Pub Date : 2020-12-17DOI: 10.32861/bmer.612.166.175
John Nkeobuna Nnah Ugoani
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
{"title":"Performance Appraisal and its Effect on Employees’ Productivity in Charitable Organizations","authors":"John Nkeobuna Nnah Ugoani","doi":"10.32861/bmer.612.166.175","DOIUrl":"https://doi.org/10.32861/bmer.612.166.175","url":null,"abstract":"Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"24 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2020-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80189087","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
It is axiomatic to acknowledge that the Human Resource Management (HRM) function plays a vital ethically-based role in honoring duties owed to organization employees and other stakeholders. Incorporating the research of the University of Michigan ethics expert, LaRue Hosmer, this paper identifies nine qualities associated with organizational justice as they relate to seven important HRM responsibilities. This paper then offers five guidelines for Human Resource Professionals to consider in honoring their justice-related obligations to those whom they serve.
{"title":"Human Resource Management from a Justice-Based Perspective","authors":"Tahir Masood Qureshi, Mohemmed Absuweilem, S. Alkhateeb, Verl Anderson, Cam Caldwell","doi":"10.5430/bmr.v9n4p9","DOIUrl":"https://doi.org/10.5430/bmr.v9n4p9","url":null,"abstract":"It is axiomatic to acknowledge that the Human Resource Management (HRM) function plays a vital ethically-based role in honoring duties owed to organization employees and other stakeholders. Incorporating the research of the University of Michigan ethics expert, LaRue Hosmer, this paper identifies nine qualities associated with organizational justice as they relate to seven important HRM responsibilities. This paper then offers five guidelines for Human Resource Professionals to consider in honoring their justice-related obligations to those whom they serve.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"25 1","pages":"9"},"PeriodicalIF":0.0,"publicationDate":"2020-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90508039","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Scholars in strategic management argued that strategic agility measures do enhance firm performance and mitigate environmental turbulence risks. This study therefore examined the moderating effect of environmental turbulence on the relationship between strategic agility and performance of oil and gas marketing companies in Lagos State, Nigeria. Population of the study was 515 managers of major oil and gas marketing companies in Lagos State. Cross-sectional survey research design was adopted with total enumeration. The research instrument was found reliable and valid with Cronbach’s alpha and KMO greater than 0.7 and 0.5 respectively. The data was analyzed using descriptive statistics, Pearson correlation, and multiple and hierarchical regression methods of analyses. Findings revealed that among oil and gas marketing companies in Lagos State, Nigeria, there was positive and significant relationship between strategic agility and performance; strategic agility had positive and significant effect on performance while environmental turbulence significantly moderated the relationship between strategic agility and performance. The study concluded that strategic agility affected and related with firm performance and also environmental turbulence moderated the relationship between strategic agility and performance of oil and gas marketing companies in Lagos State, Nigeria. Therefore, it is recommended that oil and gas marketing companies in Nigeria should fully and dynamically embrace strategic agility practices and continuously develop their capabilities for proper and timely sensing of and responding to changes in their business environment in order to improve their performance over their competitors. Limitations of the study and areas for future research were highlighted.
{"title":"The Moderating Effect of Environmental Turbulence on the Strategic Agility-Performance Relationship: Empirical Evidence from Lagos State, Nigeria","authors":"M. A. Arokodare","doi":"10.5430/bmr.v10n1p1","DOIUrl":"https://doi.org/10.5430/bmr.v10n1p1","url":null,"abstract":"Scholars in strategic management argued that strategic agility measures do enhance firm performance and mitigate environmental turbulence risks. This study therefore examined the moderating effect of environmental turbulence on the relationship between strategic agility and performance of oil and gas marketing companies in Lagos State, Nigeria. Population of the study was 515 managers of major oil and gas marketing companies in Lagos State. Cross-sectional survey research design was adopted with total enumeration. The research instrument was found reliable and valid with Cronbach’s alpha and KMO greater than 0.7 and 0.5 respectively. The data was analyzed using descriptive statistics, Pearson correlation, and multiple and hierarchical regression methods of analyses. Findings revealed that among oil and gas marketing companies in Lagos State, Nigeria, there was positive and significant relationship between strategic agility and performance; strategic agility had positive and significant effect on performance while environmental turbulence significantly moderated the relationship between strategic agility and performance. The study concluded that strategic agility affected and related with firm performance and also environmental turbulence moderated the relationship between strategic agility and performance of oil and gas marketing companies in Lagos State, Nigeria. Therefore, it is recommended that oil and gas marketing companies in Nigeria should fully and dynamically embrace strategic agility practices and continuously develop their capabilities for proper and timely sensing of and responding to changes in their business environment in order to improve their performance over their competitors. Limitations of the study and areas for future research were highlighted.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2020-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85561030","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-07DOI: 10.32861/bmer.611.161.165
Antonio Emmanuel Pérez Brito, Martha Isabel Bojórquez Zapata
The integration between innovation and business is a key factor in competitiveness between organizations. That is, innovation applied to a business makes no sense if not considered as an integral tool for the processes of the organization. Companies should therefore adopt a policy where innovation plays a strategic role in the design of business models to become lean, effective and competitive entities (Moraleda, 2004). The objective of this paper is to show the importance of innovation within companies, identifying the concept, the various models that different entities might adopt in order to develop better processes of innovation, as well as indicators that represent innovation at global and national levels in order to develop strategies that lead to an increase in competitiveness. For this work the method used was a bibliographical review of relevant articles from a range of authors was conducted.
