GBRJ's_2017 Las Vegas Conference Proceedings (April 21-23, 2017) (original) (raw)

Global Journal of Management and Business Research

2010

Development and positive oriented counselling of managers contribute to Human Resource Development (HRD) of employees. In addition, diagnostic and problem solving attitudes contribute to stress-free work environment in an organization. This paper analyses counselling attitudes of managers in a selection of state owned enterprises (SOEs) and private enterprises (PEs) in Papua New Guinea using solicited responses from selected managers of different categories at different levels. It also deals with the association between human resource development sub-systems and counselling attitudes of managers. [what is the one finding of this analysis?]It offers suggestions for improving positive and development oriented counselling attitudes in view of challenges of the global business environment. Statistical analytical tools like „T‟ test, coefficient of correlation and other descriptive statistics scores have been used to quantify qualitative variables of the counselling attitudes and HRD sub-

Journal of Human Resource Management

Enhancing Workplace Productivity: The Nexus of Organizational Culture and Policies in Public Institutions, 2024

Aim-This study aims to explore the intricate interplay between organizational culture, policies, and productivity within a major public institution in Ghana. The primary purpose is to investigate the relationships between organizational policies, characteristics of organizational culture, and non-financial indicators of organizational productivity. Design/methodology/approach-This study utilizes a descriptive survey design, using a sample of 119 respondents randomly selected from a population of 1489 employees. Advanced statistical techniques, including Pearson Correlation and Multiple Linear Regression, are employed to identify relationships and test hypotheses. Findings-The results indicate positive and statistically significant relationships between organizational policies, cultural characteristics, and productivity. Multiple linear regression analysis supported the hypothesis, demonstrating a substantial influence of these factors on productivity. Notably, a moderate to strong positive correlation was found, highlighting the critical role of organizational culture in fostering improved performance. Limitations-Reliance on self-reported data raises concerns about social desirability bias. Additionally, the descriptive survey design allows for the identification of correlations, but causal relationships between variables cannot be established. Practical implications-This research highlights the importance of strategic policies and a supportive culture for public sector productivity. Clear policy implementation, leadership fostering a positive work environment, and engagement in policymaking likely enhance performance, particularly within diverse workforces. However, future research should explore causal relationships between these factors and productivity for deeper understanding and continuous optimization. Originality/value-This study investigates the combined effects of organizational culture, policy clarity, and employee participation on productivity in a Ghanaian public institution. It contributes to the literature by confirming the positive influence of a supportive culture and well-defined policies, while emphasizing the importance of employee involvement in policy development. These findings offer practical insights for leaders seeking to enhance productivity in similar contexts.

The International Journal of Human Resource Management

The purpose of this study is to investigate whether the provision of supplemental family leave elicits higher work effort and extra-role behavior in employees. Drawing on arguments derived from signaling theory we test whether the beneficial effects of providing longer or better paid family leave on performance exist for all employees, or whether they are limited to the group who either took advantage of the supplemental leave in the past or is likely to do so in the future. In addition, the mechanism proposed by organizational support theory by which supplemental leave is expected to affect employee performanceby increasing affective organizational commitment-is tested. The hypotheses developed are tested using European multilevel organization-data (Van der Lippe et al., 2016a) on 11,011 employees in 869 departments or teams, and 259 organizations. The results indicate that perceived availability of supplemental family leave relates positively to employees' contextual performance, partially by increasing organizational commitment. This effect is found irrespective of actual use of family leave and is not moderated by characteristics relating to future use such as having young children, being of childbearing age or being female.