Search results for: Employee Turnover

Authors: Petra Horváthová, Andrej Miklosik

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One part of the total employee’s reward is apart from basic wages or salary, employee’s benefits and intangible remuneration also so called contingent (variable) pay. Contingent pay is connected to performance, contribution, cap competency or skills of individual employees, and to team’s or company-wide performance or to combination of few of the mentioned possibilities. Sometimes among the contingent pay is also incorporated the remuneration based on length of employment, when the financial reward is not connected to performance or skills, but to length of continuous employment either on one working position or in one level of remuneration scale. Main aim of this article is to define, based on available information, contingent pay, describe individual forms, its advantages and disadvantages and possibilities to utilization in practice; but also bring information not only about its extent and level of utilization of contingent pay by companies in one of the Czech Republic’s regions, but also mention their practical experience with this type of remuneration.

Keywords: Contingent pay, individual contingent pay, team contingent pay, company-wide contingent pay

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Authors: Mohamed Haffar, Ramdane Djebarni, Russell Evans

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Despite a growth in literature on distributed leadership, the majority of studies are centred on large public organisations particularly within the health and education sectors. The purpose of this study is to fill the gap in the literature by exploring employee experiences of distributed leadership within two commercial consultancy SME businesses in the UK and USA. The aim of the study informed an exploratory method of research to gather qualitative data drawn from semi-structured interviews involving a sample of employees in each organisation. A series of broad, open questions were used to explore the employees’ experiences; evidence of distributed leadership; and extant barriers and practices in each organisation. Whilst some of our findings aligned with patterns and practices in the existing literature, it importantly discovered some emergent themes that have not previously been recognised in the previous studies. Our investigation identified that whilst distributed leadership was in evidence in both organisations, the interviewees’ experience reported that it was sporadic and inconsistent. Moreover, non-client focused projects were reported to be less important and distributed leadership was found to be inconsistent or non-existent.

Keywords: Consultancy, distributed leadership, owner-manager, SME, entrepreneur.

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Authors: Bobbie Green, James A. Nelson

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Innovations in technology have created new ethical challenges. Essential use of electronic communication in the workplace has escalated at an astronomical rate over the past decade. As such, legal and ethical dilemmas confronted by both the employer and the employee concerning managerial control and ownership of einformation have increased dramatically in the USA. From the employer-s perspective, ownership and control of all information created for the workplace is an undeniable source of economic advantage and must be monitored zealously. From the perspective of the employee, individual rights, such as privacy, freedom of speech, and freedom from unreasonable search and seizure, continue to be stalwart legal guarantees that employers are not legally or ethically entitled to abridge in the workplace. These issues have been the source of great debate and the catalyst for legal reform. The fine line between ethical and legal has been complicated by emerging technologies. This manuscript will identify and discuss a number of specific legal and ethical issues raised by the dynamic electronic workplace and conclude with suggestions that employers should follow to respect the delicate balance between employees- legal rights to privacy and the employer's right to protect its knowledge systems and infrastructure.

Keywords: Information, ethics, legal, privacy

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Authors: Mehmet Altinoz

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Enterprises need a strategic plan to retain their skillful employees and provide their career management, sustain their existence, to have growth and leadership qualities, to reach the objectives to increase the value of the enterprise and to not to be affected from changing demographic structure. In the cases when the long term career expectations of skillful employees are in integrity with the enterprise’s interests, skill management process is directly related to the career management. With a long term plan, the enterprises should cover the labor force need that may arise in the future by using systematic career development programs and be prepared against developments for all times. Skill management is considered as a practice with which career mobility is planned for the skillful employee to be prepared for high level positions. Career planning is the planning of an employee’s progress or promotion within an organization for which he works by developing his knowledge, skills, abilities and motives. Career planning is considered as an individual’s planning his future and the position which he wants to have, the area which he want to work in, the objectives which he want to reach. With the aim of contributing the abovementioned discussion process, career management concept and its perception manner are examined in this study in a comparative manner.

Keywords: Skill management, career management, skill, back up, human resources management.