{"title":"Innovation and its Importance for Competitiveness in Mexico","authors":"Antonio Emmanuel Pérez Brito, Martha Isabel Bojórquez Zapata","doi":"10.32861/bmer.611.161.165","DOIUrl":"https://doi.org/10.32861/bmer.611.161.165","url":null,"abstract":"The integration between innovation and business is a key factor in competitiveness between organizations. That is, innovation applied to a business makes no sense if not considered as an integral tool for the processes of the organization. Companies should therefore adopt a policy where innovation plays a strategic role in the design of business models to become lean, effective and competitive entities (Moraleda, 2004). The objective of this paper is to show the importance of innovation within companies, identifying the concept, the various models that different entities might adopt in order to develop better processes of innovation, as well as indicators that represent innovation at global and national levels in order to develop strategies that lead to an increase in competitiveness. For this work the method used was a bibliographical review of relevant articles from a range of authors was conducted.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2020-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88365190","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In recent years, the influence of the leadership style and characteristics under the local cultural background on employees’ attitudes and behaviors has attracted the attention of scholars at home and abroad. With rapid development, China’s catering and hotel industry has produced a number of well-known and influential leaders, such as Zhang Yong and Sun Jian. In this study, Zhang and Sun are selected as the research objects to explore the unique leadership styles and characteristics of entrepreneurs who grew up under the local cultural background. Based on grounded theory, this qualitative study compares and analyzes the characteristics of the two leaders. It conclude that Zhang has a paternalistic leadership style and Sun has a transformational leadership style with Chinese characteristics.
{"title":"Compare Leadership Characteristics of CEOs in Chinese Hospitality Industry: A Case Study of Zhang Yong and Sun Jian","authors":"Shuman Wang, Yaokun Ma","doi":"10.5430/bmr.v9n4p1","DOIUrl":"https://doi.org/10.5430/bmr.v9n4p1","url":null,"abstract":"In recent years, the influence of the leadership style and characteristics under the local cultural background on employees’ attitudes and behaviors has attracted the attention of scholars at home and abroad. With rapid development, China’s catering and hotel industry has produced a number of well-known and influential leaders, such as Zhang Yong and Sun Jian. In this study, Zhang and Sun are selected as the research objects to explore the unique leadership styles and characteristics of entrepreneurs who grew up under the local cultural background. Based on grounded theory, this qualitative study compares and analyzes the characteristics of the two leaders. It conclude that Zhang has a paternalistic leadership style and Sun has a transformational leadership style with Chinese characteristics.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"8 1","pages":"1"},"PeriodicalIF":0.0,"publicationDate":"2020-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74252282","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Leadership and entrepreneurship, and their effects on business performance are major issues in contemporary academic research as they are linked with economic development of a nation. However, relatively only a few studies have been carried out on the relationship among these three variables with even less attention paid to entrepreneurship orientation (EO) serving as a mediator in leadershipperformance relationship. This study firstly tested the relationship between leadership style and business performance and then analyzed the mediating role of EO between them in the Nepali SMEs. The study utilized 188 responses collected from business owners in Pokhara, Nepal. Findings suggest that transformational and transactional leadership style as well as EO exert significant positive influence over business performance. The study indicates that transformational leadership is stronger predictor of EO and business performance than transactional leadership style. It also found that EO mediates transformational leadership-performance relationship. The implications, limitations, and suggestions have been identified and discussed.
