Organizational Human Resource Research Articles

The Effects of Motivation on Employees Performance in Organizations

Abstract Society since ancient times faced with a weak involvement of human resources in organizations. Therefore motivating employees became today an important objective for organizations that want to remain viable on the market today. Motivation of human resources in the organization will bring extra performance to the manager that hopes to reach the organization's goals.

Vodafone Egypt (B), managing corporate cultural change and organizational performance

Subject area This telecommunications international business case study is the second in a series (A, B and C) of Vodafone cases. Study level/applicability This case is intended to be used in MBA graduate and undergraduate business courses in strategy, cross-cultural management and human resources. Case overview This case examined organizational structures and human resource operating strategies of Vodafone Egypt from 2002 until 2007. Vodafone’s business model, how Vodafone addressed the differences in national culture between Britain and Egypt and how Vodafone fostered adoption of the Vodafone corporate culture are the main themes of this case. Further, this case examined business issues, products, processes and people systems that challenged Vodafone to grow quickly from zero local operations in 1998 to 4,000 employees and national mobile coverage in 2007. Expected learning outcomes The students who have used this case in the author’s classes have gained a clearer understanding of how international managers often have to develop a change culture and structure as a catalyst for firm growth in emerging markets. Adaptation to the local culture may not be an option for fast growth technology firms and may be ill-suited to meet corporate objectives. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 5: International Business.

EMPLOYEE FLOURISHING STRATEGIC FRAMEWORK

This paper produces a preliminary version of a strategic framework for managing employee flourishing. ‘Flourishing’, a term from positive psychology, describes the experience of ‘the good life’. Providing this experience benefits employees. It also motivates them to sustain the enterprise that provides it. This positions employee flourishing as a strategy for long-term enterprise performance, a key concern of industrial engineering. The framework incorporates a systems approach and literature from a variety of bodies of knowledge, including organisational behaviour and human resource management. The framework includes a process, tools, and elements that assist enterprises to manage employee flourishing.

Sexual harassment at the workplace: how organizations can pro-actively reduce its incidence

Purpose This paper aims to describe the role of human resources in organizations in preventing sexual harassment (SH) at the workplace. Design/methodology/approach This paper explains how SH is detrimental to the organization and why creating awareness about SH is essential for both men and women in the organization. Findings Findings show how organizations can pro-actively prevent the incidence of SH by creating a zero tolerance for SH in organizations with top management commitment and the formulation and enforcement of a policy against SH. Originality/value The paper creates a case for proactive preventive measures such as sensitization, policy formulation and enforcement to combat SH in organizations rather than pursuing a reactive approach.

Training Needs Assessment of Academic Staff of Polytechnics in Ghana: Bolgatanga Polytechnic Perspective

Training needs assessment is important for an organisation's Human Resource Development (HRD), needs identification and articulation, as well as the designing and implementation of a training programme. It is the starting point of the HRD and training process. The purpose of this study is to determine the training needs of academic staff of Bolgatanga Polytechnic. The target population for the study comprised management and academic staff of Bolgatanga Polytechnic. The study considered 11 management respondents and all the 98 academic staff of the Polytechnic. The study revealed that there is the need for people to move up to lectureship positions and training in the use of technology for teaching and research as well as practical teaching skills as the main training needs of academic staff. The study concludes that, training that will enable staff to move up to lectureship positions as well as training in technology enhance better development of academic staff of Bolgatanga Polytechnic. Finally, the study recommends that training needs assessment should be a holistic process that encompasses varied methods. Again, staff's ideas, views and suggestions should carefully be taken into account when developing training need programmes.

