Investigating the influence of service training reward system and empowerment on job satisfaction and organizational commitment of the employees of ilams telecommunications company
This document investigates the relationship between service training, reward systems, empowerment, job satisfaction, and organizational commitment among employees of a telecommunications company in Ilam, Iran. It aims to determine if training, rewards, and empowerment positively impact job satisfaction, and if job satisfaction positively impacts organizational commitment. A survey was administered to 190 employees. Results found meaningful relationships between all variables, supporting the hypotheses that training, rewards, and empowerment positively influence job satisfaction, and job satisfaction positively influences organizational commitment. Reward systems and job satisfaction together explained 59% of the variance in organizational commitment.
An empirical review of Motivation as a Constituent to Employees' Retentioninventy
This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and non-managers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.
Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
The article discusses the importance of employee engagement for organizational
and business performance through the prism of ergonomics. The issues that are
discussed in this paper comprise the modest contribution that ergonomics as a
discipline has made. The relevance of workplace health and ergonomics work relate
with that of participation, safety culture and further implications for participatory
ergonomics approaches. Based on recently published conceptual framework that
recognises the dynamic and multi-dimensional nature of safety culture, the paper
highlights the due significance demanded by ergonomics and that which is equally
ignored by top management. The paper concludes by considering the much needed
empirical survey on this issue in almost all industries and prompt action being taken
to implement it. Also, the paper gives a glimpse of various approaches for an
empirical study, within an organisation which is noted as important to the success of
ergonomics projects
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
An empirical review of Motivation as a Constituent to Employees' Retentioninventy
This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and non-managers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.
Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
The article discusses the importance of employee engagement for organizational
and business performance through the prism of ergonomics. The issues that are
discussed in this paper comprise the modest contribution that ergonomics as a
discipline has made. The relevance of workplace health and ergonomics work relate
with that of participation, safety culture and further implications for participatory
ergonomics approaches. Based on recently published conceptual framework that
recognises the dynamic and multi-dimensional nature of safety culture, the paper
highlights the due significance demanded by ergonomics and that which is equally
ignored by top management. The paper concludes by considering the much needed
empirical survey on this issue in almost all industries and prompt action being taken
to implement it. Also, the paper gives a glimpse of various approaches for an
empirical study, within an organisation which is noted as important to the success of
ergonomics projects
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
Effects of Employee Commitment on Academic Performance of Secondary Schools i...paperpublications3
Abstract: Employee commitment always plays a very key role in improving the academic performance. Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. A committed employee is participative and energized about their work and performs in an aspect that will progress the organization’s interest. The purpose of this study was to determine the effects of employee commitment on academic performance of secondary schools in Elgeyo- Marakwet County. The objectives of the study were: to determine the effect of emotional commitment of the headteacher on school’s academic performance, to establish the effect of normative commitment of the headteacher on school’s academic performance, to examine the effect of continual commitment of the headteacher on school’s academic performance. The study adopted a census case design that entailed having all the headteachers of all the secondary schools in Elgeyo-Marakwet County as the respondents. The three constructs of employee commitment i.e. the normative, emotional and continuous commitment were treated as the independent variable while academic performance was the dependent variable. Data was analyzed using SPSS and both descriptive and inferential statistics was used. Regression was used to construct models that were used to determine the nature of the relationships between the variables of interest. All the hypothesized relationships developed were found to be statistically significant at level p < 0.05 i.e. emotional commitment (r = 0.401, p < 0.000), continual commitment (r = 0.410, p < 0.000), normative commitment (r = 0.273, p < 0.000) were correlated to academic performance significantly and positively. all the organizational commitment constructs of emotional commitment, continual commitment, and normative commitment have significant positive relationship with academic performance (emotional commitment: β=.258, p-value= 0.000; continual commitment: β= .137, p-value= 0.020; normative commitment: β= .056, p-value= 0.044). The results of this study will form the framework for policy making on the issue of organizational commitment and academic performance.