{"title":"Leadership Style and Business Performance in Nepali SMEs: The Mediating Role of Entrepreneurship Orientation","authors":"Samundra Paudel","doi":"10.3126/jbmr.v3i1.31971","DOIUrl":"https://doi.org/10.3126/jbmr.v3i1.31971","url":null,"abstract":"Leadership and entrepreneurship, and their effects on business performance are major issues in contemporary academic research as they are linked with economic development of a nation. However, relatively only a few studies have been carried out on the relationship among these three variables with even less attention paid to entrepreneurship orientation (EO) serving as a mediator in leadershipperformance relationship. This study firstly tested the relationship between leadership style and business performance and then analyzed the mediating role of EO between them in the Nepali SMEs. The study utilized 188 responses collected from business owners in Pokhara, Nepal. Findings suggest that transformational and transactional leadership style as well as EO exert significant positive influence over business performance. The study indicates that transformational leadership is stronger predictor of EO and business performance than transactional leadership style. It also found that EO mediates transformational leadership-performance relationship. The implications, limitations, and suggestions have been identified and discussed.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"51 1","pages":"1-17"},"PeriodicalIF":0.0,"publicationDate":"2020-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78302858","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Organizational commitment is one of the critical problems faced by the organizations, today. The outcomes related to commitment i.e. turnover and absenteeism can be resolved through enriched jobs. However, there is limited knowledge availability both from practical and academic aspects regarding the effect of job characteristics on organizational commitment, and keeping this perspective in mind this study examined the effect of job characteristics on organizational commitment in Nepali IT companies along with the moderating effect of growth need strength. Altogether 167 responses were collected from employees using survey questionnaire. Regression analysis and multiple moderated regression analysis were carried out to examine the hypothesized relationship. The results indicated that job characteristics had a significant positive effect on organizational commitment and among the five dimensions of job characteristic only skill variable had a non-significant effect on organizational commitment. However, the moderating effect of growth needs strength on job characteristics and organizational commitment relationship could not be established. Research implications along with the limitations of this study are discussed.
{"title":"The Effect of Job Characteristics on Organizational Commitment: The Role of Growth Need Strength in Nepali IT Companies","authors":"T. Saud","doi":"10.3126/jbmr.v3i1.31973","DOIUrl":"https://doi.org/10.3126/jbmr.v3i1.31973","url":null,"abstract":"Organizational commitment is one of the critical problems faced by the organizations, today. The outcomes related to commitment i.e. turnover and absenteeism can be resolved through enriched jobs. However, there is limited knowledge availability both from practical and academic aspects regarding the effect of job characteristics on organizational commitment, and keeping this perspective in mind this study examined the effect of job characteristics on organizational commitment in Nepali IT companies along with the moderating effect of growth need strength. Altogether 167 responses were collected from employees using survey questionnaire. Regression analysis and multiple moderated regression analysis were carried out to examine the hypothesized relationship. The results indicated that job characteristics had a significant positive effect on organizational commitment and among the five dimensions of job characteristic only skill variable had a non-significant effect on organizational commitment. However, the moderating effect of growth needs strength on job characteristics and organizational commitment relationship could not be established. Research implications along with the limitations of this study are discussed.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"17 1","pages":"39-56"},"PeriodicalIF":0.0,"publicationDate":"2020-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87818038","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Monetary authorities are attentive towards stock price movement because of its significance in financial stability. Though stock price is one of the major channels of monetary transmission, very little is known about it in Nepali context. This study analyzed monetary variables, stock prices, and monetary policy goals using time series data. Results from Koyck approach to distributed lags, vector autoregression and mediation analysis revealed mixed evidence of causality between monetary policy and stock prices. Though results were not consistent across different econometric analysis, inter-bank interest rate, narrow money supply, broad money supply, monetary policy announcement, and monetary policy stances were found to be significant in explaining stock prices. Furthermore, causality also existed from stock prices to monetary policy, suggesting that monetary authorities also consider development in stock prices while formulating monetary policies. However, stock prices had not been found to mediate the relationship between monetary policy variables and monetary policy goals, which questioned stock prices being a channel of monetary policy transmission in Nepal.