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Authors: G. Meyer, M. Klewer, P. Nyhuis

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Constantly changing economic conditions require companies to design their production to be more economical, innovative, and flexible. Since workers have a decisive influence on cost, time, and quality, e.g. by monitoring indicators that determine quality, by developing processes more resistant to disturbances, or by monitoring environmental standards, a focus on personnel as a production factor is needed. This presupposes the efficient use and systematic enhancement of employees’ existing competences since greater consideration of these aspects in work planning will help to enhance competitiveness. The aim of the research project ‘Integrated Technology- and Competence-based Work Planning in Socio-Technical Systems’ is to develop a new work planning method that combines technology with work science by incorporating employees’ skills as a quality indicator. For employee competences to increase competitiveness, it is first of all necessary to assess how competences affect cost, time, and quality. A model for deriving predictions about the effects of competence-based parameters on these strategic business objectives is developed in this paper.

Keywords: Competence management, education and training, employee competences, one-factor-at-a-time method, work planning.

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Authors: Chaojie Song, Lianhui Ding, Craig Fairbridge, Hansan Liu, Rob Hui, Jiujun Zhang

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Two novel hydrodesulfurization (HDS) catalysts: FeN4/C and FeN2/C, were prepared using an impregnation-pyrolysis method. The two materials were investigated as catalysts for hydrodesulfurization (HDS) and hydrodearomitization (HDA) of model compounds. The turnover frequency of the two FeN catalysts is comparable to (FeN4/C) or even higher (FeN2/C) than that of MoNi/Al2O3. The FeN4/C catalyst also exhibited catalytic activity toward HDA.

Keywords: catalyst, FeN2/C, FeN4/C, HDS, HDA

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Authors: Siri-orn Champatong

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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.

Keywords: Employees, Factors Related, Job Performance, Public Warehouse Organization.

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Authors: N. Mantalay, N. Chakpitak, W. Janchai, P. Sureepong

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Work-life balance has been acknowledged and promoted for the sake of employee retention. It is essential for a manager to realize the human resources situation within a company to help employees work happily and perform at their best. This paper suggests knowledge management and critical thinking are useful to motivate employees to think about their work-life balance. A qualitative case study is presented, which aimed to discover the meaning of work-life balance-s meaning from the perspective of Thai knowledge workers and how it affects their decision-making towards work resignation. Results found three types of work-life balance dimensions; a work- life balance including a workplace and a private life setting, an organizational working life balance only, and a worklife balance only in a private life setting. These aspects all influenced the decision-making of the employees. Factors within a theme of an organizational work-life balance were involved with systematic administration, fair treatment, employee recognition, challenging assignments to gain working experience, assignment engagement, teamwork, relationship with superiors, and working environment, while factors concerning private life settings were about personal demands such as an increasing their salary or starting their own business.

Keywords: knowledge management, work-life balance, knowledge workers, decision-making, critical thinking, diverse workforce

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Authors: Alan Walsh, Peter Walker

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Differences in commercial, professional and personal cultural traditions between western consultants and project sponsors in the Gulf Cooperation Council (GCC) region are potentially significant in the workplace, and this can impact on project outcomes. These cultural differences can, for example, result in conflict amongst senior managers, which can negatively impact the megaproject. New entrants to the GCC often experience ‘culture shock’ as they attempt to integrate into their unfamiliar environments. Megaprojects are unique ventures with individual project characteristics, which need to be considered when managing their associated risks. Megaproject research to date has mostly ignored the significance of the absence of cultural congruence in the GCC, which is surprising considering that there are large volumes of megaprojects in various stages of construction in the GCC. An initial step to dealing with cultural issues is to acknowledge culture as a significant risk factor (SRF). This paper seeks to understand the criticality for western consultants to address these risks. It considers the cultural barriers that exist between GCC sponsors and western consultants and examines the cultural distance between the key actors. Initial findings suggest the presence to a certain extent of ethnocentricity. Other cultural clashes arise out of a lack of appreciation of the customs, practices and traditions of ‘the Other’, such as the need for avoiding public humiliation and the hierarchal significance rankings. The concept and significance of cultural shock as part of the integration process for new arrivals are considered. Culture shock describes the state of anxiety and frustration resulting from the immersion in a culture distinctly different from one's own. There are potentially substantial project risks associated with underestimating the process of cultural integration. This paper examines two distinct but intertwined issues: the societal and professional culture differences associated with expatriate assignments. A case study examines the cultural congruences between GCC sponsors and American, British and German consultants, over a ten-year cycle. This provides indicators as to which nationalities encountered the most profound cultural issues and the nature of these. GCC megaprojects are typically intensive fast track demanding ventures, where consultant turnover is high. The study finds that building trust-filled relationships is key to successful project team integration and therefore, to successful megaproject execution. Findings indicate that both professional and social inclusion processes have steep learning curves. Traditional risk management practice is to approach any uncertainty in a structured way to mitigate the potential impact on project outcomes. This research highlights cultural risk as a significant factor in the management of GCC megaprojects. These risks arising from high staff turnover typically include loss of project knowledge, delays to the project, cost and disruption in replacing staff. This paper calls for cultural risk to be recognised as an SRF, as the first step to developing risk management strategies, and to reduce staff turnover for western consultants in GCC megaprojects.