The Impacts Of Learning Orientation Dimention As The Relation Antecedent Between The Capability Of Information Technology Towards The Information Quality Of Accounting Management And Uncertainty Of Technology As The Moderation Variable
Talent Retention and Employees’ Resilience of Telecommunication Companies in ...Premier Publishers
This study investigated the relationship between talent retention and employee resilience of telecommunication companies in Rivers State, Nigeria. Talent retention was conceptualized the independent variable while interpersonal competence, adaptability, and pro-activeness were used as measures of the dependent variable. The study adopted the cross-sectional survey in its investigation of the variables. The primary source of data was generated through a self- administered questionnaire. A sample of one hundred and nine (109) respondents were drawn from a population of one hundred and thirty-four (134) respondents, using the Taro Yamane’s formula for sample size determination. The research instrument was validated through the supervisor’s vetting and approval while the reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. Data generated were analyzed and presented using both descriptive and inferential statistical techniques. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics. The tests were carried out at a 95% confidence interval and a 0.05 level of significance. Empirical findings revealed that talent retention positively and significantly influences employee resilience of telecommunication companies in Rivers State, Nigeria. The result of the findings further revealed that talent retention of telecommunication companies in Rivers State, Nigeria gave rise to interpersonal competence, adaptability, and pro-activeness. The study recommends that management of telecommunication companies should do their best to retain employees who have been a positive impact on the companies and use it to motivate other employees working within the designated department in the company.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
M health an emerging trend an empirical studycsandit
The advent and advancement in technology specific to medical field has seen a migration of its
work across the globe, adapting higher and newer levels of m-health. Technology has been
successful in transforming the way traditional monitoring and alert system work to a modern
approach wherein minimizing the need for physical monitoring. Today, the field of healthcare
use varied monitoring systems to monitor the health of patients using ubiquitous and nonubiquitous
devices. These are sensor based devices that can read vital signs of patients and send
the data to the required personnel’s using mobile networks. This paper understands and
analyses how the monitoring and alert system works specific to m-health. m-health including
wearable and non-wearable devices read various vital signs and have the ability to monitor
health real-time and transfer the information collected using mobile network. m-health has
become an useful tool for elderly in this fast paced world where almost all the family members
are working or studying to keep track and maintain optimal health status. m-health alert system
involves the patient, the caretaker and medical service provider wherein the patient wears the
device and vital signs recorded are transferred the medical service provider who then analyses
the data collected and required changes in the medication are implemented. This paper
proposes a medical alert system that enlightens the capabilities of m-health making health
monitoring easy and reliable. It contains a three-level severity check and raises an alarm to the
caretaker, the physician or the ambulatory service provider.
Modelling dynamic patterns using mobile datacsandit
Understanding, modeling and simulating human mobility among urban regions is very challengeable
effort. It is very important in rescue situations for many kinds of events, either in the indoor events like
evacuation of buildings or outdoor ones like public assemblies, community evacuation, in exigency
situations there are several incidents could be happened, the overcrowding causes injuries and death
cases, which are emerged during emergency situations, as well as it serves urban planning and smart
cities. The aim of this study is to explore the characteristics of human mobility patterns, and model them
mathematically depending on inter-event time and traveled distances (displacements) parameters by using
CDRs (Call Detailed Records) during Armada festival in France. However, the results of the numerical
simulation endorse the other studies findings in that the most of real systems patterns are almost follows an
exponential distribution. In the future the mobility patterns could be classified according (work or off)
days, and the radius of gyration could be considered as effective parameter in modelling human mobility
Captain Buscio Program consists of heart and lung medical screenings provided to all, active and retired, firemen, police officers, and EMS personnel in the State of New Jersey at no cost to them. Captain Buscio Program raises awareness of the health risks among NJ public servants. Please share.
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
Effects of Employee Commitment on Academic Performance of Secondary Schools i...paperpublications3
Abstract: Employee commitment always plays a very key role in improving the academic performance. Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. A committed employee is participative and energized about their work and performs in an aspect that will progress the organization’s interest. The purpose of this study was to determine the effects of employee commitment on academic performance of secondary schools in Elgeyo- Marakwet County. The objectives of the study were: to determine the effect of emotional commitment of the headteacher on school’s academic performance, to establish the effect of normative commitment of the headteacher on school’s academic performance, to examine the effect of continual commitment of the headteacher on school’s academic performance. The study adopted a census case design that entailed having all the headteachers of all the secondary schools in Elgeyo-Marakwet County as the respondents. The three constructs of employee commitment i.e. the normative, emotional and continuous commitment were treated as the independent variable while academic performance was the dependent variable. Data was analyzed using SPSS and both descriptive and inferential statistics was used. Regression was used to construct models that were used to determine the nature of the relationships between the variables of interest. All the hypothesized relationships developed were found to be statistically significant at level p < 0.05 i.e. emotional commitment (r = 0.401, p < 0.000), continual commitment (r = 0.410, p < 0.000), normative commitment (r = 0.273, p < 0.000) were correlated to academic performance significantly and positively. all the organizational commitment constructs of emotional commitment, continual commitment, and normative commitment have significant positive relationship with academic performance (emotional commitment: β=.258, p-value= 0.000; continual commitment: β= .137, p-value= 0.020; normative commitment: β= .056, p-value= 0.044). The results of this study will form the framework for policy making on the issue of organizational commitment and academic performance.
