Frequency: Quarterly E- ISSN: 2250-0189 P- ISSN: 2249-0957 Abstracted/ Indexed in: CNKI Scholar (China National Knowledge Infrastructure), Ulrich's International Periodical Directory, Google Scholar, SCIRUS, Genamics JournalSeek, Journal Directory
Quarterly published in print and online "Inventi Impact: Human Resource" publishes high quality unpublished as well as high impact pre-published research and reviews catering to the needs of researchers and professionals. The journal focuses on all the areas pertaining to human resource management with special emphasis on expanding role of strategic human resource management in a fast-changing global environment. The journal invites papers on future trends in human resource management, research in the areas of strategic management, international business, organizational behaviour, personnel management and industrial relations.
The objective of this study is to investigate the impact of organizational leadership on promoting innovation.\nA detailed literature review is used, and it was completed by statistical techniques as follow: graphical and tabular\nrepresentation of Data, factor analysis, and reliability analysis.\nThis analysis revealed that organizational innovation is promoted through collaborative leadership. Companies\nare urged to promote collaborative leadership.\nThis dissertation is among the first to highlight the effect of collaborative leadership on organizational innovation.\nIt provides a valuable platform for Leadership scholars and practitioners who search for improving leadership, and\norganizational innovation....
This study aimed to investigate how scenario-based planning (a strictly cognitive management tool) can be combined with organisational change navigation (a practice addressing the emotionality of change) and how this integrated process should be aligned with the prerequisites imposed by a developing country context and an Afro-centric leadership perspective in order to make the process more context relevant and aligned.\nA management tool incorporating the change navigation and the unique features\nof developing countries and Afro-centric leadership was formulated and empirically validated. This management tool is referred to as a change navigation based, scenario planning process (CNBSPP)....
The aim of this empirical paper was to show the comparison between the effectiveness of Human Resource (HR) professionals and the organizational factors (namely, leadership, organizational support and reward system), based on a study on the HR professionals in two private universities ââ?¬â?? A university(AU) in Pakistan and B university(BU) in Malaysia. Both are private universities which have multi disciplinary business, technology and education related programs. Both institutions own sophisticated systems (both humans and technology). Consequently, the human resource management (HRM) practices in AU and BU could be said to be quite advanced because of this. The approach employed in this study was to gather data on the human resource professionals from the perspectives of knowledge workers (the faculty members) in the two institutions. The data was collected through survey questionnaires which were distributed to 110 AU and 150 to BU knowledge workers. However, 73 questionnaires were returned from AU (response rate 70 %) while only 66 questionnaires were obtained from BU (44 % response rate). The study shows that there was a correlation between leadership and HR effectiveness in AU (0.58) and also in BU (0.699). The correlation between organizational support and HR effectiveness was low in AU (0.49) but strong in BU (0.673). The correlation between reward system and HR effectiveness was found to be fair for both AU (0.53) and BU (0.51). For AU, the weakest predictor was organizational support (0.49) while for BU, it was the reward system (0.51)....
Servitization is a competitive strategy for product companies to create differentiation\nadvantage by adding services to products. One of the major challenges on implementing the\nstrategy is that the leadership that used to develop a successful product-oriented business now\nturns into an obstacle in the process of servitization. Leadership is closely related to business\nfield. In the paper, the essence of servitization is interpreted from three levels: service as an\nintangible product, service as a contextual experience and service as a value co-creating\nprocess. Based on an in-depth case study, the research introduces the new concept on leading\nthe transformation towards servitization: vision co-creation with employees. The paper also\nprovides practical implications on conducting various steps of vision co-creation....
Orientation: Career research in organisations has increased in importance since the 1970s,\r\nwhich heralded new directions for organisational career research and practice both globally\r\nand nationally.\r\nResearch purpose: The study critically reviewed trends in organisational career psychology\r\nresearch in South Africa from 1970 to 2011 in terms of global and present national challenges\r\nthat require empirical investigation in the contemporary South African world of work context.\r\nMotivation for the study: The increasingly complex contexts, in which people have been\r\npursuing their careers since the catalytic 1970s, demand the continuous generation and\r\ndevelopment of knowledge for the benefit of the discipline and practice of careers.\r\nResearch design, approach and method: A broad systematic review was carried out to analyse\r\ndocumented academia research (N = 110) on careers from 1970 to 2011, which was published in\r\nsix accredited South African scientific journals.\r\nMain findings: Much of the research addressed issues pertaining to career theory and\r\nconcepts, the world of work and career assessment and technology. Career development,\r\nprofessional issues and organisational career interventions in the multi-cultural South African\r\ncontext appear to be under-researched.\r\nPractical/managerial implications: The insight derived from the findings can be employed by\r\nacademia and researchers, in this field, to plan future research initiatives that will contribute to\r\nthe profession and practice of career guidance and counselling in the contemporary workplace.\r\nContribution/value-add: The findings provide preliminary insight that adds to the body of\r\nknowledge concerned with career studies in the South African organisational context....
