Current Issue : April - June Volume : 2017 Issue Number : 2 Articles : 5 Articles
The developed countries like South Korea, Japan, Taiwan, and the Middle East have been considered as new\nemerging labour export markets of Vietnam since the late 20th-century. There are many reasons for Vietnamese\ncitizen to choose and go abroad for working and earn the living. Thus, this study aims to explore factors influence on\nVietnamese laborers� decision of working in Taiwan. To obtain the objectives, the authors have drawn out a theoretical\nframework, and questionnaire was designed based on the real context of working environment of Vietnamese workers\nin Taiwanese factories. The data were collected in Taipei and Kaohsiung and carried out by using multiple statistical\nanalyses, including: exploratory factor analysis, reliability analysis, mean point value, and multiple linear regressions.\nOne of the important results shows that the most significant factors affecting Vietnamese migrant�s decision to work in\nTaiwan were individual capacity, impacts from family, and financial reasons. Through this study, the researchers hopes\nto provide useful findings for policy makers and government who have responsible for protecting migrant workers�\nrights and for anyone who cares about positive and negative sides of working abroad....
The objective of this research is to find out the impact of personality type of an employee on his job productivity. A\nsurvey of 10,000 individuals was conducted from different cities to elucidate the associations between organizational\ngoals and a number of intra-organizational variables. In this research, author found that there are many factors\nwhich affect the employee performance and which are either affected by employee�s performance or employee�s\nperformance is affected by them. Among those factors, personality of an employee plays an important role. The\nfindings of the study also have numerous implications for practitioners. At a strategic level, the study suggests that\nexecutives should acknowledge in their change processes that decisions at an organizational level regarding the\npersonality of an employee could have a profound effect on the productivity of an employee. Further, managers of\nfunctions may find it beneficial to manipulate a range of intra-organizational variables to enhance employee\nproductivity....
The aim of this paper is to present the actual scenario of leadership and power in the public sector as well as the\nchallenges in the further development of theory in this subject. This paper shows a cross country analysis conducted\nby analyzing the themes approached by recent literature in different countries related to this subject-leadership and\npower in public organizations. The documental analysis allows-besides the comparison-an integrative review about\nleadership and power in public organizations, what also presents the evolution of the theme in the last few years.\nThe integrative review is conducted by summarizing available publications. It was identified authors, contexts,\nperspectives and focus, then synthesized main results, findings and conclusions. Then the cross-country analysis\nshows that different countries have different trending topics and some patterns were detected. As observed in the\nleadership literature values such as honesty and its impacts in leader behavior-and leadership process-are the most\nsensitive challenges in public service on lower adjusted GDP countries. The lack of ethics may result in significant\nmisuse of power. There is an urgency in to design metrics about this kind of power misuse to avoid individuals to\ndestroy organizations while achieving personal goals. It is presented a maturity gradient, from basic ethics to\nprofessionalization and competences on process-till efficacy. So this study presents trending topics embraced by\nleadership and power in public organizations� nowadays, a debate and integrative review on these topics....
In France, graduates of business or engineering schools and university graduates represent\na population of managers with potential or with high potential. That is why the study of this\npopulation is an important issue for companies. First of all, we need to recall the situation of\nhigher education in France which is divided between the ââ?¬Å?grandes Ã?©colesââ?¬Â and public\nuniversities. The ââ?¬Å?grandes Ã?©colesââ?¬Â represent elite higher education establishments because\nthey are very selective in their admission of students. These schools include business\nschools (for example HEC, ENS, etc.) and engineering schools (for example Polytechnique, les\nMines, Arts et mÃ?©tiers, etc.). The objective of this paper is to study the effect of degree\n(aââ?¬Å?grandes Ã?©colesââ?¬Â degree vs a university degree), gender and age on the perceptions of key\nsuccess factors for promotion. We have also drawn a comparison between managers\naccording to different criteria (sex, degree, etc). Our results have shown that in general, the\nmanagerial characteristics are perceived as crucial for promotions. However, women and\nuniversity graduates attach more importance to technical competencies than men and\nââ?¬Å?grandes Ã?©colesââ?¬Â graduates. Whereas older managers are more inclined to geographical\nmobility and risk taking and would attach less importance to support needs....
To enhance KS, KC and innovation, we must automate the human being ideas and\nconcentrate on the technological development of human capital (brains, minds, and ideas) by\nknowledge management systems, collects and shares knowledge from expert individuals in\nan organization. (Bary, 2005).\nMany companies have used mobile technology to provide totally new processes and services,\nand the impact of these can be identified \"Mobile technology \"(Lamont , 2015)\nFrom the overview of the researcher that KC and KS with the support of e-recruitment inside\norganizations, could The aim of this paper is to propose a model that describes a relationship\nbetween knowledge management processes (knowledge creation, and knowledge sharing)\nwhich these two processes can affect directly on one of the E-Human Resources Management\npractices, it is E-Recruiting in organizations. with new internet tools and applications,\nemployees can communicate the right E-HRM practices inside and outside organizations\nsuch as E-Recruitment to enhance, explore, and construct new models to support new\nproducts and services .in writing this paper I fixed on a strong relationship between KC, KS,\nand E-Recruitment by getting better organizations performance in using the right knowledge\nto the right people at the right time....
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