The Impacts Of Learning Orientation Dimention As The Relation Antecedent Between The Capability Of Information Technology Towards The Information Quality Of Accounting Management And Uncertainty Of Technology As The Moderation Variable
Talent Retention and Employees’ Resilience of Telecommunication Companies in ...Premier Publishers
This study investigated the relationship between talent retention and employee resilience of telecommunication companies in Rivers State, Nigeria. Talent retention was conceptualized the independent variable while interpersonal competence, adaptability, and pro-activeness were used as measures of the dependent variable. The study adopted the cross-sectional survey in its investigation of the variables. The primary source of data was generated through a self- administered questionnaire. A sample of one hundred and nine (109) respondents were drawn from a population of one hundred and thirty-four (134) respondents, using the Taro Yamane’s formula for sample size determination. The research instrument was validated through the supervisor’s vetting and approval while the reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. Data generated were analyzed and presented using both descriptive and inferential statistical techniques. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics. The tests were carried out at a 95% confidence interval and a 0.05 level of significance. Empirical findings revealed that talent retention positively and significantly influences employee resilience of telecommunication companies in Rivers State, Nigeria. The result of the findings further revealed that talent retention of telecommunication companies in Rivers State, Nigeria gave rise to interpersonal competence, adaptability, and pro-activeness. The study recommends that management of telecommunication companies should do their best to retain employees who have been a positive impact on the companies and use it to motivate other employees working within the designated department in the company.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
M health an emerging trend an empirical studycsandit
The advent and advancement in technology specific to medical field has seen a migration of its
work across the globe, adapting higher and newer levels of m-health. Technology has been
successful in transforming the way traditional monitoring and alert system work to a modern
approach wherein minimizing the need for physical monitoring. Today, the field of healthcare
use varied monitoring systems to monitor the health of patients using ubiquitous and nonubiquitous
devices. These are sensor based devices that can read vital signs of patients and send
the data to the required personnel’s using mobile networks. This paper understands and
analyses how the monitoring and alert system works specific to m-health. m-health including
wearable and non-wearable devices read various vital signs and have the ability to monitor
health real-time and transfer the information collected using mobile network. m-health has
become an useful tool for elderly in this fast paced world where almost all the family members
are working or studying to keep track and maintain optimal health status. m-health alert system
involves the patient, the caretaker and medical service provider wherein the patient wears the
device and vital signs recorded are transferred the medical service provider who then analyses
the data collected and required changes in the medication are implemented. This paper
proposes a medical alert system that enlightens the capabilities of m-health making health
monitoring easy and reliable. It contains a three-level severity check and raises an alarm to the
caretaker, the physician or the ambulatory service provider.
Modelling dynamic patterns using mobile datacsandit
Understanding, modeling and simulating human mobility among urban regions is very challengeable
effort. It is very important in rescue situations for many kinds of events, either in the indoor events like
evacuation of buildings or outdoor ones like public assemblies, community evacuation, in exigency
situations there are several incidents could be happened, the overcrowding causes injuries and death
cases, which are emerged during emergency situations, as well as it serves urban planning and smart
cities. The aim of this study is to explore the characteristics of human mobility patterns, and model them
mathematically depending on inter-event time and traveled distances (displacements) parameters by using
CDRs (Call Detailed Records) during Armada festival in France. However, the results of the numerical
simulation endorse the other studies findings in that the most of real systems patterns are almost follows an
exponential distribution. In the future the mobility patterns could be classified according (work or off)
days, and the radius of gyration could be considered as effective parameter in modelling human mobility
Captain Buscio Program consists of heart and lung medical screenings provided to all, active and retired, firemen, police officers, and EMS personnel in the State of New Jersey at no cost to them. Captain Buscio Program raises awareness of the health risks among NJ public servants. Please share.
