The present study was conducted to investigate the effect of work- life balance on psychological safety of staff with the mediating role of organizational optimism. The study in terms of purpose is practical and in terms of methods of data collection is survey from group of descriptive researches. The statistical population is female faculty members in the faculties and research institutes of Shahid Beheshti University 163 persons, The number of statistical samples obtained is 65 people. The tool of data collection is questionnaire of work – life balance provided by Agha et al. (2017) and questionnaire of optimism provided by Carver et al. (2010) and questionnaire of psychological safety of staff provided by Maslow (2004). Data analysis was performed with Structural Equation Modeling approach (SEM) with partial least squares method through Smart-PLS 3 software. The findings of this study showed that proposed research model is validated and based on it; Work- life balance has led to organizational optimism and this has an impact on psychological safety of staff. Also, organizational optimism variable plays an intermediary role in the relationship between work – life balance and psychological safety of staff.
Background: The potential of digital technologies is far from being exhausted for patients. The regulatory framework becomes a brake on innovation due to digitalisation, but also due to the trend towards individualisation. Strategies, corporate culture and processes, which are necessary for the design of high-quality and cost-effective healthcare services, are still lacking in many healthcare providing organisations. Health Services 4.0 and patient integration as leverage: With Health Services 4.0 it is possible to improve the outcome of the individual healthcare service and meet the regulatory requirements. This requires the capabilities of the provider to dynamically balance exploitation and exploration. The challenges are to develop innovations in a continuously changing working environment and/or to adapt (medical) technical innovations into their own service processes. Conclusion: This article is focused on hypotheses of cause-and-effect analyses formulated as scenarios, related to the implementation of digital technologies in order to improve efficiency and effectiveness for a high medical expertise as well as for a higher level of service quality. The output is a more detailed analysis of key value drivers, success factors as well as internal and external value generators for the design of Health Services 4.0. Up to now many issues regarding the use of digital technologies are still only partly analysed and not yet proved for a more efficient care on high-quality level. The company's capacity for ambidexterity is becoming an important dynamic capability, with on one hand flexibility for new developments and on the other hand stability for hard factors in physical value chains and soft factors in value-oriented attitudes and behaviour based on empathy. This article was previously published in German in "Monitor Versorgungsforschung" under the original title " Personalisierung von Behandlungspfaden – Das Potenzial digitaler Technologien". This translated version faithfully reflects the authors, data, and interpretations of the original.
Mohammad Keshavarz, Hossein Damghanian, Seyyed Abbas Ebrahimi
et al.
The aim of this study was to determine the effect of environmental sensitivity on , Employee Pro-Environmental Behaviour, considering the role of mediating effect of Social comparison nudge and Green nudge. The purpose of this study is descriptive and survey method. The statistical sample in this study was 189 employees of the environmental organization of Semnan province who were selected randomly. In order to analyze the data, partial least squares method was used. The findings indicate that the instrument of measuring is well-suited and its reliability coefficient is more than 0.7 for all research structures. The results indicate that environmental sensitivity has a positive and significant effect on Employee Pro-Environmental Behaviour. Also the environmental sensitivity has a positive and significant effect on Social comparison nudge and Green nudge. On the other hand, the Social comparison nudge has a negative and significant effect on the Employee Pro-Environmental Behaviour, but the Green nudge has a positive and significant effect on these behaviors. In addition, the Social comparison nudge and Green nudge does not play the role of mediation between environmental sensitivity and Employee Pro-Environmental Behaviour. With notice of ignoring the role and importance of organizational nudges, it can be said that this research has a novel and fresh look at this category, which can lead to the emergence of more nudges to improve and strengthen behaviors in the organizational arena.
