a higher load bearing capacity. The study thus recommends a strict adherence to the use of building codes and zoning to enforce building design and type for residential areas and the adpotion of fees payment in lieu of default for those building with a higher ratio than normal.

This study focuses on, how much an appraisal system is effective in an organization and what would be its impact on employees’ performance. This paper focuses on different aspects of an appraisal system. Today organizati1ons are using different methods or combination of those methods. Rewards and incentives are also given on the basis of employees’ performance. Now the study examines what the effect of appraisal system on employees’ performance is. Whether it increases their performance, decreases their motivation or it has neutral effect. This paper concludes that in some organizations most of the employees feel that appraisal system in their organizations/universities is satisfactory. Many employees also want to have a right to appeal against the appraisal system. Most of the employees agreed that this system is not just wastage of time and money. Employees in particular universities want to be appraised by committee rather than boss. Many employees also agreed that if the appraisal system in their organization seems to be excellent one, they will feel motivated. They also agreed that their organizations are applying non discriminatory practices regarding males and females. This paper concludes that employees in particular universities are satisfied with the appraisal system and its practices and no gender discrimination is being adopted. To make appraisal system more effective, Using only one type of appraisal system, objective criteria, ethical aspects, fairness, following the one’s own cultural practices, privacy in appraisal process and level of trust between the employee and supervisor and behavior oriented criteria are further suggested.

Employer branding is a long term strategy to manage perception and awareness of employees, potential employees and related stakeholders in regards of a particular organization. Employee brand is an organizational image which is in the mind of the current employees as a ‘great place to work’. Now the Employer Brand is a brand management in HR perspective to attain, attract, engage and retain employees of the firm. Employer brand is a strategy which helps to retain the employees and try to minimize the employee attrition in the organization.