{"title":"Monetary Policy and Stock Price Dynamics in Nepal","authors":"Manik Shrestha","doi":"10.3126/jbmr.v3i1.31972","DOIUrl":"https://doi.org/10.3126/jbmr.v3i1.31972","url":null,"abstract":"Monetary authorities are attentive towards stock price movement because of its significance in financial stability. Though stock price is one of the major channels of monetary transmission, very little is known about it in Nepali context. This study analyzed monetary variables, stock prices, and monetary policy goals using time series data. Results from Koyck approach to distributed lags, vector autoregression and mediation analysis revealed mixed evidence of causality between monetary policy and stock prices. Though results were not consistent across different econometric analysis, inter-bank interest rate, narrow money supply, broad money supply, monetary policy announcement, and monetary policy stances were found to be significant in explaining stock prices. Furthermore, causality also existed from stock prices to monetary policy, suggesting that monetary authorities also consider development in stock prices while formulating monetary policies. However, stock prices had not been found to mediate the relationship between monetary policy variables and monetary policy goals, which questioned stock prices being a channel of monetary policy transmission in Nepal.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"11 1","pages":"18-38"},"PeriodicalIF":0.0,"publicationDate":"2020-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76821322","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study examined effects of business process reengineering (BRP) on organisational performance in the food and beverage industry in Nigeria. The study adopted survey research design and multistage sampling methods. It utilised primary data generated through a questionnaire for the research. Multiple regression analysis was employed to analyse the data. On the hypothesis one, the findings showed that organisational resources and process function have negative and insignificant effect on competitive advantage but innovative thinking has a positive and significant effect on competitive advantage. On the hypothesis two, all the components of business process reengineering (organizational resources, innovative thinking and process function) have positive and significant effect on operational performance. Thus, the study concluded when organizational resources, innovative thinking and process function are combined together as business process reengineering components, they enhance organizational performance in the food and beverages industry in Nigeria. The study suggested that Food and Beverages firms should continue to formulate policies that will encourage innovative ideas from all stakeholders of the organizations in order to continue to achieve competitive advantage and experience sound operational performance. The process function of the organization should continue to be designed and redesigned so that they enjoy smooth operational performance, obtain new resources and upgrade the existing ones so that the firms could achieve competitive advantage. The process function and organization resources need to be evaluated and appraised from time to time to know or detect any lapses that may hinder the firms from attaining their short and long term business goals.
{"title":"Effects of Business Process Reengineering on Organisational Performance in the Food and Beverage Industry in Nigeria","authors":"O. T. Olajide, Olajide Idowu Okunbanjo","doi":"10.3126/jbmr.v3i1.32029","DOIUrl":"https://doi.org/10.3126/jbmr.v3i1.32029","url":null,"abstract":"This study examined effects of business process reengineering (BRP) on organisational performance in the food and beverage industry in Nigeria. The study adopted survey research design and multistage sampling methods. It utilised primary data generated through a questionnaire for the research. Multiple regression analysis was employed to analyse the data. On the hypothesis one, the findings showed that organisational resources and process function have negative and insignificant effect on competitive advantage but innovative thinking has a positive and significant effect on competitive advantage. On the hypothesis two, all the components of business process reengineering (organizational resources, innovative thinking and process function) have positive and significant effect on operational performance. Thus, the study concluded when organizational resources, innovative thinking and process function are combined together as business process reengineering components, they enhance organizational performance in the food and beverages industry in Nigeria. The study suggested that Food and Beverages firms should continue to formulate policies that will encourage innovative ideas from all stakeholders of the organizations in order to continue to achieve competitive advantage and experience sound operational performance. The process function of the organization should continue to be designed and redesigned so that they enjoy smooth operational performance, obtain new resources and upgrade the existing ones so that the firms could achieve competitive advantage. The process function and organization resources need to be evaluated and appraised from time to time to know or detect any lapses that may hinder the firms from attaining their short and long term business goals.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"33 1","pages":"57-74"},"PeriodicalIF":0.0,"publicationDate":"2020-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82658219","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-10-13DOI: 10.32861/bmer.610.135.145
Abenet Legesse Bekele, Abdurezak Mohammed
The rapid trend of changes and social issues in managing the global workforce has forced organizations to look for innovative ways of enhancing the job satisfaction of employees. Among these innovative approaches is the provision of Flexible Working Arrangements (FWAs). The purpose of this exploratory research was to identify the effects of FWAs, i.e., flextime schedule, compressed workweek, and telecommuting on job satisfaction from the perspective of the Ethiopian national employees of the United Nations Economic Commission for Africa (ECA) in Addis Ababa. To achieve this objective both descriptive and inferential statistics were conducted. The total population of the study was 250; out of which, 71% of responses were collected. A primary data collection method was implemented using a structured questionnaire. The analysis showed that there is significant positive effect of flextime schedule (R = .39, R2 = .264, p = .001) and compressed workweek (R = .39, R2 = .159, p = .039). This means that increase in the use of flextime schedules and compressed workweek enhances job satisfaction for employees of the ECA in Addis Ababa. The independent variables reported R = .39 and R2 = .15 which means that 15% of corresponding variations in employee job satisfaction can be explained by flexible working arrangements. Nevertheless, this study found out that there are no significant relationship of telecommuting (R = .39, R2 = .065, p = .398) on job satisfaction. Therefore, since the provision of FWAs is at the nascent stage, further studies on the effect of telecommuting on job satisfaction from Ethiopian employees context are highly recommended.