Eurozone 2016 GDP Growth Forecasts - April 2016 Arne Pohlman
Concerns over global headwinds drive down the Eurozone’s outlook. Economists surveyed by FocusEconomics expect the region to expand 1.5% this year - http://bit.ly/1lSwxEu
Grasp approach to rcpsp with min max robustness objectivecsandit
This paper deals with the Resource-Constrained Project scheduling Problem (RCPSP) under
activity duration uncertainty. Based on scenarios, the object is to minimize the worst-case
performance among a set of initial scenarios which is referred to as the min-max robustness
objective. Due to the complexity of the tackled problem, we propose the application of the
GRASP method which is qualified as a simple and effective multi-start metaheuristic. The
proposed approach incorporates an adaptive greedy function based on priority rules to
construct new solutions, and a local search with a forward-backward heuristic in the
improvement phase. Two different benchmark data sets are investigated, the Patterson set and
the PSPLIB J30 set. Comparative results show that the proposed enhanced GRASP outperforms
the basic procedure in robustness optimization.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Move the N...Human Capital Media
The idea of data-driven HR has been a top topic and trend for several years now, yet the vast majority of HR organizations are still underserved with insights. While many organizations are thinking about workforce analytics, few have truly put them to work. Indeed, as Josh Bersin of Bersin by Deloitte aptly described, most HR organizations are “stuck in neutral” with workforce analytics, unsure how to get started with this complex topic.
How can you get out of neutral with workforce analytics? How can you and your organization overcome the data hurdles and technical complexity -- despite having little or no experience in analytics? How can you get to workforce insights that will help you understand with precision what it takes to recruit, retain, and motivate the best workforce -- and drive measurable business outcomes?
In this webinar, analytics expert Ian Cook will provide direct examples of you can take to:
Improve recruitment success and more efficiently find expertise needed at the right time for the best price.
Retain star performers more cost effectively.
Connect employee engagement to business outcomes.
Decode workforce planning and understand the “cost” side of the workforce.
A Cross Layer Based Scalable Channel Slot Re-Utilization Technique for Wirele...csandit
Due to tremendous growth of the wireless based application services are increasing the demand
for wireless communication techniques that use bandwidth more effectively. Channel slot reutilization
in multi-radio wireless mesh networks is a very challenging problem. WMNs have
been adopted as back haul to connect various networks such as Wi-Fi (802.11), WI-MAX
(802.16e) etc. to the internet. The slot re-utilization technique proposed so far suffer due to high
collision due to improper channel slot usage approximation error. To overcome this here the
author propose the cross layer optimization technique by designing a device classification
based channel slot re-utilization routing strategy which considers the channel slot and node
information from various layers and use some of these parameters to approximate the risk
involve in channel slot re-utilization in order to improve the QoS of the network. The simulation
and analytical results show the effectiveness of our proposed approach in term of channel slot
re-utilization efficiency and thus helps in reducing latency for data transmission and reduce
channel slot collision.
Path to Purchase Attribution for the Automotive SectorDatalicious
Datalicious has developed a methodology to combine online media attribution (MA) with traditional media mix modelling (MMM) to address the inefficiencies of marketers working with two ROI measurements.
This can be particularly challenge in automotive marketing where aligning dealer marketing performance with central brand marketing performance is often not possible.
Datalicious' unique approach is to combine the best elements of MA and MMM to create a unified ROI currency that allows granular planning and forecasting across all online and offline channels in one central platform.
The biggest benefit for automotive companies is that our approach can unify dealer marketing activities and performance with central brand activities and performance to create one common ROI measurement.
Improvement of a method based on hidden markov model for clustering web userscsandit
Nowadays the determination of the dynamics of sequential data, such as marketing, finance,
social sciences or web research has receives much attention from researchers and scholars.
Clustering of such data by nature is always a more challenging task. This paper investigates the
applications of different Markov models in web mining and improves a developed method for
clustering web users, using hidden Markov models. In the first step, the categorical sequences
are transformed into a probabilistic space by hidden Markov model. Then, in the second step,
hierarchical clustering, the performance of clustering process is evaluated with various
distances criteria. Furthermore this paper shows implementation of the proposed improvements
with symmetric distance measure as Total-Variance and Mahalanobis compared with the
previous use of the proposed method (such as Kullback–Leibler) on the well-known Microsoft
dataset with website user search patterns is more clearly result in separate clusters.
