Organizational Behaviour

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 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 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.

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.