The Experts below are selected from a list of 122403 Experts worldwide ranked by ideXlab platform
Kenneth J Meier - One of the best experts on this subject based on the ideXlab platform.
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employee perceived effect of leadership training comparing public and Private Organizations
Social Science Research Network, 2019Co-Authors: Kenneth J Meier, Anne Bollingtoft, Lotte Bogh AndersenAbstract:This study reports on the effectiveness of a year-long field experiment involving training in transformational and transactional leadership in the public and Private sectors. Using before and after training assessments by employees of several hundred Danish leaders, the analysis shows that transformational leadership training is associated with increases in behaviors linked to both transformational leadership and the use of verbal rewards, but only for public sector Organizations. There is no impact in Private sector Organizations. Transactional leadership training appears to be equally effective in stimulating the use of pecuniary rewards in both public and Private Organizations.
D I Akintayo - One of the best experts on this subject based on the ideXlab platform.
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Some Psychological Factors as Predictors of Perceived Workers’ Productivity in Private Organizations in Nigeria
World Journal of Education, 2011Co-Authors: Morufu Oyebamiji, D I AkintayoAbstract:The study investigated the influence of some psychological factors on perceived workers` productivity in Private Organizations in Nigeria. This is for the purpose of ascertaining the contributions of psychological factors to perceived workers` productivity in work Organizations in Nigeria. A descriptive survey research design was adopted for the study. A total of 341 respondents were selected for the study, using stratified sampling technique. The instruments used for data collection are structured questionnaires titled “Job Involvement Scale (JIS); Self Efficacy Scale (SES), Job Satisfaction Scale (JSS) and Locus of Control Scale (LCS). The hypotheses generated for the study were tested at 0.05 alpha levels using Regression Analysis statistics. The findings of the study revealed that: The psychological factors were found to have jointly contributed to perceived workers` productivity in Private Organizations. Relatively, job involvement, self-efficacy, job satisfaction and locus of control have significantly predicted perceived workers` productivity. Based on the findings, it is recommended that workers should be deeply involved in organizational programme of activities in order to create rooms for their participation in the planning and implementation of decision process. This will definitely foster job involvement and job satisfaction among the workers and enhance increased workers` productivity.
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influence of emotional intelligence on work family role conflict management and reduction in withdrawal intentions of workers in Private Organizations
International Business & Economics Research Journal (IBER), 2010Co-Authors: D I AkintayoAbstract:This study investigated the impact of emotional intelligence on work-family role conflict management and reduction in withdrawal intentions among workers in Private Organizations in Nigeria. The descriptive survey was adopted for the study. A total of 321 respondents were selected using a purposive stratified sampling technique. Three sets of questionnaires entitled ‘Emotional Intelligence Scale (EIS), Work-Family Role Conflict Management Scale (WFCMS) and Withdrawal Intentions Scales` (WIS) were utilized for data collection. The Pearson Product Moment Correlation and t-test statistics were utilized for data analysis. The findings of this study revealed that emotional intelligence has significant influence on work-family role conflict management. It was also found that a significant relationship does not exist between emotional intelligence and reduction in withdrawal intentions. Moreover, the findings showed that a significant relationship exists between work-family role conflict management and withdrawal intentions. In order to possibly guarantee effective management of work-family role conflict and foster reduction in withdrawal intentions among the workforce, it is recommended that human resource training programmes that are capable of incorporating some work-oriented psychological issues, such as work-family role conflict management, employee retention strategies and emotional intelligence, should be organized for workers and managers on a continuous basis in both service and manufacturing Organizations.
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Influence Of Emotional Intelligence On Work-Family Role Conflict Management And Reduction In Withdrawal Intentions Of Workers In Private Organizations
International Business & Economics Research Journal (IBER), 2010Co-Authors: D I AkintayoAbstract:This study investigated the impact of emotional intelligence on work-family role conflict management and reduction in withdrawal intentions among workers in Private Organizations in Nigeria. The descriptive survey was adopted for the study. A total of 321 respondents were selected using a purposive stratified sampling technique. Three sets of questionnaires entitled ‘Emotional Intelligence Scale (EIS), Work-Family Role Conflict Management Scale (WFCMS) and Withdrawal Intentions Scales` (WIS) were utilized for data collection. The Pearson Product Moment Correlation and t-test statistics were utilized for data analysis. The findings of this study revealed that emotional intelligence has significant influence on work-family role conflict management. It was also found that a significant relationship does not exist between emotional intelligence and reduction in withdrawal intentions. Moreover, the findings showed that a significant relationship exists between work-family role conflict management and withdrawal intentions. In order to possibly guarantee effective management of work-family role conflict and foster reduction in withdrawal intentions among the workforce, it is recommended that human resource training programmes that are capable of incorporating some work-oriented psychological issues, such as work-family role conflict management, employee retention strategies and emotional intelligence, should be organized for workers and managers on a continuous basis in both service and manufacturing Organizations.