FEATURE SELECTION-MODEL-BASED CONTENT ANALYSIS FOR COMBATING WEB SPAM csandit
With the increasing growth of Internet and World Wide Web, information retrieval (IR) has
attracted much attention in recent years. Quick, accurate and quality information mining is the
core concern of successful search companies. Likewise, spammers try to manipulate IR system
to fulfil their stealthy needs. Spamdexing, (also known as web spamming) is one of the
spamming techniques of adversarial IR, allowing users to exploit ranking of specific documents
in search engine result page (SERP). Spammers take advantage of different features of web
indexing system for notorious motives. Suitable machine learning approaches can be useful in
analysis of spam patterns and automated detection of spam. This paper examines content based
features of web documents and discusses the potential of feature selection (FS) in upcoming
studies to combat web spam. The objective of feature selection is to select the salient features to
improve prediction performance and to understand the underlying data generation techniques.
A publically available web data set namely WEBSPAM - UK2007 is used for all evaluations.
COQUEL: A CONCEPTUAL QUERY LANGUAGE BASED ON THE ENTITYRELATIONSHIP MODELcsandit
As more and more collections of data are available on the Internet, end users but not experts in
Computer Science demand easy solutions for retrieving data from these collections. A good
solution for these users is the conceptual query languages, which facilitate the composition of
queries by means of a graphical interface. In this paper, we present (1) CoQueL, a conceptual
query language specified on E/R models and (2) a translation architecture for translating
CoQueL queries into languages such as XQuery or SQL..
FILESHADER: ENTRUSTED DATA INTEGRATION USING HASH SERVER csandit
The importance of security is increasing in a current network system. We have found a big
security weakness at the file integration when the people download or upload a file and propose
a novel solution how to ensure the security of a file. In particular, hash value can be applied to
ensure a file due to a speed and architecture of file transfer. Hash server stores all the hash
values which are updated by file provider and client can use these values to entrust file when it
downloads. FileShader detects to file changes correctly, and we observed that it did not show
big performance degradation. We expect FileShader can be applied current network systems
practically, and it can increase a security level of all internet users.
Geometric Correction for Braille Document Images csandit
Image processing is an important research area in computer vision. clustering is an unsupervised
study. clustering can also be used for image segmentation. there exist so many methods for image
segmentation. image segmentation plays an important role in image analysis.it is one of the first
and the most important tasks in image analysis and computer vision. this proposed system
presents a variation of fuzzy c-means algorithm that provides image clustering. the kernel fuzzy
c-means clustering algorithm (kfcm) is derived from the fuzzy c-means clustering
algorithm(fcm).the kfcm algorithm that provides image clustering and improves accuracy
significantly compared with classical fuzzy c-means algorithm. the new algorithm is called
gaussian kernel based fuzzy c-means clustering algorithm (gkfcm)the major characteristic of
gkfcm is the use of a fuzzy clustering approach ,aiming to guarantee noise insensitiveness and
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Investigating the influence of service training reward system and empowerment on job satisfaction and organizational commitment of the employees of ilams telecommunications company
2. 148 Computer Science & Information Technology (CS & IT)
knowledge. In comparison to 1982, the big organizations are the owners of %15 of tangible and
%85 of intangible assets of the world ( Azarhoosh, 2005). One of the main mental disturbances of
the managers is productivity and the factors affect on. Althin (2005) believes that productivity of
each organization depends mainly on its human resources. The Japan’s productivity association
has declared that the productivity of each organization is affected by the factors such as
empowerment of the employees, training, participative management, justice and just distribution
(Steiner, 1997). It is hypothesized that there is a direct relationship between effective use of
human resource and increase of organizational commitment (Khaki, 2010). Under the influence
of not taking into consideration the human resource management of the organization, the
employees’ loyalty and commitment is decreased. Telecommunications Company is also affected
by the human resource capital. In this regard, it is important to obviate the employees’ problems
and motivate them in order to increase the quality and performance of the company. In this study,
the organizational commitment of the employees of Telecommunications Company is regarded as
the dependent variable affected by factors such as training, reward, and empowerment and job
satisfaction.