Purpose – For change initiatives to succeed, change managers are required to address recipients’ needs. Although strategies to deal with change recipients and their resistance are widely explored, there is a dearth of studies that consider the different salience of change recipients. This paper aims to propose a framework on the effects of participation and coercion as strategies to deal with change recipients and their impact on change derailment. Design/methodology/approach – Conceptual based upon that change recipients are classified into three levels according to their salience in relation to change. Based upon the recipients’ power and legitimacy in relation to change, stakeholder salience theory constitutes a theoretical provision used in this research to categorize the salience of change recipients. Findings – The framework integrates change recipients’ salience levels (i.e. definitive, expectant and latent) and the effects of participation and coercion strategies on change derailment in times of organizational re-creation. The paper develops six hypotheses, which yield insights that advance the understanding of dealing with change recipients in the context of organizational re-creation. Research limitations/implications – The paper is conceptual and not yet tested empirically. To empirically test the framework, research adopting survey methodology to gather data from organizations that experience a re-creation change as defined in this paper. The unit of analysis for future research is described in this paper and it is how organizational re-creation is defined in this paper. Originality/value – Stakeholder salience theory is used to develop a framework that combines three classes of change recipients’ salience, as well as the effects of two strategies to deal with them and their resistance (i.e. lack of involvement and coercion) to examine their influence on change derailment. The potential contribution will expand the current literature discussed in this paper about dealing with change recipients’ resistance to change.
As English is becoming more and more the language of the global market, the teaching/ learning of English for business purposes is at risk of separating the language from its culture. However, cultural sensitivity is an integral part of the interaction between languages and thoughts in the business domain, especially in the field of international trade, which plays a vital role in the understanding of the way other people think, behave, act, and react accordingly. This paper aims at underscoring the essential role played by culture in both teaching and learning of English for commercial aims since the cultural context could not be divorced from its language. Hence, showing the extent to which language skills are tightly linked to the cultural paradigm is of paramount importance. Moreover, emphasizing the inseparability of language and culture would be demonstrated through the critical role played by culture in business and commerce classes, as well as how discarding culture could be an obstacle for the teaching and the learning of the language. Keywords— Language and Culture; Teaching English for Business Purposes; Role of Culture. In todays’ world, English language is becoming the primary communication source of business globally, as well as many other social sectors. Subsequently, the main reason behind holding the title of the international language, is that English acquisition is a linguistic competence which would favour its learner over learning any other languages for the simple fact that he is going to communicate with different people worldwide not only English-speaking ones.Hence, the learning of English is a quite essential process in regards of the educational as well as the professional levels. Schools, universities, enterprises, companies, and many other international institutions opt for teaching and learning English, simply because it is the most commonly used foreign language. In business, English is again the dominant language in the global market place. Thus, for work opportunities and more advantages for those who are interested in entering the work force whether be a student of business and commerce, a businessperson, or an entrepreneur, they all should apply for English courses. However, the teaching of English for business purposes in Algerian vocational, private schools, and even universities are predominantly preoccupied with providing the learners with well-condensed language courses that are purely linguistic and have nothing to do with teaching the language within its context.In other words, teaching English in in a contextualized situation and in relation to its culture is given less importance and attention. This paper tackles the problem of teaching and learning English language out of its cultural context for business purposes in specific. Not with standing the challenges of teaching culture for business students who are ostensibly more concerned with the vocabulary used in business situations like negotiating, business meetings, telephoning, writing business letters. Therefore, this research tries to advance some strategies of using culture as a context for teaching Business English in order to make the learning of English both enjoyable and fruitful, besides rising the cultural awareness and openness of future business people to others’ culture. The demand over the teaching and learning of English for business purposes has been noticeably increasing over the last two decades. This remarkable need in acquiring English was due to the growing interest in the international business and commerce worldwide (Boyd, 1991).Yet, this newly initiated sub-discipline of English for specific purposes (ESP), or ESP-B, has recently started being widely recognized in the field of teaching English. It is eminently important to know about the underscored goals of teaching English for Business purposes. In fact, the studying of English in Business classes, in general, is heavily based on the communicative skills more than any other skill. Therefore, the main target in language acquisition for different business settings is to work more on the communicative competence that includes language skills as discourse and sociolinguistic competence. However, these oral skills are needed not International Journal of English Literature and Social Sciences, 5(5) Sep-Oct 2020 | Available online: https://ijels.com/ ISSN: 2456-7620 https://dx.doi.org/10.22161/ijels.55.43 