Keywords: Western consultants in megaprojects, national culture impacts on GCC Megaprojects, significant risk factors in megaprojects, professional culture in megaprojects.

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Authors: Pieter C. M. Cornelis

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(European) theme parks invest approximately 10 percent of their yearly turnover into new rides and park improvements. Without these investments these parks assume not to be a very competitive and appealing daytrip for their target audiences. However, the impact of investments in attracting new visitors is not well-known and seems to differ dramatically between parks. This paper presents a case study from the Netherlands in which a small amusement park applied a suggested, not yet proven, investment method. The results of the investment are discussed in (a) the form of return on investment and (b) the success of the predictions with regard to this investment. Suggestions for future research are presented.

Keywords: Entertainment industry, innovation, investments, theme parks.

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Authors: Aya Maher

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The growing problem of youth unemployment in Egypt after the 25th January Revolution has directed the attention of some human resource experts towards considering remote employment as a partial remedy for the unemployed youth instead of the unavailable traditional jobs, a trend which will also help with the congested offices and unsolved traffic problem in Cairo and spread a flexible work culture, but despite of that, the main issue remains unresolved for these organizations to deal with the system challenges. In the past few years, in developed countries, there has been a growing trend for many companies to shift to remote employment instead of the traditional office employment for many reasons: due to the growing technological advances that helped some employees do their work from home on a part time basis, the need for achieving an employee-s work balance in the middle of unbalanced complicated life, top management focus on employee-s productivity rather their time spent at work. The objective of this paper is to study and analyze the advantages and challenges that Egypt-s labor force will be facing in their implementation of remote or virtual employment in both government and private organizations after the 25th January revolution. Therefore, the research question will be: What are the advantages and different challenges that Egyptian organizations might face in their implementation for remote employment system and how can they manage these challenges for the system to work effectively? The study is divided into six main parts: the introduction, objective and importance of the study, research problem, methodology, experience of some countries that implemented remote employment, advantages and challenges of implementing remote employment in Egypt and then the conclusion which discuses the results and recommendations of the study.

Keywords: 25th January Revolution, Egypt, Remote Employment, Telework, Work From Home (WFH).