Theory A for Optimizing Human Productivity

<div><p><em>Optimizing human productivity is a challenging process for the organizations and this process involves getting the best performance from employees within the organizational constraints. Even though the performance of human resources in organizations mainly depend on technology and external environment, ways of thinking individually and by teams, and humanistic orientation are important. Various models are used in developing a strategy to improve the people’s performance in organizations. Such for example, are theory X, theory Y and theory A. All these in common are based on presumptions about the human behaviour at work. Theory X and Y are opposing each other in predicting human nature. Theory X describes human nature as lazy, dislikes work and avoids, lacks responsibility, seeks security, lack of ambition and therefore should be forced, controlled, threatened or closely supervised to get work. Theory Y believes in the exercise of self-direction and self-control investing faith in individual potential, imagination, creativity and its application to work. Against this is theory A which focuses innate human potential, inherent urge for creativity, self-expression and contribution to the organization as motivators. As such, managers have to transform average employee to real performers using role models and self-exploration. This paper attempts to compare factors affecting organizational performance in all these aforesaid theories. It also details a set of model operational steps in introducing the theory of accountability. It also makes a SWOC analysis of theory A and its application to different types of organizations.</em></p></div>

To identify and review the effective factors of attracting and retaining professional physicians in management of social security of Tehran province and ITS subordinate units

The importance of human resource cannot be ignored in today’s global and complicated environment. The importance of human resource management and especially, human resource talent management, would appear in a point that, in the new economy, the important resource for economy, is knowledge and, in this current era, human resource knowledge is a competitive advantage and in among other manufacturing factors is as an important factor and also invisible organizational assets that, in organizational structures and process would, apply and make possible the situation to innovation. Regarding to this situations, attracting and retaining human resources in organizations are facing to its complicities and challenges, without focusing on the effective factors on it and also non-recognition, human resource management project would face with failure undoubtedly. Secondary data were collected via library study and with using of the questionnaire made by the researcher and, then, the basic information research was collected that validity and variables was verified formally and also the questionnaire reliability with a pre- testing by using of Cronbach’s Alpha test that was equal with 0.89 was verified. Statistical Society is the all professional physicians in the management of Social Security of Tehran province and its subordinate units and based on Morgan Krejcie table in 95 percent confidence level, between 1272 persons in the mentioned statistical society, 259 persons were selected as sample research. In order to analyze the data, descriptive statistics and inferential statistics are used. Friedman test is used for ratings research’s variables by helping SPSS software. The results reveal that about 50% of female responders and the rest of that were males and over 85% of responders were physicians and about 75% of responders were having a professional PHD degree and the rest of them were having a master degree and about 61% were having job’s history who were over 20 years old. Keywords: attracting and retaining, organizational talents, talent management, human resource management, professional physicians, management of remedy social security. JEL Classification: M12. M55, O15

A multimodality network platform for oncologic solution

Introduction Two facilities, located in different geographical areas and related to a single Radiotherapy Department, need a massive storage of multimodal DICOM images. A network connection is required in order to share all clinical, physical and dosimetric information. Purpose We design and implement a server infrastructure to perform a real time connection for the full management of a Radiotherapy Department. Materials and methods We developed a server architecture dedicated to radiotherapy requirements based on an advanced DICOM forwarding rules: RTPACS. The combination of this system with an advanced DICOM viewer assures a full support of DICOM standard extension. The use of a DICOM server, embedded with programmable SQL databases, offers all solutions to satisfy the requirements for a long-term storage allowing the clinical plan evaluation free by TPS vendor. Results RTPACS provides easy access to the single patient waiting list and a multidisciplinary and multicenter study of a same patient: a treatment can be planned, valued, approved and delivered independently in both facilities. Such system ensures a continuative service avoiding treatment interruptions caused by machine maintenance or downtime. Moreover, RTPACS constitutes a tool to manage, compare and storage the quality controls results performed by images. Conclusion A network implementation joining two far facilities of the same Department answers to the needs and cares of the oncologic patient. It represents an innovative, easy and affordable solution that provides a service we cannot find in our territorial area. A unique radiotherapy data management permits a better organization of human resources. Disclosure Authors disclose any relationship that may prejudice their presentation.

