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Data of the article have been based on the last census in 2011, dealing with the actual questions of mobility and regional employment. The article gives an overview about the three main forms of mobility: international movement, internal migration and commuting. The paper makes some trend time series findings in comparative style. The authors are chief analysers of the topic with long term experience in HCSO
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In present times the concept of “workplace spirituality” has been acknowledged as an important discipline so called a “transient advantage” in corporate world for supplementing a meaningful atmosphere to one’s workplace. The domains like behavioral science and human resource has embraced the topic as a promising research area with an assumption to offer fresh and significant insights to the business world. However, it is presumed that the present state of academic research in the field of workplace spirituality is in many ways reminiscent of where theories of leadership and other similar developmental intervention in Hr domain were there some fifty years ago. Today’s organizations’ are seeking for a committed workforce as organizational commitment and emotional involvement in one’s respective job profile is viewed as a business necessity. This is apparently possible when the professionals in a work set-up are able to derive meaning and significance in their work profile. Therefore, this present study has attempted through a field survey to document the findings from selected executives of public and private sector banking industries of Indian sub-continent on the relationships between workplace spirituality, organizational commitment and emotional intelligence. Regression analysis has revealed that emotional intelligence stood as a potential moderator between workplace spirituality and organizational commitment. The paper has brought out the potential benefits of bringing spirituality into the workplace; providing suggestions for Hr and behavioral practitioners to incorporate spirituality in organizations.
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Presenteeism is a predicament that has gained attention in business and human resource management literature and research. This study examines the antecedents and corollaries of presenteeism in the workplace and offers strategy modifications that could decrease its occurrence. The study adopted the survey research design using a total sample of three hundred and fifty respondents made up of 180 males and 170 females, randomly selected from five manufacturing firms. Nine independent variables of presenteeism were tested and found to be significantly and positively correlated with presenteeism for both females and males. No significant gender disparities in the antecedents of presenteeism were found.
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The field of work-family interface research is focused mainly on the issue of role conflict that results from active participation in both, work and family area. Conflict between work and family is defined as a negative interference in the direction from work domain to the family domain (work interferes with family) and in the opposite direction (family interferes with work) and results from 1. (lack of) time, 2. strain, 3. (inadequate) behavior patterns. The current research included 45 couples, which were married or in a relationship where both, the male and female are employed and nurturing at least one child in age between three and twelve years. Subjectively perceived negative aspects of linking work and family roles were examined through structured interviews. As content analysis of responses indicates, the most perceived negative consequence of work-family interface is time-based conflict.Employed parents also perceive the transfer of strain and negative affects between domains.
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This article examines the issue of employee compensation in Nigeria with particular reference to the National minimum Wage. The paper notes that proper employee compensation management is central to industrial harmony in all organizations. The paper however discovered that, over the years, employee compensation as it relates to national minimum wage fixing in Nigeria has remained controversial and problematic. The major cause of this problem is its retention in the federal exclusive legislative list. Having noted all the issues involved, the paper is of the view that minimum wage fixing should be removed from the exclusive legislative list to the concurrent legislative list so that stakeholders can have input in the fixing of the minimum wage in order to maintain the much needed industrial harmony.
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The aim of this paper is to answer the question: What criteria should complete the category of integration to become the basis for management of human capital. It is emphasized that the subject given “how” (obiectum formale sub quo) and the Constitution of the World play crucial functions in combining the three categories: integration – management – human capital. The application of integration applied to human capital and built upon the Constitution of the World was presented. The deliberations were undertaken within three subject areas: (1) the essence of category of inte-gration and management, applied to the human capital, (2) the Constitution of the World as a basis for creation the given subject of integration and management of human capital, (3) selected inte-grations and concepts of management in a context of realization of their given subject.