2. STATEMENT OF ISSUE
Today, the organizations should be managed in a comparative environment. In such conditions,
the mangers have no suitable opportunity to managing the employees who are charged with the
most of duties. The employees are able to perform delivered duties when they enjoy suitable
skills, knowledge and abilities. By empowerment of the employees, we mean a set of systems,
approaches and measures used for increasing productivity of the organization and human
resources (Carter, 2001). The word “empowerment” is referred to the person’s knowledge from
him/her self. Empowerment is related to the factors such as organizational environment, the
relationship between employees, manager and coworkers (Moye, & Henkin, 2006).. It is defined
as one of the main management procedures for making decisions (Melham, 2004). Empowerment
of the employees refers to when the employees can develop their abilities and knowledge in order
to enhance personal and organizational goals. In reality, empowerment is a process through
which the internal opinions of the persons are changed (Vtn, &Cameron, 1991). Reviewing the
literature, Karakoc (2009) argues that the employees’ empowerment is influenced by some
factors including inclination for developing , having the art of criticism , acceptance of change,
high self – confidence, dynamic structure, evaluation of performance, feedback, reward, support,
training, communications, motivation, encouragement, participative culture, flexibility, freedom
of speech, information sharing and management confidence. In order to perform empowerment,
the managers should equip the employees with needed information and training. The managers
should become sure that the employees receive continual training (Senate et al, 2007). Training is
aimed to solve the organization’s problem, create necessary changes, increase the knowledge of
new employed staff, share information and develop skills (Berge, 2008). Moreover, it is possible
to solve some problems for the employees by training (Hosseinzadeh&Barziagar, 2004).
On the other hand, Rand Lip states that the mangers have a tendency toward the empowerment of
the employees. Moreover, the employees suppose them valuable and have more participation in
working. Empowerment entails positive results including workforce replacement, productivity
improvement and increase of organizational commitment and motivation (Rasouly, 2005).
Furthermore, empowerment leads to increase the performance of various units of the
organization, the mutual respect of the employees and the emphasis on how the problems are
3. Computer Science & Information Technology (CS & IT) 149
solved (Klug, 1998). Job satisfaction is one of the main consequences of empowerment. It has
been said (Tomas&lighthouse) that high self-confidence can increase the job satisfaction.
Moreover, freedom of action can also lead to the increase of job satisfaction.
Telecommunications Company is one of the main companies of each country. Therefore,
investigation of factors such as job satisfaction and organizational commitment of the employees
is of great importance. Moreover, it is important to recognize the variables having influence on
the employees’ job satisfaction and commitment, because productivity of Telecommunications
Company is affected by such variables.
3. RESEARCH GOALS
This study aims to investigate the relation between training, reward, empowerment and job
satisfaction of the employees and the influence of job satisfaction on the organizational
commitment. In this regard, the followings should be mentioned:
1. The relationship between training and job satisfaction of the employees of Ilam’s
telecommunication company
2. The relationship between reward system and job satisfaction of the employees of Ilam’s
telecommunication company.
3. The relationship between empowerment and job satisfaction of the employees of Ilam’s
telecommunication company.
4. The relationship between job satisfaction and organizational commitment of the
employees of Ilam’s telecommunication company.
4. RESEARCH HYPOTHESIS
Hypothesis 1: there is a positive and meaningful relationship between training and job
satisfaction of the employees of Ilam’stele communications company.
Hypothesis 2: There is a positive and meaningful relationship between reward and job
satisfaction of the employees of Ilam’s telecommunication company.
Hypothesis 3: there is a positive and meaningful relationship between empowerment and job
satisfaction of the employees of Ilam’s telecommunications company.
Hypothesis 4: there is a positive and meaningful relationship between job satisfaction and
organizational commitment of the employees of Ilam’s telecommunications company.
5. METHOD
Since the relationship between the variables is analyzed on the basis of research goal, this is a
correlational – descriptive research. This study is aimed to recognize the cause and effect patterns
4. 150 Computer Science & Information Technology (CS & IT)
of the variables. This approach allows the researchers to analyze the possible relationship
between the variables of the study. Data was analyzed by use of structural equations modeling.
5.1 Population
Populations included all employees of Ilam’s telecommunication company in 2013-2014. They
were selected by use of simple randomized sampling method.
5.2 Sample
Determination of sample of the research is one of the main problems to which the authors are
always faced. It has been decided to consider 8 persons for each parameter. Therefore, the sample
of the research includes 200 employees.