Allocating human resources in organizations operating under crisis conditions: A fuzzy input-output optimization modeling framework

Ensuring the resilience of industrial systems to perturbations is a vital strategy for climate change adaptation to maintain sustainable consumption and production. Business decision-making models are essential in providing rational support for choices made by managers and industry practitioners under crisis conditions that may result from climatic disruptions. To date, most of the techniques proposed in the literature focus on the disruptions of physical resources that propagate through supply chain linkages; nonetheless, a significant research gap remains on mitigating impacts caused by disruptions in workforce availability. In this work, a fuzzy input-output optimization model is developed for allocating scarce labor resources within a business enterprise or organization. This model uses the input-output framework to take into account organizational interdependencies that exist among workers or departmental units, to ensure minimal loss of vital services delivered to external clients. The model is demonstrated using two illustrative case studies. The first case study involves medical staff deployment in a hospital during a pandemic event; while the second case study involves allocation of personnel in a business process outsourcing firm during an adverse weather event. The examples illustrate how the proposed fuzzy input-output optimization model can provide decision support for practitioners in industry, in order to mitigate the impacts of human resource shortage on business continuity during a crisis.

Presenting Innovation Model In Mazandaran Province Education

The general purpose of this study was to propose the innovation model in Mazandaran province Education. This study is applied in term of purpose and the methodology is descriptive of survey kind. The statistical population includes chiefs and deputies of Mazandaran province Education Organization and its 2653 schools managers. 338 people were selected as statistical sample using stratified -cluster random sampling and Cochran formula. A researcher made questionnaire containing 65 questions was used to gather data. Content and face validity of the questionnaire was approved by experts and its reliability was calculated OF 0.89 using Cronbach Alpha Coefficient. The results of structural equations showed significant and positive relationship between innovation variables in Education and organizational dimensions (organizational culture, administration style, human resources, technology, and organizational incentives) and educational dimensions (teaching methods, educational content and methods of students study). The results of confirmatory factor analysis confirmed the fitness of innovation model in Education Implementation is suggested in Mazandaran Province Education Organization. DOI: 10.5901/mjss.2016.v7n4S2p147

Buddhist Perspective for Organization Human Resource Development: Reference to the Maha Mangala Sutta

Buddhist Perspective for Organization Human Resource Development: Reference to the Maha Mangala Sutta

Research Regarding the Social Media Recruitment Tools in Romania

1IntroductionWe live in a time of sudden changes to which we must quickly adapt, so that it affects our entire conduct. This change has also contributed at a large extent to the purchasing behavior of the consumers. Given that society depends even more on computer systems, software developers have tried to understand the needs and requirements of organizations to design professional software on their demand. This study refers to a quantitative research, targeting organizations behavior regarding recruitment software tools based on social media in Romania.This paper is structured in five parts, beginning from literature review that includes a critic analysis of scientific information about social media recruitment tools. In the second part, we approach the subject by establishing the methods of our study is based on. The third part includes our quantitative research results analysis, after systematizing data of HR specialists' companies from Romania. In the fourth part, we created some discussions about our study and other specialists that approach the subject of social media recruitment tools. In the end, we conclude that the purpose of our research was achieved and conclusions were in accordance with the objectives set.That software tools are very important for an organization human resources department because these are designed to simplify their work and help them achieve the best results, fast.The change has no beginning and no end. Therefore, attracting talent practices must keep pace with the evolution of society and technology. To survive, companies must always choose new and innovative practices.2Literature ReviewIn order to be effective, any decision should be based on a rigorous analysis of the factors that are known and possible variants of results.Recruiting via Social Media is a hot topic, especially in the West where new tools available to recruiters digital age lead to the formation of a new paradigm in providing workforce (Maxim, 2012, p.2). Although in United States most of employers are using or plan to use social media in recruiting but in East these recruitment tools are still in the stage of initiation.However, the subject about recruitment software tools were approached by many researchers. Some of their ideas are summary illustrated in what follows.Most students use online networking in their day by day lives. Online networking relies on upon portable and electronic innovations to make exceptionally intelligent stages through which people and groups offer, co-create, talk about and alter client created content. A study was developed in purpose to recognize the strategies utilized by students when looking for a situation for their temporary job and whether they discover online networking as a powerful instrument to apply for their entry level position arrangement. In terms of the implication of this study, associations might utilize the best practices while selecting understudies for a modern preparing in the associations. While levels of awareness and adoption continue to create both for selection representatives and student's temporary job programs, organizations must consider adding social media to their general online enrollment procedure to meet the objectives of being cost-effective, competitive, focused on and strategic when sourcing for top talents. ([9], p.856-860).Another study refers to a developing pattern in the hospitality industry which is transparently reassuring candidates to join their long range informal communication locales as a component of their enlistment process. However, there is a shortage of studies inspecting how candidates see and respond to the utilization of interpersonal interaction sites in in the recruitment and selection procedure. Along these lines, the motivation behind this study was to analyze how candidates respond to the utilization of long range interpersonal communication sites as a choice device. …