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Authors: Kaushik Chaudhuri

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High Performance Work Systems (HPWS) generally give rise to positive impacts on employees by increasing their commitments in workplaces. While some argued this actually have considerable negative impacts on employees with increasing possibilities of imposing strains caused by stress and intensity of such work places. Do stressful workplaces hamper employee commitment? The author has tried to find the answer by exploring linkages between HPWS practices and its impact on employees in Japanese organizations. How negative outcomes like job intensity and workplaces and job stressors can influence different forms of employees- commitments which can be a hindrance to their performance. Design: A close ended questionnaire survey was conducted amongst 16 large, medium and small sized Japanese companies from diverse industries around Chiba, Saitama, and Ibaraki Prefectures and in Tokyo from the month of October 2008 to February 2009. Questionnaires were aimed to the non managerial employees- perceptions of HPWS practices, their behavior, working life experiences in their work places. A total of 227 samples are used for analysis in the study. Methods: Correlations, MANCOVA, SEM Path analysis using AMOS software are used for data analysis in this study. Findings: Average non-managerial perception of HPWS adoption is significantly but negatively correlated to both work place Stressors and Continuous commitment, but positively correlated to job Intensity, Affective, Occupational and Normative commitments in different workplaces at Japan. The path analysis by SEM shows significant indirect relationship between Stressors and employee Affective organizational commitment and Normative organizational commitments. Intensity also has a significant indirect effect on Occupational commitments. HPWS has an additive effect on all the outcomes variables. Limitations: The sample size in this study cannot be a representative to the entire population of non-managerial employees in Japan. There were no respondents from automobile, pharmaceuticals, finance industries. The duration of the survey coincided in a period when Japan as most of the other countries is under going recession. Biases could not be ruled out completely. We must take cautions in interpreting the results of studies as they cannot be generalized. And the path analysis cannot provide the complete causality of the inter linkages between the variables used in the study. Originality: There have been limited studies on linkages in HPWS adoptions and their impacts on employees- behaviors and commitments in Japanese workplaces. This study may provide some ingredients for further research in the fields of HRM policies and practices and their linkages on different forms of employees- commitments.

Keywords: HPWS, Job Intensity, Job and workplace Stressors, Continuous commitment, Affective commitment, Occupational commitment, Japan.

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Authors: I. Ludviga, A. Kalvina

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This paper aims to link together the concepts of job satisfaction, work engagement, trust, job meaningfulness and loyalty to the organisation focusing on specific type of employment – academic jobs. The research investigates the relationships between job satisfaction, work engagement and loyalty as well as the impact of trust and job meaningfulness on the work engagement and loyalty. The survey was conducted in one of the largest Latvian higher education institutions and the sample was drawn from academic staff (n=326). Structured questionnaire with 44 reflective type questions was developed to measure the constructs. Data was analysed using SPSS and Smart-PLS software. Variance based structural equation modelling (PLS-SEM) technique was used to test the model and to predict the most important factors relevant to employee engagement and loyalty. The first order model included two endogenous constructs (loyalty and intention to stay and recommend to work in this organisation, and employee engagement), as well as six exogenous constructs (feeling of fair treatment and trust in management; career growth opportunities; compensation, pay and benefits; management; colleagues and teamwork; and finally job meaningfulness). Job satisfaction was developed as second order construct and both: first and second order models were designed for data analysis. It was found that academics are more engaged than satisfied with their work and main reason for that was found to be job meaningfulness, which is significant predictor for work engagement, but not for job satisfaction. Compensation is not significantly related to work engagement, but only to job satisfaction. Trust was not significantly related neither to engagement, nor to satisfaction, however, it appeared to be significant predictor of loyalty and intentions to stay with the University. Paper revealed academic jobs as specific kind of employment where employees can be more engaged than satisfied and highlighted the specific role of job meaningfulness in the University settings.

Keywords: Job satisfaction, job meaningfulness, higher education, work engagement.

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Authors: Seyed Hamed Mahdaviani, Davood Soudbar, Matin Parvari

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In the present research, the titanium-catalyzed ethylene dimerization and more specifically, the concomitant byproducts and polymer formation have been studied in the presence of 2,5-dimethoxytetrahydrofuran as an electron donor compound in the combination with triethylaluminium (TEA) as activator. Then, we added ethylene chlorobromide as a new efficient promoter to the relevant catalyst system. Finally, the behavior of novel homogeneous [Titanium tetrabutoxide (Ti(OC4H9)4)/2,5-dimethoxytetrahydrofuran/ TEA/ethylene chlorobromide] was investigated in the various operating conditions for the optimum production of 1-butene. In the optimum conditions, a very high ethylene conversion (almost 90.77 %), a relative high selectivity to 1-butene (79.00 %), yield of reaction equal to 71.70 % and a significant productivity (turnover frequency equal to 1370 h-1) were achieved.