6. FINDINGS
Table 1: correlation matrix of the research variables
1
Reward /23 1
Empowerment /22 /37 1
Job satisfaction /28 /38 /71 1
Organizational
commitment
/27 /33 /52 /61
Correlation matrix is used for examining the linear relationship between the variables. The
figures varied from -1 to +1 and the high degree of the correlation reveals the ratio of the
relationship between the variables. Correlation matrix related to the variables is seen in the above
table.
As shown in the above table, there is a meaningful correlation between the variables. This is,
therefore, to say that there is a linear relationship between the variables. Moreover, the available
coefficients are between %20 and %90; it means that there is no meaningful relationship between
the variables.
Table 2: The HomographSmirnoff's test used for investigating normal condition of the variables
5. Computer Science & Information Technology (CS & IT) 151
Table above shows that data distribution is normal (p>/5) and it is possible to ignore the linear
correlation between the variables. Regarding the hypothesis of path analysis, the following figure
is presented for hypothesis test.
Figure 4-1: hypothesized model after fitting
As seen in the above figure, all paths are statistically meaningful. These paths include: (a) the
path of influence of training on job satisfaction (β=/53, t= 9/5); (b) the path of influence of
reward on job satisfaction(β=/21, t= 5/13);( c) the path of influence of empowerment on job
satisfaction (β=/20, t= 4/96) and( d) the path of the influence of job satisfaction on organizational
commitment (β=/17, t= 3/64). Moreover, all parameters show the positive and meaningful effect
of the variables.
7. FINAL MODEL OF THE RESEARCH
a) Direct, indirect and total affect of exogenous variable on the hidden endogenous variables
In final model of the research, all direct paths of influence of hidden exogenous variables on the
hidden exogenous variables on the hidden endogenous ones are investigated. In this regard, it is
necessary to examine direct influence of hidden exogenous variables (training, reward and
empowerment) on the hidden endogenous variables (job satisfaction and organizational
commitment). The parameters related to the direct influence of exogenous variables are seen in
the table below.
Table 3: Parameters related to the direct / indirect influences of hidden exogenous variable on the hidden
endogenous ones
Hidden
exogenous
Effects Hidden
endogenous /
parameters
Job satisfaction Organizational
commitment
Training Direct
effectiveness
Parameter b
estimation
0.29 -
6. 152 Computer Science & Information Technology (CS & IT)
Standard
parameter B
0.53 -
Standard
deviation
0.50 -
T 9.5 -
Indirect
effectiveness
Parameter b
estimation
- 0.73
Standard
parameter B
- 0.43
Standard
deviation
- 0.06
T – value - 11.66
Total effect Parameter
estimation
0.29 0.73
Standard
parameter B
0.53 0.43
Standard
deviation
0.05 0.06
T – value 9.5 11.66
Reward Direct effects Parameter
estimation
0.17 -
Standard
parameter B
0.21 -
Standard
deviation
0.08 -
T –value 5.13 -
Indirect effects Parameter b
estimation
- 0.38
Standard
parameter B
- 0.42
Standard
deviation
- 0.06
T – value - 7.66
Total effects Parameter b
estimation
0.17 0.38
Standard
parameter B
0.21 0.42
Standard
deviation
0.08 0.06
T – value 5.13 7.66
Empowerment Direct effects Parameter b
estimation
0.27 -
Standard
parameter B
0.20 -
Standard
deviation
0.08 -
T – value 4.96 -
Indirect effects Parameter b
estimation
- 0.44
Standard
parameter B
- 0.41
Standard - 0.05
7. Computer Science & Information Technology (CS & IT) 153
deviation
T – value - 8.90
Total effects Parameter b
estimation
0.27 0.44
Standard
parameter B
0.20 0.41
Standard
deviation
0.08 0.05
T – value 4.96 8.90
As seen above, the t – value related to the all direct influences of hidden exogenous variables on
endogenous variables is 2 and it is statistically meaningful. The biggest figure is related to the
direct influence of training on job satisfaction (β=/53) and the weakest is related to the influence
of empowerment on job satisfaction (β=/20).