ANALISIS PELAKSANAAN DESENTRALISASI DALAM OTONOMI DAERAH KOTA/KABUPATEN

Abstrac : In order to implement regional autonomy based on Law No. 22 of 1999, that the granting of autonomy to the local city / county is based on the principle of decentralization in the form of autonomy, real, and responsible. Granting authority on the basis of the principle of decentralization, causing all fields are left to local governments in the implementation of an autonomous basically become the authority and responsibility of local city and county governments fully, both concerning the determination of policy, planning, implementation, monitoring, control, and evaluation. This study aimed to describe the factors that affect the implementation of regional autonomy and decen-tralization in the provision of recommendations for the implementation of decentralization in au-tonomy. The results showed that there are four variables that can explain the performance of the implementation of decentralization in the regional autonomy in the city / county, namely managerial aspects, aspects of Human Resources organization, aspects of bureaucratic culture, and ethics of public service. Keyword: decentralization, regional autonomy

Assessment of UT (University of Tehran) change management in quality Orientation process based on ADKAR model

In this paper quality orientation process of Tehran University was evaluated. For effective change human resource of organization must have five qualities: Awareness about need to change; Desire to make the change happen; Knowledge about how to change; Ability to change; Reinforcement to retain the changes. With these human resource qualities, work dimension (for example: structures and process of doing work) need to well set with planned changes. Work dimension had five main elements too: 1- business needs and opportunities 2- setting goals and boundaries 3-desining process and systems 4-devalope way to solve problems and 5-post- implementation. These research conclusions show that UT human resource, sense high need and desire to change in quality. So, to success in quality change sense high ability in self and their colleagues, and access to needed knowledge for change in quality of UT. But university's systems don’t support these efforts so that proper low support for qualitative changes. In work dimension, quality improvement opportunities, goals, and needs weren't well defined. Furthermore systems and process of accepting quality weren’t developed suitably. Solution sections had some problem too. Some solutions remain in design level only and others after implementation don’t evaluate for distinguish weaknesses and strength.

Assessment model in a selection process based in gamification

The selection process in an organization's human resources area are activities that involve several activities and tests. Usually, need a high and costs time spending through the use of specialized services from outside companies to carry out this process. This paper aims to present an assessment model based in gamification for facilitating selection process in activities involving non-programmed decision making for senior management positions. For it is carried out the design of a game that extrapolate organizational activities represented in a herd of animals. The scenarios are based in eventual situations, where little information exists or without clear goals. Finally, preliminary results followed by conclusions and future work are presented.