Keywords: Ethylene dimerization, 2, 5-dimethoxytetrahydrofuran, ethylene chlorobromide, polymeric compounds

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Authors: Nooraneda Mutalip Laidey

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Privacy is sacred and would normally be expected and preserved by an individual. Online privacy is no longer about the right to be left alone, but also includes the right not to be monitored. However, with the revelations made by United States National Security Agency former employee Edward Snowden that the government is spying on internet communications, individuals’ privacy can no longer be expected. Therefore, this paper is intended to evaluate law related to privacy protection in the digital domain, who should govern it and whether invasion to a person’s privacy is a necessary justification to preserve national security.

Keywords: Cyberspace, data protection, national security, privacy.

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Authors: C. Ardil

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In this study, a model, together with a software tool that implements it, has been developed to determine the performance ratings of employees in an organization operating in the information technology sector using the indicators obtained from employees' online study data. Weighted Sum (WS) Method and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) method based on multidimensional decision making approach were used in the study. WS and TOPSIS methods provide multidimensional decision making (MDDM) methods that allow all dimensions to be evaluated together considering specific weights, allowing employees to objectively evaluate the problem of online performance tracking. The application of WS and TOPSIS mathematical methods, which can combine alternatives with a large number of dimensions and reach simultaneous solution, has been implemented through an online performance tracking software. In the application of WS and TOPSIS methods, objective dimension weights were calculated by using entropy information (EI) and standard deviation (SD) methods from the data obtained by employees' online performance tracking method, decision matrix was formed by using performance scores for each employee, and a single performance score was calculated for each employee. Based on the calculated performance score, employees were given a performance evaluation decision. The results of Pareto set evidence and comparative mathematical analysis validate that employees' performance preference rankings in WS and TOPSIS methods are closely related. This suggests the compatibility, applicability, and validity of the proposed method to the MDDM problems in which a large number of alternative and dimension types are taken into account. With this study, an objective, realistic, feasible and understandable mathematical method, together with a software tool that implements it has been demonstrated. This is considered to be preferable because of the subjectivity, limitations and high cost of the methods traditionally used in the measurement and performance appraisal in the information technology sector.

Keywords: Weighted sum, entropy ınformation, standard deviation, online performance tracking, performance evaluation, performance management, multidimensional decision making.

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Authors: Mahmoud A. El-Banna

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The need to increase the efficiency of health care systems is becoming an obligation, and one of area of improvement is the discharge process. The objective of this work is to minimize the patients discharge time (for insured patients) to be less than 50 minutes by using six sigma approach, this improvement will also: lead to an increase in customer satisfaction, increase the number of admissions and turnover on the rooms, increase hospital profitability.Three different departments were considered in this study: Female, Male, and Paediatrics. Six Sigma approach coupled with simulation has been applied to reduce the patients discharge time for pediatrics, female, and male departments at hospital. Upon applying these recommendations at hospital: 60%, 80%, and 22% of insured female, male, and pediatrics patients respectively will have discharge time less than the upper specification time i.e. 50 min.

Keywords: Discharge Time, Healthcare, Hospitals, Patients, Process Improvement, Six Sigma, Simulation

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Authors: Dennis Gossmann, Habil Peter Nyhuis

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Amongst the consistently fluctuating conditions prevailing today, changeability represents a strategic key factor for a manufacturing company to achieve success on the international markets. In order to cope with turbulences and the increasing level of incalculability, not only the flexible design of production systems but in particular the employee as enabler of change provide the focus here. It is important to enable employees from manufacturing companies to participate actively in change events and in change decisions. To this end, the learning factory has been created, which is intended to serve the development of change-promoting competences and the sensitization of employees for the necessity of changes.

Keywords: Changeability, human resources, learning factory.

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Authors: J. A. López, J. E. Olguín, C. W. Camargo, G. A. Quijano, R. Martínez

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This paper presents an anthropometric study conducted to 300 employees in a maquiladora industry that belongs to the cluster of medical products as part of a research project to pretend simulate workplace conditions under which operators conduct their activities. This project is relevant because traditionally performed a study to design ergonomic workspaces according to anthropometric profile of users, however, this paper demonstrates the importance of making decisions when the infrastructure cannot be adapted for economic whichever put emphasis on user activity.

Keywords: Anthropometry, Biomechanics, Design, Ergonomics, Productivity.

