Organizational Behaviour

EFFECTS OF STRESS IN EMPLOYEE PERFORMANCE AT HOTEL ACCORD PUDUCHERRY In recent years the rise in stress has seen across all spheres of life, particularly in the Workplace. Stress in organizations is a widespread phenomenon with far-reaching practical and economic consequences. Various studies have been conducted to examine the relationship between job stress and job performance. Job performance can be viewed as an activity in which an individual is able to accomplish the task assigned to him/her successfully, subject to the normal constraints of reasonable utilization of the available resources. In carrying out the study, convenience sampling technique was used to select 80 employees of the HOTEL ACCORD who have worked at least 3 years. Relevant data were collected using a structured questionnaire. The researcher found by using appropriate statistical tools to test the hypothesis. Based on these findings, strategies are suggested to reduce the level of stress among employees in the research area.

To retain the existing human resource, especially the expert and active ones, is of the main goals of each organization. The management tries to maintain the human resources by increasing their job satisfaction. Lack of attention to employees' job satisfaction leads to numerous problems of the most important is job turnover. Given this fact that most the factors affect the job satisfaction similarly affect the organizational commitment, according to scholars, there exists a significant relationship between them. Accordingly, after reviewing the literature relating to job satisfaction and turnover, the purpose of this study was to examine the mediating role of organizational commitment in the relationship between job satisfaction and intention to leave. In doing so, 224 employees of warehouse and logistics of Raazi Petrochemical Company were investigated by distributing the questionnaires and 200 well-qualified ones were returned. Gathered data was analyzed using the structural equation modeling technique. Research results indicated that the tested model is goodly fitted to data, and all the four hypotheses were statistically confirmed. In general, results of this study indicated the efficiency of proposed model for decreasing the under-study employees' intention to leave. Finally, some practical and research implications were provided for the statistical population, which can be utilized considering the research limitations.

This paper is on the growing importance of Human Resource Information System and High Performance Work System’s perspective for small and medium-sized enterprises. There are a lot of small firms that experience crucial HRIS difficulties, but in the same manner, HPWS also act a main role in developing and sustaining their competitive resources in employee performances. The main focus of this research paper is to explore the different aspects and also analyze barriers which occur during the implementation of its practices as well as study the IT and HPWS approach influence on training and developments, performance management and recruitment. To present a comprehensive literature review of these practices in Pakistani SMEs, we did Qualitative descriptive survey research.

The present study was aimed to find out the relationship of marital adjustment between working and non-working married women. Sample of the study consisted of 100 working and non-working married women (working married women = 50, non-working married women = 50). Their age ranged between 25 to 46 years. Urdu Translation of Dyadic Adjustment Scale (Naseer, 2002) was administered to measure the Marital Adjustment of the entire sample. Results showed that that the non-working married women are better adjusted than working women. Working married women were facing more problems in their married life as compared to non-working married women; non-working married women are better adjusted than working women.

The performance of any organization in the competitive economy is highly dependent upon the quality of its management as well as proper implementation of strategic management. Employing a proactive management culture within an organization can enable it to take advantage of opportunities that exist in any business environment. Strategic management is an important tool for any business organization to thrive and prosper. The study aimed at identifying the effects of strategic management practices, specifically planning in the performance of an organization by looking at what planned strategies are currently used by law firms in Mombasa to sustaining growth, effects of innovation and learning on performance of law firms in Mombasa, effects of goal setting as a strategy in the growth of law firms in Mombasa and also identify the effects of implementation strategy on the growth of law firms in Mombasa County. The researcher selected 20 respondents from each law firm making a total of 200 respondents. The study used cross-sectional survey as the design. Questionnaires were the major tools for primary data collection. Data collected was sampled, coded and analyzed with the help of a statistical tool (SPSS v 22).The study findings indicated that strategic planning has a positive correlation with performance. It was clear from the findings that coefficient of determination is 32.4% and that 32.4% of organization performance is attributed and determined by a combination of the four independent factors investigated in this study. The study used the Karl Pearson’s coefficient of correlation (R). and showed a positive correlation between performance and planned strategies giving a correlation figure of 0.253, performance, innovation and learning giving a correlation figure of 0.321, performance and goal setting with a correlation figure of 0.041, and a positive correlation between performance and strategy implementation with a correlation figure of 0170.

The job- employed fit is one of fundamental issues in human resource management. It has been improved that, this fit is an organizational necessity for the human source profitability. So, the main aim in this research is to investigate the job- employed fit and the effects on female personnel's emotional intelligence among governmental organizations in Kermanshah. This research is conducted based on descriptive and surveying method; the instruments to collect data include queries; the Salovey & Mayer standard emotional intelligence query is used to investigate the emotional intelligence; and the knowledge, skill and ability queries from international Occupational Information Network (O*NET) are implemented to investigate the job- employed fit, and each query includes, in average, 21 questions. The perpetuity was 0/79 for emotional intelligence query and 0/81 for job- employed fit query and because the Cronbach ? is more than 0/7 for both queries, therefore both queries has enough perpetuity. The considered statistical society includes 300 female personnel from governmental organizations in Kermanshah. Based on random sampling method, some category was selected as statistical sample, and 156 queries were collected, finally. We used Colmogrov- Smirnov test to determine the data normality and the results gained from the test supported it; the research theories were tested using absolute T-test and some positive and considerable effect was demonstrated. The results show that in considered society, the job- fit personnel gain higher emotional intelligence scores. Another result gained in this research indicated that just 40% of female personnel are completely job- fit and therefore these organizations have an unstable situation.