Lotte Bogh Andersen - One of the best experts on this subject based on the ideXlab platform.
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employee perceived effect of leadership training comparing public and Private Organizations
Social Science Research Network, 2019Co-Authors: Kenneth J Meier, Anne Bollingtoft, Lotte Bogh AndersenAbstract:This study reports on the effectiveness of a year-long field experiment involving training in transformational and transactional leadership in the public and Private sectors. Using before and after training assessments by employees of several hundred Danish leaders, the analysis shows that transformational leadership training is associated with increases in behaviors linked to both transformational leadership and the use of verbal rewards, but only for public sector Organizations. There is no impact in Private sector Organizations. Transactional leadership training appears to be equally effective in stimulating the use of pecuniary rewards in both public and Private Organizations.
Mosharref Hossain - One of the best experts on this subject based on the ideXlab platform.
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Financial resources, financial literacy and small firm growth: Does Private Organizations support matter?
Journal of Small Business Strategy, 2020Co-Authors: Mosharref HossainAbstract:Studies on small firm growth in many countries focused on some specific factors, and no comprehensive research on this issue is available to draw the conclusion. Based on the concept of the theory of Resource Based View (RBV), a research framework is formulated in order to examine how resources like finance and financial literacy of the owner-manager affect financial and non-financial growth of small firms operating in Bangladesh. Data was collected through self-administered questionnaires from 407 owner-managers of small firms operating in three divisions of Bangladesh where most of the small businesses are concentrated. Using partial least squares analysis, the paper found that both finance and financial literacy have positive and statistically significant relation with small firm financial and non-financial growth. The paper also showed that Private Organizations support moderates the relationships between finance, financial literacy and small firm financial and non-financial growth. From the findings, it is evident that if small firms have better access to financial resources and can earn required financial literacy and at the same time get proper and adequate support from Private Organizations, they will contribute more to the economy by achieving their financial and non-financial growth.
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Relationship between resources and small firm growth in Bangladesh : the moderating effects of government and Private Organizations support
2017Co-Authors: Mosharref HossainAbstract:Firm growth has received profound attention due to its significant contributions towards the economy. Nonetheless, growth in the context of small firms is suffering from the absence of any unified theory or model. Based on the theory of Resource Based View (RBV), which argues that firms’ resources have direct and indirect effects on firms’ performance and growth, the study examined the relationship between resources such as finance, financial literacy of owner-managers, market orientation strategy, managerial capability, and small firm financial and non-financial growth in the context of Bangladesh. The study also considered the moderating role of government and Private Organizations support. A quantitative research approach was employed and a structured questionnaire was used as the research instrument. A survey design was adopted and the unit of analysis was small firms operating in Bangladesh and the owner-managers of the small firms were the respondents. The study employed non- probabilistic sampling technique, with a sample size of 407 small firms. The Partial Least Squares to Structural Equation Modelling (PLS-SEM) approach was applied for analysing the data. The findings of the study show that finance, financial literacy and market orientation are the strong predictors of small firm financial and non-financial growth in Bangladesh. Managerial capability is shown to have a positive significant relationship only with non-financial growth. The study also indicates that government support is not useful while Private Organizations play only a minor role in assisting small firm growth in Bangladesh. The novelty of this study is in pioneering the integration of tangible and intangible resources in a single domain with the moderating effect of government and Private Organizations support in explaining small firm growth. Based on the empirical evidences, practitioners and policy makers should pay more attention to the financial access, literacy development and marketing success of small firms in Bangladesh.
Suzanne N Kiwanuka - One of the best experts on this subject based on the ideXlab platform.