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Authors: Anmari H. Viljamaa, Elina M. Varamäki

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In this study, we compare the profiles of transitory hybrid entrepreneurs and persistent hybrid entrepreneurs to determine how they differ. Hybrid entrepreneurs (HEs) represent a significant share of entrepreneurial activity yet little is known about them. We define HEs as individuals who are active as entrepreneurs but do no support themselves primarily by their enterprise. Persistent HEs (PHEs) are not planning to transition to fulltime entrepreneurship whereas transitory HEs (THEs) consider it probable. Our results show that THEs and PHEs are quite similar in background. THEs are more interested in increasing their turnover than PHEs, as expected, but also emphasize self-fulfillment as a motive for entrepreneurship more than PHEs. The clearest differences between THEs and PHEs are found in their views on how well their immediate circle supports full-time entrepreneurship, and their views of their own entrepreneurial abilities and the market potential of their firm. Our results support earlier arguments that hybrids should be considered separately in research on entrepreneurial entry and self-employment.

Keywords: Hybrid entrepreneurship, part-time entrepreneurship, self-employment, Theory of Planned Behavior.

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Authors: Anishya Obhrai Madan

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In an increasingly connected world, where speed of communication attempts to match the speed of thought and thus intentions; conflict gets actioned faster using media like the internet and telecommunication technology. This has led to a new form of aggression: “cyber bullying”. The present paper attempts to integrate existing theory on bullying, and the dark triad personality traits in a work environment and extrapolate it to the cyber context.

Keywords: Conflict at Work, Cyber bullying, Dark Triad of Personality, Toxic Employee.

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Authors: Aizzat Mohd. Nasurdin, Noor Hazlina Ahmad, Cheng Ling Tan

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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.

Keywords: Organizational commitment, career advancement, job security, frontline employees, luxury hotels, Malaysia.

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Authors: Teerada Apibunyopas, Nithinant Thammakoranonta

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Many organizations bring e-Learning to use as a tool in their training and human development department. It is getting more popular because it is easy to access to get knowledge all the time and also it provides a rich content, which can develop the employees’ skill efficiently. This study is focused on the factors that affect using e-Learning efficiently, so it will make job satisfaction increasing. The questionnaires were sent to employees in large commercial banks, which use e-Learning located in Bangkok, the results from multiple linear regression analysis showed that employee’s characteristics, characteristics of e-Learning, learning and growth have influence on job satisfaction.

Keywords: e-Learning, Job Satisfaction, Learning and growth.

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Authors: M. Grabowski, K. Macnar, J. Skrzyński

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Huge losses in apple production are caused by pathogens that cannot be seen shortly after harvest. After-harvest thermotherapy treatments can considerably improve control of storage diseases on apples and become an alternative to chemical pesticides. In the years 2010-2012 carried out research in this area. Apples of 'Topaz' cultivar were harvested at optimal maturity time for long storage and subject to water bath treatment at 45, 50, 52, 55°C for 60, 120, 180 and 240 seconds. The control was untreated fruits. After 12 and 24 weeks and during so called simulated trade turnover the fruits were checked for their condition and the originators of diseases were determined by using the standard phytopathological methods. The most common originator of 'Topaz' apple infection during storage were the fungi of genus Gloeosporium. In this paper it was proven that for effective protection of 'Topaz' apples against diseases, thermotherapy by using water treatments at temperature range of 50-52°C is quite sufficient.

Keywords: apple storage diseases, prolonged fruit storage, 'Topaz' apples, thermotherapeutic treatments.

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Authors: Ishak, L., McHenry, M. T., Brown, P. H.

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Organic farming systems still depend on intensive, mechanical soil tillage. Frequent passes by machinery traffic cause substantial soil compaction that threatens soil health. Adopting practices as reduced tillage and organic matter retention on the soil surface are considered effective ways to control soil compaction. In tropical regions, however, the acceleration of soil organic matter decomposition and soil carbon turnover on the topsoil layer is influenced more rapidly by the oscillation process of drying and wetting. It is hypothesized therefore, that rapid reduction in soil organic matter hastens the potential for compaction to occur in organic farming systems. Compaction changes soil physical properties and as a consequence it has been implicated as a causal agent in the inhibition of natural disease suppression in soils. Here we describe relationships between soil management in organic vegetable systems, soil compaction, and declining soil capacity to suppress pathogenic microorganisms.