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The right direction of local communities management can have a very beneficial impact on the development of the whole region. Residents are in fact also a kind of capital, which was noted by economists. Social capital is the result of interdependence and interaction between economicand social processes. His sources are the social ties linking an individual and a group economically active. Interactions between them bind people together and ultimately facilitate joint action. In the context of social capital tend to speak about trust, values, norms, cooperation, networking and information sharing. Social capital affects economic development, for example: facilitates negotia-tions, prevents the abuse of the common good, through the development of the third sector pro-motes social control over the authorities. It is therefore important to notice the potential of resi-dents and encourage them to build a true community.In order to create the appropriate strategy of investing in social capital, in August-September 2014 a pilot survey of residents of small towns and rural areas of the Lesser Poland District was conducted. After analyzing the results 4 factors corresponding to four different attitudes regarding involvement in the local community were extracted. These factors were named as perceptions: global, maverick, positive and local. Persons representing different groups need slightly different motivators to take action in favor of their immediate environment. Finding and using these motiva-tors will benefit us all.
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Article develops modern trends in management, using knowledge of cognitive and behavioural sciences. It presents the concept of subtle skills and a connatural management approach. It presents the results of research on the relationship between stress, mental condition and the level of critical thinking, problem solving and decision making. To achieve these goals we have used results of a psycho-diagnostic research which all participants of managerial training X-tream Management were subjected to.
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Kuznets first time to propose the inverted-U curve in his speech in annual economic conference of the U.S. in 1954 and it caused a lively discussion. Since 1980s, China`s economists have done much effort to perfect this theory and tested it positively,though results were diverse. This paper based on the data from 1987 to 2010 to do a preliminary study, and proves that the inverted- U hypothesis does exist in China , the current development trend of China is consistent with the inverted-U hypothesis.
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The purpose of this review paper is to explore the relevance of human spiritual intelligence (SQ) in order to put forward a holistic framework for the development of human resources. It is postulated that a holistic mechanism leads to the incorporation of human spiritual intelligence for the best utilization of human resources. Authors also highlighted the other significant components of human intelligence (IQ, EQ) that are being implied in current human resource development (HRD) plans. However, it is noted that the present HRD approach is lacking the most influential element of SQ. With multi distinctiveness of SQ, researchers indicated that mangers and practitioners need to understand in depth this most emerging component of human intelligence. Moreover, author’s take-up critically the present practices of human resources that are being considered as below the standards as the number of behavioral issues has risen drastically in the recent time of period. Therefore, the proposed model intended to integrate all aspects of human intelligence (IQ, EQ, and SQ) in developing holistic framework for the prosperous employees of the organization. researchers conclude with implication for future research and managerial practices as suggested by the holistic framework for HRD.
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This is a study on separation of ownership and control in Southeast Europe, and in particular it is a case study of Macedonia. For structured analysis of this case study we use the World Bank Microdata Library, specifically the Enterprise Surveys which contains firm-level data of a representative sample of economies private sectors. What we are interested in are the ties of ownership and control and whether such linkages contribute to the development of domestic firms and the overall economy. Corporate governance systems and ownership structures are economic fundamentals which influence economic behavior and corporate performance. Market-oriented corporate systems and network-oriented corporate systems are novelty in much needed enterprise restructuring process due to economic transition. This paper is a contribution to the research developing the business aspects of the Southeast Europe economy, as there is constant lack of scientific papers that deal with the specific issues of corporate governance and enterprise restructuring.
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The purpose of our study is to provide a up-to-date comparative analysis of the practices used in civil servants recruitment and selection in European Union countries and to identify recent reform tendencies in this area. Our study has drawn upon extensive documentation regarding recent evolution of the practices used in civil servants recruitment and selection in the group of countries inclued in our study. Civil service recruitment systems have been analysed in terms of competency delegation, methods used in civil servants selection and openness of the recruitment process towards candidates coming from outside the civil service system. A distinct section of our comparative study deals with senior civil servants recruitment and analyses the recruitment procedures applied to this category of civil servants with regard to recruitment procedures and openness towards occupying senior management positions from outside the system. Our study shows that traditional civil service systems undergo a series of reforms and changes determined by the need to answer current requirements of the population and governments.
