Publisher: Macrothink Institute   (Total: 47 journals)   [Sort by number of followers]

Showing 1 - 47 of 47 Journals sorted alphabetically
Aquatic Science and Technology     Open Access   (Followers: 4)
Asian J. of Finance & Accounting     Open Access   (Followers: 16)
Business and Economic Research     Open Access   (Followers: 12)
Business and Management Horizons     Open Access   (Followers: 14)
Business Management and Strategy     Open Access   (Followers: 48)
Case Studies in Business and Management     Open Access   (Followers: 15)
Education and Linguistics Research     Open Access   (Followers: 6)
Environmental Management and Sustainable Development     Open Access   (Followers: 11)
Global J. of Educational Studies     Open Access  
Human Resource Research     Open Access   (Followers: 1)
Intl. Finance and Banking     Open Access   (Followers: 3)
Intl. J. of Accounting and Financial Reporting     Open Access   (Followers: 17)
Intl. J. of Culture and History     Open Access   (Followers: 14)
Intl. J. of Education     Open Access   (Followers: 17)
Intl. J. of English Language Education     Open Access   (Followers: 15)
Intl. J. of Global Sustainability     Open Access   (Followers: 4)
Intl. J. of Human Resource Studies     Open Access   (Followers: 17)
Intl. J. of Industrial Marketing     Open Access   (Followers: 6)
Intl. J. of Learning and Development     Open Access   (Followers: 5)
Intl. J. of Linguistics     Open Access   (Followers: 12)
Intl. J. of Management Innovation Systems     Open Access  
Intl. J. of Regional Development     Open Access   (Followers: 1)
Intl. J. of Social Science Research     Open Access   (Followers: 14)
Intl. J. of Social Work     Open Access   (Followers: 26)
Intl. Research in Education     Open Access   (Followers: 6)
Issues in Economics and Business     Open Access  
Issues in Social Science     Open Access   (Followers: 5)
J. for the Study of English Linguistics     Open Access   (Followers: 6)
J. of Agricultural Studies     Open Access   (Followers: 5)
J. of Applied Biotechnology     Open Access   (Followers: 2)
J. of Asian Development     Open Access   (Followers: 2)
J. of Biology and Life Science     Open Access   (Followers: 2)
J. of Corporate Governance Research     Open Access  
J. of Education and Training     Open Access   (Followers: 4)
J. of Educational Issues     Open Access  
J. of Entrepreneurship and Business Innovation     Open Access   (Followers: 8)
J. of Environment and Ecology     Open Access   (Followers: 10)
J. of Food Industry     Open Access   (Followers: 2)
J. of Food Studies     Open Access   (Followers: 6)
J. of Management Research     Open Access   (Followers: 5)
J. of Public Administration and Governance     Open Access   (Followers: 31)
J. of Safety Studies     Open Access   (Followers: 1)
J. of Social Science Studies     Open Access   (Followers: 12)
J. of Studies in Education     Open Access   (Followers: 4)
Research in Applied Economics     Open Access   (Followers: 3)
Research in Business and Management     Open Access   (Followers: 2)
World J. of Business and Management     Open Access   (Followers: 2)
Similar Journals
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World Journal of Business and Management
Number of Followers: 2  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2377-4622
Published by Macrothink Institute Homepage  [47 journals]
  • Talent Management Strategies and Employees’ Retention in Chi Farms Ltd
           (Ajanla Farm), Oyo State, Nigeria