1627 only for an effective performance in business, but also in academic settings as well (Boyd,1991). Culture is a concept that has different definitions and covers various societal aspects. Culture extends participating in the construction of a given history, arts, and traditions of a given group within a given society, to being the core of a certain people’s mind-set (Marer, n.d.). The latter, which is our main interest in the process of teaching, is based on the way problems are solved, people are acting and reacting, thoughts are perceived and interpreted, etc. In this respect, the Dutch scholar, Fons Trompenaars (1993), relates culture to “the way in which a group of people solves problems” (p. 07). Yet, other scholars perceive culture as a much broader concept, apart from being a mere problem-solving key. Ned Seelye (1978), for example, stresses on the fact that culture “emerges as a very broad concept embracing all aspects of human life” (p. 13). The broadness of this concept is handicapping the pedagogical operation to choose adequately the optimal scopes under which the teaching and the learning processes would be useful, beneficial, and effective all at once. Furthermore, culture is so vast that teachers could not cover in their courses all aspects of a given culture with its limitless themes, nor could their lectures be fruitful to deal with some unimportant facets of particular cultural components. According to Robert C. Lafayette (1978:1), the depiction of appropriate elements of culture to be part of a curriculum is not an easy job. He states that, Because culture can be defined so broadly, it is often difficult for teachers to select those aspects that should be included in the curriculum at various levels of instruction. The choice ranges from supplying students with clearly identifiable cognitive facts about a culture to bringing about very subtle affective changes in their desire or ability to value people who think, dress, or act differently from themselves. Thevariety and richness that dwell any culture leave the teacher confused upon what cultural knowledge would fit into his class, and meet his students’ needs. Not with standing, the selection of the cultural subjects should initially deal with the observable cultural phenomena that are visible and knowable; moving to the conception of understanding and respecting the cultural differences, or moving from the explicit culture to the implicit one as Paul Marer best describes it. According to him, the explicit culture stands for the seen and observed cultural facts as certain peoples’ rituals, behaviours, common habits, and etiquettes that we should know about. The implicit culture, however, is the hidden part that we should investigate for ensuring mutual respect and shared understanding. It contains the beliefs and values of cross-cultural matters in general. Hence, introducing cultural matters in any pedagogical setting requires a deep thinking of what would be suitable for the aim set by the teacher. Accordingly, the key point in understanding, learning, and teaching any culture in a very effective way, is to get into its different layers, and get closer to its various levels. In his book Riding the Waves of Culture, Fons Tropenaars(1993) pinpoints different layers of culture in a very elucidative manner. He contends, “Culture comes in layers, like an onion, to understand it you have to unpeel it layer by layer” (p. 06). As explained by Tropenaars, the first layer or outer layer represents the explicit or the seen particulars of a given culture. This includes language, architect, art, music, traditions. Middle layer, however, is mainly concerned with the norms found in any society, as what is accepted and refused, what is right and wrong, what is good and bad, etc. The third layer that is referred to as the core of a culture deals merely with the being and existence. The levels of culture, however, has another categorization. Again, Tropenaars(1993) states that there are three levels in every culture: the national, corporate (or organisational) and professional level. Furthermore, those levels are predominantly needed and found in business and work place, as they focus on nation states, organizations, and corporations. The cultural factsat the professional level, for example, differ from one nation to another. This is to say that every country has its own national identity that was shaped due to a set of conventions. As it is well illustrated by Maurer in his description of the Japanese and Americans’ cultural differences in business affairs. Americans are more individualistic compared to the Japanese who tend to be more collectivistic. Accordingly, Americans always aim at being universalist, that is to say that, in business situations, laws, rules and the framework come before relationships. However, the Japanese are more particularistic, giving more importance to relationships than rules. Culture and language are two faces of the same coin. They could never be separated. Indeed, the only way of articulating culture properly is through language that constitutes a great part of culture construction. In pedagogy, the inseparability of language from culture is highly recommended in ESL and EFL classes due to the fact that language, in essence, is a cultural phenomenon that cannot be taught or learnt apart from the cultural International Journal of English Literature and Social Sciences, 5(5) Sep-Oct 2020 | Available online: https://ijels.com/ ISSN: 2456-7620 https://dx.doi
Bu çalışmanın amacı örgütsel güven ile işyerinde yalnızlık arasındaki ilişkilerin araştırılmasıdır. Ayrıca örgütsel güven değişkenlerinin, işyerinde yalnızlık değişkenlerine olan etkisinin cinsiyete göre nasıl farklılaştığı, çalışmanın özgün katkısını oluşturmuştur. Isparta ve Denizli’deki havalimanlarında çalışan 256 kişiye anket uygulanarak toplanan veriler fark testi, korelasyon ve yol analizine tabi tutulmuştur. Araştırma bulgularına göre kadınların erkeklere göre işyerinde daha çok yalnızlık yaşadıkları tespit edilmiştir. Dürüstlük ve güvenilirliğin örgüte bağlılığı arttırdığı ve bağlılığın da işyerinde duygusal ve sosyal yalnızlığı azalttığı belirlenmiştir. Örgüte bağlılıkta erkeklerde güvenilirliğin, kadınlarda ise dürüstlüğün etkisinin fazla olduğu sonucuna ulaşılmıştır. Örgüte bağlılığın, erkeklerde duygusal ve sosyal arkadaşlık yoksunluğu azaltırken, kadınlarda sadece sosyal arkadaşlık yoksunluğunu azalttığı görülmüştür.