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The present study scrutinizes the relationship between individual spirituality and its effect on affective organizational commitment and individual innovative behavior as well. Using a sample of 139 individuals from the US and structural equation modeling (SEM) as the statistical technique, it is found that there is a positive and significant relationship between individual spirituality and affective organizational commitment and individual innovative behavior too. Results suggest that employees with high levels of spirituality can present a stronger affective attachment towards the organization and are capable of generating and implementing ideas within the workplace.
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In this article, the author raised the issues related to intellectual capital in Polish enterprises operating on a market dominated by globalization, technological progress and non-material resources, which largely determine their competitive position. For this purpose there have been identified determinants of modern knowledge-based economy and made the characteristics of the constituent components of intellectual capital. The article also presents a description of own research concerning the essence and role of intellectual capital in Polish enterprises. The analysis of source materials and research results showed the role of intellectual capital in organizations and the need to implement new management methods. The main barriers to implement this concept are: lack of financial resources and tools, and quite a long time to wait for possible benefits and profits.
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Political transformation influenced the principles of free market economy to run a initiative and increase more qualified new generation. On the other hand, the economic changes caused degradation of the social groups that did not and still are not able to meet the challenges of the past and present. These groups include beneficiaries of social assistance who are able to get by due to the fact that they receive the aid from the state. The aim of the present study is to analyze and evaluate the work of social welfare institutions and their managers who are responsible for solving key social problems. Therefore management of the institution depends on the proper use of skills of their highly qualified social workers who are changing the life situation of people in need. The study takes into consideration many managerial dysfunctions exemplified by a conflict situation of a social welfare institution in the city of Łódź that has been developing for years. The presented picture points to many mistakes of social and economic nature made by the managers. The study used the method of content analysis of the thematic literature, as well as sociological methods, which also includes a technique of participant observation.
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Flexibility is one of the key paradigms of modern management. The condition for its effectiveness in the field of human capital is its pro-innovative character and comprehensive approach to human capital management flexibility. Empirical studies have shown insufficient level of HCM flexibility, regardless of the socio-economic and cultural conditions. Opinions of employees on the qualification advancement and attitudes relating to the development of creativity and entrepreneurship are disturbing. What is particularly unsatisfactory is the level of remuneration flexibility.
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Factors supporting probability of Intra-/Internet training in an organization were identified in the paper. Empirical material from research on the human resource management system in enterprises of the West Pomeranian Voivodeship was analyzed. Econometric modelling (models of quality variable were estimated) were applied in the methodological layer.
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The article presents the results of research conducted with Delphi method among Thai and Spanish experts. Ten experts participated in each country. The study was carried out to identify key competencies in the current job market and in the next 5 years. It also determined differences in the opinions of experts representing different culturally and economically countries. Results have shown consensus on several core future competences. The greatest differences of opinion concern the importance of formal education. The article also describes key drivers of change which shape the future labour market and describes four scenarios that my happen on the UK labour market over the next several years. The study concludes that European model of education should be changed. If this does not occur the competence gap will increase on the market.
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The goal of this article is to present good practices in employee performance appraisalin selected local government units. Theoretical part describes: an idea of New PublicManagement as well as essence, objectives and rules of employee performance appraisal.Empirical part of the article is based on own research of performance appraisal from three selectedlocal government units. The article emphasizes a significant role of the implementationof good practice from business in performance appraisal area in public administration and alsodesired directions of changes in this area.
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The article concerns the independence of the President of the Railway Transport Office (RTO). In the current legislation, there are no grounds to consider the President of RTO a fully independent body, guided by impartiality and objectivity. Their choice is not free from political influence and business. There is a risk to marginalize the evidence of substantive knowledge of the person who would perform this public function. Postulates de lege ferenda, indicated in the article, could contribute to better public spending and limit the very menacing mechanisms of social pathology which is corruption. It was pointed out that the legislator should introduce a juridical mechanisms for the greater transparency of activities of the President of RTO and to avoid conflict of interests that could compromise their independence.
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