Organizational Behaviour

To success in work environments and in response to challenges that organizations are facing, it is essential to combine knowledge, skills, experiences, and views of all employees of an organization, Only by doing so organizations could hope to have the ability of solving problems, meanwhile teamwork is one of the cases that has many things to do in order to achieve the goals of an organization, because it is by team working and the use of various expertise to carry out a project that organizations can survive in the present tempestuous world. Also the presence of individuals with knowledge and wisdom who help organizations to achieve their goals is obviously a matter of great importance. This study is carried out with the aim of answering this question: Do the employees character strengths of wisdom affect teamwork? For this purpose, the medical staffs of Zanjan hospitals were chosen as the statistical population. Group-random sampling method was used to take samples from this population and 200 persons were chosen to collect data through questionnaires. Before distributing the questionnaire its validity was confirmed by the content validity and its reliability was confirmed through Cronbach's alpha which was equal to 0.83. In this study inferential statistics were used to analyze data and review questions, also every individual parameters and their importance were evaluated by confirmatory factor analysis. And finally, the proposed questions and model were investigated according to the research objective using factor analysis and Root Mean Square Of Approximation(RMSEA), absolute fit indices and relative indices of model and the results showed that the considered wisdom characteristics, including love to learning, perspective, judgment, originality and curiosity affect teamwork .

Management has always been considered as a foundation for success and effectiveness of the organization and human resources management occupies a significant role in this process. The most important themes of today’s management are to induce motivation among the employees so that such motivation would result in increased working efficiency of personnel. Therefore in the present study the status of personnel’s motivation for job achievement in Bank Saderat of Semnan city and effective factors on progression motivation of personnel was identified and prioritized. Also in order to further enhance the research findings, amount of achievement motivation between employees of different age groups, working experience, various academic degrees and genders was compared. The population of study is constituted of Bank Saderat Personnel of Semnan, among whom 73 are compared as statistical sample obtained through categorizing method for data collection. Also research findings were collected through two questionnaires. Results were analyzed by statistical techniques such as t test, independence, Kruskal-Wallis and AHP & TOPSIS methods. The findings indicate that bank personnel have suitable motivation for job achievement. Also affecting personnel progression are promoting participation, job satisfaction, fairness of promotion system and promotion of employees, conformation of job with personal characteristics of employees, job rotation, objectives and prospects of organization. Also the findings indicate that achievement motivation is different between employees with different age groups, working experience and academic degrees.

Purpose of this paper is to review the role and impact of top management commitment and leadership on total quality management (TQM) in service organizations in Malaysia, and to come out with a conceptual framework model. A total of 15 related studies selected from well known electronic academic resources and databases (e.g. Emeraldinsight, Elsevier Sciencedirect and Scopus) and deeply reviewed. A proposed conceptual framework developed according to the finding and theoretical dimensions of those papers. Outcomes of this paper will: enrich the literature in the field; will underline trends of the research in role of top management leadership and commitment in TQM practices; and will provide fresh insights to academic researchers interested in the field of TQM as well as to organizations managers.

The extent to which a school principal succeeds in attaining the school academic excellence and fulfilling the principles included in the management philosophy or mission statement of the school depends on how skillfully and suitable management styles developed are used in a specific context. No two principals have exactly the same way of doing things; life would become too predictable and dull if they did. A principal is regarded as successful by those whom he or she is managing as well as by society at large by the academic performance of the students and school mean score. This study, therefore, examined the management styles various principals employ in their school to attain high academic performance. The study adopted the descriptive survey research design of “ex-post facto” type. The research was carried out in all the geo-political zones of Kisii central district. Purposive sampling technique was used to select 16 principals per geo-political zone and provincial schools they belong to. A total of 32 principals from the district schools were randomly selected for the study. A set of questionnaire was utilized to elicit relevant information from school principals. The research questions were answered and hypotheses were tested at the significant level of 0.05. Data were analyzed using descriptive statistics, ANOVA (analysis of variance) and t-tests. There was a significant negative relationship between management styles and high academic performance (r = -0.485; p < 0.05).