    • Authors: Abdulazeez Abdulmaleek O.
      First page: 1
      Abstract: This study examined the analysis of Talent management strategies and employees’ retention among workers of CHI Farms LTD. (Ajanla Farm), Ibadan. In carrying out the research, three hypotheses were generated and were tested using Multiple regression model, Pearson product moment correlation and T – test statistics respectively. The study adopted a descriptive survey design method. A structured questionnaire was used in obtaining data, which was classified into Employee Engagement Scale (EES), Employees’ Retention Scale (ERS), Performance Management Scale (PMS), Compensation Management Scale (CMS), and was administered on 108 respondents. Hypothesis one revealed that there was a contribution of talent management strategies (i.e performance management, compensation and engagement) to employees’ retention (F=43.68, p<.01, R2=.54). Hypothesis two findings showed a significant relationship between performance management and employees’ retention [r(.104)= .46**, p<.01]. Also, the result revealed a significant positive relationship between compensation strategies and employees retention [r(106)=.35**,p<.01]. The result also revealed that a significant positive relationship between engagement and employees’ retention {r(106)=.40**, p<.01} exist. Hypothesis three result revealed that there was a significant difference between male and female respondents on perception of employees’ retention. [t(106)=4.27, p<.01]. The study concluded that performance management, compensation strategy and employees’ engagement are of great importance to talent management and retention. The study therefore recommended that management should formulate and implement policies that promote talent management which will in turn promote employees’ retention, they should also recognize and appreciate employees for work well done and that management should have in – house career development programs to help develop their employees.
      PubDate: 2020-08-31
      DOI: 10.5296/wjbm.v6i2.17609
      Issue No: Vol. 6, No. 2 (2020)
       
  • Attitudes of Bank Managers towards the Effect of Cultural Intelligence on
           Organizational Climate and the Process of Strategy Activation: With
           Special Reference to Commercial Banks in Erbil, Kurdistan Region

    • Authors: Hussein Ahmad Mustafa, Kosret Muhemed Ebabekir, Gibraeel Ahmed Ismael
      First page: 15
      Abstract: The purpose of this research is to examine the attitudes of bank managers towards the effect of cultural intelligence on organizational climate and the process of strategy activation. A survey instrument comprising six constructs (cultural intelligence capabilities: metacognitive, cognitive, motivational, behavioral capabilities, organizational climate, and strategy activation) was designed and administered to managers within 18 commercial banks in Erbil, the capital city of Iraqi Kurdistan Region. The empirical data were analyzed by using (PLS-SEM) path modeling to hypotheses testing. The research findings confirmed a positive and significant correlation between cultural intelligence key elements (metacognitive, cognitive, motivational, and behavioral capabilities), and organizational climate. The findings indicated that cultural intelligence contributes to improving the organizational climate within commercial banks. The improved organizational climate within commercial banks, contributes to improving the process of strategy activation. This research contributes to improves the literature by representing that cultural intelligence stands as the base for improving organizational climate; thus, the improved organizational climate (as a result of cultural intelligence) contributes to improving the process of strategy activation.
      PubDate: 2020-10-04
      DOI: 10.5296/wjbm.v6i2.17371
      Issue No: Vol. 6, No. 2 (2020)
       
  • Can Parents Be Attributed to Their Subsidiary Performance' A
           Multi-Level Analysis for Performance Determinants of Multinational
           Enterprises in Pakistan

    • Authors: Nayab Zahra, Danish Ahmed Siddiqui
      First page: 34
      Abstract: International firms are highly sensitive to the performance of their subsidiaries and want to understand the factors behind their monetary success. Thus, numerous strategies are employed by these International firms to explore subsidiaries’ performance determinants; usually, these include subsidiary level attributes, ignoring the parent’s impact along with its country. To address this gap we construct a multi-level research that focuses the subsidiary, parent attributes along with countries’ Governance Indicators while predicting the determinants of subsidiary performance in Pakistan.We use two different levels i.e. parent & subsidiary level; multi-level analysis approach with HLM (Hierarchical Linear Model) in this research paper. Governance indicators of both parents and subsidiaries were taken explanatory factors along with Market growth, size, Performance, R & D, capital structure as well as asset management policies of parent. Subsidiary level factors included parents’ ownership, size, equity, and capital investment. 26 multinational companies listed on Pakistan Stock Exchange were included. Data was taken from the year 2012 to 2018. Selected companies cover around ten sectors of Pakistan Stock Exchange.The study revealed that on both levels; parents and subsidiaries, Governance institutions are more influencing factors rather than companies’ own attributes. We recommend that before investing in a country, international businesses should take into account Governance institutions (by World Bank); more than their own attributes.Originality/value - This study contributes to the existing approaches to determining subsidiary performance through adding Governance institutions and parent level attributes. Especially it explores the determinants of subsidiary performance in a developing country; Pakistan in the Asia continent.
      PubDate: 2020-11-28
      DOI: 10.5296/wjbm.v6i2.18003
      Issue No: Vol. 6, No. 2 (2020)
       
 
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