Organizational behaviour, change and effectiveness. Corporate culture
1. Introduction In the history of different races and nations, myths have varied functions and they have never faded; but, they have changed their way and function. Many researches are done on Farrah and its types, but none of them has studied Farrah of Zoroaster’s father, his cruelties against his son and transfer of Farrah from mother to Zoroaster. However, public opinion is that in the case of even a small mistake or misguidance, Farrah turns away from the person; in no text, it is noted that Farrah leaves Purvashasb. In this paper, the question is why, despite the public opinion about Farrah that in case of mutiny or bad deed it leaves its owner, there is no text about Farrah leaving Purushasb. In this research, by studying Farrah, its traits and functions, manners and causes of Farrah leaving its owner are studied. Here, Purvashasb’s Farrah, what effect it had on his life and why Farrah didn’t leave Purvashab are surveyed. Two points highlight the importance of this research. The first is the lack of research on Purvashasb and the fact that the concept of Farrah, as one of the most basic Zoroastrian concepts, will be clearer by fundamental research, especially on a person such as Purvashasb, father of Zoroaster, who is one of the first people who owned Farrah. To this end, by looking at the concept of Farrah and its characteristics, the cases cited are analyzed with the analytical study of library sources. The general method of research was to analyze and compare the first hand and the second hand texts about the father of Zoroaster, Purvashasb. Based on these sources, Purvashasb’s Farrah, its characteristics and its maintenance with him was studied. 2. Methodology Farrah is a cosmic and Izadi force and a brilliant aura. An Izadi light that has been deposited in its owner and gives him long life, triumph, power, wealth and good fortune. Farrah is also the shining symbol of the ideal king and the glowing symbol of the kingship. Farrah is related to celestial stars of Ahurmazda, Amashaspandan and gods and is associated with the concept of a life-giving force with the waters of the Farakhkart sea and the Hirmand River, haoma and seeds and semen of the living creatures. Therefore, Farrah has a fetal and seminal concept in which the elements of the semen of life are known. So, Farrah is a part of the essence and divinity that assigns humanity to man. The relation and correlation with the light is of great importance because the material and spiritual faces of Farrah are signs of the light and aura. In the history of Zoroaster, Farrah also appears with light, brightness and fire. In the story of the birth of Zoroaster, Farrah, has become apparent in the form of the fire that propagates light. This fire came from eternal brightness, and forty-five years before Zoroaster reached Ahuramazda, it merged with the Zoroaster’s mother, and Farrah was combined with fire in Zoroaster’s mother. Farrah appears differently at the time of leaving its owner. For example, it parts with Jamshid as a bird (namely vārǝγna-); it also follows Ardashir in form of a ram. But, about the existence of Farrah in the father and mother of Zoroaster and why, despite the complicity of Purvashasb with demons to destroy Zoroaster, Farrah doesn’t leave Purvashasb. 3. Discussion Purushasb is the father of Zoroaster and the son of the Patiritarasb of the family of Sepitman. He was the fourth person to squeeze haoma and as a reward of his good deeds, he had a son named Zoroaster. After marrying Dughdu, for years he wished to have a son. Athron, Arteshtar and Vastriush were his son. That’s why Amshaspands Bahman and Ordibehesht appoint Purvashasb to search haoma. Purvashasb travels to the Daeti River. Surprisingly, he reaches that tall tree. He takes haoma and takes it to Dughdu and gives it to her. Purvashasb grinds the haoma that contains frawahr of Zoroaster and mixes it with cow’s milk. Purushasb and his wife drink from this milk mixed with haoma. Farrah