The purpose of the present study is to investigate the relationship between transformational leadership and organizational innovation in Payame Noor University of Tehran. In order to collect transformational leadership data Bass and Avolio questionnaire was used and to collect organizational innovation data a researcher-made questionnaire was used. The reliability of researcher-made questionnaire was calculated to be 0.90% and 86% respectively by Cronbach's alpha coefficient. To analyze the data, Pearson correlation test and stepwise regression were used. The results of Pearson correlation test indicated that there is a positive and significant relationship between transformational leadership and all its dimensions with organizational innovation. The results of structural equation modeling have been collected based on 231 questionnaires and indicate a relationship between transformational leadership and Organizational Innovation. Finally, the results of the research will be discussed and some recommendations will be made to improve the innovation capability of society organizations.

Research on entrepreneurship has always been a controversial topic in economic theorizing. The significance of entrepreneurship is emphasized by almost all authors working on innovation economics, nevertheless, most of the research work comes to an end at a purely appreciative level. Today, and social systems are encountered to complex and obscure challenges. Fast environmental changes also cause the future social systems, especially the organization, unpredictable. In addition, the competitive field intensification, the product's life-cycle decrease and the social expects increase, makes these systems more complicated and obscured. In order to survive and continue the life, the organizations and companies have to make entrepreneurship and creativity in respond to the challenges. This could be gained just by organizational entrepreneurship, as a stimulus motor for the organization and the country improvement by the means of organizational entrepreneurs as the main core of entrepreneurship in organizations. The basic factor of organizational entrepreneurship is to determine the opportunities and take advantage from them. Although, today, entrepreneurship is known as a commercial and economical issue, it is still used to gain the opportunities. Regarding to organizational entrepreneurship literature and organizational entrepreneurship evolutions and presenting the organizational entrepreneurship and at last the entrepreneurship encouraging methods in organization and providing the proper bed in this regard, this paper tries to facilitate gaining the economic value.

Looking at markets at global level, every country has its own norms, traditions, and habits. If we look at market at nation level, every market is different from other market in that it has its own norms, traditions and habits which influence individuals’ purchase behavior in a given market. If selling company fails to undertake a thorough investigation into how buyers think about their target market and how buying behavior should be and how to use company’s products, they will encounter astonishing situation in which they have to pay huge costs. The present applied research concerns Management and Economy students of Islamic Azad University (Science and Research Branch). The sampling method of the study is a stratified random method. For variable measurements, a questionnaire was used; the reliability of the questionnaire was measured by Cronbach’s alpha, the amount of which was obtained 93 percent, indicating an acceptable reliability. For field operation part, a number of 246 questionnaires were completed. Non-parametric methods were also used for data analysis, and then the validity and reliability of the questionnaire were measured and confirmed. In this regard, the value of Cronbach’s alpha was obtained 93 percent, which indicates an acceptable reliability of the questionnaire. For inferential and testing hypothesis part, we used Kolmogorov-Smirnov, Spearman, structural equation modelling and Friedman. The results of hypothesis test led to the rejection of a number of hypotheses and significance of the relationship between variables. In the end, using structural equation modelling, researcher’s proposed model was fitted.

Organization is a relatively young science in comparison with the other scientific disciplines. (Ivanko, 2013) Accounts of the growth of organizational theory usually start with Taylor and Weber, but, as Scott (1987) mentions, organizations were present in the old civilizations which goes back to Sumerians (5000, BC) and which experiences its maturation phase with Taylor, Fayol and Weber, continuing to come up to present with modern management methods and principles. The modern organization may be the most crucial innovation of the past 100 years and it is a theory which will never complete its evolution as the human being continues to exist. Understanding how organizations work has been the focus of scientists and scholars until the early part of the 20th century. Just as organizations have evolved, so to have the theories explaining them. These theories can be divided into 9 different “schools” of thought (Shafritz, Ott, Jang, 2005): Classical Organization Theory, Neoclassical Organization Theory, Human Resource Theory, or the Organizational Behavior Perspective, Modern Structural Organization Theory, Organizational Economics Theory, Power and Politics Organization Theory, Organizational Culture Theory, Reform Though Changes in Organizational Culture and Theories of Organizations and Environments. This introductory paper will concentrate on the power and politics organization theory and is divided as follows: The introduction talks about the developments of the organization and organization theory from its early stages with detailed definitions. In section 2, theoretical roots in other words literature review on the subject will be presented. At further section, by looking at the perspectives of the 9 pioneering people (Pfeffer, Michels, Raven, March, Kanter and Mintzberg) main principles of the classical organization theory are presented one by one. Section 4 mentions strengths and weaknesses of the classical organizational theory and section 5 discusses and concludes the paper.