Organizational Behaviour

The study is designed to examine the relationship among spiritual intelligence, organizational commitment and job satisfaction of employees in banking sector. Further, the study also intends to analyze the impact of spiritual intelligence on organizational commitment and job satisfaction of the employees. The study employed survey method of data collection using structured questionnaire. According to Krejcie and Morgan (1970), the minimum number of sample size was determined as 320 employees. David B. King’s the spiritual intelligence self-report inventory (SISRI) scale is used to measure spiritual intelligence and six dimensions of job satisfaction developed by Stamps and Piedmont is used to measure job satisfaction. Organizational commitment is measured by using its three dimensions namely affective commitment, continuance commitment and normative commitment. Relationship among spiritual intelligence, organizational commitment and job satisfaction of employees in banking sector is ascertained using Karl Pearson’s correlation and the impact of spiritual intelligence on organizational commitment and job satisfaction of the employees is ascertained and analyzed using Multiple Regression analysis.

Negotiation is a valuable skill in every part of life. It is most enjoyable when the conflicting parties gain something and develop positive working environment. Negotiations in conflicts management have been widely studied by many scholars around the world. But not much of research is carried out for the negotiation skills requirement of Bangladeshi HR professionals. Conflict results in poor work performance and low productivity; therefore, it?s suggested to acquire knowledge on negotiation skills for all HR professionals in the early stage of their career. This research provides a holistic view of the causes and effects of negotiation and its skills required for Bangladesh private business organization. An effort has been taken to know as to how HR managers can resolve the conflicts effectively. Fifteen experienced HR professionals were gathered together to discuss the issue while a presentation was made on “Getting to Yes: Negotiating Agreement Without Giving In” by Roger Fisher and Willium Ury (1991). The model or theory that is discussed in this paper may be helpful for the HR professionals of Bangladesh.

Quality has become one of the major concerns of higher education at all levels. With Globalization of economy, a demand for quality in higher education has become all the more prominent, so that no other choice except to meet the global standards. Accreditation is an activity widely accepted in developed countries but generally is not known in many other countries. In India, the task of assessment and accreditation of universities and colleges has been assigned to the National Assessment and Accreditation Council (NAAC), an autonomous body established by the University Grants Commission (UGC). The objectives of Academic Staff Colleges are to enable the newly appointed lecturer to: (a) Understand the significance of education in general and higher education in particular in the global context, (b) Acquire and improve basic skills of teaching and learning with innovative and advanced methods. (c) Utilize the time to improve the personality of the teacher. As the Academic Staff Colleges are now considered as important units to improve quality of Teaching- Learning process in The Country, its quality assessment is critical for the future of higher education. Therefore, this study is designed to examine the set of criteria to assess the quality of institutions.

The workforce is arguably the most important input to any health system since they have a strong impact on overall health system performance. The quality of patient care may be related in an important way to the quality of life experienced by staff at work. This is because the human factor is central to healthcare, yet its proper management has remained beyond the reach of healthcare organizations. Organizations must understand their strategic imperatives and implement HR practices that will result in employee behaviors that are supportive of those strategic objectives. SHRM practices are concerned with how people are employed and managed in organizations so as to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce. As complex systems, hospitals house an assortment of professionals, medical and administrative, with varying backgrounds and affiliations who exchange ideas, experiences and information, make decisions and enact them. With this background information, the study sought to examine the influence of strategic human resource management practices on sustainable growth of private hospitals in Kenya in this research Sustainable growth in the private hospitals is presumed to apply when the hospitals are able to deliver effective, safe, quality health services to those in need, with a minimum waste of resources while ensuring compliance to the government regulations. The study employed a descriptive research design. The target population for this study was 712 staff from the 178 private hospitals licensed by Kenya Medical and Dentist Board. The study found that Strategic human resource management practices was statistically significant in explaining sustainable growth of private hospitals. Thus, hospitals managers should emphasize on implementation of Strategic human resource practices in order to foster hospital growth.HR managers and practitioners should understand the critical nature and utmost importance of strategic human resource practices in creating value for the organization so as to enhance organizational productivity and growth.

This paper highlights the prevalence factors of hearing loss among manufacturing workers in Malaysia. Due to less intention is given to this problem, the factors to noise induced hearing loss is ignored by the employers. Different workers have different level of noise threshold. However, the development of hearing loss is parallel with high noise exposure and increasing of age. As a result, workers responses on level of noise are varies and at disperse of age.

Conformity plays a fundamental role in creating consistency and minimizing disharmony within organizations. In addition, there are aspects of nonconformity that increase authenticity, reduce burnout, and promote innovation. Conformity is rooted in social influence and implies that individuals naturally look to leaders for group identity. Leaders are also often responsible for the integration of followers and the establishment of organizational standards. Because of this, there is value in understanding how Servant Leadership (SL) behaviors might influence conformity. This paper will provide insight into the relationship between followers' perception of SL and levels of Conformity.

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.

This paper explores the level of coordination and cooperation between the academics and industrialists. The data were collected by using in-depth interviews, focus group discussions with different stakeholders of the Management Faculty. This study reveals a lack of coordination and cooperation among the major stakeholders. A lack of trust between the stakeholders, little commitment or heavy workloads among the academics, limited forum for dialogue and unawareness of mutual expectations of each other lead to weak coordination and cooperation between or among them. This low level of coordination and cooperation among the key stakeholders has resulted in low employ-ability among graduates in Universities.

Mexico has one of the highest job desertion rates in Latin America and worldwide. This desertion causes that the companies that suffer from it to experience a decrease in workforce and therefore, that the accomplishment of their organizational objectives is not achieved. This situation is exacerbated when those who desert are those who command the middle management of the companies. Here are examined some of the most representative internal and external factors that cause talent instability in a company that is part of an auto parts manufacturer industrial group in the municipality of Celaya, Guanajuato, Mexico; identifying the causes that led to medium- or long-term abandonment of it. Strategies to detect and track this talent mobility are also evaluated.

There has been an increasing interest in unionization and decrease in union membership both for blue and white collar workers during the recent years in all over the world. For quite some time, public employment remains the largest group of union membership. However, this seems to be changing due to recent developments in professional workers’ demand for unionization mostly via professional associations, although ”not surprisingly, professionals and managerial personnel have been less likely to approve of labor unions and exhibit less confidence in organized labor and labor leaders than blue-collar workers (Brint, 1985)”. This paper attempts to shed light on what we know and don’t know about new trends in unionization and unionization among professionals. Paper mainly includes 4 sections. It starts with the introduction and in that part unionization is broadly defined. In the first section, unions’ historical development will also be investigated. More importantly, paper will try to answer what it means to be a career person and professional employee in the 21st century business world. These trends will be analyzed in three regions which are Europe, Asia and U.S.A. In section 2, theoretical roots in other words literature review on the subject will be presented. Causes of general decline will be explained and unionization among professionals such as teachers, professors, engineers, librarians, accountants and lawyers et cetera will be discussed in detail. In section 3, after explaining the historical development, unionization among professionals in Turkey will be brought up for discussion and comparison with these 3 regions. Section 4 will include unionization industry foresight for 2025, further research, discussion and conclusion. Besides giving insight about unionization in Turkey for comparison purposes between different regions of the world, the purpose of this paper is to provide information for the potential researchers about basic aspects of new trends in unionization and professionals’ attitudes and behaviors toward unions.