Clerical Units Research Articles

Towards a Robust Human Resource Information System’s Success Measurement Model

Human Resource Information System (HRIS) is a technological innovation that is transforming the Human Resource (HR) department from a record-keeping and clerical unit into a strategic function. The purpose of the study is to review the IS and HRIS success models, and identify key gaps that researchers can focus on in order to formulate a robust HRIS’ success model. The study found out that there is lack of consensus in the constructs used in the IS and HRIS-success measurement whereby different IS and HRIS models have different success measures. It concluded that there isn’t yet a model explaining comprehensively how the success of HRIS can be adequately measured. The study recommends that HR researchers should formulate a robust and widely accepted HRIS-success model. The study has proposed a HRIS-success measurement model that HR researchers and practitioners will find useful in assessing the HRIS success in an organization.

The Survey of Correlation between Social Capital and Knowledge Management (The Case Study in National Refining and Distribution of Oil Company in Iran (Shiraz))

The aim of current study’s aim is to investigate the relationship between social capital & the knowledge management in the Iranian National Company of Oil Refining and Distribution. Therefore, after a thorough literature review, the researcher has chosen the Filius knowledge management model, with the four dimensions of knowledge acquisition, knowledge documentation, knowledge transfer, knowledge creation and knowledge application and a model for social capital with five dimension that Mr.molaii used for her research The standard scale for the KM is consisted of 33 statements and the social capital is consisted of 31 statements. The statistical sample of this study was the manager and employees of Iranian National Company of Oil Refining and Distribution, therefore based on a random sampling method, we have survey 60 respondents, among these respondents, 11 belonged to the general engineering unit and 8 belonged to refinement engineering unit, 8 belonged to technical inspection, 13 belonged to financial unit,15 belonged to supplies and store units and 5 belonged to clerical unit. Based on the proposed research model, we have examined the research hypothesis, which consisted of one main hypothesis and five sub hypothesis. At last, the research hypotheses were tested by Spearman Correlation Factor and four hypotheses were accepted and one of them weren’t accepted and their significance factor was confirmed. Afterward, by the multi factor data analyze, it was noticed that the independent variables of research has multi dimension correlation with km as a dependent variable.

An Analysis of the Social Meanings of Conflict in Nonprofit Organizations

This ethnographic study illustrates how staff and management’s sensemaking in conflict in a clerical unit in a Scandinavian nonprofit organization is shaped by institutionalized meanings. Staff and management draw on three institutionalized frameworks when making sense of conflict: The defective personality framework, the diversity framework, and the status inequality framework. Similarly to the organization’s practice of framing “conflicts” as “frictions,” the diversity framework is guided by organizational ideology of egalitarianism and similar to the defective personality framework it emphasises nonconfrontation as a main strategy in processes of conflict management. Despite the organization’s strong commitment to egalitarianism, the clerical workers view status inequality as the origin of many conflicts and they thereby draw from the same institutionalized meanings of political economy of distributional conflicts that the organization was founded to change. Implications for theory and practice are discussed.

The Survey of Correlation between Social Capital and Knowledge of Management (The Case Study in National Oil Refining and Distribution Company in Iran (Shiraz))

The aim of current study's aim is to investigate the relationship between social capital & the knowledge management in the Iranian National Company of Oil Refining and Distribution. Therefore, after a thorough literature review, the researcher has chosen the Filius knowledge management model, with the four dimensions of knowledge acquisition, knowledge documentation, knowledge transfer, knowledge creation and knowledge application and a model for social capital with five dimension that Mr.molaii used for her research. The standard scale for the KM is consisted of 33 statements and the social capital is consisted of 31 statements. The statistical sample of this study was the manager and employees of Iranian National Company of Oil Refining and Distribution, therefore based on a random sampling method, we have survey 60 respondents, among these respondents, 11 belonged to the general engineering unit and 8 belonged to refinement engineering unit, 8 belonged to technical inspection, 13 belonged to financial unit,15 belonged to supplies and store units and 5 belonged to clerical unit, Based on the proposed research model, we have examined the research hypothesis, which consisted of one main hypothesis and five sub hypothesis. At last, the research hypotheses were tested by Spearman Correlation Factor and four hypotheses were accepted and one of them weren't accepted and their significance factor was confirmed. Afterward, by the multi factor data analyze, it was noticed that the independent variables of research has multi dimension correlation with km as a dependent variable.

