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Publisher: Sciedu Press   (Total: 17 journals)   [Sort by number of followers]

Showing 1 - 17 of 17 Journals sorted alphabetically
Accounting and Finance Research     Open Access   (Followers: 34)
Business and Management Research     Open Access   (Followers: 22)
Clinical Nursing Studies     Open Access   (Followers: 10)
Intl. J. of Business Administration     Open Access   (Followers: 8)
Intl. J. of English Language Teaching     Open Access   (Followers: 3)
Intl. J. of Financial Research     Open Access   (Followers: 7)
Intl. J. of Higher Education     Open Access   (Followers: 51)
J. of Curriculum and Teaching     Open Access   (Followers: 5)
J. of Hematological Malignancies     Open Access  
J. of Hospital Administration     Open Access   (Followers: 2)
J. of Management and Strategy     Open Access   (Followers: 7)
J. of Nursing Education and Practice     Open Access   (Followers: 21)
Research in World Economy     Open Access   (Followers: 3)
Studies in Asian Social Science     Open Access  
World J. of Education     Open Access   (Followers: 1)
World J. of English Language     Open Access   (Followers: 3)
World J. of Social Science     Open Access   (Followers: 1)
Similar Journals
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Journal of Management and Strategy
Number of Followers: 7  

  This is an Open Access Journal Open Access journal
ISSN (Print) 1923-3965 - ISSN (Online) 1923-3973
Published by Sciedu Press Homepage  [17 journals]
  • The Role of Employee Behaviour and Organizational Structure in the
           Relationship Between Strategic Planning and Competitive Advantage of Large
           Manufacturing Firms in Kenya

    • Authors: Jackson K. Maingi, Zachary B. Awino, Peter O. K’Obonyo, Ganesh P. Pokhariyal
      First page: 1
      Abstract: Several studies have been carried out in the past to find out how strategic planning and competitive advantage are connected and the causes of differences in competitive advantage among firms. Scholars have argued that competitive advantage can emanate from either internal or external sources and is usually in several forms which include; valuable resources, the position held within the industry, position within the marketplace, operating at lower costs than rival firms, differentiation, capabilities and dynamic capabilities. This study sought to advance knowledge and was based on the premise that strategic planning influences competitive advantage both directly and also indirectly by way of the mediating influence of employee behaviour and the moderating effect of organizational structure. The study was underpinned by the competitive advantage typology/theory, the resource-based theory, dynamic capabilities theory, goal-setting theory and contingency theory. The study used a positivist research paradigm and a cross-sectional survey design. Data collected from 122 large manufacturing firms was analyzed using both descriptive and inferential statistics. Hypotheses were tested using both simple and multivariate regression analysis as well as hierarchical analysis for mediating and moderating effects. The findings indicate that overall strategic planning has a statistically significant influence on competitive advantage and that employee behaviour completely mediates the relationship between strategic planning and competitive advantage while organizational structure has a partial moderating effect between strategic planning and competitive advantage. In addition, the joint influence of employee behaviour and organizational structure is different from the influence of individual variables on the relationship between strategic planning and competitive advantage. The outcomes from this research lend support to previous enquiries and support all the theories used to underpin the study.
      PubDate: 2019-03-27
      DOI: 10.5430/jms.v10n3p1
      Issue No: Vol. 10, No. 3 (2019)
       
  • Gaining Perspective of an Industry‚Äôs Readiness for Regulatory Change: A
           Case Study From the Aviation Industry

    • Authors: Damon Lercel
      First page: 15
      Abstract: A change in regulatory policy regularly affects more than one organization and may involve an entire industry comprised of thousands of diverse organizations. These types of regulatory changes often encounter significant resistance from industry stakeholders as they often view new regulation with a certain level of skepticism, contributing to policy gridlock. A significant factor in whether any change initiative fails or succeeds is the organization’s readiness for change. However, a preponderance of the organizational change research to date has focused on individuals, targeted small groups, or single organizations – little has focused on regulatory policy changes that may affect a very large and diverse industry group. By better understanding an industry’s readiness for change, regulators may more effectively identify and understand the potential opposing forces, develop strategies to overcome these forces, and therefore may create a change vector. Recently, the Federal Aviation Administration proposed a major regulatory change affecting the United States’ aviation repair station industry. This heavily debated regulation would require industry organizations to develop a formal Safety Management Systems. Thus far the regulation has met stiff industry resistance. This research attempted to gain perspective of the industry’s readiness for change and found their overall readiness level was low. Although this research was limited in scope and intended as an initial exploration of change readiness concepts across a large industry faced with a proposed major public policy shift, the results suggest readiness for change assessments may assist public agencies with managing major regulatory change.
      PubDate: 2019-03-27
      DOI: 10.5430/jms.v10n3p15
      Issue No: Vol. 10, No. 3 (2019)
       
  • The Impact of HR Analytics on the Training and Development Strategy -
           Private Sector Case Study in Lebanon

    • Authors: Kamel Barbar, Radwan Choughri, Moetaz Soubjaki
      First page: 27
      Abstract: This study investigated the impact of HR analytics on the training and development strategy of private organizations in Lebanon. It sought to test four hypotheses namely: There is a significant relationship between HR analytics use in large businesses and the development of employee skills; there is a significant relationship between HR analytics use in older businesses and the development of employee skills; there is a significant relationship between HR analytics use in large businesses and the retention of employees; and there is a significant relationship between HR analytics use in older businesses and the retention of employee. HR analytics has a significant influence on the development of employee skills and HR analytics has a significant influence on the development of HR training strategy. The study relied on a quantitative correlational research method with the help of an online questionnaire as the data collection instrument. A total of 302 respondents from the private sector in Lebanon returned valid responses to the questionnaire. The results validated each of the four hypotheses. They revealed that HR professionals rely on HR analytics to formulate employee development strategies. Data from HR analytics is used to predict potential outcomes of important HR and organization strategy decisions. In conclusion, the findings from this study imply that businesses should integrate HR professionals and HR analytics into the process of decision making and development strategy formulation.
      PubDate: 2019-03-27
      DOI: 10.5430/jms.v10n3p27
      Issue No: Vol. 10, No. 3 (2019)
       
  • Employee/Management Sabotage Effects on Organizational Output

    • Authors: Etebong Attah Umana, L. C. Okafor
      First page: 37
      Abstract: This study examines how employee sabotage affects organizational output in First Bank Plc, Calabar. The purpose was to identify the causes of employee sabotage, to examine how employee sabotage destroys the image and reputation of the organization, to examine how employee insubordination thwart the achievement of team work accomplishment and organizational effectiveness, to examine how employee refusal to produce product/service affect organizational output and to determine how employee sabotage reduce the security strength of the organization. The study employed survey design and used questionnaire to gather data from sampled respondents. Data was analyzed using simple percentage method. Based on the findings, it was revealed that sabotage at workplace by employee can damage the property, image and reputation of an organization. It was also revealed that employee insubordination thwart the achievement of team work accomplishment and organizational effectiveness. It was equally shown that employee sabotage reduces the security strength of the organization, thus expose the organization to competitive thread and that sabotage by employee leads to waste of resources in the organization, thus low organizational output. It was thus recommended that organizations should do a thorough background checks to know the type of employee that has been hired. Also, organizations should reinforce codes of conduct which will add weight to disciplinary response (court claim) to regulate employees’ behaviours if the employee abuses the rules.
      PubDate: 2019-03-27
      DOI: 10.5430/jms.v10n3p37
      Issue No: Vol. 10, No. 3 (2019)
       
 
 
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