which is in the body of Dughdu, Combines with fouhar and body of Zoroaster and by the intercourse between them, the sprout of Zoroaster is conceived. At the time of his birth, Zoroaster laughs instead of crying; demons deceive his father that his son is crazy, so Purvashasb tries to kill his own son Zoroaster. Here, a few points are notable: First, the laughter of Zarathustra after his birth, the stopping of spells and the death of the magicians who had wounded Zoroaster during his childbirth and childhood, Zoroaster’s return to the wizards by his father in order to kill him and salvation of Zoroaster from these disasters, were all miracles to show how Zoroaster is great and extraordinary. This wasn’t the only cause of the happiness of Purvashasb. He believed that the divine Farrah, that Ahuramazda had given to Zoroaster, was the guardian of Zoroaster's soul. It was so powerful that, in addition to the owner of Farrah, his close relatives, relatives and animals were protected against various disasters. Second, although magicians erred in belief of Purvashasb in his son, as he himself called for the magicians to kill his son, and in order to compensate for the disasters that occurred in the miracles of Zoroaster to magicians and demons, Purvashasb gave to the magicians; but as Ebrahim (peace be upon him), who wanted to kill Ismael, knew that whatever the outcome would be, the will of God would turn it to a good result. Purvashasb believed that there would be no harmful event for his son, and the divine Farrah of Ahuramazda always guarded him. In this regard, the good thought of Purvashasb is superior to his deeds. Although he has an unpleasant attitude towards his son, his thought is benevolent and his deed is not in contradiction with his duties. Third, undoubtedly Purushasb loved his son, Zoroaster, because he was the source of his life and the rewards of his sufferings. Moreover, the life of Zoroaster was combined with the life of Purvashsab in all aspects. Zoroaster, who had a divine Farrah since childhood, objected to the unpleasant deeds of his father and made him aware. This controversy was not only due to the dishonest actis of Purvashasb against his son, but as part of the tasks of Zoroaster as the future prophet. Fourth, we know that when Zoroaster was seven years old, the wise and smart Barzin Koros went to Purvashasb's house and asked him to send Zoroaster with him as a child who deserves to be well-off and kept away from evil. Purvashasb did so, and Zoroaster was freed from the devil and magic for years. If Purvashasb really wanted his son to be killed, he would not have accepted the offer of keeping Zoroaster away from the demons and magicians. 4. Conclusion In conclusion, based on the findings of the research, since in the Avesta, there are three types of Zoroaster’s Farrah, Kiani Farrah and Iranian Farrah, and moreover, in the Pahlavi texts and Shahnameh Izadi Farrah, people's Farrah and also Iranshahr Farrah are noted, it’s concluded that although, apparently, Purvashasb is deceived by demons and intends to kill Zoroaster, but there is no point in text that refers to Farrah leaving him. This can mean that Purvashasb did not enjoy the blessings of the Farrah from the beginning, and leaving Farrah was for those who needed the divine legitimacy and approval, which is especially true for the kings. According to the ideal king notion, when a king was misguided, his people were also misguided. This is while Zoroaster’s father has no position and only by fulfilling his duties and good deeds has gained the merit of general Farrah; his wish is fulfilled and he is given a divine son. In addition, Purvashasb submits to heavenly test to kill his son, in order to more than before reveal the miracles which were sign of prophecy of Zoroaster. The story of Purvashasb and Zoroaster is not a story of murder and bloodshed, which leads to the loss of general Farrah, but it is a story of his sacrifice and submission, as the same is happening between Prophet Ibrahim and his son, Ishmaeil.
