|Commenced in January 2007||Frequency: Monthly||Edition: International||Paper Count: 20|
The objectives of this paper are to explore the corporate cultures management as determinants of employee retention company in Thailand. This study using mixed method methodology. Data collection using questionnaires and in-depth interviews. The statistics used for data analysis were percentage, mean, standard deviation and inferential statistics will include. The results show that the corporate management culture is perfect for any organization but it depends on the business and the industry because the situations or circumstances that corporate executives are met is different. Because the finding explained that the employees of the company determine the achievement of value-oriented by the corporate culture and international relations is perceived most value for their organizations. In additional we found the employees perceiving with participation can be interpreted as a positive example, many employees feel that they are part of management because they care about their opinions or ideas related with their work.
Knowledge management (KM) literature has mainly focused on the antecedents of KM. The purpose of this study is to investigate the effect of specific human resource management (HRM) practices on employee knowledge sharing and its outcome as individual knowledge capability. Based on previous literature, a model is proposed for the study and hypotheses are formulated. The cross-sectional dataset comes from a sample of 19 knowledge intensive firms (KIFs). This study has run an item parceling technique followed by Confirmatory Factor Analysis (CFA) on the latent constructs of the research model. Employees’ collaboration and their interpersonal trust can help to improve their knowledge sharing behaviour and knowledge capability within organisations. This study suggests that in future, by using a larger sample, better statistical insight is possible. The findings of this study are beneficial for scholars, policy makers and practitioners. The empirical results of this study are entirely based on employees’ perceptions and make a significant research contribution, given there is a dearth of empirical research focusing on the subcontinent.
The objective of this theoretical study is to explore in depth the role of leaders in managing employees’ dysfunctional behavior at workplace in an effort to recommend strategies and solutions for these destructive behaviors that affect employees’ performance. The significance of the study lies in the fact that dysfunctional behavior has been widely spread in almost all organizations, public and private, with its very destructive manifestations. Dysfunctional behavior may be classified into thefts, sabotage, sexual harassment, jealousy, envy, revenge, vulgarity all of which affect employees’ moral, self-esteem and satisfaction level drastically which will be reflected negatively on their performance and productivity. The main research question will focus on the role of leaders in managing employees’ dysfunctional behavior effectively at the workplace through the different strategies and control measures. In this study, the data will be collected from different academic literature and through some primary data by conducting interviews with some public and private employees from different managerial levels and fields.
This study aims to examine the role of career advancement and job security as predictors of employee commitment to their organization. Data was collected from 580 frontline employees attached to two departments of 29 luxury hotels in Peninsular Malaysia. Statistical results using Partial Least Squares technique provided support for the proposed hypotheses. In view of the findings, theoretical and practical implications are discussed.
The objectives of this project are to study on the work efficiency of the employees, sorted by their profiles, and to study on the relation between job attributes and work efficiency of employees of Suan Sunandha Rajabhat University. The samples used for this study are 292 employees. The statistics used in this study are frequencies, standard deviations, One-way ANOVA and Pearson’s correlation coefficient. Majority of respondent were male with an undergraduate degree, married and lives together. The average age of respondents was between 31-41 years old, married and the educational background are higher than bachelor’s degree. The job attribute is correlated to the work efficiency with the statistical significance level of.o1. This concurs with the predetermined hypothesis. The correlation between the two main factors is in the moderate level. All the categories of job attributes such as the variety of skills, job clarity, job importance, freedom to do work are considered separately.
The purpose of this research paper on the subject of Leadership Effectiveness attempts to conduct a focused amount of research to examine the employees’ perceptions pertaining to specific competencies of leadership effectiveness in Indian manufacturing industries and to correlate their perceptions between private sectors and public sector undertakings. It specifically looks at the current definitions of leadership and looks at some historical background information relating to the more common theories that relate to leadership and effectiveness. This research was conducted by using a variety of current books and periodical articles on the topic of leadership effectiveness and employees’ perceptions. A number of leadership effectiveness competencies have been identified. The demographic details and perception of the employees on importance of leadership effectiveness competencies have been obtained through a well designed online questionnaire. For this purpose, a likert scale of seven-point has been used. Descriptive and inferential statistics is used to analyze the gathered data.
One of the most important factors for the success of e-government is training and preparing the workforce of the public sector. As changes and innovation in the public sector progress at a very slow pace and more slowly than in the private sector, issues related to human resources require special care. This is because the workforce will eventually seize the opportunities of the technological solutions used in e-Government. Thus, the central administration should provide employees with continuous and focused training not only on new technologies but also on a wide range of subjects and also improve interdepartmental interaction.
