The present research paper focuses on four key aspects of organizational culture in the United Arab Emirates (UAE): employee attitude, performance, behavior, and productivity. Every organization has a unique culture, which shapes the employees’ perspectives to a large extent. The greater the consistency of the approach, the greater the likelihood of that organization achieving success. The main purpose of this study was to examine the influence of corporate culture on the behavior of heterogeneous groups of employees. The UAE, as an emerging economy, has various ethnicities and nationalities in its workforce, each having its own distinctive national customs, languages, religions, histories, and work patterns. This paper examines two cases in the remittances and foreign exchange industry in the UAE as being characteristic of finance companies, comprising employees who originated from many nations working together regardless of their socio-cultural background. Based on a questionnaire, the literature, and a hypothesized model, this paper investigates the relationship of UAE’s heterogeneous work culture on employees’ perspectives. In an innovative way, the result of this study reveals and supports our hypotheses that organizational culture has a high impact on the work performance, attitudes, and behaviors of the employees belonging to two selected companies, regardless heterogeneous nationalities and cultures.
Student retention has emerged as a significant and expensive challenge for higher education institutes worldwide. Although several studies have been conducted on increasing student numbers and diversity in higher education institutes, studies on the relationship between student retention and entry grades are limited, particularly in the UK. The aim of this paper was to examine the relationship between entry grades and student attrition in the context of higher education in the UK. A quantitative methodology was used in this study, wherein data were derived from secondary sources, including University and Colleges Admissions Service (UCAS) tariff points and full- and part-time undergraduate student enrolment between 2012 and 2017. The data were extracted and analyzed using Higher Education Statistics Agency (HESA) performance indicators. The findings indicate that there exists a clear association between entry grades and student retention for part-time students, which may aid policy makers, academics, university staff, and higher education stakeholders to develop appropriate strategies to address attrition levels.
This study was conducted to investigate the relationship between leadership styles and organizational performance. It also examined the impact of different leadership styles on the performance of an organization. This study focused on understanding the effect of Autocratic, Democratic, Laissez Faire, Transactional and Transformational leadership styles on organizational performance in UAE based organization.The relevant data was collected with the aid of a structured questionnaire which was distributed to 150 respondents. Convenient sampling was used to select the respondents. Pearson correlation was used to examine the relationship between leadership styles and organizational performance. Regression analysis was performed to study the significance of the impact of the different leadership styles on organizational performance.The study showed that leadership styles have both positive and negative influence on the performance of an organization and that leadership styles alone were responsible for 25% of organizational performance. The study concluded that Democratic leadership and Transformational leadership had a positive and significant influence on organizational performance in UAE based Organization.
The rapid and undulating spread of the new dangerous COVID-19 infection across the world has exacerbated many socio-economic problems, showing the precariousness and vulnerability of modern civilization. The labor market was particularly hard hit under the current conditions, as it had been undergoing a gradual structural transformation in the previous period due to the digitalization of the economy, and was now forced to adapt at an accelerated pace to changes in the external environment under the influence of the pandemic and the response of the government to it. At the same time, the directions of adaptation were quite controversial, which led to the appeal to the chosen research topic. The authors conducted a comparative analysis and evaluation of adaptation practices. The following conclusions were made: 1) The pandemic confirmed the importance of non-price factors for the labor market; 2) Comparative analysis showed that the labor markets of developed and developing countries were affected unevenly; against this background, the Russian labor market, based on official statistics, looked quite positive; 3) The coronacrisis led to a widespread change in the structure of employment and demand for various groups of professions; 4) The pandemic forced enterprises to save on the wage fund
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