Organizational behaviour, change and effectiveness. Corporate culture, Fine Arts
Bu
çalışmanın amacı, Kayseri ilinde faaliyet gösteren bir imalat sanayi
işletmesindeki işgörenlerin mağduriyet algılamalarının, onların intikam
niyetlerine nasıl etki ettiğinin belirlenmesi ve bu etkide işyerindeki arkadaşlık
ilişkilerinin düzenleyici bir role sahip olup olmadığının ortaya konulmasıdır.
Araştırmanın verileri, saha araştırması kapsamında, anket tekniği ile toplanan,
351 kişinin görüşlerinden ibarettir. Toplanan veriler uygun istatistiksel paket
programlar kullanılarak regresyon analizi yoluyla test edilmiştir. Araştırmanın
sonuçlarına göre, çalışanların doğrudan ve dolaylı mağduriyet algılamalarının,
intikam niyetleri üzerinde anlamlı bir etkiye sahip olduğu ve bu etkide işyeri
arkadaşlığının düzenleyici bir rol oynadığı bulgusuna ulaşılmıştır.
Organizational behaviour, change and effectiveness. Corporate culture
The purpose of this study was to investigate the relationship between emotional deprivation, social companionship and loneliness in organization with wellbeing in work while examining the effect of job control moderator. This study was applied in a descriptive and surveyed manner. The statistical population of this study was 212 employees of public organizations of Semnan who were selected through Accessible sampling. Structural equations’ modeling was used to analyze research data with Smart-PLS software. To assess the validity of convergent validity, the software was used and the cronbach alpha was used to fit the reliability, and its coefficient for all research structures was more than 0.7. The results show that emotional deprivation has a positive and significant effect on loneliness in organization, but social Companionship has a negative and significant effect on the level of employee loneliness. The results of the research confirmed the positive and significant effect of loneliness and wellbeing in work. Also, loneliness in the organization mediates the relationship between emotional deprivation and wellbeing, but does not mediate the relationship between social companionship and wellbeing. Nevertheless, job control modifies the relationship between loneliness in organization and sense of wellbeing.
Р. Р. Вейнберг, О. В. Литвишко, Світлана Миколаївна Сахарова
This article is devoted to an attempt to look at the problems of public administration of the Russian Federation from a different, evolutionary angle. Drawing a parallel between the level of development of society as a whole and the individual with the level of complexity of the structure of companies and the state apparatus, the main evolutionary turns were considered. Each such stage is different from the previous with the style of management in the organization, the complexity of hierarchical structures, requirements and expectations for employees of different ranks, corporate culture. Each organizational paradigm appeared in response to the external environment, stimulating adaptation to the changing reality in one way or another. The diversity and constant evolution of forms of relationships among individuals, organization of the process of their common work and is itself the proof, the cause and the necessity of continuous development of organizational structures. Each stage described in this paper has an existing analog - an organization that consistently operates on the basis of a particular paradigm. Among other things, the most modern forms of organizational structure - the so-called green and emerald organizations were studied: their strengths and weaknesses, the most interesting practices were analyzed. Based on the analysis of companies belonging to different paradigms, conclusions were made about the effectiveness of their practices to solve the fundamental problems of the state organization. Thus, having explained the reasons for the fundamental problems of the present state administration and having identified on the basis of which paradigm the state structures of the Russian Federation operate, the variants of their solution with the use of the experience of the so-called "orange", "green" and "emerald" organizations were proposed. According to the conclusions described in the article, it is impossible to move to a higher level of development by jumping a step or two, and therefore, at the moment it makes sense to consistently introduce selected practices of higher levels of development, carefully analyze the results of their implementation and, by trial and mistakes, to seek their own path of development.
