-
Dynamic Organizational Capabilities: The Joint Effect of Agility, Resilience and Empowerment
Mahmoud Abdelaziz Elgamal
Issue:
Volume 6, Issue 2, June 2018
Pages:
44-49
Received:
16 May 2018
Accepted:
14 June 2018
Published:
10 July 2018
Abstract: The paper presents a model of Dynamic Organizational Capabilities (ODCs). The capabilities included are organizational agility, Organizational resilience and human resources empowerment. These capabilities were selected based on reviews of the literature, which showed the potency of these capabilities in terms of their single and joint impact over organizational vitality (OV). The paper went beyond providing a conceptualization of ODCs, to provide an empirical test of it. The model was tested using regression analysis. The results show that validity of the proposed ODC model. The organizational resilience acted as a moderator of the relationship between organization agility and OV. Thus the organizational resilience interaction with organization agility improved significantly the variance explained in OV. On the other hand human resources empowerment acted as a mediator between organizational agility and OV. The conceptual and empirical implications of the results are discussed and the limitations of the study noted, future research direction were pointed at.
Abstract: The paper presents a model of Dynamic Organizational Capabilities (ODCs). The capabilities included are organizational agility, Organizational resilience and human resources empowerment. These capabilities were selected based on reviews of the literature, which showed the potency of these capabilities in terms of their single and joint impact over ...
Show More
-
On the Application of Fraud Theory in the Field of Labor Contract
Issue:
Volume 6, Issue 2, June 2018
Pages:
50-57
Received:
1 June 2018
Accepted:
14 June 2018
Published:
10 July 2018
Abstract: Judging whether a female employee's concealment of the fact of pregnancy constitutes fraud at the time of the conclusion of the labor contract requires starting from the constitutive elements of fraud and proceeding from the objectivie to subjective logical deduction-type argumentation analysis. Female employees generally have no obligations to actively inform the facts of pregnancy, and they passively conceal the silence of pregnancy facts which do not constitute fraud. Pregnancy generally does not belong to the important nature of female workers. The wrong statement of the female worker’s pregnancy status does not constitute an important error. Female employees’ false statements about the fact of pregnancy are generally not illegal and do not constitute fraud.
Abstract: Judging whether a female employee's concealment of the fact of pregnancy constitutes fraud at the time of the conclusion of the labor contract requires starting from the constitutive elements of fraud and proceeding from the objectivie to subjective logical deduction-type argumentation analysis. Female employees generally have no obligations to act...
Show More
-
The Impact of Motivation on Organisational Citizenship Behaviour (OCB): The Mediation Effect of Employees’ Engagement
Issue:
Volume 6, Issue 2, June 2018
Pages:
58-66
Received:
26 June 2018
Accepted:
17 July 2018
Published:
8 August 2018
Abstract: Employee motivation and citizenship behaviours have become important issues in human resource development (HRD). This study examines the relationship between employee motivation, and Organizational Citizenship Behaviours (OCB). The objectives of this research have two folds: (1) to show to what extent does employees’ motivation in the Egyptian governmental sector can affect OCB. (2) To investigate the mediation role of employees’ engagement in the employee motivation -citizenship behaviours relationship. This study was applied at Ministry of Civil Aviation (MOCA) where a sample consists of 300 employees working in (MOCA) were chosen based on their participation in the “future leaders program (FLP)” implemented by the ministry as part of Egyptian strategy 2030. The participants of the FLP were chosen by the ministry based on two criteria: having postgraduates’ qualification and aged between 30 and 45. A mixed design that combining both qualitative and quantitative methods was applied through questionnaires, in-depth interviews and PLA (Participatory Rapid Approach) using focus groups. A statistical SPSS used to test the hypothesized relationships regression, correlation, Hierarchal multiple regression analysis was used. The study’ results revealed that OCB can be developed throughout the application of extrinsic motivation more than intrinsic motivation among employees in the MOCA. The mediation role of employees’ engagement was supported. The study recommended that Ministry should increase the engagement task for highly qualified employees in clear structure tasks.