The group is widely recognized as an important sociological unit of analysis in the study of organizational behavior. Studying groups is especially valuable when the dynamics are analyzed. Group dynamics is concerned with the interactions and forces among group members in a social situation. When the concept is applied to the study of organizational behavior, the focus is on the dynamics of members of formal or informal work groups and, now, teams in the organization. Group dynamics is concerned with the interactions and forces among group members in a social situation. These stages of group formation are: Forming\r\nStorming ,Norming, Adjourning and Performing. Group are successful because of variables such as the ability of the group�s members, the size of the group, the level of conflict, and the internal pressures on members to conform to the group�s norms. Employees in an organization may form a group for economic, security, or social reasons.\r\nGroups are a subset of a larger organization system, we can extract part of the explanation of the group�s behavior from an explanation of the organization to which it belongs.\r\ngroup behavior considers the processes that go on within a work group, the communication patterns used by members for information exchanges, group decision processes, leader behavior, power dynamics, conflict interactions.\r\nTasks can be generalized as either simple or complex. Complex tasks are ones that tend to be novel or non routine. Simple ones are routine and standardized. Individual and group decisions each have their own set of strengths. \r\nBesides the work coming out of social psychology, more specific focus on the impact that groups have on employee behavior, especially the contribution to satisfaction and performance, has also received attention.\r\nA work group is a group that interacts primarily to share information and to make decisions to help each member perform within his or her area of responsibility. The Three most common forms of teams you�re likely to find in an organization are problems-solving teams, self-managed teams, and cross-functional teams. teams do go beyond traditional formal work groups by having a collective, synergistic (the whole is greater than the sum of its parts) effect. Besides going through the steps of training teams to become effective self managing entities, team experts agree that they must also be monitored and evaluated on a continuous basis....
In business world of today, the rivalry fact in tourism has reached the summit level. Rivalry that we face in\nevery sector causes both establishments and wage earners to act away from moral values. In consideration of that\ntourism is an effort-dense sector and especially border-unit worker give service one by one and face to face, it is\nunderstood that how significant it is that wage earners must act ethically. The first reason of this study is to measure\nthe perceptions towards business ethics of the students who work as full time wage earners in summer season\nin tourism industry. To obtain research data questionnaire technique was used and in the evaluation of the data.\nActs towards Business Ethics Questionnaire (ATBEQ) was used that was developed by Neumann and Reichel\n(1979). All the data of the research was obtained from the students at faculties, collages and vocational school of\nBal?kesir University. In the result of data it is found that business ethic perceptions range because of various facts.\nBesides students whose positive perceptions are higher towards business ethics also believe that it is impossible for\nestablishments to act completely ethical....
The main purpose of the study is to assess the role of work motivation on employee�s performance\nlevel in private schools in Saudi Arabia. The research aims to determine the factors that affect employees�\nmotivation and its impact on job performance. In recent years, research showed that\nthere was a direct relation between employees� motivation and business performance. In the field\nof education, which is a service business, it is very important for business profit and productivity\nto identify motivational factors that increase employees� performance. The research is based on a\nquantitative research method. The data in this research were mainly obtained by using questionnaires.\nMoreover, the research was conducted on a selection of private schools in Dammam that\nare located in the Eastern Province of Saudi Arabia. 150 employees were selected as a sample from\nthree different schools. Only 119 questionnaires were suitable for a statistical analysis that equals\nto 79% of the total sample. The data were collected via a questionnaire covering four variables\nsuch as leadership style, organizational environment, salary, and stable future. The research\ntested the effect of these variables mentioned above on employees� performance....
The developing nations around the world implement various initiatives to enhance the common man’s participation in the democracy so as to effectively attain the moral ideology of good governance. The implementation however fails to provide the desired results it may be as a result of numerous flaws and deficits within the functioning of the governments and various agencies. The review study thoroughly explains the flaws and benefits of various schemes implemented around the world. The study also explains that the major disadvantages faced around the world in democratic nations are failure to implement and practice democracy at local level rather than practicing it at the central level. It explains the true meaning of noble and good governance, which is directly correlated with the empowerment of the common man in a democratic model of a society rather than that of empowering an institution....
Policy formulation is a crucial stage of the policy implementation process which also is an explicit theme of policy plan. The public policy stipulation is a stage in the decision phase of the policy framework that includes formulating the aim and opinions, expenses and remunerations of each option and choice. It calls for stating a lot of policy alternatives and public policy tools to address a problem as a resolution that a prepared circle of resolutions and is done for the concluding results out of which the decision makers elect by judging the viability, political recognition and benefits. The attention to formulate a policy is too embedded in work on policy communities and networks. On the other hand, the formulation process will need the motivation and participation of different participators. Further, with their entrances of new participators and new ideas that will effectively play efficient roles in the policy design process. In the context of rising nations, this review study aims to test the theoretical account of policy formulation and the type of feasible solutions or alternatives for settling the policy problems. Therefore, the construction of the sub-system with two parts of the discourse community and interest network will determine the participation of different policy participators and ultimately chose the public policy resolutions....
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