This paper aims to elucidate the effects of Human Resource Information System (HRIS) implementation on turnover intention and employee satisfaction. In the current research, a comprehensive case of e-Recruiting system implementation was investigated, to study unintended consequences based on the perception level of employees, during HRIS use. For this purpose, a conceptual model was used; developed and tested, which combines the attitude and belief factor of technology adoption with job-related outcomes. The data was collected from 167 HR employees working in a global firm, which implemented a novel HRIS for its hiring department. The results of the present study revealed that, employee satisfaction mediates the indirect effect of perception towards applying HRIS on turnover intention. The findings of the present study provide additional information on systems use and technology acceptance, by proposing work-related consequences, as significant extra success variables.
An attempt was made to determine which job events are perceived as significant sources of stress in police work. The Police Stress Inventory was developed based on the interviews with police staff and experts in police administration for this study. The questionnaire was administered to a random sample of 220 police personnel. The respondents rated the job situations as least stressful (0%) to most stressful (100%). They consider the organizational and social aspects of their job are more stressful especially round the clock duty, lack of time for family, political pressures from outside and inadequate facilities. Results indicate that stress is due more to organisational factors than to physical hazards on the job. Efforts should be made by police administration to take corrective measures such as changes within organization and improving training programs. Efforts should be made by police administration to take corrective measures such as changes within organization and improving training programs.
Trade union membership is a vital element in assessing the strength and status of a trade union. Its growth is attributed to the advancement in the National industrial relations system. Therefore, this focuses on identifying the factors that contributes the factors responsible for declining trade union membership. The respondents of this study are unionized employees representing five different sectors. The data is analyzed using multiple regression. The findings indicate that all the factors studied contribute to decline in trade union membership. This includes trade union internal factors, employer hostility and industrial relations climate. Thus, the actors of industrial relations system should pay attention in protecting the rights and welfare of the workers.
Leaders of organizations need to lead and manage effectively to succeed. Thus, women entrepreneurs who are becoming more prominent in the business arena, have to be good leaders and managers. This study aims to identify the relationship of leadership styles which are charismatic and transformational and management techniques with organizational performance of women entrepreneurs in Malaysia. Questionnaires were sent to women entrepreneurs registered under NAWEM (National Association of Women Entrepreneurs of Malaysia). Correlation analysis and regression analysis were used to test the data. The result showed although both charismatic and transformation leadership and management techniques are utilized by the women entrepreneurs, however, the significant predictor of organizational performance is charismatic leadership.
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