Organizational Behaviour

Competitive business environment, the necessity of inter-organizational and intra –organizational integration in the supply chain and also the spread development in the field of information system, are the most important factors for creating organization‘s resource planning system. These systems by creating operational and management integration inside and outside of the organizations and facilitating and accelerating business process increase the efficiency and operational affectivity of organizations and prepare them for the competitive marketing (Olson, 2003). The aim of the present study is applicable and the method is descriptive. The sample consists of 90 employees of Bistoon‘s petro chemical company that were selected randomly. The required data and information provided by questionnaire. The results determined that Bistoon‘s petro chemical company doesn‘t have the ability of integrated establishment of organizational source from four aspects of (organizational structure, human resource, finance, economics and organizational culture).

Employees play a substantive role in taking many decisions in organizations. Whether the decisions made with regards to the employees are just is occasionally questioned. The behaviors of the employees against justice began to be analyzed, as justice being taken seriously in organization. (Serdar ÇÖP et al.,2008) Without a perception of justice and fairness, organizations will have great difficulty in motivating and guiding employees. Organizational fairness demonstrates the administration’s respect for employees and produces a bridge of trust that ultimately strengthens the employees’ commitment to the organization employees who feel that their employing organization is fair and just in dealing with workers will encourage trust and loyalty ., and this will ultimately increase the organizational commitment of the worker. ( Lambert,2003)

The purpose of this study was to find out the role that employee training and development plays on employee performance in commercial banks in Kisumu town. The research was carried out using the descriptive survey design. The population of the study were both the management and other members of staff of the 22 banks in Kisumu City who were 400 from which a sample size of 200 respondents was selected. Data was collected using questionnaires and structured interviews. The study data that was analyzed quantitatively using the SPSS Package. The presentation of data was done using tables and charts. The study established that training and development leads to the increased performance by the employee. The study findings revealed that it makes an employee more efficient in performing tasks/duties. It leads to increased task performance speed and it increases employee proficiency in handling and solving issues. It increases the capacity of an employee to offer better services reduces work related errors by employees, it enhances the employees’ willingness to help customers and provide prompt services and positive attitude while serving and performing tasks. The study therefore recommends that training and development be managed properly for it to yield better effect on employee productivity.

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.

The present study aims to identify the relationship between emotional intelligence and organizational commitment of high school teachers in Bushehr province this cross-sectional study using a questionnaire survey among secondary school teachers in the school year 2010-2011 was a Bushehr province. The study population of 1,753 secondary teachers out of Bushehr province which 156 (90 female and 66 male) of them classified as intermittent sampling with volume and Cochran were selected based on a formula. Emotional Intelligence questionnaire meets the standards of Meyer and Allen and Meyer Salve and organizational commitment. Emotional intelligence questionnaire reliability 0/81 organizational commitment questionnaire reliability 0/89, respectively and they both scale alpha of 0/7, so they both had a sufficient reliability of the questionnaire. To analyze the data, as SPSS and also test and analysis of variance and t-test for comparison of different uses and results indicated this was the only variable affecting the significance of differences between groups sex sample was different, this means that women have higher emotional intelligence and organizational commitment than men, and this difference was significant. The other significant differences in demographic variables between the groups.

Suitable climate, can improve motivation and morale, and participation in decision-making, and increase creativity and innovation in their work and as a resource in providing mental health staff into account. These studies, the aimed to investigate the relationship between organizational climate, and burnout in nurses Imam Reza Hospital, Kermanshah done. This descriptive - cross sectional study, conducted in 2010. Research community, Imam Reza Hospital, Kermanshah nurses were the census, were studied. Collect data, standardized questionnaire Halpin and Craft climate, that the climate of the six dimensions of group spirit, harassed, interest, intimacy consider Gary, spacing, and influence the dynamics are examined, and a standard questionnaire was Meselch burnout. Data collected by the researcher in the present study, the relationship between variables using Spearman's correlation coefficient and chi-square test was evaluated. The findings showed that, 84/3 % of subjects with moderate burnout, and 13/1 percent had severe burnout, and only 2/6 percent had no burnout. On the other hand, organizational climate survey showed that, in terms of team spirit, to 41/6 percent, favorable climate, and only 4/6 percent unfavorable climate, as mentioned. Also, the perturbed 46/2 per cent, of Interest 17/3 percent, in terms of intimacy, see Gray, spacing, influence and dynamics, respectively, with 6/2 percent, 3/7 percent, 2 percent, and 40 percent unfavorable situation was assessed. Meanwhile, the morale of the team, and influence the dynamics of burnout, a significant relationship was observed (0/05> p). However, other climate variables, there was no significant association with burnout. Considering the widespread burnout at different levels among nurses in the study, adverse climate conditions, and also confirmed the relationship between organizational climate and job burnout of nurses in the study suggested, in line with the implementation of measures climate modification, and taking advantage of the favorable climate conditions as an opportunity to reduce burnout and improve the utilization efficiency of the nurses.