Area Profile: Organizational Behaviour and Human Resource Management Associate Editor: Dr. Céleste Brotheridge

Area Profile: Organizational Behaviour and Human Resource Management Associate Editor: Dr. Céleste Brotheridge

Exploring factors driving social recruiting: The case of Australian organizations

ABSTRACTThis study identifies key factors driving the organizational adoption of social recruiting technologies, such as LinkedIn, Facebook, and Twitter. The Technology, Organization, and Environment (TOE) framework, as an initial exploratory approach, is used to identify underlying factors of new technology adoption. Qualitative evidence collected from 12 Australian firms serves to specifically categorize key determinants of the organizational adoption of social recruiting technologies. It is found that apart from several TOE factors that significantly influence the organizational decision making with reference to social recruiting, top management support is seen as imperative for successful adoption of recruiting technologies. Formalization, comprehensiveness, and strategic orientation of organizational human resource departments are closely linked to adoption of social recruiting at the firm level. In addition, job applicants’ readiness and local success stories have driven firms to adopt social recruiting technologies. The study extends and modifies the TOE model to provide the theoretical foundations of social recruiting in the context of Australian organizations and help human resource professionals and practitioners to gain a better understanding of key drivers of organizational social recruiting.

Relation between Organizational Citizenship Behavior and Human Resources Response: Case Study: 6th District of Iran Gas Transmission Operations

Organizational citizenship behavior is a set of volunteer and optional behaviors, which are not one’s formal responsibilities. These behaviors put individuals in a state in which they do their job responsibilities voluntarily beyond the expectations. The response of human resource of any organization can be improved with the organizational citizenship behavior in way that may result in the organization progress. Thus, this research aimed at investigating and explaining organizational citizenship behavior and its relation with human resource response. This study is carried out with correlation in descriptive-analytical method. Its statistical universe was consisted of 498 employees working in the 6th District of Gas Transmission Operations. The results showed that organizational citizenship behavior of the employees working in the 6th District of Gas Transmission Operations has significant relation with their response. Moreover, the employees responded positively to five aspects of organizational citizenship behavior and had behaviors, which were identical to human resources. Finally, ranking the aspects of organizational citizenship behavior showed that sportsmanship had the highest rank and altruism the lowest. DOI: 10.5901/mjss.2016.v7n3s2p140

Relationship between Person-Organization Fit and Performance Indices of Public Hospitals Affiliated with Qazvin University of Medical Sciences in Iran

Background: Person-organization fit is an effective factor for recruiting, selection, and retention of human resources in organizations. Objective: This study examined the correlation between person-organization fit and performance indicators used in healthcare in the hospitals affiliated with Qazvin University of Medical Sciences (QUMS). Methods: This descriptive cross-sectional study was conducted in 2014. A total of 324 employees were randomly selected from among the study population comprising the staff of teaching hospitals affiliated with QUMS. The sample size was distributed between the hospitals using the class-ratio method. Data were collected using person-organization fit (Scroggins) questionnaires, and their validity and reliability were evaluated. Data analysis was done using Spearman-Pearson correlation, chi-square, and Kruskal-Wallis tests. Results: In terms of values fit, personality fit, and skills, knowledge, and ability fit, hospital C ranked first among the hospitals tested with average ratings of 175.99, 195.53, 199.49, respectively. Significant relationships were found between person-organization fit and patients admitted per bed, median duration of patient stay, and crude mortality rate. No significant relationships were found between person-organization fit and the performance indicators of bed circulation and bed occupancy rate (p ≤ 0.05). Conclusion: In order to show an association between person-organization fit and the performance indicators, more efficient use of resources and improved efficiency is suggested. Policymakers must pay more attention to person-organization fit during recruitment, selection, and assignment of staff.

Quality of Service to the Regional Road Transport Service

Performance is measured and done, the quality represents a key element to achieve the performance, especially customer service quality. In response to the pressure of globalization, the market increasingly competitive and volatile market dynamics that, many organizations actively seeking ways to add value to their services and improve their quality of service. Organizations usually tend to make their operations efficient priority. This process begins with the assessment of nevojave customers, their requirements and assessing the performance of domestic human resources in organization and performance depends on the outcome of the estimated earlier. Since this process can proceed in different directions. The causes of these results may be the lack of information and support of high-level management, performance standards unclear, inaccuracies assessors, very large number of forms to be completed and the use of software for the opposite purpose.