Organizational Behaviour

Over the recent years, lives and property worth millions of shillings have been destroyed in fire disasters. This study assessed the role of administrators and other stakeholders in fire disaster preparedness in secondary schools in Vihiga County, Kenya. The study assessed the role of administrators and other stakeholders in fire disaster preparedness in secondary schools in the study area. An evaluation research design was used. Stratified simple random sampling was used to select the schools and respondents. Study population was composed of secondary school principals, teachers, laboratory technicians, students and the District Quality Assurance and Standards Officers (DQASOs). Data was collected by use of structured questionnaires, in-depth interviews and an observation checklist. Statistical Package for Social Sciences version 17 was used in the analysis of data with Chi-square being used to test independence and variation of responses. A Spearman’s rank order correlation was run to determine the relationship between teachers’ and students’ responses. The study established that most of the general requirements for fire disaster preparedness were not in place; most of the schools did not have trained personnel in handling fire disasters and limited funds was a strong barrier to fire disaster preparedness in secondary schools. It was concluded that: most of the administrators and even teachers were not trained in fire fighting skills; stakeholders had a role to play in fire disasters preparedness in secondary schools. The findings of the study are to empower schools to reduce their vulnerability to fire disasters.

This study investigates the relationship between human capital management and employees’ performance. For measuring variables three separated questionnaires were designed and after proving their validity and reliability, distributed among participants. The results of applying Spearman test show positive and meaningful correlations between human capital dimensions with employees’ performance. Also Chi Square test illustrates no relationship between employees’ demographic characteristics and their performance. In continue by Binomial test all variables’ levels were surveyed in which all of them apart from employees’ creativity. And finally the results of utilizing fuzzy TOPSIS technique human capital indices were ranked in which employees’ abilities for management, learning technical employees and employees’ abilities to associate were selected as the most important ones.

Job Satisfaction is one of the key factors to increase employee morale. It blazons the amount of acceptance between one’s expectation of the job and the return that the job provides. Job Satisfaction is a part of life satisfaction. The job environment plays vital role to get the job satisfaction, moreover it resembles life satisfaction. Job Satisfaction is the result of various attitudes possessed by an employee. The expected output of the research is understood the policies and procedures of job satisfaction in the company. To meet this aim well structured questionnaire was prepared and data analysis has been done with percentage analysis

This research investigates the impact of organizational culture on employee retention with special reference to Al-Dhahirah region (Sultanate of Oman). No doubt there is a horde of potential candidates available for banking sector but this is veracity that highly skilled and experienced professionals are limited. For this reason banks are facing setback in finding these professionals and if they find then real challenge comes across that is to retain them. In Omani job market, there is a shortage of highly skilled professional in banking sector that leads to an increased probability of turnover of highly skilled employees. Since Omanization is in practice in Sultanate of Oman, banks have to depend upon local banking professionals only. This dependency creates an intricacy in arranging professional people for banking sector. An attractive salary is not the only factor that can retain employees for a longer span of time in the same bank but organizational culture is a hardcore factor to retain employees. This is a quantitative research being done by surveys in Al- Dhahirah region (containing 3 cities and dozens of small towns & villages). For data collection, 120 respondents are selected through random sampling method. This research explores six key factors of organizational culture that contribute to employee retention in banking sector. These factors are career opportunity, work autonomy, fair pay, recognition for job, challenging job and work-life balance. According to findings of this investigation, employees are not much satisfied with prevailing organizational culture in the banks and investigation revealed that they have a high tendency to switchover the job and pertaining low level of satisfaction with organizational culture. Research indicates that the work-life balance is maintained and employees are pretty satisfied in this regard whereas employees are not much satisfied with rest of five factors of organizational culture. It is recommended for higher management of banking sector that they will have to focus more on these five factors to develop an attractive organizational culture in the banking sector that will help retain employees for a long term.

This study pays attention to the assessment of the effects pertaining to various financing methods on profitability indicators and investigates various financing methods applied in stock exchange during the period 2001 to 2004. Varied factors influence on the choice of best financing method. Financing in different entities is carried out by applying various sources. In order to answer the main question of this study, two hypotheses have been used in which the relationship between various financing methods and profitability indicators has been examined. In this study we aimed at answering the question: What is the most commonly-used financing method in member companies of Tehran stock exchange? In this research we analyzed a sample including 46 member companies of Tehran stock exchange during the mentioned period. The analysis of hypotheses was done by making use of statistical test of multi-lateral regression. All hypotheses have been measured at 95% level. Research results revealed the fact that there is significance relationship among financing methods, return on assets and gross profit margin. Member companies of Tehran stock exchange are more willing to apply debt and borrowing for their financing.

The research reported in this thesis was on “Effects of job satisfaction on employee’s performance”. The purpose of research was to study the various factors that have been significant in determining employee performance and their importance with respect to the employees of Pakistan. The secondary data was collected by Internet and also from the material printed by different Scholars from all over the world. The primary data was gathered by floating questionnaires in Hassan leather industry Sheikhupura, Pakistan. SPSS was applied to analyze the gathered information through running Correlation tests on the variables in the study. The reliability of the data was measured with the help of the Cronbach’s Alpha value which too was calculated using the SPSS software. The findings provided an insight and estimation towards the impact of financial and Non-Financial reward system on employee’s performance. All the variables have been found to be significant in determining employee’s performance. The paper elaborates the characteristics and implications regarding the variables in detail to give a picture and a base for further research.

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.