This study was performed with the goal of educational need assessment of teachers? technological skill in Sarpol-e Zahab County in the academic year 2014-2015. The present study has a practical purpose and is conducted with a descriptive-survey method and analytical review. Studied statistical population consists of all teachers teaching in primary school and first and second periods of high school in Sarpol-e Zahab County. Population size and sample size were determined respectively 712 and 124. Statistical population was chosen by stratified random sampling and according to sample size in each grade. The measuring tool of variables was a 56-item questionnaire made by the researcher. It investigated studied teachers? necessary technological skills in two parts of general skills (11 paragraphs) and professional skills (14 paragraphs) and their required competences in two parts of cognitive (14 paragraphs) and functional (17 paragraphs) in a range of 4 levels. Validity of the questionnaire was determined based on the point of view of 10 experts in the field of education and new technologies and its validity was equal to 0.939 for the entire questionnaire based on Cronbach?s alpha and calculation of internal consistency coefficient of gathered data among 50 individuals of statistical population. Data analysis was performed in two parts: descriptive (frequency table, average, standard deviation) and inferential (one sample t test and Friedman test). The results of research showed that teacher?s educational needs in 9 paragraphs of general skills part, in 4 paragraphs of professional skills part, in 2 paragraphs of cognitive competences and in 11 paragraphs of functional competences and totally in 26 paragraphs of studied 56 paragraphs were significantly higher than the average.

The leadership of an organization to adapt changes and in order to survive and grow in new environments ,requires specific features that commonly managers face many problems to respond to them .One of the most important features that can help leaders and managers in responding to these changes, is emotional intelligence. Emotional intelligence is a subject that tries to explain and interpret the place of emotions in human capabilities. Managers with emotional intelligence are effective leaders who reach the goals with maximum productivity and employee’s satisfaction and commitment. Due to the importance of emotional intelligence in management, this article examines the dimensions of emotional intelligence in management, leadership growth and development in working environment and emotional intelligence training in the organization.

If the organizations tend to survive in some environment full of changes and if they want to guaranty the continuous of their activity, they should take a big step toward the entrepreneurship and also, comparing their competitions, they should pioneer in innovation and entrepreneurship. In large organizations, supporting entrepreneurial behavior at all hierarchal levels for growth and increasing competitive advantages. Entrepreneurial behavior in the organization is said of all activities related to discovery, assessment and exploitation from entrepreneurial opportunities which are done by the organization's member's entrepreneurship inside organizations will lead to increase in profitability and development in organizations, revision of strategies and organizational change and costumer's added value services .It is quite possible that a better understanding of the factors that influence attitudes towards entrepreneurship and entrepreneurial intent could facilitate the successful development of these initiatives, especially for university students who, in comparison to individuals without university education, are more likely to pursue self-employment that has significant impact on economic growth (Robinson and Sexton, 1994). In large organizations, supporting entrepreneurial behavior at all hierarchal levels for growth and increasing competitive advantages, is necessary. This study contributes to the entrepreneurship literature by introducing emotional intelligence as an additional factor that explains how entrepreneurs perceive their own success. Using survey data from 136 Iranian Managers, we find that emotionally intelligent entrepreneurs are more likely to judge their entrepreneurial success using the following criteria: employee satisfaction, social responsibility, personal satisfaction, customer satisfaction and business performance. Furthermore, not all EI dimensions are equally relevant to explain the phenomenon. We find that “regulation of emotion in others” seems to be the most important dimension, whereas “emotion in others” seems to be the less relevant one.

Over the last three decades, employee training both formal and informal has contributed to high organizational commitment, job satisfaction and job performance, many employers and employees have struck out an agreement on how better to train employees despite the hard economic times and scarce resources that organization posses and this is normally done through organization sponsoring employee training or the employee self initiating the training. The popularity of the training concept has stemmed from its relationship with several important employee behaviours. For instance, literature has shown that employee training contributes to organizational commitment and job satisfaction may have positive impact on job performance and negative relationships with turnover, intent to leave and tardiness. Therefore, training helps in predicting employee satisfaction, commitment and turnover is important because employees have become the only source of sustainable competitive advantage to organizations. The researcher used a descriptive research design basing on the use of qualitative and quantitative approaches. The target population for this study was selected employees from the Public service in Kisii Central sub County. The researcher used self administered questionnaire as research tool to collect data from the respondents. The collected data was thoroughly examined and checked for completeness and comprehensibility. The study used regression analysis both simple and multiple to study the effect of independent variables on the dependent variable. From the values of the coefficients, we conclude that the independent variables Induction training affect organizational commitment and job performance significantly, (?=2.740; p-value =0.0183); followed by attending conferences, workshop & seminars (?=2.012; p-value=0.0052), then Government Sponsored Training (?=0.772; p-value=0.0299) and Self Initiated Training (?=0.302; p-value=0.0011). The study concluded that self initiated training influence employee commitment to the organization and job performance.