To achieve all this, new methods and training tools need to be implemented in addition to assessment of the employees. In this spirit, we propose the development of an educational platform with user personalization features. We propose the development of this platform using Moodle as the basic tool. Incorporating a personalization mechanism is very important since different employees have different backgrounds, education levels, computer skills, or different capability to develop further. Key features of the proposed platform include, besides typical e-learning tools, communities organized in order to exchange experiences and knowledge, groups of users based on certain criteria, automatic evaluation of users and potential self-education and self-assessment. In its fully developed form, this platform can be part of a more comprehensive knowledge management system for the public sector.
The aim of this article was to analyze the relationship between the loyalty of banks´ employees and the acceptance of clients’ needs and to analyze the relationship between the loyalty of banks’ employees and the lack of their productivity in the Czech and Slovak banking sector. Our research has been realized through a questionnaire survey.
The loyalty of banks’ employees was higher in the Czech Republic than in Slovak Republic which has been transformed into a higher acceptance rate of customers’ needs and lower lack of employees’ productivity. Within both countries, it has been found that the approach of loyal employees to the acceptance of clients’ needs is not statistically significantly different from the approach of other employees. It has been also discovered that loyal employees did not work more intensively and did not feel statistically significant lower lack of their own productivity.
This paper aimed to study the factors that relate to working behavior of employees at Pakkred Municipality, Nonthaburi Province. A questionnaire was utilized as the tool in collecting information. Descriptive statistics included frequency, percentage, mean and standard deviation. Independent- sample t- test, analysis of variance and Pearson Correlation were also used. The findings of this research revealed that the majority of the respondents were female, between 25- 35 years old, married, with a Bachelor degree. The average monthly salary of respondents was between 8,001- 12,000 Baht, and having about 4-7 years of working experience. Regarding the overall working motivation factors, the findings showed that interrelationship, respect, and acceptance were ranked as highly important factors, whereas motivation, remunerations & welfare, career growth, and working conditions were ranked as moderately important factors. Also, overall working behavior was ranked as high. The hypotheses testing revealed that different genders had a different working behavior and had a different way of working as a team, which was significant at the 0.05 confidence level, Moreover, there was a difference among employees with different monthly salary in working behavior, problem- solving and decision making, which all were significant at the 0.05 confidence level. Employees with different years of working experience were found to have work working behavior both individual and as a team at the statistical significance level of 0.01 and 0.05. The result of testing the relationship between motivation in overall working revealed that interrelationship, respect and acceptance from others, career growth, and working conditions related to working behavior at a moderate level, while motivation in performing duties and remunerations and welfares related to working behavior towards the same direction at a low level, with a statistical significance of 0.01.
The purpose of this research was to study five vital factors related to employees’ job performance. A total of 250 respondents were sampled from employees who worked at a public warehouse organization, Bangkok, Thailand. Samples were divided into two groups according to their work experience. The average working experience was about 9 years for group one and 28 years for group two. A questionnaire was utilized as a tool to collect data. Statistics utilized in this research included frequency, percentage, mean, standard deviation, t-test analysis, one way ANOVA, and Pearson Product-moment correlation coefficient. Data were analyzed by using Statistical Package for the Social Sciences. The findings disclosed that the majority of respondents were female between 23- 31 years old, single, and hold an undergraduate degree. The average income of respondents was less than 30,900 baht. The findings also revealed that the factors of organization chart awareness, job process and technology, internal environment, employee loyalty, and policy and management were ranked as medium level. The hypotheses testing revealed that difference in gender, age, and position had differences in terms of the awareness of organization chart, job process and technology, internal environment, employee loyalty, and policy and management in the same direction with low level.
High employee turnover rate in Malaysia-s retail industry has become a major issue that needs to be addressed. This study determines the levels of job satisfaction, organizational commitment, and turnover intention of employees in a retail company in Malaysia. The relationships between job satisfaction and organizational commitment on turnover intention are also investigated. A questionnaire was developed using Job Descriptive Index, Organizational Commitment Questionnaire, and Lee and Mowday-s turnover intention items and data were collected from 62 respondents. The findings suggested that the respondents were moderately satisfied with job satisfaction facets such as promotion, work itself, co-workers, and supervisors but were unsatisfied with salary. They also had moderate commitment level with considerably high intention to leave the organization. All satisfaction facets (except for co-workers) and organizational commitment were significantly and negatively related to turnover intention. Based on the findings, retention strategies of retail employees were proposed.
This research aimed to study employees- perceptions and expectations toward their organization-s corporate social responsibility (CSR), to study the differences between employees- personal factors and level of perceptions and expectations toward CSR, and to study the relationship between employees- perceptions and expectations toward CSR. Purposive sampling and questionnaire were applied to collect information from 400 private company employees in Bangkok metropolitan area. The results revealed that employees had “high" level of perceptions and expectations toward CSR, of which the highest level were given on the area of “corporate governance and transparency". It was found that there was different level of expectations of employees with different period of employment, position and employment (by listed and non-listed companies). Employees of different age and period of employment also had different level of expectations. Employees- perceptions were correlated with their expectations toward CSR.