Current Issue : July - September Volume : 2018 Issue Number : 3 Articles : 5 Articles
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....
The purpose of this study is to analyze the innovation of an organization�s management,\nstrategic factors that support organizational management, efforts made, relationships with\nhuman resource development and application to human resource development. This research is\na qualitative research with content analysis method. The data source in this research are\ndocument of five international articles, data collection, data analysis up to the presentation of\ndata adopting Huberman and Milles model. Level of management maturity, organizational\nculture concepts and organizational performance and Information Technology systems in\nservice to support their management. The success of the institution in carrying out its vision\nand mission cannot be separated from the readiness of human resources and facilities available.\nInnovation of an organizational management, Strategic factors that support organizational\nmanagement, efforts undertaken, relationships with human resource development and\napplication to human resource development are all dependent on Information Technology\n(Computer Applications), reliability and skill of human resources in using the application....
The future prospects of SMEs (small and medium enterprises) in Germany depend on creative\nemployees as key actors. Nevertheless, several studies investigated inequalities especially\ndiscrimination in the labor market intensifying brain drain. Social discrimination has great\nimpact on the capabilities of people, particularly in labour. Disadvantages are exposed to a lack\nof opportunities with the result of a capability gap. A widely known management tool to handle\ndiversity and prevent discrimination in organizations is called Diversity Management. This\nmanagement concept offers competitive advantages but it is mostly a management tool of\nbigger enterprise performances. This paper will present a process of enabling and empowering\nmanagement process of capabilities. It is presented by the example of the ââ?¬Ë?Solution Cycleââ?¬â?¢ which\nwill be called a participatory process design contributing to the lack in the classical diversity\nmanagement approach....
The prime purpose of this study is to consider the changes in management paradigms that\nwill be required to successfully motivate as well as retain Generation-Y employees (Gen-Y) to\nachieve the goals of the organization. Given the strategic importance of human resource\nmanagement in creating competitive and sustainable service organizations, the entry of Gen-Y\nto the working world, will entail extensive research for the organization to determine better\nstrategies to retain them. A questionnaire survey was administered conveniently to 250 Gen-\nY employees. This study analysed the relationship between recognition, relationship with coworkers\nas well as tech-savvy and employee retention. The Pearson Correlations analysis\nshowed that all the three factors of recognition, relationship with co-workers as well as techsavvy,\nhave a positive relationship with employee retention. Regression analysis revealed\nthat the factor which most contributes to Gen-Y retention is recognition (�²=.629, p<0.01)\nfollowed by relationship with co-workers (�²=.252, p<0.01) and lastly tech-savvy (�²=.629,\np<0.01). The researchers provide some recommendations for future research to be\nimplemented by applying the emotional intelligence theory or social capital theory that could\nmoderate the relationship between the independent variables and dependent variables....
The purpose of this paper is to examine the mediating role of strategic human resource\nmanagement between the mechanisms of institutionalization made up institutionalization\nprocess and the stages of institutionalization. This issue is researched in the light of data\ncollected through a survey of 125 businesses with human resources department, which are in\nKocaeli organized industry region. The assessment of the data is done with structural\nequation modeling. The analysis shows that strategic human resource management has a\npositive effect on institutionalization process. The main limitations of this study are the\nquantity and quality of sample and the number of data that are used in this study. While the\nresearches that examine theoretically the relations between institutional theory and strategic\nhuman resource management exist, the hypothesis in this study is analyzed by using\nempirical data....
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