Royal Match: The Army-Navy Service Game, July 4, 1918

The scene in London stadium was as improbable as polo in Brooklyn: King of England and thousands of loyal subjects, cheering American soldiers and sailors batting horsehide around a diamond wedged onto a soccer field. Largely forgotten today, great Fourth of July baseball match of 1918 was most significant athletic event of First World War. Baseball had gained a foothold in England that year thanks to Anglo-American Baseball League (AABL). The original plan of thirty American businessmen in England was for a six-team circuit of civilian professionals playing in Great Britain and in army camps in France. Promoters even began recruiting players in United States. When this scheme proved impractical, AABL gradually morphed into an eight-team US-Canadian military league. Organizers hoped to continue as a major league following war. The AABL played primarily at sites in and near London, including Arsenal football (soccer) ground at Highbury and Chelsea football ground at Stamford Bridge, with a few games slated elsewhere in England and Scotland. Teams played on Saturdays and holidays from May 18 to August 24, with proceeds going to British war charities. The league constituted what Atlanta Constitution later called the crest of a baseball mania that followed American troops everywhere they went in Europe. (1) Various royals encouraged American national pastime in England. Princess Patricia, King's cousin and a patroness of Canadian troops, had known baseball while living in Canada. She attended an AABL game at Highbury on opening day and a nonleague exhibition game at Chelsea on Memorial Day. The Duke of Portland also supported sport. After throwing out first ball at a nonleague game in Nottingham, he commented, Now that we have seen great American game of baseball we appreciate its excellence. (2) The United States and Canada each contributed four teams to AABL. America had nines from US Army and US Navy headquarters in London, plus Hounslow and Northolt aviation fields outside city. Canada fielded squads from Epsom and Sunningdale convalescent hospitals and from two clerical units: Pay Office and Records. Newspapers applied various names to eight teams, but those used here were most common. The league boasted of considerable talent, especially among Americans. Rosters included former professionals from American, Pacific Coast, New York State, Southern, Western, and Illinois-Indiana-Iowa (3--I) leagues, among others, plus amateurs from semipro and collegiate teams. Many Canadian military teams and a few American civilian nines had been playing ball in England since early in war. AABL games now drew well among Allied troops and curious civilians. The sky-blue uniforms of convalescing British Tommies were especially noticeable amid crowds of khaki, navy blue, and mufti. Colorful posters on lampposts and walls all across London announced games. Ticket prices were as low as 8 pence (16 cents)--a fact noted in America. As AABL began its season, military situation on western front deteriorated. The United States had been at war only a little more than a year (compared with nearly four years for Great Britain). Half a million US troops were overseas by May 1918, including 15,000 air service men in England. These numbers were rising rapidly, but were not yet sufficient. Most American troops were still in training. Commanding General John J. Pershing stubbornly resisted pleas to integrate their regiments into French and British divisions. With Russia effectively out of war following October Revolution of 1917, Germany launched huge spring offensives in France. Pershing reported to Washington that situation was very grave. (3) The British Ministry of Information was responsible for disseminating what upbeat war news there was to America. …

The Effects of Absence Culture on Individual Absence

This field study provided empirical evidence for the effects of absence culture on individual absenteeism among employees (N = 264) within five clerical units. Absence culture was derived from the aggregation of an individual-level measure of the beliefs about the perceived costs (i.e., deterrent outcomes) and benefits (i.e., encouraging outcomes) of being absent from work. It was hypothesized that these individual beliefs about absence could be aggregated meaningfully to the unit level. In addition, it was hypothesized that absence culture would explain a significant amount of variance in individual absence beyond the effects of demographics and general work attitudes. Paid and unpaid absence data for the 3-month period following collection of the beliefs measures were collected from organizational records. This study demonstrated support for the existence of an absence culture and its impact on individual absence. Implications for managing absence and suggestions for future research are discussed.

A study of measuring methods for the number of personnel required in an office based on input and output relations analysis

The present study, covering practical investigations of the nature of office activities and capabilities of clerical workers, is designed (1) to clarify how any type of office is organized according to one or more of the six basic office models, (2) to present a basic theory for determining the manpower required from expectations of the input-time and output-time intervals of movements of clerical units (i.e. forms and reports) to and from an office and (3) to present a new method for determining adequate requirements for clerical manpower, a method characterized by a combination of the deterministic and probability methods.

The Scope of Departmental Personnel Activities

of greater efficiency in operation and the attainment of better adjustment of the individual worker. In private industry the economic motivation of personnel work may be to the fore, but even there it is recognized that the greatest efficiency is obtainable only when the individual worker is happy at his work. In the government service we need to get a clearer vision of both the economic and social objectives and of what I may call the ethical objective-the establishment of the merit principle as an attribute of democratic government. Expressing it somewhat crudely, I mean to say that in a democracy everyone should have an equal chance as regards the job opportunities for which he is qualified. Expressing it more idealistically, I mean to say that everyone should have an equal opportunity to serve his government in those capacities for which he is fitted. And I believe the majority of civil servants are animated by a real desire to serve their government faithfully and efficiently. Public personnel work has developed rapidly in the last few years. However, there is still danger that the procedural and record-keeping aspects of governmental personnel administration may absorb all the energies of the personnel office. Until recently, the typical government personnel unit has been a clerical unit. Just as in the central recruiting agency we must make sure that the enforcement of rules and the holding of examinations do not become a mere