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financial interventions and movement restrictions for managing the movement of health workers between public and Private Organizations in low and middle income countries
Cochrane Database of Systematic Reviews, 2014Co-Authors: Elizeus Rutebemberwa, Alison Annet Kinengyere, Freddie Ssengooba, George Pariyo, Suzanne N KiwanukaAbstract:Background Health workers move between public and Private Organizations in both urban and rural areas during the course of their career. Depending on the proportion of the population served by public or Private Organizations in a particular setting, this movement may result in imbalances in the number of healthcare providers available relative to the population receiving care from that sector. However, both public and Private Organizations are needed as each sector has unique contributions to make to the effective delivery of health services. Objectives To assess the effects of financial incentives and movement restriction interventions to manage the movement of health workers between public and Private Organizations in low- and middle-income countries. Search methods We searched the Cochrane Central Register of Controlled Trials (CENTRAL) (10 November 2012); EMBASE (7 June 2011); LILACS (9 June 2011); MEDLINE (10 November 2012); CINAHL (13 August 2012); and the British Nursing Index (13 August 2012). Selection criteria Randomized controlled trials and non-randomized controlled trials; controlled before-and-after studies if pre- and post-intervention periods for study and control groups were the same and there were at least two units included in both the intervention and control groups; uncontrolled and controlled interrupted time series studies if the point in time when the intervention occurred was clearly defined and there were at least three or more data points before and after the intervention. Interventions included payment of special allowances, increasing salaries, bonding health workers, offering bursary schemes, scholarships or lucrative terminal benefits, and hiring people on contract basis. Data collection and analysis Two review authors independently applied the criteria for inclusion and exclusion of studies to the titles and abstracts of all articles obtained from the search. The same two review authors independently screened the full reports of the selected citations. At each stage, we compared the results and resolved discrepancies through discussion with a third review author. Main results We found no studies that were eligible for inclusion in this review. Authors' conclusions We identified no rigorous studies on the effects of interventions to manage the movement of health workers between public and Private Organizations in low- and middle-income countries. Health worker availability is a key obstacle in delivery of health services. Interventions to make the health sector more responsive to the expectations of populations by having more health workers in the sector that serves most people would contribute to the more efficient use of the health workforce. More research is needed to assess the effect of increase in salaries, offering scholarships or bonding on movement of health workers in one sector compared with another.
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The Cochrane Library - Financial interventions and movement restrictions for managing the movement of health workers between public and Private Organizations in low‐ and middle‐income countries
The Cochrane database of systematic reviews, 2014Co-Authors: Elizeus Rutebemberwa, Alison Annet Kinengyere, Freddie Ssengooba, George Pariyo, Suzanne N KiwanukaAbstract:Background Health workers move between public and Private Organizations in both urban and rural areas during the course of their career. Depending on the proportion of the population served by public or Private Organizations in a particular setting, this movement may result in imbalances in the number of healthcare providers available relative to the population receiving care from that sector. However, both public and Private Organizations are needed as each sector has unique contributions to make to the effective delivery of health services. Objectives To assess the effects of financial incentives and movement restriction interventions to manage the movement of health workers between public and Private Organizations in low- and middle-income countries. Search methods We searched the Cochrane Central Register of Controlled Trials (CENTRAL) (10 November 2012); EMBASE (7 June 2011); LILACS (9 June 2011); MEDLINE (10 November 2012); CINAHL (13 August 2012); and the British Nursing Index (13 August 2012). Selection criteria Randomized controlled trials and non-randomized controlled trials; controlled before-and-after studies if pre- and post-intervention periods for study and control groups were the same and there were at least two units included in both the intervention and control groups; uncontrolled and controlled interrupted time series studies if the point in time when the intervention occurred was clearly defined and there were at least three or more data points before and after the intervention. Interventions included payment of special allowances, increasing salaries, bonding health workers, offering bursary schemes, scholarships or lucrative terminal benefits, and hiring people on contract basis. Data collection and analysis Two review authors independently applied the criteria for inclusion and exclusion of studies to the titles and abstracts of all articles obtained from the search. The same two review authors independently screened the full reports of the selected citations. At each stage, we compared the results and resolved discrepancies through discussion with a third review author. Main results We found no studies that were eligible for inclusion in this review. Authors' conclusions We identified no rigorous studies on the effects of interventions to manage the movement of health workers between public and Private Organizations in low- and middle-income countries. Health worker availability is a key obstacle in delivery of health services. Interventions to make the health sector more responsive to the expectations of populations by having more health workers in the sector that serves most people would contribute to the more efficient use of the health workforce. More research is needed to assess the effect of increase in salaries, offering scholarships or bonding on movement of health workers in one sector compared with another.
