Analysis of Managerial Factors on the Performance of Small and Medium-Sized Enterprises (SMEs) in Manufacturing Sector in Ho Chi Minh City- Vietnam. (Published)
This paper was conducted by qualititative and quantititative approach, and the primary data was collected from SMEs in manufacturing sector in Ho Chi Minh City (HCMC). The main objectives of this study is to analyze the factors affecting the SMEs’ performance in manufacturing industry in Ho Chi Minh City. In the first stage, the authors applied the deep-interview to the experts to discover the factors in contemporary management based on the management theories effecting on the performance of Vietnamese SME(s) in HCMC. In the second stage, the researcher used the quantitative approach to collect data from 200 people who work in the Vietnamese SMEs in manufacturing sector in HCMC. In general, in these factors, the most affecting factor to SMEs in the manufacturing sector in HCMC, Vietnam was Organizational Commitment, next was Business Planning, Controlling, and final one was Strategy Implementation. In conclusion, H1, H2, H3, H4 for the theorical research model were accepted.
Principals’ Transformational Leadership Practices as Determinants of Organizational Commitment and Value Re-Orientation among Secondary School Teachers (Published)
This paper examined the transformational leadership practices of secondary school principals and the extent to which they predict organizational commitment and value re-orientation of teachers in Akwa Ibom State, Nigeria. Survey design was adopted for the study. Seven hundred and ninety-nine respondents were drawn using stratified random sampling technique from a population of 5,339 teachers for the study. One research question and two hypotheses guided the study. An instrument with 48 items titled “Principals’ Transformational Leadership Practices, Organizational Commitment and Value Re-orientation Questionnaire” was utilized for data gathering. Cronbach Alpha reliability index of the instrument was 0.88. Multiple statistical procedures such as means, standard deviation and regression analysis were employed in data analysis. The two hypotheses were tested at 0.05 level of significance. From the findings it was revealed that principals’ transformational leadership practices were high, while there was a significant effect of principals’ transformational leadership practices on organizational commitment and value re-orientation of teachers. Premised on the findings of the study, it was recommended that managers of secondary education should encourage principals to adopt transformational leadership style since this has been found to positively affect organizational commitment and value re-orientation of teachers.
The present study aims to examine the impact of leadership styles on organizational commitment at Jordanian banks. The study’s sample consists of (390) employees that will help answering the study’s questions and hypotheses; besides, the researcher developed a questionnaire for the detection of leadership styles dimensions (transformational leadership style, transactional leadership style ,and laissez faire leadership style) and the level of organizational commitment. The most important findings and conclusions of the research are: The arithmetic mean of the estimates of employees at Jordanian banks towards leadership styles were moderate. The arithmetic mean of the estimates of employees at Jordanian banks towards organizational commitment were moderate. Regression results indicates that there is statistically significant effect for leadership styles on organizational commitment at Jordanian banks. Besides transformational leadership style influence came first concerning the size of the effect.
Exploring the Relationship between HR Practices and Organizational Commitment in Egyptian Organizations: The Mediating Effect of Job Satisfaction (Published)
Organizational commitment is regarded as the strongest motivator for all employees` positive outcomes. HR practices aim at directing the organization towards positive individual and organizational outcomes. HR practices influence organizational performance through satisfying employees` needs, which is argued to generate favourable HRM outcomes such as, job satisfaction and organizational commitment. Despite the concern with studying the positive impact of HR practices, few studies have explained the reasons behind these outcomes. The present study aims at exploring the impact of HR practices on employees` organizational commitment. The study investigates whether job satisfaction mediates the relationship between HR practice and organizational commitment. The study was conducted at the three public foreign trade companies in Egypt. Questionnaires were used for data collection (N=362). Findings provide evidence that job satisfaction mediates the relationship between HR practices and organizational commitment. HR practices and organizational commitment were found to affect the three types of commitment (affective, continuance, and commitment). Also, the study provides evidence that demographic factors cause differences in employees` perceptions of HR practices, job satisfaction, and organizational commitment.
ANALYSIS OF THE ROLE OF INDIVIDUALS AND BUSINESS TO INCREASE PRODUCTIVITY THROUGH CULTURAL ORGANIZATION OF WORK COMMITMENTS, ORGANIZATIONAL, SERVANT LEADER AND HUMAN RESOURCES DEVELOPMENT IN DEALING ERA AEC (ASEAN ECONOMIC COMMUNITY) 2015 (Published)
This study aims to provide answers to most of the corporate world and the business world on the issue of increased productivity through the dimensions of organizational culture, organizational commitment, as well as servant leadership and human resource development in the era of the Asean Economic Community in 2015, due to the observation and size outside the lot’s values down to dimensions on Company productivity -Corporate, the more pemurunan value on productivity caused by an imbalance between leadership style and organizational culture and commitment arising from the individual, so that the level of productivity karyawanpun influence, and therefore researchers will examine issues very krausal to increase productivity levels through a variety of dimensions that influence to prepare the era of AEC Asean Economic Comunity 2015 and to increase productivity, especially in the organization and will examine the effect of productivity through organizational culture and commitment, human resource development for the era of AEC 2015 .Penelitian uses quantitative analysis and qualitative approaches to multiple linear regression analysis method, amous and using the software SPSS for Windows 20.0, of the findings are expected to be found positive results and can reflect the broader quality and certainty in order to help improve the level of productivity of the organization
Employee loyalty can be defined as employees being committed to the success of the organization and believing that working for this organization is their best option. The aim of the study was to find the impact of organizational commitment on employee loyalty in Pakistani organizations. This study also finds out the relationship between financial benefit, manger attitude and organizational commitment. At last, the factors affecting employee loyalty was also determined. To achieve the aim of the study questionnaire survey was used. The results show that there is a positive and significant impact of organizational commitment on employee loyalty in Pakistani organizations.
Employee Work Engagement and Organizational Commitment: A Comparative Study of Private and Public Sector Organizations in Ghana (Published)
Employee engagement remains a relatively virgin area especially in the Sub-Saharan region. The present study investigated employee work engagement and organizational commitment using a comparative approach of private and public sector employees in Ghana. One hundred and five (105) employees of three public and three private organizations with analogous characteristics in the Accra Metropolis of Ghana were purposively sampled. Four hypotheses were tested. Pearson product-moment correlation and Independent t-test were the statistical tools used in analyzing the data collected. The findings of the study revealed a significant positive relationship between employee engagement and employee commitment. Employees of private organizations have a higher level of employee engagement and organizational commitment than employees in public organizations, and long-tenured and short- tenured employees did not differ in commitment levels. The findings of this study are discussed with reference to the reviewed literature, Job Demand-Resources Model and Social Exchange Theory. The present study points out the need for employees to be provided with resources needed to perform their work roles since it has consequential effects on employee engagement and organizational commitment