Finally, total affect include the sum of direct and indirect affects of the variables. Moreover, all t
– values are equal to %5. The most powerful influences are the influence of training on job
satisfaction (β=/53). And the influence of training on organizational commitment (β=/42).
b) Direct influence of hidden endogenous variables on other endogenous variables
Table 4: parameters related to the direct influences of hidden endogenous variable (Y)
Hidden
endogenous
Hidden
endogenous
Parameter B
estimation
Standard
parameter B
Standard
deviation
T –
value
Job satisfaction Organizational
commitment
0.13 0.17 0.04 3.64
P<%5
Findings show that the t – values relative to the relation between job satisfaction and
organizational commitment are meaningful. Therefore, the endogenous variable job satisfaction
influences directly on the variable organizational commitment. From the above table, β=/17 and
its error degree is %4.
c) Total influence of hidden endogenous variables on each other
Parameters related to the total influence of hidden endogenous variable job satisfaction on the
other variable organizational commitment are shown in the table 5
Hidden
endogenous
Hidden
endogenous
Parameter B
estimation
Standard
parameter B
Standard
deviation
T – value
Job satisfaction Organizational
commitment
0.13 0.17 0.04 3.64
P<%5
Finding show that when p<%5, the t – value related to the influence of job satisfaction on
organizational commitment is meaningful.
8. 154 Computer Science & Information Technology (CS & IT)
In reality, the total influence of the endogenous variable job satisfaction on organizational
commitment is statistically meaningful, because β=/17 and error degree is %4.
d) The variance of hidden endogenous variables
After investigating the direct, indirect and total influences of the model, it is necessary to
determine the variance of organizational commitment on the basis of endogenous and exogenous
variables..
Table 6: the variance determined on the basis of hidden endogenous variables
Anticipative variables Anticipated variables R2
Training Job satisfaction 0.28
Training and job satisfaction Organizational commitment 0.46
Reward Job satisfaction 0.75
Reward and job satisfaction Organizational commitment 0.59
Empowerment Satisfaction 0.45
Empowerment and satisfaction Organizational commitment 0.25
Due to the findings, the variable organizational commitment is mainly affected by the variables
reward and job satisfaction (R2
=/59). This is to say that based on the final model of the research,
the variance of educational development is determined by %25.
8. DISCUSSION AND CONCLUSION
Hypothesis 1: the variable training affects directly on job satisfaction of the employees of
Ilam'stelecommunications company. Results showed that job satisfaction of the employees is
directly affected by the training.
Since the improvement of job knowledge is one of the main feedbacks of training periods, it
seems that job satisfaction of the employees of Telecommunications Company is mainly affected
by training. The employees of an organization can perform their duties better when they receive
training programs.
Hypothesis 2: reward system affects directly on job satisfaction of the employees.
From the results, it becomes clear that job satisfaction is directly and meaningfully affected by
reward system. It is hypothesized that the employees of an organization put emphasize on factors
such as salary, advancement, work identity, organizational procedures and work conditions. In
this regard, the managers should prepare the fields of satisfaction of the employees, because there
is a meaningful correlation between job satisfaction and the employees' effectiveness and mental
health. In other words, the employees work better when they are supported by the organization.
On the other hand, the organization's support has influence on the employees' self confidence.
Hypothesis 3: empowerment has direct and meaningful influence on the employees' job
satisfaction.
Since β=/20 and t – value= 4/96, job satisfaction is meaningfully affected by empowerment.
9. Computer Science & Information Technology (CS & IT) 155
As mentioned before, empowerment is one of the modern approaches by which the employees
are motivated to perform their duties better. It is argued that empowerment – based management
increases the human resources' effectiveness. The managers should make clear the employees'
responsibilities and objectives by making participative decisions. From organizational
perspective, the human resources sector should make developmental programs available to the
employees. In other words, the managers should have control over the employees' performance
and cause them to experience the feeling of joy and respect. Moreover, organizational
productivity and commitment is increased by moral values of the staff, including confidence and
validity.
Hypothesis 4: job satisfaction affects directly and meaningfully on the employees' organizational
commitment.
Evidences show that organizational commitment of the employees is directly affected by job
satisfaction. Moreover, organizational dynamism depends on factors such as the presence of
skilled and creative persons. The employees should be loyal to the organization. The loyalty of
the employees causes more organizational development.
It is important to investigate the relationship between job satisfaction and organizational
commitment as the two variables having influence on the development of organizational goals
and the employees learning. The employees can help the organization to fulfill its objectives.
Through being satisfied, the employees can help the organization to fulfill its goals. The
employees of Telecommunications Company try to preserve their job opportunities because
transfer of learning is impossible. Such behavior has negative influence on the relations between
the employees and the managers. Therefore, the managers should allow the employees to
participate in decision makings in order to stabilize their positions. They should make clear the
employees' role in order to increase their affiliation and effectiveness.
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