Changes in modern societies originate the perception that ethical behaviour is essential in organization’s practices especially in the way they deal with aspects such as human rights. These issues are usually under the umbrella of the concept of social responsibility. Recently the Report of the International Bioethics Committee of UNESCO on Social Responsibility and Health has addressed this concept of social responsibility in the context of health care delivery suggesting a new paradigm in hospital governance. The objective of this paper is to address the issue of corporate social responsibility in health care, namely in the hospital setting, emphasising the special governance arrangements of such complex organisations and to evaluate if new models of hospital management (entrepreneurism) will need robust mechanisms of corporate governance to fulfil its social responsiveness. The scope of this responsible behaviour requires hospitals to fulfil its social and market objectives, in accordance to the law and general ethical standards. Social responsibility includes aspects like abstention of harm to the environment or the protection of the interests of all the stakeholders enrolled in the deliverance of health care. In conclusion, adequate corporate governance and corporate strategy are the gold standard of social responsibility. In a competitive market hospital governance will be optimised if the organization culture is reframed to meet stakeholders’ demands for unequivocal assurances on ethical behaviour. Health care organizations should abide to this new governance approach that is to create organisation value through performance, conformance and responsibility.
This study presents empirical support for the role of market discipline in augmenting bank capital ratios in a competitive banking environment. Using a panel dataset on domestic commercial banks in Pakistan from 2009 to 2014, the study determines if the market penalized banks for any increase in their risk profile through a rise in the cost of raising funds. The results point to a significant relationship between capital adequacy and other risk factors, with the cost of deposits demonstrating how depositors align the required return to the perceived risk level of the bank. These findings have important implications for policymakers as market discipline could complement the role of regulators, which would eventually lower the cost of supervision. Moreover, the focus of international reforms as seen through the implementation of Basel III should continue to be on developing a more competitive and transparent banking system.
Organizational behaviour, change and effectiveness. Corporate culture, Marketing. Distribution of products
Abstract Cultural transformation from local to global company as a result of merger and acquisition (M&A) had caused radical changes in corporate culture of Indonesian Public Relations Company. Major changes in communication process and management style had caused remarkable grievances among employees which have affected organizational effectiveness. Objective of this study is to examine cultural gap between current and required global company culture. Using Organizational Culture Assessment Instrument, descriptive analysis of 67 respondents was used. Results showed company has not completely successful in transforming its culture after M&A because of lacking competencies in managing employees to be more competitive.
Mónica Andrea Reina Vásquez, Mary Luz Muñoz Zúñiga, G. MarthaLucíaQuintero
The relevance of corporate social responsibility and the integration of quality (ISO 9001), environmental (ISO 14001), and occupational health (OHSAS 18001) management systems in several agro-industrial companies of the departments of Cauca and Valle del Cauca, Colombia, were evaluated. A methodology was designed that allowed a survey to be applied using the Google Drive interface. The advantages and disadvantages of promoting change in the organizational culture, improving the efficiency and effectiveness of production processes, and strengthening internal and external (suppliers, employees, customers, general public) relationships were analyzed.
هدف از این پژوهش بررسی نگرش و علل گرایش جوانان به شبکه های ماهواره ای می باشد. از جمله عواملی که بر گرایش به ماهواره تاثیر گذار است می توان به متغیرهای دموگرافیکی(جنسیت، وضعیت تاهل، سن و تحصیلات)، آموزش و اطلاع رسانی، اوقات فراغت و کیفیت برنامه های ایرانی نام برد که در این پژوهش مورد بررسی قرار گرفته است. در این راستا از پرسشنامه 23 سؤالی محقق ساخته استفاده شد که در بین 100 نفر از جوانان 20 تا 30 ساله شهر همدان اجرا شد و نتایج نشان داد که متغیرهای دموگرافیکی بر میزان گرایش به ماهواره تأثیر ندارد و عوامل اوقات فراغت و کیفیت برنامه های ایرانی تا حد متوسط و آموزش و اطلاع رسانی تا حد کمی بر گرایش به ماهواره تأثیر دارد. همچنین دیگر نتایج نشان داد جوانان تا حد کمی با ایده توسعه بخشی ماهواره و برنامه های آن موافق هستند و تا حد متوسطی با محدودیت آن در جامعه مخالفت دارند. آنها نگرش مثبتی نسبت به ماهواره دارند و تا حد متوسطی نیز به دلیل مسائل اخلاقی˗ خانوادگی و اجتماعی نگرش منفی نسبت به ماهواره پیدا کرده اند.
Social sciences (General), Organizational behaviour, change and effectiveness. Corporate culture