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Abstract - The Impact of Guarda Nacional Republicana’s Reward Systems on the Military’s Organizational Commitment
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Abstract: The aim of this research is to analyze the impact of Guarda Nacional Republicana’s rewards systems on the military's organizational commitment and, more precisely, on intrinsic rewards. Organizations in general, but they also have a hierarchical structure like this, to achieve success, need to know what is most valued by workers, in this case, the level of intrinsic rewards, as a way to increase commitment. This analysis is important because of the need for the superior hierarchical structure to gauge which intrinsic rewards are most valued by their subordinates, as well as what kind of intrinsic rewards have the greatest impact on military commitment. Organizations intend to keep their employees engaged in an affective and normative way, as these are the components of commitment that have the most positive effects. In this research, questionnaires were applied to military personnel who work in Guarda Nacional Republicana Units located in the Lisbon district. The sample studied is constituted of 497 military. The results indicate that the granting of intrinsic, formal and informal rewards to the military produces positive effects on their commitment. That is, the relationship and impact between these rewards and the affective and normative components of commitment is significantly positive. In addition, the informal intrinsic rewards are the most valued by the military. We also conclude that the intrinsic rewards granted to the military are extremely important because they contribute to their maintenance in the organization. The present investigation can also help the hierarchical superiors, in their daily routine, to know how to make their subordinates more committed. Keywords: Rewards Systems, Guarda Nacional Republicana, Organizational Commitment, Intrinsic Rewards. |
Abstract - Investigating the Deterring Factors for Youth Entrepreneurial Intention among Students at a South African University
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Abstract: Youth unemployment, which is a global phenomenon, is one of the main causes of poverty amongst the youth of South Africa. It has been observed that attaining a university qualification, no longer guarantees one an employment opportunity as the job market is highly saturated and cannot accommodate the thousands of young graduates churned out by universities each year. This leaves graduates with two options, either start a business or to remain unemployed and hope for an employment opportunity. This economic problem has led academics to inquire about what possible factors may influence young people to engage in entrepreneurship and what may turn them away from starting their own business. Although entrepreneurship has been purported globally as the springboard in facilitating economic participation among youth, they face many stumbling blocks during their entrepreneurial journey. Keywords: Youth entrepreneurship, deterrents, business knowledge, entrepreneurial intention, finance. |
Abstract - Racing to the Bottom? The Link between Exporting Behaviour and Worker Job Satisfaction
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Abstract: Using firm-level data from the World Bank’s Enterprise Surveys, this paper investigates whether there exists a significant relationship between the exporting status of a firm and the likelihood of its workers leaving the job, after controlling for a number of firm and industry characteristics. We also examine the connection between the fraction of sales exported and the number of production days lost due to worker strikes. Our main conclusion is that exports affect the number of employees leaving due to illness (or for other reasons) positively and significantly. By utilizing several enforcement measures, such as inspections by fire and building safety officials, this paper illustrates that the argument for “race to the bottom” in labour standards as a result of trade liberalization deserves greater consideration in regional, multilateral and bilateral trade agreements. Keywords: Labour standards, International trade, Regulations, Enforcement. |
The Impact of Human Resource Management Practices, Organizational Culture, Motivation and Knowledge Management on Job Performance with Leadership Style as Moderating Variable in the Jordanian Commercial Banks Sector
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Abstract: In this paper, the effect of three human resource management practices namely, compensation and benefits, training and development, and performance appraisal and achievement was examined along with organizational culture, motivation and knowledge management on job performance among Jordanian banks. The construct of job performance was measured by the combination of task performance and organizational citizenship behavior. The study employed convenience sampling to which 30 questionnaires were distributed. The finding showed a significant impact of human resource management practices (compensation and benefits, training and development, and appraisal and achievement), organizational culture, motivation and knowledge management on job performance in the Jordanian banks. On the basis of the findings, the researcher provided recommendations for the banks in terms of strengthening the relationship between their knowledge management job performance. The study also provided implications to theory and practice based on the findings. Keyword: Human resource management practices, culture, motivation, knowledge management, leadership style, job performance. |
The Mediating Role of Organizational Culture on the Relationship between Employee Performance and Antecedents in the Hotel Sector
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Abstract: Hotel managers face more risks and complexity in their work environment compared to their manufacturing firms’ counterparts owing the unique service characteristic offered by hotels. The hotel managements’ budgetary participation and their leadership styles, commitment quality management practices (QMPs) in terms of communications can all assist them in tackling the uncertain and risky environment for better performance of jobs. This article defined and measured leadership style, organizational commitment, quality management practices (QMPs) and their impact on organizational performance, and examined the moderating role of organizational culture on the above relationship. The article conducted an analysis of the empirical studies and models that related leadership style, organizational commitment, quality management practices (QMPs), organizational culture and performance. It primarily aimed to illustrate the conceptualization, measurement and examination of the different concepts. Following the analysis of literature, the findings showed that leadership style, organizational commitment, quality management practices (QMPs) and organizational culture significantly effects various hotel processes, employees and performance. The article also provided a description of the various dimensions of the leadership style and it found that with committed employees with norms and values consistent to those of the organization, the performance of the hotels can increase towards achieving it goals. This article suggests that the balanced scorecard (BSC) be used as a tool to measure performance in the performance management system. It also suggests that future studies focus in this area to shed light on the nature and the ability of variables to influence hotel performance. Hotel management and leaders are suggested to form robust quality management practices within the hotels to enhance its overall performance. Keyword: Leadership style, commitment, quality management practices (QMPs), culture, performance, hotel. |