管理全球劳动力的快速变化趋势和社会问题迫使组织寻找提高员工工作满意度的创新方法。这些创新办法之一是提供灵活的工作安排。本探索性研究的目的是从亚的斯亚贝巴联合国非洲经济委员会(ECA)埃塞俄比亚国家雇员的角度来确定fwa，即弹性工作时间、压缩工作周和远程办公对工作满意度的影响。为了实现这一目标，进行了描述性和推断性统计。该研究的总人数为250人;其中，71%的回复被收集。采用结构化问卷法收集原始数据。分析结果显示，弹性工作制(R = 0.39, R2 = 0.264, p = .001)和压缩工作周(R = 0.39, R2 = 0.159, p = 0.039)具有显著的正向影响。这意味着增加使用弹性工作时间和压缩工作周提高了亚的斯亚贝巴非洲经委会雇员的工作满意度。自变量报告R = 0.39, R2 = 0.15，这意味着员工工作满意度的相应变化中有15%可以用灵活的工作安排来解释。然而，本研究发现远程办公与工作满意度没有显著关系(R = 0.39, R2 = 0.065, p = 0.398)。因此，由于远程办公的提供处于初级阶段，因此强烈建议从埃塞俄比亚员工的角度进一步研究远程办公对工作满意度的影响。
{"title":"Effects of Flexible Working Arrangement on Job Satisfaction","authors":"Abenet Legesse Bekele, Abdurezak Mohammed","doi":"10.32861/bmer.610.135.145","DOIUrl":"https://doi.org/10.32861/bmer.610.135.145","url":null,"abstract":"The rapid trend of changes and social issues in managing the global workforce has forced organizations to look for innovative ways of enhancing the job satisfaction of employees. Among these innovative approaches is the provision of Flexible Working Arrangements (FWAs). The purpose of this exploratory research was to identify the effects of FWAs, i.e., flextime schedule, compressed workweek, and telecommuting on job satisfaction from the perspective of the Ethiopian national employees of the United Nations Economic Commission for Africa (ECA) in Addis Ababa. To achieve this objective both descriptive and inferential statistics were conducted. The total population of the study was 250; out of which, 71% of responses were collected. A primary data collection method was implemented using a structured questionnaire. The analysis showed that there is significant positive effect of flextime schedule (R = .39, R2 = .264, p = .001) and compressed workweek (R = .39, R2 = .159, p = .039). This means that increase in the use of flextime schedules and compressed workweek enhances job satisfaction for employees of the ECA in Addis Ababa. The independent variables reported R = .39 and R2 = .15 which means that 15% of corresponding variations in employee job satisfaction can be explained by flexible working arrangements. Nevertheless, this study found out that there are no significant relationship of telecommuting (R = .39, R2 = .065, p = .398) on job satisfaction. Therefore, since the provision of FWAs is at the nascent stage, further studies on the effect of telecommuting on job satisfaction from Ethiopian employees context are highly recommended.","PeriodicalId":9554,"journal":{"name":"Business, Management and Economics Research","volume":"131 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2020-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79622852","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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