Keywords: Organic farming systems, soil compaction, soil disease suppression, tropical regions.

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Authors: A. Kayes, D. Christopher Kayes

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In this paper, we rely on the story of the late British weapons inspector David Kelly to illustrate how sensemaking can inform the study of the ethics of suppression of dissent. Using archival data, we reconstruct Dr. Kelly-s key responsibilities as a weapons inspector and government employee. We begin by clarifying the concept of dissent and how it is a useful organizational process. We identify the various ways that dissent has been discussed in the organizational literature and reconsider the process of sensemaking. We conclude that suppression of opinions that deviate from the majority is part of the identity maintenance of the sensemaking process. We illustrate the prevention of dissent in organizations consists of a set of unsatisfactory trade-offs.

Keywords: ethics, dissent, suppression, sensemaking

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Authors: Mojtaba Rezaei, Elham Heydari

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This paper highlights the empirical results of analyzing the correlation between accounting information and systematic risk. This association is analyzed among financial ratios and systematic risk by considering the financial statement of 39 companies listed on the Tehran Stock Exchange (TSE) for five years (2014-2018). Financial ratios have been categorized into four groups and to describe the special features, as representative of accounting information we selected: Return on Asset (ROA), Debt Ratio (Total Debt to Total Asset), Current Ratio (current assets to current debt), Asset Turnover (Net sales to Total assets), and Total Assets. The hypotheses were tested through simple and multiple linear regression and T-student test. The findings illustrate that there is no significant relationship between accounting information and market risk. This indicates that in the selected sample, historical accounting information does not fully reflect the price of stocks.

Keywords: Accounting information, market risk, systematic risk, efficient market hypothesis, EMH, Tehran Stock Exchange, TSE.

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Authors: Seung Yeon Son

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In today’s rapidly changing and increasingly complex environment, organizations have relied on their members’ positive attitude toward their employers. In particular, employees’ organizational commitment (primarily, the affective component) has been recognized as an essential component of organizational functioning and success. Hence, identifying the determinants of affective commitment is one of the most important research issues. This study tested the influence of leader-member exchange (LMX) and exchange ideology on employee’s affective commitment. In addition, the interactive effect of LMX and exchange ideology was examined. Data from 198 members of the Korean military supports each of the hypotheses. Lastly, implications for research and directions for future research are discussed.

Keywords: Affective commitment, exchange ideology, leader-member exchange, commitment.

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Authors: Ehsan Akhlaghi

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Effective employee selection is a critical component of a successful organization. Many important criteria for personnel selection such as decision-making ability, adaptability, ambition, and self-organization are naturally vague and imprecise to evaluate. The rough sets theory (RST) as a new mathematical approach to vagueness and uncertainty is a very well suited tool to deal with qualitative data and various decision problems. This paper provides conceptual, descriptive, and simulation results, concentrating chiefly on human resources and personnel selection factors. The current research derives certain decision rules which are able to facilitate personnel selection and identifies several significant features based on an empirical study conducted in an IT company in Iran.

Keywords: Decision Making, Expert System, PersonnelSelection, Rough Set Theory

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Authors: C. C. Yee, Y.Y.Chen

Abstract:

Performance appraisal of employee is important in managing the human resource of an organization. With the change towards knowledge-based capitalism, maintaining talented knowledge workers is critical. However, management classification of “outstanding", “poor" and “average" performance may not be an easy decision. Besides that, superior might also tend to judge the work performance of their subordinates informally and arbitrarily especially without the existence of a system of appraisal. In this paper, we propose a performance appraisal system using multifactorial evaluation model in dealing with appraisal grades which are often express vaguely in linguistic terms. The proposed model is for evaluating staff performance based on specific performance appraisal criteria. The project was collaboration with one of the Information and Communication Technology company in Malaysia with reference to its performance appraisal process.

Keywords: Multifactorial Evaluation Model, performance appraisal system, decision support system.

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