Corporate Social Responsibility (CSR) has recently become a significant factor, which plays a significant role in industrial companies as well as governmental ones. CSR has taken an added value to these corporations even that non-profit corporations. CSR among universities is Saudi Arabia is still at the beginning except two universities as this mentioned in literature review. Results explained that CSR at King Fiasal University (KFU) is still not obvious even though its vision with special department issued. This paper ends with a conclusion and a set of recommendations.

Companies must remain consistent in the development of human resources will be obtained on a periodic basis so that human resources are more qualified again so it will be able to contribute to employee motivation. As well as the placement of human resources should be made of companies with selective as possible so that staffing will be right in place and will make a major contribution to the work motivation.

The study aimed to investigate the potential impact of institutional structure (IS) on organizational effectiveness (OE) as it was recommended to be further explored. It was hypothesized that organizational justice will mediate the IS-OE relationship. This empirical study was conducted in higher education institutes (HEIs) in Lahore with academicians as respondents. 327 respondents were contacted and data were gathered. Multiple Regression was employed to test the hypothesized relationships. The results validated the model proving partial mediation of OJ.

Training is an important asset to an individual since it gives the necessary skills required to run a business. The study sought to establish training as an antecedent to performance of self help groups in Uasin-Gishu County. The study adopted a cross-sectional descriptive survey research design. The study targeted all registered SHGs in rural areas in Uasin-Gishu County. The study specifically targeted rural SHGs because they face many challenges; retrogressive cultures, poverty and lack of empowerment among others which affects the performance and sustainability of SHGs. The sampling frame of SHG members who have been involved for at least five years were selected through stratified sampling technique. The list of registered SHGs was obtained from the respective District Social Services department. Among the listed SHGs, those whose maturity are at least five years and are situated in rural areas were purposely selected. The results revealed that the SHG members had been trained on; asset building, book keeping, new methods of farming, leadership and governance, budgeting, and risk management in business. The training strategy has had significant impacts on performance of SHGs.

This paper is examined the brunt of private enterprises expenditures in economic growth in Nepal which is well understood and recognised. However, most of the theoretical and empirical research on determining this role has focused on the impact of public investments, implicitly pretentious that recurrent expenditure of the government is more or less irrelevant from the standpoint of economic growth. Using Nepali data, this study not only reiterates the positive impact of public expenditure on economic activity but also highlights that primary recurrent expenditure is about as much important as public investment in enhancing economic activity. This is perhaps because in Nepal government’s development expenditure has more inherent inefficiencies than recurrent expenditures, as prolonged fiscal adversity has stripped that latter to “bare bones” to contain large inefficiencies. However, this also implies that simply creating structures and infrastructure is not enough to accelerate economic growth. Each structure has to be adequately financed for its operation and maintenance to give optimum results, which is done from recurrent spending. As such, this study points to a rethink on the role of private expenditure and its impact on growth, especially the composition of expenditure also.

School culture is a pervasive element of schools, yet it is elusive and difficult to define. Understanding school culture is an essential factor in any school initiative. Any type of change introduced to schools is often met with resistance and is doomed to failure as a result of the reform being counter to this nebulous, yet all encompassing facet of school culture. Principals scoring high on this index frequently work with teachers to improve weaknesses and address pedagogical problems, and also to solve problems with teachers when there are challenges to learning in school. Also, they often inform teachers about possibilities to update their curricular knowledge and instructional skills, these principals report being vigilant about disruptive student behaviour in schools. In general, principals performing on this indicator spend significant amounts of their managerial time in attempting to improve school instruction methodology and foster co-curricular activities. School culture is not a static entity; It is constantly being constructed and shaped through interactions with others and through reflections on life and the world in general (Sarason, S.B. 2000). School culture develops as staff members interact with each other, the students and the community. It becomes the guide for behavior that is shared among members of the school community at large. Culture is shaped by the interactions of the personnel and the actions of the personnel become directed by culture. It is self-repeating cycle.