Abstract: Employee motivation and citizenship behaviours have become important issues in human resource development (HRD). This study examines the relationship between employee motivation, and Organizational Citizenship Behaviours (OCB). The objectives of this research have two folds: (1) to show to what extent does employees’ motivation in the Egyptian gove...
Show More
-
Competence-Enhancing Interventions and Organisational Performance: A Theoretical Review
Idowu Owoeye,
Stephen Makau Muathe
Issue:
Volume 6, Issue 2, June 2018
Pages:
67-77
Received:
2 July 2018
Accepted:
30 July 2018
Published:
23 August 2018
Abstract: The basic assumption in Human resource management is that people remain significant to the attainment of performance that an organisation desires. To achieve performance, it is requisite to invest in the competencies of individuals working in the organisation. The investment entails mobilising the necessary interventions to enhance the competencies of organisational workforce towards achieving organisational performance. While efforts have been concentrated on the studies of interventions for enhancing the skill and knowledge which constitute an aspect of individual competency, the other areas of competency as described by competence iceberg model has been largely unattended to. Therefore, this study presents the review of theoretical and empirical literature of the various interventions for enhancing the competencies of employees and organisational performance. Based on the reviewed theoretical and empirical literature, the study proposes a conceptual model that advances knowledge on what constitutes employee’s competencies and organisational performance, and their relationship, especially in the field of Human resource management.
Abstract: The basic assumption in Human resource management is that people remain significant to the attainment of performance that an organisation desires. To achieve performance, it is requisite to invest in the competencies of individuals working in the organisation. The investment entails mobilising the necessary interventions to enhance the competencies...
Show More
-
Mediating Effect of Motivation on Employees Performance in Private Equity Firms, Kenya
Ngari Evelyne,
Stephen Muathe,
James Kilika
Issue:
Volume 6, Issue 2, June 2018
Pages:
78-84
Received:
12 July 2018
Accepted:
22 August 2018
Published:
21 September 2018
Abstract: Organizations are always in pursuit of finding ways to enhance their performance. One of the ways is to enhance employee performance by incorporating job characteristics that contribute to employee motivation, satisfaction and commitment of the employees. The job characteristics necessary for better performance of employees are skill variety, task identity, task significance, autonomy and feedback. The purpose of this study was to determine the effect of job characteristics on the performance of employees among Private Equity Firms in Nairobi City County in Kenya. The specific objectives of the study were to determine the effect of skill variety, task identity, task significance, autonomy and feedback on employee performance among private equity firms in Nairobi City County, Kenya. The study also sought to determine the mediating effect of employee motivation on the relationship between job characteristics and the performance of employees among private equity firms. The theories used in the study were the Job Characteristics model, Herzberg’s two-factor theory and the Demand control model. The study adopted a descriptive research design and involved a census of all 210 employees in 25 different private equity firms in Nairobi City County, Kenya. Questionnaires were used for primary data collection. To ascertain the validity and reliability of the questionnaire, a pre-test was conducted on one of the private equity firms where the cut-off for Cronbach alpha was taken as a value of 0.7 and the aggregate alpha value in this study was 0.755. The quantitative data in the study was analysed using descriptive and inferential statistics. Descriptive analysis comprising the mean, frequency, percentage and standard deviation while inferential statistics was stepwise multiple regression. The Statistical Package for Social Sciences (SPSS) was used to conduct the analysis. 116 questionnaires out of the 210 distributed were used for analysis, which translates to 55% of the response rate which was adequate for the study. From the findings, variety of skills, task identity, autonomy and feedback were found to affect the performance of employees, while task significance did not significantly affect employee performance. The results also indicated partial mediation by the mediator on the independent variable. The study recommends that Job characteristics be considered in planning and evaluation of employees’ jobs and performance respectively. Increased freedom in decision making and job rotation were cited as some of the ways in which the Private Equity Firms could increase employees’ motivation, hence their performance.
Abstract: Organizations are always in pursuit of finding ways to enhance their performance. One of the ways is to enhance employee performance by incorporating job characteristics that contribute to employee motivation, satisfaction and commitment of the employees. The job characteristics necessary for better performance of employees are skill variety, task ...
Show More
